Data is a fast-growing area for charities and one where many teams are looking to expand or add to their existing skills and resources.
Once seen as something of a niche subject, data issues are now frequently the stuff of headline news, thanks to a series of scandals that have thrust the importance of good data management firmly into the public spotlight.
Thanks to digital technologies, most organisations can now access a wealth of information about the people who interact with them, presenting great opportunities but plenty of potential pitfalls too - so we fully understand the importance of hiring the right people who can manage your data effectively, efficiently and ethically.
We work with skilled data professionals at all levels, from junior executives to management and above, data analysts, CRM specialists, Raiser’s Edge experts, supporter care specialists and more, recruiting for a wide range of organisations throughout the sector.
As specialists in this field for a number of years we've built up an exceptional network of candidates with the right range of skills, for both permanent and temporary opportunities, and from both charity and commercial backgrounds.
If you're recruiting for your data team or looking for a great move yourself, please don’t hesitate to get in touch with one of our specialists - we'll be delighted to help!
Director of Finance, IT & Administration
Action Against Hunger UK is looking for a Director of Finance, IT & Administration to join a talented team, passionate about working towards Action Against Hunger’s vision of a world free from hunger. Playing a key role on our executive committee, and working particularly closely with the Directors of Operations and Fundraising as we work to achieve our exciting growth plans, you would lead the development of our finance, IT and administration function to allow the charity to achieve our strategic goals. You’ll be an experienced leader of teams, with the ability to identify and put in place systems and procedures that give the whole organisation the information they need to deliver to our funders and project partners around the world. For 40 years, across nearly 50 countries, Action Against Hunger has led the global fight against hunger. Our mission is to save, improve and protect lives by eliminating child hunger through the prevention, detection and treatment of undernutrition, especially during and after emergency crises caused by situations of conflict, displacement, poverty, discrimination, inequalities or natural disasters. From crisis to sustainability, we tackle the immediate, underlying and root causes of undernutrition and its effects through a multi‐sectoral approach. By designing our programmes with local communities, integrating them into national systems, and working with partners, we further ensure that short‐term interventions become long‐term solutions. Key details: Role: Director of Finance, IT & Administration at Action Against Hunger UK Salary: circa £75,000 Contract: Permanent, full time Location: Greenwich, London Amongst other criteria, the successful candidate will be a fully-qualified accountant (CA, ACA, ACCA, CIMA, CIPFA or equivalent) with the following experience: Working with an NGO, preferably working in an international context Overseeing the development of organisational information management systems Substantial and demonstrable post-qualification experience in a Finance department, working at Senior Management Team level Provision of high quality strategic financial leadership Operating at senior level in a regulated environment and ensured compliance within this Treasury management and risk management Multi-project/contract funding environments within an international context Financial statement preparation and audit process management Achieving successful change as part of a high performing management team Successful management of complex strategic projects with multiple stakeholders Working with multiple currencies, in particular the risk management and oversight of foreign exchange rate fluctuations A demonstrable personal and professional commitment to uphold the principles and practices in relation to equality, diversity and inclusion For an information pack with full details of how to apply, or to arrange an informal and confidential conversation about this position, please contact Jenny Hills at Harris Hill, firstname.lastname@example.org. Closing date for applications: 9am Monday 6th June Harris Hill Charities Recruitment Specialists operates an equal opportunity policy and commits to treating all of our candidates and jobseekers fairly. We welcome and encourage applications from everyone regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships.
Data Selections Manager
Are you currently proactively managing a team within a fundraising environment? Do you have experience of working marketing data selections using CRMs? If yes, we would love to meet you. The role This is an exciting time to join the Charity's Data Team as the new Data Selections Manager, having recently launched a new CRM database. With a new database and vision for the future, they have the opportunity to transform the way data is used across the organisation and drive a fantastic supporter experience. This role will play a pivotal role in delivering an exceptional supporter experience and support the charity to put supporters at the heart of how we communicate across all our journeys. The role exists to oversee the delivery of their supporter communication activities whilst providing the foundations for excellence in supporter experience and data driven fundraising. The role is responsible for managing the Data Selections team which sits within the Data Team. This role is pivotal in the provision of a high-quality service to internal stakeholders both in fundraising as well as other teams across the charity. The role will provide line management to the Officers in the team to enable the efficient delivery of first-class marketing selections for the organisation. About you To be successful in this role we'd expect you to: · 3+ years of proactively managing a team within a fundraising environment · 2+ years' experience of working marketing data selections using CRMs · Experience of using FastStats (or equivalent software) to deliver complex data selections · Excellent written and verbal communication skills, and the ability to communicate complex technical concepts to non-technical colleagues · Excellent relationship and stakeholder management skills · Able to prioritise your own workload as well as those of a busy team · Highly accurate data with meticulous attention to detail About the charity The charity is steered by world-class research and powered by life-changing care. They're here for anyone affected by this life changing illness, the whole way through, providing support for today and hope for the future. They are that trusted friend that people affected turn to for caring support when they need it most. The expert authority on research who is making breakthroughs and driving forward progress. And a vehicle for change, acting now to make sure anyone affected by this illness gets the best possible treatment and care. They believe that they can change the future of this disease and make sure that, by 2050, everyone diagnosed with the disease lives - and is supported to live well. Although the role is based in their London office, and they are following a blended approach between office and home working with a minimum of two days per week in the office for full-time staff members. We look forward to meeting you :)
£40k - 44k per year
