Coach Yourself………Easy Right?

How many self help books about coaching yourself are there? All promise a bright new future or a happier life, there must be millions. In fact having just searched Google for “coach yourself” revealed 13,500,000 results in just 0.36 seconds. So it seems there are a great deal of people ahead of me in this queue. However learning to coach yourself, well its all about balance.

Now all this depends upon where you are in your life or career. The rhetorical wise words and the range of self help books can be both a pleasure and a curse. The pleasure being there are a number of guru’s ready to give you instant answers to life’s imponderables. The curse being having to read & make sense of them all. Though how easy is it to coach yourself so you can make sense of where you are and most all feel good about ourselves?

Cognitive Coaching

I am going to pin my colours to the mast and suggest we start to look at coaching yourself with a model that is tried and tested.  Cognitive behavioural coaching or CBC. You have probably heard of CBT, well the model is from the same stable. Though more about moving forward by making sense of how things are and how you want them to be.

As Simple as ABC

One very simple and straightforward coaching model is the ABC Model. It is perhaps the most famous cognitive behavioural format for analysing your thoughts, behaviour, emotions and the consequences of it all. Cognitive behavioural therapy/coaching works on the assumption that your beliefs and thinking about yourself and situations influence how you feel. Subsequently altered thinking changes the beliefs about ourselves that can alter behaviour, emotions and feelings etc. How many times do we feel things are going wrong we reach for a swift glass of wine or a comforting sweet treat? A good example of altered thinking/feeling and an altered behaviour. By identifying and addressing problematic and automatic thinking we can start to change behaviour and view experiences for the better.

The ABC Model

The ABC Model asks you to record a sequence of events in terms of:

A – Activating Event (also sometimes described as a ‘Trigger’ or “Hot Button”)

B – Beliefs (for example, the automatic thoughts that occur to you when the activating event happens)

C – Consequences – how you feel and behave when you have those beliefs (consequences may be divided into two parts: your emotions and your actions)

So let’s have a quick example on how this might work. You are at work and your boss stops you and says “have you got a minute”. Now if you are anything like me my immediate thought is “what have I done now!” (says more about me than what the manager said). So the trigger for me is negative. As it is my belief that I am in trouble yet again. As a result, I feel nervous, anxious, might need a strong coffee (won’t help the anxiety), might feel nauseous and generally a heightened sense of doom.

Balanced Thinking

Ladies and gentlemen let me introduce to you a choice – a balancing thought. If I had used a balancing thought I would have seen the thing differently, as my boss is probably going to discuss something completely different. Could be a pay rise, promotion, a new opportunity or just about anything but the impending doom laden thinking. The point is is to suspend the negative thinking until there is more evidence to work on than a “have you got a minute” phrase from the line manager.

Of course we can make associations with how things panned out in the past, or there may also be any number of things happening to us outside of work that are impacting on how we think in work. The only way we can try to feel better about these events or situations is to balance the thinking and challenge how we think. So perhaps in the example of the manager asking you for a minute just balance the negative thought about self with hearing what the line manager wants to talk about.

One of the approaches of CBC would be to ask you to reflect on whether the beliefs of the activating event are justified, rational or based on an assumption of an error of initial thought. If on reflection you consider that those beliefs about yourself are not justified you might think of some more realistic balancing statements, that you can remind you of when the activating event occurs to help keep what is happening in perspective.


So stop and think about those activating events in your life that kick off a whole body experience of something bad is going to happen. Ask yourself what evidence have you got for this thought and altered feelings about the situation? You can probably cast your mind back to an event in the past that has framed and strengthened the associations between a situation and a negative outcome.  If its not relevant to this situation then change it, think differently about the event. Thinking about the event differently will change the way you feel and behave. Sounds simple but it is a tried and tested method to help bring a sense of perspective into your work & life.

Give it a go. It is sometimes hard work, as you have to engage in some meta thinking or thinking about thinking. Plus examining the way that the thoughts can make you feel and behave.  Think about the events that give you the collywobbles and ask is there a different or a more proactive way of approaching it. I bet you can and I bet it changes how you feel and behave. So coaching yourself can be a straightforward process that no wise guru can help you with. As you are the expert on how you think and feel about stuff and situations. You have the answers, trust yourself, turn off the auto pilot for a while and balance your thinking.


