My very first job was in local radio, handing out car stickers and eventually writing and reading news bulletins. In that first year, I realised that news wasn’t quite the right fit for me. I decided to try TV production instead. A breakthrough came from somebody spotting my potential and helping me grow.
Moving to London to access the TV industry would have been cost-prohibitive at that entry-level stage, so living at home in the Midlands also helped. That’s one of the reasons that I’m so passionate about the work we do at Creative Access – ensuring that there are viable entry points to creative careers, regardless of where you live in the UK.
My early career mistake was worrying too much about rejection and competition, and believing that I needed to be perfect before making any bold moves. There were some moments in my late 20s when I could have applied to work on programmes like Strictly Come Dancing and EastEnders, but I felt nervous, and that my skills wouldn’t be good enough. I know now that transferable skills and the tenacity to put yourself forward and explore opportunities is a better indication of creative talent than any amount of credits on a CV.
I’m inspired by people who take a pernicious problem and find better and new ways to tackle it. Some of the people who have inspired me are unsung ‘doers’. I used to curate Bristol’s TEDx talks and was bowled over by the incredible challenges that people were quietly and brilliantly working on.
What keeps me awake at night are the headlines about the apparent ending, or repositioning, of diversity, equity and inclusion programmes. It is concerning and somewhat perplexing. If less value is placed on creating diverse workforces and an inclusive, healthy work culture, it risks making make people from underrepresented backgrounds feel even more disconsolate and marginalised, and this could make it even harder for those of us who work in this space to deliver properly resourced and impactful programmes.
Read more: Lessons from the C-suite: Joe Ponte, Hotelplan UK
My work/life balance has in the past felt non-existent! But I’ve worked really hard to put some boundaries in over the past year. My mantra has been to try to rest as hard as I work, but creating headspace and rest breaks consistently is a challenge when last-minute things crop up. It’s certainly a work in progress!
I’m currently working with my chief culture and operations officer on our training and professional development plan. We’re committed to helping our team continually grow skills, knowledge and expertise. The training that we’re working together on is a mix that combines interpersonal skills, professional development and knowledge exchange.
More HR leaders would enter the C-suite if they understood the business development process. Understanding that process informs decisions that are great for the company, culture and client base.
Right now, I am reading the mystery/thriller Happiness Falls by Angie Kim, as part of the book club we run at Creative Access for our candidate community. It was compelling from the first page.
My top leadership tip is try to be the leader you wish you’d had. Constantly check yourself by the standards of treatment, respect and support you’d like to receive. I’ve had so many good bosses in my time. Some were not so great. But I learnt from every single person who ever lead or managed me on a team, so I have tried to learn and borrow from all those experiences, and think about how to behave at all times, as if I’m the employee rather than the leader. It keeps me grounded and open to learning.
This article was published in the January/February 2025 edition of HR magazine.
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