Temping is a great way to gain skills and experience fast, and with high demand throughout the sector, it’s a great time to give it a try. Harris Hill’s senior temps specialists Sekai Lindsay and Ryan Elmer have the lowdown on what you need to know... For most of this century, temps have made up around 5% of the UK workforce, but considerably more of the voluntary sector (around 9%, say NCVO), making temporary work a familiar experience for many. If you’re considering it for the first time however, here’s a summary of the basics. What’s the difference between permanent, temporary and contract roles? Obviously the duration of the job, but there are some other key differences: Permanent roles You're employed directly by the organisation, on their payroll and, once you pass any probation period, entitled to all their staff benefits. Temporary roles You're employed by the agency through which you found the role, on the agency’s payroll and entitled to the agency’s benefits. However you're under the care and command of the organisation the agency has placed you in, normally for an agreed length of time, but this may be extended (with your consent) if the requirement is ongoing. Fixed term contracts You're employed directly by the organisation and on their payroll, just like a permanent role, but for a specific, limited amount of time, such as 6 or 12 months. Why temp? According to ONS figures, for around 30% of temporary workers it’s purely the lack of a permanent job, but the larger proportion have a variety of reasons, including: • The chance to work for multiple charities in a short space of time, rapidly expanding your insight and experience of the sector. • The opportunity to sample different roles in different places, helping to identify what you want (and what you don’t) from your career if you’re unsure. • Gaining more skills, confidence and adaptability, improving your prospects of landing (and succeeding in) the perfect permanent position when you find it. • To continue earning, including holiday pay and pension contributions, even if future plans mean you can’t commit to the role permanently. Don’t expect it every time, but there’s also the chance it may develop into something longer-term or even permanent. Getting into an organisation is often the hard part, but if you’re there as a temp and known to be personable, reliable, hard-working and a quick learner, they may be keen to keep you on board, even if you don’t have the specific experience that would normally be required. What are the drawbacks? It’s not all kittens and rainbows of course, even (we assume) at the Rainbow Centre for Kittens, so be aware that: • You’ll be paid weekly, for exactly the hours you work, as marked on a timesheet signed by your manager. So when you’re not working (if you’re off sick or for any other reason) you’re not earning. However you’re still entitled to Statutory Sick Pay. • Requirements for temps tend to arise at short notice and can end just as quickly too, so you won’t always know how long your role will continue, or what you’ll be doing (and therefore earning) next week/month. Planning ahead for anything can be a challenge. • Under Agency Workers Regulations (AWR) you’re entitled to the same salary and benefits as permanent staff after 12 weeks in the same role, but until then you may sometimes be on less favourable terms. How to temp through an agency Most temp vacancies go through agencies because the employer needs someone immediately. Yesterday, preferably. For these last-minute requests, there's no time to advertise and wait for applications; employers count on agencies to know good people already, so you need to be registered with one to be in the running. • Choose a reputable agency with plenty of jobs in the sector you’re keen to work in. Let’s say Harris Hill, for example. (Other agencies are available). Then just get in touch to register as a candidate. • We’ll need your CV, and will take you through the necessary checks and references first, to save you any unexpected roadblocks later. • We’ll then discuss your experience, the type of roles you’re looking for and aim to match your skills with suitable roles. • If there’s nothing immediately, don’t worry. Just keep an eye on the site, check back often, and apply for roles that match your skills and experience. Apply for the right roles, not just any roles This is really important as a temp. Meet 80% of the criteria for a permanent role and you can probably be trained on the rest, but this doesn’t work for temps as there’s no time for training. Clients need someone with all the right skills from day one, and with roles often attracting 100+ applications, they’ll probably find them. So there’s no benefit in applying for anything and everything; better to focus your very best efforts on a small number of roles where you closely match the requirements. Nonetheless, there are ways of improving your prospects… How to stand out • Remember that temp placements happen at speed, so make sure your CV is sufficiently clear and well-structured to see the key points at a glance. • A short opening profile summarising key skills will help this, as will bullet points to pick out skills and experience. • Include any transferable skills, explaining how they’re relevant for the role. • Tailor your CV to the role in question. Don’t make the reader piece together clues as to why you’re right for it – spell it out clearly from the start. • List any relevant systems, CRMs or packages you’ve worked with, and be specific, even if they’re a little obscure. You never know when one of them might be the deciding factor. Finally, one of the most effective things you can do is also one of the easiest, yet it’s often overlooked: let us know when you’re available. Why it pays to keep us posted When a last-minute temp vacancy comes in, we need to know two things fast: who do we know with the right skills, and who’s free to do it? Our database can answer the first question, but because we don’t track your every move (trust us: we can barely plant a plant, never mind a microchip), not necessarily the second. Unless you're already working for us elsewhere, we can only be certain of your availability if you've recently told us. This needn’t mean calling in every week – a one-line email will do, or even just a text. But simply by confirming you’re available, you’ll have dramatically improved your prospects of a great placement coming up soon. We hope that’s answered a few questions, but if you’d like to know more, please get in touch via the details below, or you can register as a candidate here. Sekai Lindsay Business Support roles 020 7820 7307 Email Sekai Ryan Elmer Marcomms, Events and Fundraising 020 7820 7313 • Email Ryan More from the Harris Hill Blog Good news: your CV's in demand! Jobs in the charity sector are bouncing back in a very big way, so recruiters and charities alike are jostling for a glimpse of your CV. Read more ► A brand new office in Paris! (Garden) We've recently relocated our central London office to a continentally-named corner of SE1 with a rather colourful history. Read more ► Back to the blog homepage ►
What’s the going rate for your charity sector role? Whether you’re a head of fundraising for a small charity, digital manager for a household name, or in any of almost 200 other positions in the sector, you’ll find answers in the brand new 2022 Harris Hill Salary Survey. The new report arrives with our thanks first of all to the several hundred superb organisations who’ve entrusted us in the past year and more with the diverse range of roles that form the basis of the survey. From there, we add the insight and expertise of our experienced specialists in each field, working role by role to identify misleading or unrepresentative cases that might distort the picture – for example, roles that are far more senior/junior than the title suggests – and applying their up-to-the-minute knowledge from handling similar roles every day to ensure we reflect what’s actually being paid (not just what’s advertised) for each role throughout the sector. Our thanks too, for the many (many!) requests and enquiries we've had from people patiently awaiting the next edition: we’re delighted to say that it’s now here and available to download from the link below, and we hope you find it a valuable reference for the year ahead. With salaries for everything from entry-level roles to director positions, the survey covers each of our specialist areas: Chief Executives & Directors • Data Management • Finance • Fundraising • Human Resources Marketing, PR & Digital • Operations, Admin & Support • Policy, Advocacy & Campaigns • Temporary & Interim Market trends We’ve also examined some of the key issues currently affecting the market, not least the widespread and seemingly ever-more-acute shortage of candidates: why have numbers fallen and where to find new talent now? And after two years of turbulence and quite radical change in the working landscape, what impact has the pandemic and the rise of flexible working had on salaries? A (very) recent history of the survey It's our 15th annual guide to salaries in the UK charity sector, but in this case, the first since the outbreak of a global pandemic, whose many crimes (though admittedly among the more benign) include putting paid to the last two editions. Work was just underway in 2020 when much of the world shut down, closing off key fundraising