SOCIAL - BLOG
Ollie Tunmore Media @OliverLukePR
Great to hear from this panel at
@workplacetrends @HMInsightGroup
discussing the need for active travel and the
endless benefits it can bring to individuals and
businesses alike.
Lord Redesdale, Member of the House of Lords,
CEO of The Energy Managers Association and
CEO of The Water Retail Company linkedin.
com/in/rupertredesdale Insightful research
into the effectiveness of energy audits and
energy reporting, with ESOS being the key
driver. http://bit.ly/2wVtUjj
Paul Bagust @PaulBagust #wpfut20
@RICSnews Powerful and impactful
presentation from @kathf48 on the huge
role FM professionals must play to deliver
responsible business and global solutions
Facilities Show @Facilities_Show
@hotelmaps has rounded up the best bars
in London for post-event drinking. Discover
everything from sky-high rooftop venues to
sultry subterranean dens, and they’re all easily
reachable from ExCeL. www.linkedin.com/
pulse/best-bars-london-informas-protectionmanagement
18 MARCH 2020
2020-steven/
Adrienne Cohen MD, Silverman Advisory
Anybody responsible for managing people and
building corporate culture should take heed
from Barclays’ spectacular failure installing
tech to monitor its employees’ ‘productivity’.
In an age when tech is touted to be the
productivity panacea, treating employees as
automatons is a fast route to corporate failure.
https://lnkd.in/eq_yf7H #futureofwork
#leadership #employeeengagement
Health and Safety Executive @H_S_E
A construction firm has been fined after a
17-year-old worker fell more than three metres
through an opening for a roof light
http://ow.ly/NOSV50yxv5M
British Council for Offices @BCO_UK
25 March | Manchester | The next seminar
alongside @UKGBC in the @Cundall_Global
#YearofNetZero series - Achieving #NetZero
Carbon for New and Existing Offices
http://ow.ly/tUkq50ypm06
BLOG FROM KELLY HOWELL, HR DIRECTOR AT ATALIAN SERVEST
THE ONE PROJECT INTENDS TO
ENCOURAGE ENTREPRENEURIAL SPIRIT
In February 2020, during National
Apprenticeship Week , Atalian Servest
launched the ONE project to discover hidden
talent, encourage entrepreneurial spirit within
the business and inspire people to put forward
innovative ideas. The launch event took place at
London Business School and it was great to see
such anticipation and an eagerness among the
audience.
We’ve recently invited our 27,000 employees
to participate in a competition which blends
Dragon’s Den and Britain’s Got Talent, o ering our
people the chance to become Atalian Servest’s
next home-grown entrepreneur. The aim of ONE
is to reach and engage with colleagues at all levels
and locations throughout UK & Ireland and to
promote a company-wide commitment to idea
generation.
This fully inclusive programme is about
o ering our people the opportunity to be the
best that they can be, to go beyond the typical
parameters of an assigned role, and to believe
in themselves and in their ability to make a
positive di erence. ONE is a fully circular project
that spans the realms of communications,
learning and development, and corporate social
responsibility. It has been designed to tie in
with our company values, improve diversity and
inclusion, and to encourage a growth mindset.
Professor Carol Dweck suggests that 40 per
cent of people fall into a fixed mindset. In other
words, they believe their qualities are fixed traits
and therefore cannot change. A growth mindset is
what’s required to develop, achieve great things
and inspire. The good news is everyone has the
potential to do just that. The key is learning how
to get back to and maintain the growth mindset
and unleash your potential.
JK Rowling is an excellent example of someone
with a growth mindset. She was rejected 100
times before Harry Potter became the success
that it is. Bill Gates is another case in point. Before
Microso was born, he’d spent years developing
an audit tool for taxes which nobody invested in.
Aside from their growth mindsets, what else
links Rowling and Gates? Opportunity. They had
that precious window of opportunity where they
could make the ideas in their head manifest into
being. That’s what we want to o er our people
because it’s ideas that drive us forwards. And
yet many companies make the mistake of only
seeing and hearing those who have reached the
upper rungs of the corporate ladder. The real
potential o en lies elsewhere. Atalian Servest
is turning this on its head. We want to find and
celebrate the hidden heroes. We are determined
to create opportunities and to help people of all
backgrounds and demographics advance their
careers within the business.
Nana Osei graduated from a university in
Kelly Howell, HR Director, Atalian Servest
Ghana and began working for us as a part-time
cleaner in 2005. Now he’s our Regional Operations
Manager. On his first day, he found himself an
hour late because he didn’t know the geography
of London. The next day he arrived an hour early.
That shows dedication.
Positivity, integrity and determination were
fundamental to Nana’s success but he himself
admits that his journey through the business
wouldn’t have been possible without the support
from his mentor Sean Fisher, Atalian Servest’s
Chief Operating O icer UK and Ireland, who
provided him with the guidance, training and
tools to develop, enabling him to put his ‘best
foot forwards’ – those are his words.
So, how do we unearth the next Nana Osei?
By communicating and building bonds with our
colleagues and understanding what motivates
people. It is down to us to give them the
confidence to believe in themselves.
To that end, Atalian Servest is looking for
innovative submissions from individuals or
groups within the business that are relevant to
the business and fit within our company values:
• Entrepreneurial spirit • Agility
• Sustainable development • Simplicity
• Integrity
Shortlisted teams will be provided with a
subject matter expert who will coach them to
the final which will take place in November,
during Global Entrepreneur Week (https://www.
genglobal.org/gew). The UK & Ireland board will
then select an overall winner and present a prize.
The winner will receive a bespoke training and
development plan and their innovation will be
phased into the business at the beginning of 2021.
ONE will encourage people to put themselves
out there, to be brave and to speak up. Ultimately,
though, it’s about driving ourselves forward and
having a bit of fun in the process. We’re really
excited about the individual, collective benefits it
will bring and the diverse ideas it will unearth.
ADVICE & OPINION
/NOSV50yxv5M
/
/eq_yf7H
/2wVtUjj
/tUkq50ypm06
/gew
/gew
