Work-life balance is to blame for almost 30% of employee departures. Has a lack of balance ever forced you to resign from a job? 

In 2017 we’ve seen a lot of change, from Prime Ministers to Presidents and everything in between… and of course, the world of work is changing too. Brexit uncertainty has significantly impacted the European job market, with more people seeking jobs closer to home.

With change comes opportunity, and we believe that in 2018 there’s going to be huge change in the UK job market. Employees are demanding more flexible working opportunities and employers are starting to respond.

How could flexible working opportunities benefit you?

For many, work-life balance is something that seems unattainable. But that’s not the way it has to be. Sara Horsfall of Ginibee, has created a platform that allows employers to open their roles (however senior) to talent partnerships. Think job-sharing, but without the chaos!

Talent partnerships allow you to take on a full-time, high-level role but to share that responsibility with another talented professional. Meaning that you can retain a healthy work-life balance, without sacrificing your career.

How do talent partnerships work?

Two talented professionals choose to take on one full-time role and share it between them. This allows them to deliver more than full-time, and ultimately more than a single employee ever could (in terms of productivity, efficiency, skills and experience). So employees get a work-life balance, while employers get great value for money!

What are the benefits of entering into a talent partnership? 

Talent partnerships offer a fantastic opportunity when you have other priorities besides career, whatever they may be. You don’t want to give up your career, and you shouldn’t have to! By forming a talent partnership you are offering employers two for the price of one. However you will also gain from this setup:

  • Better health (mental, physical and emotional)
  • The opportunity to continue your career and development, at whatever level
  • A fulfilling role that leaves you mentally stimulated and feeling motivated
  • The chance to work alongside another talented professional who may have complementary skills or experience – learning from one another on the job
  • A healthy work-life balance.

Our Christmas message from Career Ambitions to you…

In 2018 there will be increasing demand for flexible working opportunities, and in response more opportunities. Be open-minded to these, and find a career that really works for you.

Ginibee infographic


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If job applications were reviewed as a series of tick boxes, we would all be out of work.

Why? Employers don’t always know what they’re looking for. Job descriptions often become a list of skills and requirements that put the right candidates off, and no perfect match is found.

It’s time to look beyond the lists, beyond the labels, and see that we are more than all that. The key to securing your ideal new role? You need to learn to S.U.R.F.

S = SkillfulAldara surfing

U = Unconscious

R = Relevant

F = Flexible

What does have to do with your job search?

Read on, and we really hope you enjoy the ride…

S. = Skillful

If someone asked you “what do you do?” how would you answer? You will probably answer with a label. “I’m a teacher” “I’m a scientist” “I’m a….” But does that label really describe all that you are? Labels narrow down our options and often stop us from applying for jobs that could actually be a perfect fit.

We need to be skillful at identifying our skills! One of the main reasons I see for people being unmotivated in their careers is because they neglect to see half of the skills that they have. If they can’t see them, how will a potential employer?

It’s not what you’ve got, it’s what you do with what you’ve got!

S.U. = Unconscious  

We all have skills that are innate. Those things we do without even thinking about it – that we wouldn’t necessarily add to the skills section on our CV (and that’s where the problem lies!). What motivates you at a deeper level? Knowing yourself and what makes you tick is an extremely attractive quality in a candidate.

Ask yourself what’s important to you? What gives you the greatest buzz at work and makes you excited? If money was no object, what would you really love to do?

Remember, it’s not what you’ve got, it’s what you do with what you’ve got!

 S.U.R. = Relevant

Now that you’ve identified those hidden skills and motivations, you need to make them relevant to the job market. They may not match the exact skills listed on a job description, so it’s time to delve deeper and discover what your unique skills and experience could bring to an organization.

Step into the shoes of the employer and try to read between the lines of their job description. You may not be a perfect fit for the skills they’ve listed as ‘required’, but how could your skills actually provide answers and solutions to their problems?

What are their strengths and weaknesses? What are the external opportunities and threats for the organisation? Now do the same exercise on yourself. What are the strengths you have that might minimize their weaknesses and threats? What have you got that will enable them to take advantage of an opportunity.

Tailor your CV and cover letter accordingly, and send it off with confidence. By offering a solution to the initial problems posed by the job description, you are going above and beyond and demonstrating to the employer how skillful you are.

Always remember, it’s not what you’ve got, it’s what you do with what you’ve got!