avenues for charities (while demand for their services often increased), and triggering widespread fear of redundancies, job losses and for some, even the prospect of having to cease operations entirely. In which context, reporting on the previous year's salaries seemed rather like reviewing the Titanic’s restaurants for passengers clinging to the lifeboats: information that may have been welcome yesterday, now eclipsed by some rather more pressing concerns. Uncertainty still prevailed by the spring of 2021, but we're delighted that the last year has been characterised by a strong and consistent recovery, each month surpassing the last, creating the clear picture needed to bring you this brand new report. For more information... Throughout the report you'll find details of the relevant specialists together with the salaries in their respective fields, and they're by far the best people to call with queries relating to those areas. Meanwhile for more general enquiries, feedback or requests relating to the survey, please call us on 020 7820 7300 or get in touch by email. View or download the 2022 Harris Hill Salary Survey ► Check out our latest jobs ► More from the Harris Hill Blog What to expect as a charity sector temp Temping is a great way to gain skills and experience fast, and with high demand throughout the sector, it’s a great time to give it a try. Harris Hill’s senior temps specialists Sekai Lindsay and Ryan Elmer have the lowdown on what you need to know...Read more ► Previous salary guides Good news: your CV's in demand! Jobs in the charity sector are bouncing back in a very big way, so recruiters and charities alike are jostling for a glimpse of your CV. Read more ► A brand new office in Paris! (Garden) We've recently relocated our central London office to a continentally-named corner of SE1 with a rather colourful history. Read more ► Back to the blog homepage ►
Let’s face it, there's been rather a shortage of non-alarming news lately, so it’s a real joy to bring you something that won’t make you want to hide under the duvet and cry. Specifically, that jobs in the charity sector are bouncing back in a very big way, so recruiters and charities alike are jostling for a glimpse of your CV. In fact, after climbing consistently all year, the number of fantastic charity opportunities here at Harris Hill is now within touching distance – if that’s allowed - of where it was before the pandemic. Which is a pretty big number. (Exhibit A: check out our jobs pages). However, the number of people seeking those opportunities is yet to rebound to anything like the same extent, which means that if you’ve got charity experience, you’re very much in demand! But aren't the big candidate shortages elsewhere? Shortages in other sectors might be making the headlines, but as charities seek to recover the millions lost to the pandemic, recruitment is high on the agenda, while application numbers are unusually low. Not just at Harris Hill, but our charity clients are coming to us with the very same issue across the board. So while you might imagine there's little point looking right now, we’re here to say you could well be a highly sought-after candidate, even if you don’t have an HGV licence or dream of being underpaid for your strawberry-picking skills. Although we can’t imagine either would hurt. But to cut to the point, it's this: if you’re a charity professional in just about any area at the moment, you’re already in considerable demand. OK, so what's available? We’ve got permanent and contract opportunities across all specialist areas, and demand for temporary staff is even higher, with an abundance of assignments in all kinds of roles right now. If you're looking for new opportunities of any kind, please do get in touch to discuss how we can help you move forward, and if you’ve temped for us in the past, please drop us a line with your latest CV and availability for work. ►► A side note here: why do we ask you to update us, if you're already on our system and nothing's changed? Let's discuss this in a blue box. Why update us if you've already registered? That's a great question. If you’ve registered with us, or any other recruiter, you might (understandably) see no need to keep us posted unless there's any significant change. But here’s why it’s well worth doing, especially for temps. In an ideal world, we’d have weeks to advertise temp positions and scour the kingdom and/or database for every suitable candidate in advance. In this world however, it's more likely we're looking to fill a role we’ve known about for five minutes, starting yesterday. *pause while you break out tiny violin* Contacting every potential candidate would take days, but we need to know who’s free as soon as possible, so it's logical to start with those we already know about. Naturally they tend to be the people we’ve spoken with or heard from most recently: the more time has passed, the more likely things have changed. That's why it’s always worth a quick call or email to keep us up to speed, particularly for temps, but also for permanent roles if you’re open to a move and we haven’t spoken for a while. So, whether it's for a temporary, permanent or contract role, if you’re currently looking, in two minds or just waiting for the right moment, we’d love to hear from you: it’s a much better time than you might think. Not only are there plenty of great jobs available, but with fewer people competing for them, your prospects may be better than expected too. And with recruiters and charities clamouring for CVs like over-excitable fans at an autograph signing, it’s the perfect time to send us yours or register here on the site. Which – in a line we didn’t expect to write today, much less finish a blog with – we recommend doing very soon, before the knicker-throwing starts. Thanks! Team HH Back to the Harris Hill Blog homepage ►
Welcome back to Charity Careers, in which freelance writer Nicola Greenbrook invites key influencers in the charity sector to share their career story and how they navigate the professional world. We discover what they've learned along the way, what motivates them to get up in the morning and what their dream breakfast might look like when they do... In these extraordinary times, Nicola was delighted to chat (virtually, of course) to Susana Lopez, Head of Leadership Giving for Cancer Research UK about her impressive career to date and balancing parenthood with the personal reasons that drive her work for CRUK. She also learned how the charity is responding to COVID-19 and why breakfast in Spain, the complete works of Austen and Tiger King are a few of Susana's favourite things… Hi Susana - we know the name of course, but how would you sum up CRUK's mission and cause? In the 1970s, just 1 in 4 people in the UK survived cancer. Today, thanks to research, that figure has doubled. At Cancer Research UK (CRUK), our ambition is to continue to accelerate this progress so that 3 in 4 people survive cancer by 2034. As the largest independent funder of cancer research in the world, we define global research priorities. Untethered to government funding, we can react rapidly and have the agility to support courageous, risk-taking science. Since our beginnings in 1902, our work has helped uncover the causes of cancer, leading to some of the earliest studies into risk factors, including the link between smoking and cancer. We also laid the foundations for the UK’s national cancer screening programmes and today’s radiotherapy and surgery techniques, and we have contributed to developing eight of the world’s top 10 cancer drugs. Today, we support more than 4,000 nurses, researchers and doctors across a network of exceptional cancer research centres and partner with more than 80 organisations all over the world. We cover every aspect of cancer research and every step of the cancer journey, from our patient information programmes to prevention, diagnosis and treatment. What are you responsible for in your role? My role is really varied! I head up Leadership Giving which sits within the wider Philanthropy and Campaigns team. We work with amazing supporters who want to make a difference by investing in truly cutting-edge research and support. This includes the Catalyst Club, dedicated philanthropists working with us over the long term to have an impact on key areas of CRUK's work; early diagnosis, developing the next generation of science leaders, and the new City of London centre. What drew you to CRUK and when did you join? I’ve had two stints here; from 