Brexit – the Five Stages of Grief

So there we are the deed is done, the majority of the UK public has voted to leave the European Union. The Parliamentary system is in tatters, both of the major political parties are searching for leaders to lead us country through this quite revolutionary landscape. No vision, no plan, no hope, no nothing to give us any certainty of our collective futures. Us Brits like to do things slowly, deliberately and with some degree of certainty. Therefore it’s easy to see how cataclysmic this result is for the nation.

For the 48% who voted to remain in the EU the result has provoked all manner of wailing and gnashing of teeth. There is an appetite to mobilise against this injustice that has been foisted upon them. However, from my recent discussions with clients, friends and colleagues, there is a profound sense of loss for a country, values & culture we all felt we knew? Have we lost our belief that the UK is an outward looking, inclusive and progressive European country?

Collective Grief of the 48%

My own reflections from recent events are that many of us (plus some that voted leave and are regretting their choice) are experiencing a profound feeling of grief? In other words a loss, bereavement and grief for what we once had. We know that the events of the past 10 days mean that things will never be the same again, maybe like the loss of a close friend or loved one? It may also be a future that you feel powerless to change and did not vote for? Indeed I have witnessed these comparisons to my previous counselling work and my time at the Samaritans and Victim Support. Supporting many people going through a profound sense of anger and shock or “why me, I don’t deserve this”. Even the loss of a smartphone or cherished childs toy can promote this feeling of profound sadness and grief at the loss of something dear and irreplaceable.

To take that hypothesis further we can use the Grief Cycle model developed and first discussed by Elisabeth Kübler-Ross in the 1969 book “On Death & Dying” (in On Grief and Grieving: Finding the Meaning of Grief Through the Five Stages of Loss – 2014). The model promotes a simple five stages that may well help to put some context around how some may be experiencing recent events. Moreover within the contexts of the five stages of grief.

Five Stages of Grief

  • Denial  Denial perhaps best described conscious or nonconscious refusal to accept facts, information or reality, etc., that are relating to the situation concerned. In this instance the UK EU Referendum. Denial is a normal reaction to rationalise overwhelming emotions that can go some way to protect us against uncertainty. It is a defense mechanism that buffers the immediate shock of the event/loss. We block out the words and hide from the facts of the effects of the decision and perhaps any negative outcomes. We can easily become fixated upon stage when dealing with the sense of loss. We see the aftershocks of the referendum results still reverberating on social media and in the press. The events of the referendum are not easy to avoid or evade, as there is knowledge that things will never be the same again here in the UK.
  • Anger –  Anger can manifest in many different ways. In the case of the referendum, arguments, protest marches, blame, petitions, a second referendum etc etc. The people who voted to remain are now having to deal with the emotional fallout from the referendum, they may be angry with themselves, with others and especially those close. We have read about inter-family/community conflict as a result of groups voting one way or another. Of course knowing this can help keep detached and non-judgemental when experiencing the anger of someone who is very upset. However, with these highly charged emotions around, this result can make rational debate seem a distant fantasy. This anger may be aimed at inanimate objects, complete strangers, friends or family. We can feel guilty for being angry, needless to say, this makes us more angry at an outcomes that “we did not vote for this”
  • Bargaining – Traditionally the bargaining stage for people facing this level of social & economic change can involve attempting to bargain with whoever they can. We have heard about a group of business people banding together to ensure that Parliament change the legislation to make triggering article 50 possible (mechanism that starts leaving the EU).  This can  buy “reflection” time as a strong bargaining chip. Perhaps that there are many of us that feel we can bargain or seek to negotiate a compromise? For example “how can the leave and remain voters work together to unify the country?” when facing this magnitude of break-up of the political and social order of the country. Bargaining rarely provides a sustainable solution, especially if it’s a matter of life or death. Perhaps this is the weakest line of defense to protect us from the painful reality of the vote of the referendum.
  • Depression –  Sometimes referred to as preparatory grieving, the dress rehearsal or the practice run for the aftermath of leaving the EU. Needless to say, this means different things to different people. This stage maybe best described as a form of acceptance with some emotional attachment. It is perfectly natural to feel sadness, regret, fear, uncertainty, etc at what may be ahead of the country we thought we knew and could rely on. This stage may show that the person has at least begun to accept the reality of the situation. Sadness and regret of the fact we will no longer be a part of the European Union predominate a sense of depression in the case. We worry about the costs to us, our jobs, our families and our communities. We worry that, in our grief, we have spent less time with others that depend on us. This phase may be eased by simple clarification and reassurance. We may need a bit of helpful cooperation and a few kind words or more to the point a clear vision, strategy and plan for how we are going to move forward as a unified country.
  • Acceptance – Lastly, this stage can vary according to the people involved and the person’s situation. Although broadly it is an indication that there is some emotional detachment and objectivity. We will hope to enter this stage and must pass through their own individual stages of dealing with the grief at the events. Coping with this collective sense of loss is ultimately a deeply personal and singular experience. However, in this case it may well be beholden to our politicians & leaders to help the country focus upon helping the remain voters see the future as being different and in a positive light. The continual political infighting, uncertainty and sense of inertia will only will prolong the natural process of healing.