S.U.R.F. = Flexible

The key to your way to a new career, is to be more flexible. Whilst job descriptions can often appear rigid with a list of non-negotiable skills and expertise, you don’t need to be the same! Experiment with new career ideas, try new roles and embrace change. Your skills are far more flexible than you may think! Keep your mind open to the possibility that you may be suited to a role that you would have previously dismissed.

One last time, it’s not what you’ve got, it’s what you do with what you’ve got!

Learning to S.U.R.F. is easier than you might have thought!

It doesn’t have to be sink or swim. Ride the waves of the job market and find a career that leaves you excited, motivated, and looking forward to Monday mornings…

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Lately, I’ve attended a number of recruitment events. Sadly, I wasn’t amazed by how many fantastic candidates, enthusiastic employers or amazing job vacancies there were. Instead, what struck me most was how unprepared many attendees were! Both the candidates and the employers.

As a candidate, recruitment events can be invaluable. A chance to get face to face with employers who have real jobs, and show them who you are. But are you ready to grasp that opportunity?


This is where the 6 Ps come in! As the saying goes, “Prior Planning Prevents P*** Poor Performance” and here that certainly applies! Don’t waste your time attending recruitment events until you are ready and can put your best foot forward through that door.

After all, you only get one chance to make a first impression. 

If you follow these steps and are prepared to network your socks off, you’ll leave a lasting impression at your next recruitment event!

Be Prepared! As you approach a stand, an employer may ask you… 

  • What could you bring to our organisation?
  • What motivates you?
  • Where do you see yourself in 1, 3, 5 years time?
  • We need someone who can XXX. Can you?

How would you respond?

Have some questions for them! This is a good way to demonstrate that you’re proactive and keen to know whether the company would be a good fit for you and your personality. Prepare questions such as: 

  • What are you looking for in a new employee?
  • Are there training / development opportunities?
  • Are you looking for skills or attitude?
  • What is your policy on work-life balance?

Next, complete our essential job event check list: JobFairChecklist

  • Get your Elevator Pitch right: Prepare a clear, concise pitch that you’ll be ready to present to potential employers. Remember, jobs fairs are essentially just networking events so prepare accordingly! Read more in our Career Ambitions Club (you can become a member for free!)
  • Go armed with an up to date CV and LinkedIn Profile: It’s important to have a current CV on hand at jobs fairs. But don’t neglect to update your LinkedIn profile too! If an employer finds discrepancies, they’re unlikely to hire you. Follow our tips to optimise your LinkedIn profile.
  • It’s not just your words that count! Your body language can give a lot away to a potential employer. Make sure that you are confident, open and make a good first impression. Read our guide to getting your body language right.
  • Know what you want. There’s no point wasting time attending recruitment events for the sake of it. The key is to know yourself, your innate motivations and what makes you tick. That way you’ll find a career that suits you – so you don’t have to repeat the process! This is where the LAB Profile steps in.

Now, scroll back up and give that quiz another go… what’s your goal this time? 

If you’ve followed all the steps in our guide, then you will be ready to impress those potential employers at your next recruitment event! Check out our events calendar to see what’s happening in the Cambridge area in the next few weeks. Good luck!  

If you’d like to have an informal chat with Katherine about preparing for your next career move, email her or call her on 01223 633535.

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Image courtesy Freepik

Lately the headlines have been full of large companies making their employees redundant. And sadly, its true.  

Pre-Brexit, organisations are tightening their belts and preparing for the challenges that we are about to face. And as a result, we’ve seen an increasing number of companies and HR people coming to us asking for outplacement support to help their team through the redundancy process.

 So if the ‘R word’ is mentioned in your work place, how can you ensure the right support is in place?

Redundancy has been found to be hugely damaging to the mental health of all involved. That includes the senior management, the decision makers, the HR team, those made redundant and those that are left behind.

Redundancy leaves people with questions and worries, causing them to feel anxious about their career and future, unsure where to go next. A few questions we often hear:

Questions redundancy

Before these concerns become huge problems, it is the organisations responsibility to provide adequate support and to help their staff through the situation.

 If redundancy is affecting your workplace, its time to ask for support.

Don’t be left feeling anxious or worried about your position. Whether you are facing redundancy or you’ve remained in your job, the process can fuel worries and leave you unable to do your job (or move onto a new one). If you talk to your HR team or manager, they will be able to request outplacement support – giving you an impartial ear to air your worries and find a way forwards. The last thing your organisation will want is a demotivated and uneasy workforce!

What is outplacement support?

 As coaches, we provide outplacement support to many organisations and for many reasons. Recently, redundancy is often sadly the reason we are brought in.