2006 to 2015 I was a trust fundraising manager and then a senior manager in CRUK's first capital campaign team, Create the Change, raising £100m for the development of the Francis Crick Institute in Kings Cross. I came back to the organisation in November 2019 as Head of Leadership Giving. The simple answer as to why is that cancer has had a profound impact on my life and my family; we lost my mum to ovarian cancer eight years ago; the treatments that kept her well for nearly four years post diagnosis were in part developed by CRUK. All four of my grandparents died of cancer, and too many other family members. I'm an Arts graduate, so was never going to go into science and find new and better treatments myself, but I can put my shoulder to the wheel in the fundraising efforts and secure the investment needed for cancer research. We're hearing much more about medical research in these unprecedented times of course, albeit for a different reason. How has the current pandemic impacted CRUK and your role in particular? Michelle Mitchell, our CEO, has been very open on the impact of COVID-19 on CRUK; unprecedented times indeed. We’ve had to close our shops, and postpone huge events like Race for Life and the gala events which really drive our fundraising programme, and are predicting a 25% drop in income this year, potentially more. The organisation has renegotiated leases on shops, made full use of the government's Job Retention Scheme by furloughing a large number of staff, and made every saving possible in order to protect the investment we make in the front-line science. Even so, we've had to make some tough decisions about the science we can fund, and have had to plan for cuts to that spend. Within my role, we work closely with senior volunteers, ambassadors who are willing to open up their networks and introduce potential supporters to our work, often through a range of events. Obviously we can’t plan those events currently, so we have had to almost throw out the old plans and start afresh. This could be terrifying, but has actually felt very liberating - we have permission to think outside of the box, and to really get insight from our supporters as to what they feel will work, and trial some new ways of working. How did you start your career and what have been the key roles? My first role was as a trust fundraising executive at YMCA England. I'd returned to my home town (after a post-uni year in Spain) to find everyone had scattered, mostly to London! So when a friend contacted me to say there was an entry level role at YMCA England where she was working, I applied. Although I knew nothing about fundraising (amazing to think now that there once was a time when these roles were available to someone with no fundraising experience), I quickly realised that it was a perfect role; lots of talking to colleagues in service delivery about what they were planning and what the impact would be, creative and impactful writing, talking to potential supporters and asking for advice and selling in the work and the difference it would make to homeless and disadvantaged young people. I've since worked in a range of organisations at a range of levels and I don’t know if there are roles I would pick out as being particularly key. Maybe my senior manager role at CRUK the first time around (!) as it really exposed me to working with amazing senior leadership and senior volunteers and to work with really significant supporters to secure multi million pound gifts towards a capital appeal, and to see how a campaign really works. What I would say is that there have been people who have been key to my career; from my first manager at YMCA England, Christine Douglas, who taught me how to structure a trust proposal and how to write for impact, through to Jennifer Cormack at CRUK who showed me how to lead a team collaboratively. Debbie Gilbert at St Giles Trust showed me how to show up as a leader (and never to take no for an answer!), Catherine Miles at Anthony Nolan showed me how to manage upwards and protect your team, and Russell Delew at CRUK gave me the opportunity to work on what was at the time CRUK's biggest capital campaign and secure some of the biggest gifts of my career… Was a charity career always your goal? It really wasn’t; I didn’t know what fundraising was when I applied for my first job in the sector. From childhood I wanted to be a journalist, but fell out of love with the idea on graduation (although three of my family are journalists on TV and in print now, so I feel I'm living the dream vicariously through them!) and I was at a loss what to do with the skills an English Literature degree and a naturally nosey nature had fitted me for. Luckily it turns out being inquisitive, talkative, with a good memory and a way with words is a perfect basis for a career in trust and major gift fundraising. How do you keep your skills fresh and ensure continuous learning along the way? I'm a huge fan of continuous learning - we can all learn something new. I've been working as a fundraiser for 25 years (ARGH) and still enthusiastically sign up for the Institute of Fundraising Convention each year alongside interesting looking briefing events, and especially the Showcase of Fundraising Innovation and Inspiration’s (SOFII) annual I Wish I'd Thought of That event. I also think it's imperative to learn from your peers and keep your ear to the ground with what's happening across the sector to ensure you don’t end up in your own little organisational bubble/echo chamber. To that end, I set up a networking group and invited people I met across the sector to come along; we meet four or five times a year and share news, ask questions, ask for support and advice and make connections. It's fascinating to see how other organisations deal with the challenges we all face - we're meeting in May, and I can't wait to hear how everyone is dealing with COVID-19! What would you advise graduates seeking to join the sector, or more experienced people considering a leap into leadership? When I'm interviewing, I always look for behaviours over a skill set, so my only advice to graduates would be show flexibility, how you've taken on new responsibilities or roles, and your willingness to learn. Skills can be taught. For people moving into leadership - choose the organisation carefully! I’m being half-facetious, but the serious point is to look at how the organisation supports its managers and leaders, what's expected of them, and what training there is internally - for example on managing a team, conducting 121s and annual reviews. These skills are key to managing and too many organisations think they’re innate. They aren't, as anyone who has suffered with a badly trained manager will tell you. Aside from that, be open, honest and transparent - turn up as yourself, and as authentic as you can be. When times get hard, it's tough to maintain a facade! And finally, approach someone you admire and ask them if they'd be willing to act as a mentor. I've listed some of the people who have been key to my career, but I've learned so much from so many people across the sector which has been invaluable. What’s the best piece of advice you’ve ever been given? Christina Grant (who contributed to your article on how to be assertive at work) had a profound impact on me when she worked at CRUK as a trainer. I use some element of her Raising The Bar training and coaching every single day in my work life; the key one is 'Human beings like threes'. Every single meeting opener, presentation, 121, PDR, whatever, I frame around three key points, because it works! What’s the most challenging part of the job? I’ve had lots of challenging jobs, and roles that I’ve left because I couldn’t see how I could make a useful contribution. I can honestly say that I don’t feel that way in my current role; the only challenge, as cheesy as it sounds, is sometimes reining a really ambitious team in! And the best bit? Where to start? The pride in knowing the work we do has a direct impact on cancer, and today, on COVID-19 as CRUK pivots to working on vaccines and treatments for the pandemic, and releases clinicians and nurses back into the NHS to work on the front lines of coronavirus. Working and being in awe of world leading medical researchers who are answering the toughest questions of cancer. Working with world leading fundraisers from whom I can learn so much. And knowing that my mum would be so happy that I've come back to CRUK, an organisation that she supported. What have been your career's