I hope that this simple but effective model helps put those difficult emotions that the 48% may well be feeling presently. Of course many will not feel like this at all and have shrugged the whole matter off and moved on. However, the collective conversations had over the recent past suggest that many are experiencing one or at least some of those debilitating stages of grief and bereavement.


Whilst writing this post last week there has been some acknowledgment by Boris Johnson (of all people) that the country seems to be in a state of “contagious mourning”for the referendum results. Perhaps then the people of this country need to feel that there is hope to be able to move through these five stages successfully. Without a vision and a plan we may well be stuck in a place that is bad for people, business, communities and the economy as a whole.

It is this acknowledgement that the 48% may be feeling a collective sense of grief for a country and culture the once knew, that may help us move forward in due course. However, the current malaise and political vacuum will only exacerbate the anger, fear and frustration of the sense of bereavement experienced by many. So for all those people who voted remain, give yourself some slack and acknowledge the stages you may be going through as a natural progression. Its part of a process of moving forward and making it a landscape and country we will all feel collectively proud of once more.

David Dean is a principle work and coaching psychologist focussing on creating clarity & the vision for careers, business and professional development. Helping to make your career a nicer place to be. Check out Bright Sparks Coaching for more information and contact details.


E. Kübler-Ross, D, Kessler (2014) “On Grief and Grieving: Finding the Meaning of Grief Through the Five Stages of Loss” Simon & Schuster UK

The Smoke and Mirrors of Positivity

rejection-620x412We live in a world awash with the need to be positive and the need to play nicely with one another. Organisations, institutions & positivity guru’s have, according to Barbara Ehrenreich, hijacked positive psychology to espouse the virtues of “if you have nothing positive to say – don’t say anything at all“. Ehrenreich’s book “Smile or Die: How Positive Thinking Fooled America and the World” makes a compelling argument to suggest that positive thinking resulted in the misguided invasion of Iraq, global financial crash, the collapse of Lehman Bank and the sub prime mortgage scandal. Anyone brave enough to counter the positive delusions or the belief in the mandatory positivity, optimism and cheerfulness were told to shut up, sidelined or fired. The proposed collective wilful ignorance highlights that if the negatives were ignored then all would be fine. Clearly they were not fine.

The film “Up in the Air” (2009) George Clooney’s character Ryan Bingham showcases the art of spinning a positive scenario for people facing redundancy. The workforce will still feel the pain, rejection and abandonment but the business has been conducted positively for the company making the workers redundant.

Smoke & Mirrors

However, the illusion of positivity creates a sense of control upon us, that ensures that we inculcate all involved into the belief it will all be OK if we believe in positive thinking. Indeed there is a sense that we can change our world by just thinking positively – almost as if we have a positivity magnet that will attract whatever our hearts desire.

Positive thinking suggests a better life will suddenly appear when the latest positivity guru pop’s up with the next vacuous clichéd pseudo-inspirational quote to help us feel great.  By simply adjusting our attitude. Needless to say, it won’t happen. We may feel great for a little while but the guru has no more investment in you other than getting you to buy their next book, or attend the next nauseating “Billy Graham-esque” evangelical positivity conference. Indeed this perspective is akin to the Pollyanna Syndrome (or positivity-bias), defined as being when someone who is blindly or foolishly optimistic, almost delusional.

Its Never as Simple as Negative and Positive

Clearly, not everyone will agree with Barbara Ehrenreich’s world view. However, we arrive at a point that rational realism and an emotional agility is missing from or organisations and within our daily lives. There are countless common sense ideas on how to become positive and happier; be kind, count your blessings,work less, spend more time with friends and family & everything in moderation. Of course there is every reason to believe that this is not a panacea to becoming happier. According to positive psychologists Dr Todd Kashdan & Dr Robert Biswas-Diener (2015) we have gone about promoting happiness and positivity in all the wrong ways. We are encouraged to ignore negativity and focus upon the positives. Indeed we don’t actually need to choose between a negative or positive but move toward a more emotionally agile to match our emotions to the situation.