What do we offer? A non-judgemental, impartial person for you to share your worries with. After all, it’s no good keeping these feelings bottled up. Whatever your questions and concerns, we are there to coach you through it to a more positive outlook and a proactive plan of action. Together we can look at your skills and see what tools you have in your back pocket that could open new doors. Is it time to change career? To try something new? Or does your workplace just need a more of a support network to keep communications open for those left behind?

The benefits of a strong support network are never ending.

Whilst dealing with redundancy, decision makers often neglect the after-care for their team. If you hear the Chinese whispers spreading among your colleagues, people feeling anxious or uncertain about the future, speak to your manager. Redundancy often sparks anxiety, a lack of productivity, increased staff turn over and an unhappy workplace.

Whether you’ve been made redundant, or your colleague has – ask your employers for support. Be proactive, and they’ll thank you for it in the long term!

If you would like to talk to Katherine about organising Outplacement Support for your organisation, please email her or call 01223 633535.

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The world of job seeking has been transformed by the introduction of social media websites such as LinkedIn. With over 500 million users, and two new members joining every second, LinkedIn dominates as the job seekers social site. 

LinkedIn_graphicHas LinkedIn replaced the need for the humble CV? The answer is no – not yet at any rate. Why? The two are really quite different. Read on… 

CVs and LinkedIn Profiles have different purposes. 

Recruiters spend on average just 6 seconds looking at each CV they receive, so it’s a seriously limited time and space in which to impress. For this reason, CVs should be role specific, tailored to each and every job that you’re applying for. They use more formal, third person language (no use of I or My).

On the other hand, LinkedIn is an online portfolio designed to sell you. It’s colourful, allows for slightly less formal language with first-person allowed, and more in-depth descriptions and posts. It’s your space to link to projects, share graphics, results and achievements that will help to demonstrate your well-rounded skills and career expertise. They need to reveal more about you as a person, rather than just a job history and list of skills! 

Unfortunately for over-stretched candidates, it’s important to have both! 

While a cover letter and smashing CV is your foot in the door, 94% of recruiters follow up by using LinkedIn to vet potential candidates. So even if your CV is incredible, if you have an outdated, unprofessional LinkedIn profile its unlikely you’ll stand a chance against the competition.

Your CV and your LinkedIn profile shouldn’t just be duplicates. Use these two platforms to create a 360 degree view of you,

Don’t panic, we have put together our top tips to ensure that your LinkedIn profile secures you your dream job… 

Top Tips for LinkedIn Success: 

– Your photo. It can’t be a cropped out selfie or you on a night out. While LinkedIn is a fraction more informal than a CV, you still need to create a professional looking profile. How recent is it? No good having a photo of you from 10 years ago! 

– First impressions. The design of your LinkedIn profile has changed, and viewers now see less information on first click. Your headline is just 120 characters, so it needs to be short and sharp and sell you! It’s your place to brand yourself. What are you all about? Don’t mention that you’re currently unemployed or looking for new opportunities. These phrases as a huge turn off for employers … 

– Paint a picture of you. While CVs have to be kept concise, LinkedIn allows a little more room for vivid description. Think of this as your online portfolio where you can add digital media, links to websites, graphics, presentations… even videos! Unlike a CV, your LinkedIn profile isn’t tailored for a specific job application or role, so show how diverse your skill set and interests really are.    

– Keywords really are key. When recruiters and hiring managers use LinkedIn to look for potential candidates, they do a keyword search. Based on the job description and key requirements, they will ask LinkedIn to filter their results. Make sure your LinkedIn profile features the keywords relevant to your industry or the role you are looking for. 

– Real recommendations. A much more efficient version of ‘references’ on a CV! A place where real people can leave real endorsements and recommendations. These build up a picture of you and your work history, making you more trustworthy. The more recommendations you have, the more you will stand out against other candidates. 

– Engage. Remember, LinkedIn is a SOCIAL media channel, so get social! Engage with your connections, comment on their posts, ask questions and get involved in conversations relating to your industry and interests. If you want to, write an article to publish on LinkedIn. This will help to assert your authority and again, build up a picture of you and demonstrate your skills.

But whatever you do, don’t neglect your CV! 

While LinkedIn may appear to have taken over the job seeking market, CVs are still just as important. Don’t forget to keep yours updated whenever you change your LinkedIn. Invest time in tailoring your CV to each and every job you apply for – it may seem like a lot of effort but your success rates will be much higher. Hiring professionals can smell a ‘scatter-gun’ approach from a mile off!