biggest ups and downs to date? Up: working with a family who were keen to support an area of work, and who, after a couple of false starts, agreed to an initial gift of £1.1m, and then a further gift of £5m towards a campaign. I secured that gift just before going on maternity leave, so there was a nice completeness to it! Down: working up a huge proposal, full agreement from the finance team and CEO, all ready to go just before Christmas, for a January board meeting date. My ‘spidey sense’ was tingling, though, so I thought I'd make one last check with the project lead. After a couple of days they came back with 'Oh, we've decided not to do that anymore'. It was, I'm afraid to say, the final nail in the coffin for my time at that organisation! Who do you look up to in the sector or more widely? One of my oldest and dearest friends is a sister in A&E in our home town; I’m always in awe of her, but especially at the moment. My sister is a primary school teacher. and after four weeks of trying to teach a six year old, I'm in awe of her, and in fact all teachers. Across the sector, I look up to those people who walk the walk not just spout the theory - I'm loathe to name names as I know I'll leave someone out, but the people who have closed the big gifts, grown income streams, got senior leadership buy-in for major gift fundraising and in doing so created transformational growth. Let's finish with some quick lifestyle questions: are you up with the lark or a night owl? Left to my own devices, I would go to bed at 8.30pm and sleep til 9.00am. I love sleep. Juggling a small child and a full-on job, the lie-ins are less frequent although I am blessed with an early bird husband, so I definitely get more than my fair share! What gets you out of bed in the morning, rain or shine? Usually the six year old asking questions about dinosaurs, trains or planes ... more seriously: deadlines and wanting to get on and make a difference. Urgh, that sounds awful. But true! And what's your dream (and actual) breakfast once you're up? Dream breakfast - lockdown over and travelling again - would be some mixture of fresh eggs, bread and fruit overlooking the sea somewhere hot and beautiful. If it could be the motherland of Spain, so much the better. Actual breakfast more likely to be overnight oats with yoghurt whilst logging on … Does a typical day exist? Not really, but it would usually involve checking in with the team, checking in with senior managers, or looking over proposals and reports for donors to feed in my thoughts: after 25 years of doing the job, it's really key to me to share what I was taught and what I've learned the hard way! Also planning, taking part in some thinking about upcoming projects or launches, and best of all, meetings and calls with supporters and senior volunteers to talk about the work of CRUK, and to solicit their support in a variety of ways. What are you reading, watching or listening to at the moment? I'm an English Literature graduate who, in another life, would have been at my most content lost in an English department somewhere writing an interminable thesis on Austen. I have weird reading tastes - early 19th century fiction and contemporary US fiction. My favourite authors are Jane Austen, Curtis Sittenfeld, Tom Woolfe and Jonathan Frantzen. I could happily just read them for the rest of my life. Oh, and Mhairi McFarlane for cracking modern UK writing. I have absolutely gutter tastes in TV though; Tiger King was a recent highlight and aside from that, rubbish reality TV, especially the Real Housewives franchise, or what my husband calls 'your programmes about ladies shouting at each other’. I’m relatively new to podcasts, and just didn't get them at all until I came across Gossipmongers and I’m now a convert. Best. Podcast. Ever. And finally, how do you wind down in your spare time? If I have any, I like to switch my brain off with things that are detailed but mindless like knitting. I make many, many scarves, as that's about the limit of my skills. I dream of being able to make something more complicated. A huge thank you to Susana, we very much appreciate you taking the time to share your story, career insights and invaluable advice with our readers - we wish you and CRUK all the very best in the challenging weeks ahead, and of course for the future! Nicola Greenbrook - HR Specialist and Freelance Writer Contact Nicola, check out her website or follow her on Twitter, or for more on Cancer Research UK and why they need you more than ever, please visit their website. More Charity Careers #1: Sara Rees, Head of Fundraising, Rays of Sunshine ► #2: Hannah Sanders, Consumer Brand Partnerships, Save the Children ► #3: Andy Harris, Director of Income Generation, Shelter ► #4: James Harris, Associate Director of Communications, Marketing and Membership, Rethink Mental Illness ► #5: Chris Oak, Associate Director HR & Facilities, SPANA ► More from the Harris Hill blog 12 tips for video interview success Interviewing via video is the new normal for now, and if it's also new to you, here are some practical tips on the process from our executive recruitment experts, courtesy of director Jenny Hills. Read more ► How to work well from home Millions of us are doing it, but is working from home really working for you? Nicola Greenbrook has the lowdown on the lockdown and advice to help you turn the new arrangements to your advantage. Read more ►
Interviewing via video is the new normal for now, and if it's also new to you, here are some practical tips on the process from our executive recruitment experts, courtesy of director Jenny Hills. Getting the basics right: make sure what's behind you isn't distracting How to get the best from video interviews By now you'll probably know the basics from the video meetings that have come to dominate all of our working and social lives: make sure your camera and microphone are working ahead of the call, check your pyjama bottoms aren’t in view below your smart top, and that what’s behind you isn’t distracting. But over the past few weeks, we’ve picked up a few additional practical pointers that can help you ace that all-important video interview: Try a test run If you’re not familiar with the videocall platform you’ll be using, ask your friendly consultant for a quick technical test-run. We want you to nail this meeting, and if a test-run will help that, we’re only too happy to do it. If you’ve applied directly, ask a friend to do a test-run with you well ahead of the interview. Lights, camera, wardrobe Wear what you would normally wear (at least on top) to an interview. However, keep in mind the quality of your camera and the lighting. You don’t need a camera any fancier than the one that came with the laptop/smartphone, but if you know the image quality isn’t great, try and sit in a well-lit room, and consider the colours you are wearing. A white shirt in front of a white wall in bright sunlight might mean you blend into the wallpaper too much. On the other hand, wearing dark colours in room with less-than-great lighting risks you appearing as a grainy blur to the panel. In all cases, don’t silhouette yourself in front of the light source! Steady your nerves (and devices) If you're using a smartphone or tablet, find a way to prop it up and keep it steady for the interview, rather than holding it in your hand: a shaky picture can detract from what you're saying and create the impression of nervousness, even if you're confident, calm and collected. Stay informed Keep the relevant details (job description, person specification etc) and your application to hand, either printed out or in another window of your screen. If you’re switching between screens to look at something (most videocall platforms allow you to do this without leaving the call), remember the panel can still see and hear you. Be prompt Keep to your start time! Normally, arriving 10 minutes ahead of an interview is good practice, but if you log into the Zoom meeting early, you may interrupt the panel’s pre-interview discussion, or they may simply not be there and they’re taking advantage of a quick break to run to the bathroom. We’ve been advising our candidates to log in a minute before the actual interview. This gives you time to make sure the audio and video is working before it cuts into precious interview time, but also allows the panel to take their breaks, talk amongst themselves and be ready. Remember you're on camera! When on videocalls, some people understandably forget about eye contact and look around the