Clearly being happy & positive is a good thing and beneficial to us all in our lives. However, “in a world where rejection, failure, self doubt, hypocrisy, loss, boredom, annoying and objectionable people are inevitable (the authors) reject that the notion of positivity is the only place to look for answers” (Kashdan & Biswas-Diener 2015).  So what is the answer to gain an emotionally agile life, to be in a better position to embrace both positive and negative emotions to promote “wholeness”  (Kashdan et al 2015). Indeed the authors go on to cite a number of evidenced based studies that extol the virtues and how the affects of negative emotions are in fact more beneficial and life affirming than positive in some instances. Moreover a  great deal of memories and learning experiences develop when we are experiencing negativity or dis-comfort in one shape or form. Learning to live with negative emotions and giving them space to help us see that boredom is the affect of not enough stimulus (but can stimulate creativity), or feeling guilt because we have crossed a moral line somewhere. This information is telling us we just need to adjust something in our lives and, more to the point, we can tolerate these emotions and the discomfort they sometimes bring.

The belief we need to control our perceived negative emotions may be wrong, and that the cult of the positive is stifling emotional growth. Without promoting the emotional intelligence necessary to be able to feel guilt, shame, disgust or fear etc, and how to use the action tendencies or feedback being given we will just have an indeterminate “bad” feeling. As a result want to move away from the pain and discomfort that may just help us become balanced and emotionally happy.

More often than not we can’t actually categorise human emotion we feel so cannot use the information provided by them as we do not have a construct for them. Just end up with a bad feeling or just don’t have the words to describe how we feel.  So although at times we may have a preponderance of negative emotions in our lives, the key is the become more aware and to clarify them. As a result these emotions no-longer have the toxicity that we associate with them.

And Finally………………..

I appreciate that if you got this far with this post you have gone way beyond the call of duty. However, the positivity illusions lead us to suppress those range of negative emotions that will help us grow and hopefully listen to a fear or anxiety that things may going wrong around us. How many times have we been to an interview and felt the disappointment of not doing very well or the entrepreneur who is narcissistic or the arrogant belief that their business will succeed.

Optimism & positivity serves a purpose and will help the job seeker and the entrepreneur however, without these repackaging so-called negative emotions the entrepreneur is unlikely to make the business work or the next interview will go better as we need these motivations. Negative emotions do not need to be enacted upon so acknowledging this is what anger feels like for example is enough, or maybe we need to use the triggers of the feeling to understand how we have arrived at the point of anger and frustration. Therefore having a choice to take time out to recognise things aren’t great currently and not being bamboozled by those espousing positivity, will give us all the space to know we will be just fine and we will survive these feelings.  Indeed our emotions act as a metaphysical thumbs up or thumbs down, letting us know how we are doing and what to pay attention to.  Recognising these negative emptions will help us to become healthier and more emotionally agile to manage situations and have the tools to springboard us to happier positive life.



Ehrenreich, B. (2010) “Smile or Die: How Positive Thinking Fooled America and the World” Granta, London

Kashdan, T. B & Biswas-Diener, R. (2015)  “The Upside of Your Dark Side: Why Being Your Whole Self” Plume Books, New York

The Evidenced Based Curriculum Vitae

Teamarbeit-Dooder-Shutterstock.com_One of the first questions clients usually ask me for is help to create a great CV (or résumé) that will get them the position or role they are want, or need for their career progression. It’s generally a low impact way to seek professional career coaching support for career/job change. It can also be perhaps a “one stop shop” just to start to the process of change. Most people I speak to have read the countless books, reams advice given via social media and the internet or have just relied on what they have done in the past. The big question for me as a geeky psychologist working with careers, is where is the research that will help create that winning CV or résumés consistently time after time?

The sad truth of the matter is there is very little proper empirical evidence about what constitutes a great CV; or even less evidence for that matter for covering letters. Now it could be argued that a great CV is the one that gets you the job or secures you that new role.  That view it is very difficult to argue against of course. However, looking for evidence requires a little more digging to help clients move forward with a CV that they can use as a working document for their future career.