If you’re left feeling out of touch and left behind, get in touch. We specialise in helping candidates to secure their ideal role and we’re ready to share the secrets with you! Just email Katherine on  or call 01223 633535.

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cork-796138_1920When it comes to careers, self-awareness is one of the most powerful career tools out there.

So many people drift through their working lives, never really knowing what they want to be doing with their careers. We often ‘fall into’ jobs, and then find ourselves stuck and feeling frustrated. What a shame!

40% of people at work ‘fall into a career’ they didn’t choose.

Some of these people actually end up loving the job they ‘fell into’, but others wish they had fallen into something else. The other 40% chose a career because of the possibilities, the variety and the way that job made them feel. Then the 20% in the middle did a bit of both, falling and choosing. Which camp do you sit in?

What most people don’t realise is the power of knowing what drives you subconsciously. By finding out what makes you tick at work, you can consciously choose a career that will involve more of what you love, and less of what you don’t.

This is where the LAB (Language And Behaviour) Profile steps in.

The LAB Profile allows us to understand exactly what motivates us, through simple analysis of language. This understanding allows us to pinpoint the traits that make the difference between behaviour that is very effective and behaviour that does not provide the desired results. With this new knowledge, you can identify your ideal career – based on your innate motivations and passions – and ultimately find a job that will keep you interested and engaged!

How can you discover your ideal career with the LAB Profile?   

That’s easy! Unlike a psychometric test, the LAB Profile can be carried out on the phone, Skype or face-to-face. All you need is a LAB Profile Master Practitioner, such as Katherine. After a 30-45 minute conversation, Katherine will help you to understand what makes you tick., what motivates you, and what leaves you feeling disinterested! Once you know that, choosing your ideal career is easy.

We spend around 90,000 hours at work during our lifetime, and that’s a lot of time to be stuck in a job you don’t enjoy. Don’t wait a lifetime to figure out your ideal career!

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CVBefore you read this blog, get a copy of your CV in front of you. Now, read it through. Every time you spot a ‘big-picture’ phrase such as ‘strategy’ or ‘initiative’, circle it. Is your CV beginning to look a little like a Venn diagram? Read on…  

As a career specialist, I often get job seekers approaching me and asking for help. Despite their best efforts, they’ve applied for hundreds of jobs and yet not managed to secure one. Why? 

The first step to job-seeking success lies with your CV. It’s your opening gambit to a recruiter, your first foot in the door, your one and only chance to make a great, lasting, first impression. So is your CV turning recruiters on, or turning them off?

When it comes to CVs, there are usually two categories:

  1. The ‘Big Picture’ CV: Using words such as strategy and initiative, these CVs aim to please. Targeting no one and no specific job, the wide-net approach is used to make the candidate appear well-rounded with skills and experience that could apply to any role. These CVs are the social equivalent of the crowd-pleasers, but are they actually pleasing anyone?
  1. The ‘Overly Detailed’ CV: These super-detailed CVs are super-specific, with words crammed into every nook and cranny of the page. Detailing every job from the village paper round to the time you looked after your sister’s friend’s child, a recruiter is likely to drown in the context included on an overly-detailed CV.

Which category does your CV fall into?

What are recruiters really looking for in a CV? 

Most CVs fail to clearly and concisely illustrate the challenges faced and outcomes achieved by a candidate in their past roles. It’s that simple!

Increasingly (and perhaps prompted by the often mentioned ‘skills-gap’) employers are hiring candidates who possess transferable skills. These soft skills can’t be learnt, while a new employee can quickly be trained up in the specific hard skills needed to fulfill a role.

Use your CV to demonstrate your transferable skills and how these have been put to good use in the past:

Challenge faced + outcome achieved = a great example of your value!

This is the secret equation that makes recruiters and hiring managers tick.

When hiring, recruiters want to be able to quickly and easily find out what value a candidate will bring to their organisation.

  • How are you going to overcome challenges and find solutions?
  • Will you tackle challenging situations head on or freeze in the spotlight?
  • How have you demonstrated this in your past positions?

Time is precious. Don’t waste your time sending off a CV that won’t get the recruiter or hiring managers attention! Invest a little time now getting your CV right and you will soon reap the rewards.

Remember, your CV is your first impression. Don’t let it be your last!  

“Details matter, it’s worth waiting to get it right.” – Steve Jobs

Want more tips on how to write the perfect CV and secure your dream job? Join the Career Ambitions Club today and access our Step By Step Guide to Writing a Powerful CV. Or get in touch with Katherine Wiid to find out how her years as a career and recruitment specialist could help your job search.