room whilst talking (as many of us do when we’re thinking). Don’t stare down the lens (creepy), but try to keep your eyes on the screen. It doesn’t really matter where on the screen, but the person who asked the question is a good bet, especially if you find looking at yourself distracting. Express yourself There’s no need to be a mime artist, but if you use body language (nodding, smiling, leaning in, etc) you might want to exaggerate it a little bit more than you would in person so it shows up on camera. This helps engagement between you all as people. Someone sitting motionless and expressionless is hard to relate to, and the panel want to get a sense of you as a person and as a potential colleague. The show must go on For relatively minor audio and video disruption (screen freezes, distorted audio), we advise ignoring it unless it has impaired your understanding of what the panel are saying/asking. We’ve found that this keeps interruptions to a minimum, and on the flipside, we’ve seen conversations lose momentum when every bit of digital static is commented on. Be expressive, but not a mime artist. Also recommended in all other situations. Don't panic This way of working is strange for all of us, so don’t be phased if something goes pear-shaped. Can’t hear? Explain and wait for it to resolve (leave and re-join if necessary). Six-year-old has to show you the spaceship now? Cat decides it needs to sleep on the laptop? Smile, ask the panel for a quick pause to deal with it, and get back to it. We’re all human, and if the panel doesn’t understand that, do you want to work for them? Stay focused That said, despite the interruptions and informalities of working from home, the conversational style in videocalls is by necessity pretty formal (even for an interview). If two people speak at the same time, both are completely unintelligible so everyone has to take turns to speak. You are also missing out on almost all the non-verbal clues that we don’t realise we rely on so much. A particular risk is talking to fill the silence and missing clues you’d normally spot that the panel are disengaging from your answer, so stick to focused, relevant answers (the STAR technique is a good general guide). If you’ve said something interesting and they want more detail, they’ll ask. Make sure you leave a pause between someone asking a question and you talking to ensure they’re done, and that panel members are given opportunities to ask follow ups. Be flexible If your internet connection is bad enough to disrupt the conversation, apologise, fix it if at all possible, but if not, ask if you may switch your camera off and go audio only, or even dial in to the call instead. This should be a last resort because it’s the only way you can hear and respond to the panel. On the other hand, if one or more panel members go audio only for the same reasons, don’t get phased and keep your eyes on the screen. Just because you can’t see them, it doesn’t mean they can’t see you. BYO refreshments Finally, much as they’d like to, the panel can’t offer you the glass of water/tea/coffee, so make sure you have one to hand for when you need it. A separate celebratory beverage for when you leave the videocall having given the best interview of your life is optional. To wrap up, there are practical differences between the usual in-person interview and a video interview, but the intent behind them is the same: for you, is this a job you want? For the panel, are you the person they want for the job? Being able to adapt to these differences may not guarantee you the job, but feeling more confident and relaxed about the process will give yourself and the panel the best chance of making the right decision. Jenny Hills Chief Executive & Director Recruitment Practice, Harris Hill Search executive opportunities ► More from the Harris Hill blog How to work well from home Millions of us are doing it, but how well is working from home working for you? Guest blogger (and frequent home-worker) Nicola Greenbrook has advice to help you keep things running smoothly. Read more ► Should you be working for a large or small charity? The biggest charities may have the biggest opportunities, but you'll typically take on more responsibilities somewhere smaller - so which is better for your career? Faye Marshall and our fundraising specialists weigh up the options. Read more ► How to be assertive at work Altruistic behaviour is fundamental to the charity sector, but saying yes to every request can leave you seriously overwhelmed. Nicola Greenbrook explores how you can learn to stand your ground and be more productive as a result. Read more ►
With much of the world in lockdown to slow the spread of coronavirus, working from home is the new normal for many. Our guest blogger and freelance writer Nicola Greenbrook offers suggestions on how to work productively, interact socially and look after our physical and mental health. How to work well from home We are living in exceptional times. The virus that emerged in the Chinese city of Wuhan has caused a global COVID-19 pandemic. At the time of writing, the UK is in lockdown, the shutters have come down on all non-essential shops, schools and nurseries are closed, and many charities are in crisis. Government guidance advises people to work from home where possible, travelling only when it is essential. But for those unaccustomed, or averse, to homeworking, it can take a while to adjust. Throw into the mix that our partners/flatmates/children are our new colleagues, how can we work productively and efficiently from our homes - and keep our minds and bodies healthy? ___________________ Create a designated workspace The spread of coronavirus has been rapid; one day you were at work, the next creating an ‘office’ in your flat amongst the laundry and hunting under a pile of magazines for a pen. Before you do anything else, prioritise setting up a clear and defined workplace, separate from your home life where possible. If this is the kitchen table for the time being, ensure it's clear, free of coffee cups and has easy access to power. HSE's Display Screen Equipment (DSE) workstation checklist offers clear guidance on areas such as chairs, screens and lighting. Adding a personal touch to your workspace might help with the adjustment to homeworking (best to avoid dedicating an entire working day to #workspacestyling though). Kim Watson, comms freelancer and co-founder of holistic therapies business The House of Palms finds that it increases her productivity: ‘I have a proper workspace, a desk with plants, pictures, candles and natural light etc. All things that make me feel happy and wanting to work - that helps!’ Establish a routine and set boundaries I'm an HR Specialist for an IP law firm in the City for three days a week and a freelance writer at home for one day and weekends (plus a Mum in between). This provides clear boundaries and compartmentalises my working week. However, the lines are currently blurred; each part is now worked from home. It’s an unprecedented situation for most of us; there’s no commute to act as a physical divide and we've literally brought our work into our homes. So what can we do to restore some order? Creating a simple plan for the week ahead can help stay on track; try scheduling activities against set times and get to know when you’re ‘peak you’. If, generally, you’re less dynamic in the afternoon or susceptible to energy slumps, consider doing less creative work then. If working alongside a partner or flatmate/s AND children, and without a separate room to work from, at least delineate a space that is solely yours. Over breakfast each day, consider holding a team meeting with your ‘new colleagues’; discuss and agree the hours you’ll each work (especially if caring for/homeschooling children as well) and how you like to work (loud music vs complete silence etc). Then be prepared to compromise and be flexible - we’re all in this together! ___________________ Watch the clock It’s tempting to work all hours just because we can. Stick to your regular office hours where possible and commit to meetings in your diary rather than pushing them back. Establish a routine; stop for lunch and utilise morning and afternoon breaks to do a quick house chore or grab a drink - and step away from the screen. Work steadily, stay focused and STOP at a set time - then switch off. It's unlikely you'd run back to the office at 11pm after an evening out, so there’s no need to head back to your laptop at home. Stop looking for distractions