So where to start with the empirical evidence for a great CV? Now research does show that good advice is given for structure of CV such as chronological, functional/skills based or hybrid but there is little known about what to put into the CV (Thomas et al 1999). This suggests that there is plenty of advice out there in books and the internet but it is mostly anecdotal and subjective in nature. Needless to say, recruiters & careers advisors will have a view etc but who is right?

According to Julia Yates (2014) there are three key areas to focus upon

  • Academic qualifications
  • Work experience
  • Extracurricular activities

Depending upon where you are in your career the weighting of these elements will change. For example if you are starting out at work, you will probably place more emphasis upon the extracurricular activities & academic qualification.  However, a more experienced individual will be expected to focus upon the their achievements and work experience. Good grades in your qualifications are worth highlighting, though perhaps where you haven’t done so well may be worth leaving the grades out (Thomas et al 1999).

Brown & Campion (1994) conducted some interesting research with US college students suggesting that if young people wanted to showcase their drive & energy then more or less anything will be acceptable – exam grades, activities at school or achievements at work etc. However, to highlight your social and interpersonal skills then  the after school clubs or where you captained a team seemed to interest employers. Any leadership skills can be highlighted by the evidence you have in a work context of supervising others etc. Interestingly there is no link from this research with sporting achievements and impressing employers.

Clearly, employers are more interested in concrete examples of achievements in a work context rather than self-aggrandising statements. Finding examples of a desirable skill or experiences that match the culture, language and essentials for the job & employer will more than likely impress over and above a list of positive adjectives.  Lastly, Thomas et al(1999) suggested that accomplishment statements (achievements) and a targeted career goal or objective within the CV such as “seeking a sales managers role in a leading confectionary business” helps just as an unspecified one doesn’t.

We also have the vexed question of discrimination and declaring an illness or disability within a CV. There has been some research that indicates that having a declared mental health condition makes the candidate less employable, whereas those with a physical disability were more employable. Though a non-disabled person seemed from the research to be most employable. Notwithstanding the prejudice against men in traditionally female roles and against women in traditionally male roles (Brioult & Bentley 2000). So as you can see CV structure & content is a minefield of advice, evidence, anecdotes and just plain old school illegal discrimination.

So where does this potted history of the scant evidence of CV’s leave us? Well with a lot of advice and anecdotal models but little evidence of that elusive winning CV

Read the rest of the post here at Bright Sparks Coaching Blog


Bright, J (2010) “Brilliant CV: What Employers Want to See and How to Write it” Prentice Hall; 4 edition

Fennah, P. (2014) “The Elite MBA CV; Executive Impact” (pp 71)

Lees, J. (2013) “Knockout CV: How to Get Noticed, Get Interviewed & Get Hired” McGraw-Hill Professional

Mills, C (2015) “You’re Hired! CV: How to write a brilliant CV” Trotman

Yates, J. (2014) “The Career Coaching Handbook” Routledge, Abingdon UK.


Bricout, J. C. and Bentley, K. J. (2000) Disability status and perceptions of employability by employers. Social Work Research, 24(2): 87.

Brown, B. K. & Campion (1994) “Biodata phenomenology: Recruiters perceptions and use of biographical information in résumé screening” Journal of Applied Psychology, 79(6): 897-908

Fennah, P. (2014) “The Elite MBA CV; Executive Impact” (pp 71)

Thomas, P., McMasters, R., M.R. and Domowski, D.A. (1999) “Résumés characteristics as predictors of an invitation to interview”. Journal of Business and Psychology 13(3): 339-356

Yates, J. (2014) “The Career Coaching Handbook” Routledge, Abingdon UK.

Read more blogs on this and many other career and work related subjects like this atBright Sparks Coaching

David Dean is an award winning independent Work, Career & Coaching Psychologist, blog writer, work psychology tutor & speaker on areas of psychology that make your career and workplace a better place to be.

Groupthink = FIFA Fail

images (16)So dear old Mr Sepp Blatter (or Stepp Ladder as one wag put it) has won the FIFA president election for a fifth-term. Needless to say, the decision by FIFA was met with almost universal condemnation by commentators and people in the know. So why is it the case? What is it about the apparent morally out of kilter executive & Mr Blatter’s style of leadership that has created this outpouring of disapproval and disgust? We know that FBI have a huge dossier on FIFA executives and have arrested a number of people for financial wrongdoing; so why do FIFA top brass feel immune from criticism? Well the hoary of theory of Groupthink may have one or two clues.