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Beer testFor job seekers, it’s a challenge to stay on top of the latest recruitment trends. One week it’s CVs printed on balloons and sent into space, the next it’s video interviews and soft skills assessments.

Now, it seems to be The Beer Test.

What is The Beer Test?

The Beer Test involves employers inviting a candidate to join the team for lunch or a drink, in order to test-drive them and see if they can get on with colleagues in a more relaxed, social setting. Or there’s the hypothetical Beer Test, whereby a hiring-manager simply asks themselves the question: “would I like to go for a drink with this person?”

For the employers, this is a way to see whether a candidate will be a good culture fit with their organisation. It can also allow them to gather the opinions of other team members on that potential candidate.

As a job-seeker, how can you benefit from The Beer Test? 

Start by asking yourself the same question: “would I like to go for a drink with this person/team?” If the answer is no, then it’s likely that the job isn’t a great fit for you. We spend around 90,000 hours of our lives working, so it’s important to find a job that you enjoy! If you’re surrounded by people who you don’t enjoy spending time with, then it’s unlikely that you will remain motivated or driven in that role for long. Why waste time with jobs that aren’t right for you?

“Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do.” Steve Jobs (1955-2011)

Have you ever sat down and considered what your ideal work environment would look like, feel like, sound like?

Find your ideal career, not just a job.

Job-seeking is an exhausting, disheartening and often confidence-knocking process. Why go through it time after time? Many of our clients come to us feeling lost having been made redundant, or simply feeling dissatisfied or disengaged with their current jobs. They aren’t sure where to go or what to do with their careers.

Using the Language and Behavioural Profile (LAB Profile) allows us to pick up on the core emotional response and triggers we all have at work and turn these into words you can use on your CV and in networking situations to articulate what you are good at and enjoy doing. In a nutshell, it allows us to discover what motivates you, and therefore determine which jobs your skills and motivations would be best suited to.

When it comes to interviews and/or The Beer Test, the LAB Profile can also become an invaluable language tool. A few simple tricks will allow you to use language in its most powerful form, in order to influence others and even secure your dream role. There’s no test, no questionnaire, no lengthy process. All you need is a relaxed 45 minute chat with a LAB Profile Master Practitioner such as Katherine, followed by an in-depth feedback session.

Is it time to learn a new tool to help your job search or to identify your ideal career? Remember, it’s not just employers who can benefit from the social aspects of The Beer Test. Cheers to that!

Would you like to find out more about the LAB Profile and how it could improve your job search? Get in touch with Katherine today, or find our what our clients have to say: 

“I found your profiling to be very in-depth and believe it to be an accurate account of how I feel currently and how I work.”  Dr. Mark O’Connor PhD 


“Working though my LAB Profile with Katherine has identified what my key motivation and working traits are.  Not only did this highlight why I wasn’t enjoying my previous role it also highlighted clearly what I need to be looking at in a new role.” Sarah Stones

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As the seasons change, so does LinkedIn, so what are the latest changes to LinkedIn?LinkedIn

Since October 2016, LinkedIn has been rolling out its new user interface (or UI for short). It’s the biggest set of changes to LinkedIn since the launch in 2003. We’ve delved into this new look to help explain the changes and how to make the most of LinkedIn’s new functions…

Starting with LinkedIn’s new look. Instead of the old blue theme, the new LinkedIn is teal, grey and navy. The layout has changed, bringing it more in line with the mobile app and therefore more coherent across devices.

Now let’s explore LinkedIn’s new functions.

Of course, there are lots of changes to LinkedIn that we need to get to grips with. But in the meantime, we’ve whittled it down to the most useful (and important)…

homeHomepage: The new look homepage now features a mini preview of your personal profile to the left, which also gives you an indication of how many people are viewing your profile as well as your connections. At the top, you will find the update box, which now says ‘Share an article, photo, or update’, as well as a strong call to action ‘Write an article’ which takes you through to Publishing (more on this later).Share as article

While it looks fairly unchanged, the new newsfeed (or timeline) has been cleverly reworked behind the scenes, with a combination of algorithms and human curation ensuring that we are delivered more tailored and personal content.