There’s something about being in your own home that feels more comfortable, don’t you think? Sure, you could squeeze in some pre-work Netflix over a bowl of cereal, but can you stop at one episode? What about chores? Are you finding it hard to ignore the messy kitchen cupboard /peeling paint/huge pile of stuff to sort out? Yes? You could be procrastinating; save the decluttering for the weekend. Mirror your homeworking day with your office one. If a relative or friend wants a chat in the middle of the day (rather than it being a genuine concern or emergency), politely reschedule for lunchtime or post-work. It's important to digest public health information, but avoid getting bogged down in multiple sources, too many WhatsApps or unreliable social media posts. Don't let a quick peek at your phone become a Twitter marathon. ___________________ Be healthy in mind and body Working from home can be challenging and isolating, and you might be feeling a certain level of anxiety and distress. Explore some coping mechanisms that could alleviate feelings of uncertainty. For example, limiting social media (and visiting positive accounts only like Upworthy), using meditation and relaxation apps, reading a book or sitting in the garden to restore a sense of calm and wellbeing. Mental health charity Mind offers some brilliant advice on coronavirus and your wellbeing. Try exercising in your former commuting time (for your mandated, one form of exercise a day) to start or end the day in the right way. Runner's World has some good tips for staying active during social distancing and the Guardian suggests the ten best online (and free) home workouts. Stay hydrated and eat well, avoiding the temptation to fall into a pattern of idle snacking and ransacking the crisps cupboard at 10.00am. NHS factsheet ‘Water, drinks and your health’ provides some helpful reminders on this. Finally, ensure you follow sanitation and good hygiene practice to reduce the spread of COVID-19 at home too. Wash your hands and clean your keyboard, phone and other equipment regularly. Here's a reminder of the advice on this, via the CIPD (or click for pdf): Stay in conversation Maintaining some form of human connection while homeworking is essential, and emotional support is a critical part of our physical and mental wellbeing. If your workload allows, contribute to team chats or group emails when you can so you don't drop off the radar. Consider a virtual coffee break with your team and ask what they’re working on, come up with ways to support each other and share what’s on your list (or your mind, if you feel comfortable). Jot Form offers some great ideas for online business tools and ways to communicate, such as using a video conferencing tool like Zoom for meetings with multiple attendees, hosting courses, and webinars. And finally… • Get dressed - It’s tempting to jump straight into it and conference call in a work top with pyjama bottoms, but before you know it, it's 3pm. Get showered, first. • Support local businesses - Consider signing up for an online yoga class with a local teacher, order takeout as a lunchtime treat from a café and buy your basic necessities from a local shop. • Learn how to homework - LinkedIn Learning’s remote working course can be done in small chunks and includes insight from entrepreneur Arianna Huffington. • Reach out - If you're struggling, don’t hesitate to speak to your HR team for support or access any employee assistance programmes available. ___________________ These are unsettling and worrying times, and a huge period of change for the UK’s workforce. You may be feeling out of control right now, but try to focus on the things you can control (washing your hands, taking exercise and breaks, eating well and drinking fluids) rather than what you can’t. Take it day by day; get to know what works for you to get the best out of homeworking and stay in good physical and mental health. Stay safe and well - and indoors. Nicola Contact Nicola, check out her website, or follow her on Twitter. The coronavirus pandemic is a fast-moving and developing situation and official advice should always be taken. You'll find the most up-to-date information via the UK Government, NHS or World Health Organisation sites. More from Nicola Greenbrook How to set goals (and stick to them in style) ► Podcast your way to workplace wellbeing ► How to be assertive at work ► More from the Harris Hill blog Should you be working for a large or small charity? ► Smarter than the average bear: the Charity Series Quiz Night champions! ► Caudwell Children: Building a better world for disabled children ►
Previously in 2020: fires, floods, locusts and a global plague, but if you're tired of Apocalypse Bingo and keen to hear about our inter-charity quiz (or just desperate for literally anything new to read by now), you’re in luck! A quiz to remember Cast your mind back if you can to the halcyon days of February 2020: that carefree age when you could leave the house at will to go around touching your face and buying toilet paper with abandon. It was in this bygone era, when gathering hundreds of charity people in a bar was a convivial prospect rather than an invitation to certain doom, that the 2020 Harris Hill Charity Series Quiz Night took place. And rather good it was too. You’ll perhaps be wondering who held the winners’ trophy aloft, but let's not get ahead of ourselves - who knows how many months we might have to spin this out for - so firstly some very well-deserved thank-yous: to our wonderful hosts at Patch St Paul’s, who’ve hosted countless times and always manage to make a hectic night look effortless with smiles all round; and to our quizmasters extraordinaire Rob Wyatt and Matthew Glass, not to mention all the rest of the organising committee who work so hard to bring these events together so brilliantly. The big draw There are also thank-yous galore when it comes to the other big draw of the night, the fundraising raffle, which this year will make a real difference close to home, contributing to a much-needed specialised wheelchair for Muscular Dystrophy's Ravi, who never misses an event despite living with the condition himself. We’ve had some fantastic prizes before but this year’s selection was surely the biggest and best to date, all donated thanks to the huge generosity of the organisations and businesses below that we would strongly encourage you to go and frequent! Not right now obviously – they’ll be closed and you might get arrested, which is never as much fun as it looks. (In no particular order, that's Vauxhall's Embody Wellness and Floatworks spas, the Movember Foundation, Mondo Brewery, Northcote Biscuiteers, Linnaen restaurant and spa, Headcase Barbers, stylish retailer Oliver Bonas, Psycle Clapham, Sadhana Yoga & Wellbeing, the Sipsmith Gin Distillery, Beefeater Gin Distillery and a small team you may be aware of called Manchester United Football Club!) There were even more prizes on the night too - we don't have all the details in this new home-working world, but our huge thanks to you too! Of course there’d be nothing raised if nobody bought tickets, so an enormous thank you to every single person who did, and once again to our CEO Aled Morris for bumping up the total quite significantly to raise a fantastic final figure of £2,200! ---------- And so to the winners… There are some familiar names among our titans of useless trivia this year, and after a closely-fought contest there was a tie for second place between 2018 winners the Canal & River Trust, who nearly barged (sorry) right back to the top, and the combined talents of The Brooke and C40, collectively known as The Globetrotters! But out in front and fast becoming Charity Series legends, a team who know things as well as they throw things (given their second place in 2018's quiz and victory in November's bowling), our congratulations go to the irrepressible Citizens Advice aka The BearOs! All of which begs the question, can they follow up those consecutive quiz and bowling triumphs by doing the triple and topping this summer’s charity softball league? Sadly the coronavirus may have something to say about that, as we wait to see the extent of its impact on the 2020 season. Naturally the committee will be watching developments closely and doing whatever can possibly be done, but safety of course comes first, so all we can say for now is watch this space! Just not all from the same place, obviously. Until next time - whenever and wherever that may be - take care and stay safe! Team HH x More from the Harris Hill blog Should you be working for a large or small charity? ► The Harris Hill and CharityJob 2019 Salary Report ► How to be assertive at work ► How to set goals (and stick to them in style) ► Back to the blog homepage