The theory of Groupthink from Janis (1971 & 1982) has been with us since the 1970’s and has been attached to all manner of historical events where group dynamics has impacted upon decision making. Notable studies include the Bay of Pigs, Chernobyl and the lack of preparedness by the United States services for the Pearl Harbour attacks during WW2. Though applying the theory to FIFA & Mr Blatter may become a little clearer after looking at the main characteristics of groupthink as described by Janis:

  • The illusion of invulnerability – group of people can become over optimistic about events around them & will take unjustifiable risks
  • Belief in the rectitude of the group – Group members think that actions they take are morally correct.
  • Negative views of the opposition –  Can become disparaging about leaders and people from the opposite side of the situation.
  • Illusion of unanimity – A group presents a perception that everyone has been in agreement with decisions, when clearly they may not be.
  • Constructing a protective shield – the group will vehemently defend itself from the views and perspectives of those on the outside.

There are of course many more dimensions to Groupthink.  However you the reader will begin the see patterns and links to what we know about the FIFA executive and leadership behaviours. Clearly, the wheels are now coming off the FIFA gravy train but Mr Blatter’s denial of wrongdoing continues apace. Again perhaps a symptom of Groupthink from the leader. Although the Groupthink theory is not without it’s detractors and criticisms, though there seems to be many parallels in the case of FIFA executive team and leadership.

So utilising this theory how can FIFA start to rebuild with transparency and credibility. I am sure we all have our own views, however, Janis suggests a number of ways groups can avoid the issues and pitfalls of Groupthink.

  • Encourage open criticism of the group and leadership team to evaluate decision making process
  • The leader does not express any personal preferences on the solutions to the problems until the debate has run its course
  • Create a “devil’s advocate” within the group to deliberately challenge the group’s decision.
  • Include people from outside the group to critique the decision making process and ultimate decisions of the group.

Again there are many more, however, creating an open and transparent system of decision making so there is no opportunity for Groupthink or criminal activity may help to rebuild trust in the FIFA board. Though the group has a long way to go before the maelstrom of recent events subside and a new way of doing business can emerge. FIFA may need a revolution before the evolution in their leadership team will have any credibility, though perhaps incorporating a few remedies from Janis and others may well start the open dialogue with World football once more. Remember Mr Blatter “Denial is not a long river in Egypt” so action on stopping Groupthink may well be a good place to start.


Janis, Irving L. (1972). Victims of groupthink; a psychological study of foreign-policy decisions and fiascoes. Boston: Houghton, Mifflin.

Janis, Irving L. (1982). Groupthink: psychological studies of policy decisions and fiascoes. Boston: Houghton Mifflin

Read more blogs on this and many other career and work related subjects like this at Bright Sparks Coaching

David Dean is an award winning independent Work, Career & Coaching Psychologist, blog writer, work psychology tutor & speaker on areas of psychology that make your career and workplace a better place to be.

Disclose or not to Disclose?

download (13)So you have a disability or have a long-term health condition and are looking to pick up your career, perhaps starting out at work or would just like a job – do you feel confident employers will see past your condition? You have the knowledge, skills and abilities in your CV for the role but do you disclose your disability or health condition? To disclose or not this is the question. Having worked with disabled people and individuals with long-term health conditions for many years, these and many other questions stop or hinder applying for work and getting back to a career.

Indeed recent research from greatwithdisability suggests that 76% of students are reluctant to open about their disability or long term health condition. However the research did find that 57% of respondents recognised the benefits associated with being open and honest about their disability/long term health condition from the start of the process. Needless to say, these decisions for any person with a disability or enduring health condition are intensely personal and sometimes difficult to overcome.

The definition of a disability according to the Equality Act 2010 here in the UK, is a physical or mental impairment that has a substantial and long-term negative effect on someone’s ability to do normal daily activities. The range of disabilities and long term health conditions identified is fascinating for a non-disabled person. ADHD, Autism, Acquired Brain Injury, Bi Polar through to Visual Impairment are amongst many that people navigate and manage in their daily lives at work.

So what is the best way to approach applying for work or progressing your career with a disability or enduring health condition?

Disclose or Not?