SearchSearch: Some of the largest invisible changes to LinkedIn’s new roll out are to the search function. There are no longer the ‘advanced search’ options, meaning you can’t filter your results by name, title or postcode location. You can still filter by your level of connection, a wider location, company or so on. You can also now use LinkedIn’s search bar to find jobs, companies, groups and schools from the search bar.

meMe: The profile section has now become ‘Me’. Profiles have been redesigned, with the main image now much larger at 1536 x 738px. Profile images are slightly smaller and circular. The main change to note is that only the first two lines of your profile summary now show, unless a viewer clicks ‘See More’. So every word counts! The contact details have also moved to the right hand side of the profile page.

my networkMy Network: If you go to ‘My Network’ you will notice that a lot of the content seems to have changed. The page now just shows youconnections your pending invitations, as well as suggested connections. There is an overview of your current connections with a total number, and the option to ‘see all’. There is also the existing option to import contacts from email.

notificationsNotifications: Instead of a flag, notifications are now indicated by a bell and they have been granted their own page! It’s easier to see all your notifications, including endorsements, engagements, who’s viewing your profile, posts being shared, new jobs and so on…

messengingMessaging: What used to be Inbox has now transformed into the more streamline messaging. LinkedIn has introduced an instant messaging (or chat) function – allowing you to engage with connections more quickly and easily. It also allows you to click out of messaging yet continue your chat while you browse other pages on LinkedIn. Of course, the existing messaging inbox functions remain too

jobsJobs: LinkedIn’s smart new jobs portal combines networking with job hunting! The page shows any jobs you’ve saved, applied to or posted, as well as ‘Jobs you may be interested in’. This is where LinkedIn’s Premium membership really shines – it also shows which jobs you would be a ‘top applicant’ for by comparing you to others, as well as allowing you to contact recruiters directly and be a featured applicant.

lookupLookup: The final new feature to note is LinkedIn Lookup. It’s actually a separate app, but it’s a useful resource! The app allows you to search for people (by company and email address) before you head into a meeting with them. Allowing you to gather important background information before you are face to face!

With over 467 million users around the world, LinkedIn leads the way for job seekers and recruiters alike. Will you be LinkedIn or left out in 2017?

Do you need help to use LinkedIn effectively so that you can proactively manage your career? Then please get in touch with Katherine and Lindsey; we’d love to help.

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The workforce is becoming increasingly diverse in terms of gender, race, religion and culture, and that’s great, however, how truly neurodiverse is your team?

Neurodiverse BrainIn the UK alone, there are 700,000 people on the autism spectrum. When these people are initially diagnosed, they have a choice. Do they ‘come out’ and declare themselves as neurodiverse or disabled? What a label! Labels aren’t helpful. Not surprisingly, a lot of people don’t tell their employers and as a result, they struggle unnecessarily in a neurotypical dominant world. In fact, according to research by The National Autistic Society in 2016, only 16% of autistic adults in the UK are in full-time paid employment. 

Thankfully, the times seem to be changing! There is increasing drive to employ those who are neurodiverse, as companies begin to recognise the strengths that these people have.

Have you been diagnosed as autistic, dyslexic or have ADHD? What challenges do you face in the workplace?

We have coached many clients with these challenges, who as a result of not being vocal are becoming stuck – in a job that they don’t feel motivated by, unable to climb the ladder, unable to demonstrate their skills. The important thing to realise is that being neurodiverse is not a disability; it’s just a different style of working. Our brains are wired differently, and we all work in unique ways!

“Why fit in when you were born to stand out?” Dr. Seuss

What some may perceive as weaknesses, are actually your strengths if you learn to embrace them (read more about this on the blog)!

So what ‘strengths’ do you have? Perhaps you have an amazing memory, or you’re extremely visual. Or do you work better in a quiet, calm environment? Being on the autistic spectrum, you might thrive on punctuality and consistency, two great qualities in an employee! But perhaps you don’t pick up on subtleties, like body language. How can your employer support you and ensure that you are working in an environment that will help you to thrive, if they aren’t aware of your needs?

It’s time for our workforce to shake off their invisibility cloaks and be proud of who they are. Neurodiverse isn’t something to hide; it’s something to be proud of. Remember, being different is a strength, not a weakness.

“If you’re thinking like everyone else, then you aren’t thinking.” Unknown

Our advice for you? Ask for support.

More employers are recognising that people who are neurodiverse are an untapped pool of talent and are embracing the qualities and skills that you bring to the team. A good manager will help you to make the most of your talents, keep you motivated and engaged and ensure your environment allows you to thrive.

What are you waiting for?

Unsure how to tackle the subject of neurodiverse with your manager? Or want to find out more about embracing diversity in the workplace? Reach out to Career Ambitions today, we would love to help. 

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