Ever wish you were more assertive, when those 'few little requests' become a giant mountain of work? Our guest blogger, freelance writer and HR specialist Nicola Greenbrook has been finding out how, with insight from professionals in and out of the charity sector. How to be assertive at work Assertiveness is an essential workplace skill, but can be tricky to apply if you’re an introvert or have trouble speaking up. Many of us avoid being more assertive through fear that our colleagues, and boss, will think badly of us. Yet, taking on just.one.more project despite a full inbox can lead to over-work, over-tiredness and overwhelm - not to mention a dent in your personal life. So, how can we reclaim the power? Should I be aggressive, passive or assertive? First, let’s explore these different behaviours: • Aggressiveness can be defined as ‘a determination to win or succeed, and the use of forceful action to do this’. Fictional fashion magazine editor Miranda Priestly is a wicked master of this. • Passivity on the other hand is ‘acceptance of what happens, without active response or resistance’. Always going with the flow and yielding to other people’s demands can lead to burnout and resentment. • Assertiveness falls somewhere between the two extremes. Not simply being calm, confident and firm with your convictions and decisions, being assertive is a state where you approach situations assuredly and objectively and are happy to seek feedback, aware of the growth and development it can bring. A satisfying compromise. Assertiveness in the charity world For people working in the third sector, the need to balance assertiveness with empathy - listening to service users, understanding their circumstances and inspiring action - can often be a particular challenge. In a recent LinkedIn thread, the author had observed the number of women in her office who over-apologised (for getting into the lift, having the door held open for them or just taking up space). As part of the discussion, Garry Wilkinson, Head of Charity Partnerships at Vintage Cash Cow considered whether being a chronic apologiser isn’t necessary limited to women. ‘Maybe it’s also something to do with sorts of people who work in the Third Sector; they tend to be people with high levels of empathy and are very conscious of the feelings of others,’ he suggested. Christina Grant, an executive coach and trainer for the fundraising sector has considerable insight in this area. She believes the fundraising role is fundamentally an influencing one. However, she observes that whilst her trainees are drawn to the sector by a desire to make a difference, limited budgets can often mean they lack adequate training or support in influencing and assertiveness. Fundraising also attracts a high number of women. Yet senior teams, major donors and senior leaders in organisations remain predominately male-dominated - and so influencing is even more critical. She believes the fundraiser has a challenging role, because in a first meeting with a donor or supporter, ‘they have to be seen as friendly and warm whilst also being authoritative, knowledgeable and credible’ so as to be trusted with a gift. Women also face even greater challenges at work when they start displaying assertive behaviours in the workplace which are then deemed as ‘bossy’ or overly aggressive. So what can we do to address this? The power of words We’ve all heard people say ‘you need to be more assertive!’. But what if you can’t find the words or find yourself apologising instead? Olivia Dunn, Head of Marketing and Communications at Halpin Partnership Ltd has observed women and men disempowering themselves with the words they use at work. In her insightful article ‘The shortcut to empowered communications’, she offers valuable advice on using emboldening language without bravado. Olivia suggests ditching ‘just’ (‘I’m just part-time’) and ‘I think’ which can dilute your point before you’ve even made it. She makes a compelling argument; it’s not the words you add in but the ones you remove which can empower you. Why it's win-win to be assertive at work Being professionally assertive can increase your self-confidence and lower your anxiety and dependency. It can also help you stay in control and communicate more effectively and healthily. A graphic designer from London shared with me how assertiveness worked for them: ‘Last year I worked on a particularly messy job for a lovely client.’ they explained. ‘Remaining assertive throughout the project meant the experience for both me and my client remained positive - even when the project became a source of stress. The feedback at the end of the job was that I handled things with grace’. Setting clear boundaries about what they were OK with in their own mind before conveying them externally, as well as taking control when requests from clients or others feel ‘too much’, was a useful strategy for them: ‘Instead of saying ‘no’ and explaining why I can’t do what they want, I try to respond positively. I explain what I CAN do and when, or I pass them on to someone who may be able to help, instead of giving the impression they’re inconveniencing me. If someone ignores or shuts down my assertiveness with a passive-aggressive response (including no response), I’ve learnt to let it go, move on and find people to work with who are a much better fit.’ How to be assertive! Assertiveness may not be an innate characteristic for everyone, but it can be learned and developed. Christina Grant emphasises the importance of body language and gestures in key meetings, especially when making first impressions. She explains, ‘For example, it’s important for women to seat themselves in prime spots in a meeting room and to be present in the room physically’. She points out that seemingly little things can affect this; being overly concerned about everyone's comfort and refreshments or taking responsibility for taking notes when no one else does. ‘This can sometimes damage our own credibility without us realising it (although if a woman has enough confidence she could take notes and make tea and it would not have an impact on how she is perceived)’ Christina explains. She also encourages women to ‘open’ meetings with a two-minute, strong introduction, to ensure other attendees know they're ‘leading’ the meeting and will sense their authority. ‘It should help other people to relax and feel confident that you have a plan and you're in control - not in an aggressive way, but rather a signal that you’re confident in your world’. Here are some final strategies on being assertive at work: • Practice outside of work first. Build up your assertiveness muscle; speak up about bad service or ask for the table you want at a restaurant. • Set clear boundaries. Career and business coach, Nathalina Harrison likens good assertiveness to good parenting. Put clear boundaries in place on how you want to be treated and communicated with and be clear about the consequences if they’re not adhered to, whether upwards (your manager and stakeholders), sideways (your peers) and downwards (your direct reports). • Be analytical. If you want to be assertive but you're hesitant and reluctant to speak up, do a quick analysis of the situation. What’s the worst that could happen? ______________ Assertiveness is an invaluable skill. It can bolster your career progression, improve your visibility and credibility in meetings and strengthen relationships with colleagues, clients and contacts. Being confident in your approach, removing disempowering words and setting clear boundaries will ensure you nail it at work. I’m certain you’ll like your assertive (not aggressive) self a lot better than the passive, exhausted resentful one and soon that mountain of work won’t look so daunting. Just don’t be Miranda Priestly, OK? That’s all. Nicola Greenbrook - HR Specialist and Freelance Writer Contact Nicola, check out her website, or follow her on Twitter. More from Nicola Greenbrook How to set goals (and stick to them in style) ► Podcast your way to workplace wellbeing ► How to negotiate a pay rise in the charity sector ► More from the Harris Hill blog Should you be working for a large or small charity? ► Caudwell Children: Building a better world for disabled children ► The Harris Hill Charity Series 2020 ►