  • Employment & disability employment advisers will give conflicting advice on disclosing in your CV/covering letter or application form – some say yes some say no. Perhaps the easiest choice for some is no. However, you may be missing a vital opportunity to highlight how you overcome daily challenges and still push on to achieve your ambitions and goals. The choice is made easier if the organisation you are applying to are registered with the Guaranteed Interview Scheme. You just tick the box and if you meet the minimum requirements then mechanisms will be in place for you to gain an interview. So the choice is not easy but well worth considering.
  • Lastly, being open at the outset will no doubt help the employer make those “reasonable and practicable adjustments” for you both at the interview and to their workplace should you gain the role. Helping the employer help you through being open & honest about your condition or disability highlights a level of self-awareness which shouldn’t be ignored.

The Interview

  • So you have got yourself in front the interviewer or interview panel now what. If you have disclosed your disability then they will be prepared and ready to give you the best opportunity to shine. Well that’s the theory of course. Many employers may need support with disability awareness to stay on the right side of equality and diversity legislation for example. Having supported many employers with many disabled and people with health conditions it is as tricky for them as it is for the disabled person to navigate the interview properly. So if the groundwork between interviewer and interviewee has been done, everyone can get past the condition at the outset so that it enables the interview to go without surprises. Notwithstanding, giving the candidate the opportunity to tell the organisation why they would be foolish not employ you!

Moving on through your career with a disability or long-term health conditions

However difficult it may be, being open about disclosure and honest right throughout the application process and onward with your career, could well be the right way to go. Disability & long-term health conditions are wide and varied so will effect people in many different ways. So with more people with these conditions at work it can only be of benefit to all concerned and pave the way for others following on. Work is a healthy place to be, it can aid recovery and rehabilitation, provides focus and a sense of fulfilment to all let alone those with disabilities and long-term health conditions.

Also by being at work in a variety of businesses and organisations, with any number of health conditions or disabilities, there is a distinct chance you get the chance to remove prejudice and raise the awareness of being enabled by being disabled. So I guess the message is, if work or picking up a career is an option for you then be brave and show how talented you are regardless how others may see you. You have a lot to offer and it may be that the dilemma of disclosure or not is the only thing that is holding you back in the end?

Keep More P.E.T’s?

Busienss ideaNo I don’t mean your family cat or dog or our Three Toed Sloth or even your friendly Wildebeest sweeping majestically across the plains, no I mean performance enhanced thinking or P.E.T’s. Performance enhanced thinking is the type of thinking that moves you forward in a balanced, rational and creative fashion. The opposite is surprisingly performance inhibited thinking (P.I.T’s) that can create a cycle of thoughts that hold you back and can reinforce negative perceptions of yourself. So let me explain this process a little more.

If we look at the P.I.T’s to start with. These break down to a number of ways the mind deceives us to believing this is how the world is for us. For example,

  • All or nothing thinking “I’m or its all completely useless”
  • Arbitrary Inference “they are all out to get me”
  • Mind Reading “I just know he/she doesn’t like me”
  • Fortune Telling “I just know I going to get the sack”
  • Catastrophising “Everything is rubbish and I can’t stand it”
  • Labeling “I am totally useless”

Now we have all been guilty as charged of one or any number of the P.I.T’s above and believe me there are many more. So how do we change the P.I.T’s to more P.E.T’s? Well we may want to balance our thinking to think more rationally and objectively about the situation. In one way give yourself a few seconds to ask yourself what is it about this situation that seems to create these automatic negative thinking patterns. Perhaps its how you feel about yourself at the time, or just have lost a sense of perspective?

So to encourage more performance enhanced thinking then we may want to think about evidence for how everything is useless, what exactly is useless or not right currently? Ask yourself these few questions to balance the P.I.T’s –

  • What is the evidence to assume things are going badly?
  • What aspects of the event/problem is going or have gone well?
  • Who do you have to support you and to speak to about the problem?
  • What went well in similar situations in the past – can you use that information to help me now?
  • What is the very worse that can happen – if that did happen how important would that be in a few months time?
  • What is the preferred outcome and what strategies can you put in place to make this happen?
  • How would I help a friend out in a similar situation?
  • What do I need right now to move this issue/problem forward?

These self-help questions challenge the P.I.T’s and help you see the event in a more objective fashion thus helping you make more logical and rational decisions about the event or problem you face. Needless to say, balancing your thinking will help the emotional, physical and behavioural reactions to the event and the sense of being unable to influence events within your control.

So step away from the P.I.T’s and try to balance how you perceive the event or circumstance and see it through a different more constructive and rational lens – and most of all get more P.E.T’s! Good luck and should you need some more support I am only an email away.