Beyond My Blindness in the Workplace

Beyond My Blindness in the Workplace Friendly colleagues, a flexible employer, and the right digital support really help when you’re new to managing an acute illness, have a disability or an impairment. I began working at First Ark Group in 2014, as a governance administrative assistant, and three years ago my life changed completely. I went from going into hospital for surgery on my left eye for an inflammatory tumor, to taking a year off for more surgery and then later my vision deteriorated completely. Adapting office life For me to flourish in my role I needed many adaptions in the office to accommodate my impairment, not least adjusting to the fact I had a new partner in crime my guide dog, George. On a daily basis, he accompanies me to meetings, guides me to the kitchen to make drinks and I take him for a walk every lunchtime. I waited for a year to pick him up and we began our partnership by both going on an intensive three-week course. His training was specifically adapted so that he could behave appropriately in an office environment. Working with our health and safety team, we installed a dog bed and water station in a suitable space, so he has a designated space and doesn’t disturb other staff. Teamwork My colleagues had my back from the word ‘go’, offering me emotional support, making me hot drinks and even taking George for a stroll in icy or snowy weather. They know that because of my visual impairment I find it tricky to cope within an office environment, for example pouring boiling water is really dangerous for me and I often feel unsure on my feet when walking George at lunchtime. Going digital My toughest challenge following my loss of sight has definitely been digital. I suddenly struggled with not being able to complete work as quickly as before and having to re-read my emails.  Finding the right equipment to help me back into my role was key. My office space was adapted to accommodate my sight. Following advice from Access to Work, a government program aimed at supporting disabled people to take up or remain in work, First Ark Group were happy to fund the new technology and tools I needed to aid me in my role as a business support assistant. ‘Zoom Text’ was installed on my computer, which magnifies all text and has a talk-back feature, so that I can ‘hear’ what I’m reading and typing. Now my PC has a darker background, as I find it difficult to read on white screens and my keyboard is non-reflective, with a black frame and yellow keys. Adaptable employers My employer is a social impact business in Knowsley, which provides life-changing opportunities for our customers and inspires the communities in which we work. Being an inclusive organization and generating social value is at the core of everything we do. After speaking to friends and family about the core values and purpose of their workplaces I know many companies could learn a lot from us and should replicate our model. An encouraging employer is essential, and a person’s condition should not be a barrier to excelling in a role. Yes, adaptions may have to be made but if an organization invests in you and you receive support from government programs like Access to Work, you’re more likely to commit to them in the long term. Equality is key, and the housing sector has always been known for its inclusivity which reflects our customers and society-at-large. Different life experiences mean many of us can relate to a range of stakeholders. About the author: Helen Brady, is a Business Support Assistant at First Ark Group.

Bookkeeper Job Description Sample - Algrim.co

Bookkeeper Job Description Sample - Algrim.co Bookkeeper Job Description Template Download our job description template in Word or PDF format. Instant download. No email required. Download Template Using Your Template Follow these instructions to use your new job description template Step one: Fill out all details in your job description template using the provided sample on this page. Step two: Customize your requirements or duties to anything special to your workplace. Be sure to speak with team members and managers to gauge what's required of the position. Step three: When the census of the team has agreed on the description of the work, add in a Equal Employment Opportunity statement to the bottom of your job description. Step four: Check with your legal department, management team, and other team members to ensure the job description looks correct before creating a job advertisement. Choose a job board that's specific to your needs. Related Hiring Resources 5+ Best Bookkeeper Interview Questions Answers Bookkeeper Resume Example

Five Steps to Create a Super Bowl Winning Team

Five Steps to Create a Super Bowl Winning Team Just like the New England Patriots and the Philadelphia Eagles, great teams do not happen by accident. There has to be deliberate intention in investing in the team and a shared goal that is bigger than any one team member. This week, sports fans, columnists, and analysts will debate the strengths and weakness of each team every minute of every day until Super Bowl LII begins  Sunday. Depending on how the game goes and how decisive the victory, conversations will probably continue long after the last down with arguments over which team had the strongest quarterback, the smartest coach or more speed in the back field. Winning and Teamwork Those details matter.   On any team, each individual’s talent contributes to team performance.   But the difference between a winning team and a losing team, between good and great, between the championship ring and a hollow-sounding “better luck next year,” is teamwork. Great leadership is essential and skilled players critical. But it is always the quality of their interactions that matter most. Over the years, I’ve studied hundreds of teams in multiple industries, including sports. And on each team I’ve taken dozens of measurements, analyzed the data, and looked for patterns.   The highest performing teams across all organizations have identifiable traits and characteristics. On extraordinary teams, team members have each other’s backs and are focused on team success. They put the team agenda ahead of any personal agenda and commit to work for a teammate’s success with as much energy and attention as they work for their own. Tom Brady may be the best quarterback to ever call a play, but he’s nothing if the offensive line lets him get crushed before he can spot his receiver or fire the pass. Doug Pederson may be the canniest coach, but his genius is irrelevant if his players can’t execute. And that old trope about offense winning games and defense winning championships? All true and still, the best defense in the league is the one that works with ruthless efficiency, hands over the ball to their offense, and watches the rest from the sideline. But most importantly, when things go south, as they always do, the best teams talk about it. Building A Winning Team The highest performing teams are: 106 times more likely to give each other tough feedback 125 times more likely to call each other out for poor performance 50 more likely to openly discuss conflict In business, the markers are not always as clear as numbers on a scoreboard after each quarter. And the timeframe is rarely as rigid. But the savviest businessmen and women know that however their team is performing today, they can be bettertomorrow. The traits and characteristics of the highest performing teams can be learned and taught. They are as replicable as they are identifiable. If you are interested in having a Super Bowl winning team this year, take the following steps: Make sure your players know how to play their position and are playing it.  Lack of role clarity and how job responsibilities connect with the larger goal is often at the root of poor performance on the team. Define the goal and ensure the whole team is bought in.  From the last day of last season, The Patriots’ unwavering focus was Superbowl LII. Does everyone on your team understand the overarching and unified team goal? Establish the standards of performance.  What are the behavioral and operating norms all team members will be held accountable to uphold? Do you hold all team members accountable to the same standards, no matter what their position or how much of a “superstar” they are? Extend trust to team members.  Assume positive intent and if you don’t understand a teammate’s motivation or behavior, find out what may be behind it. When the going gets tough, have the tough conversations.  When things are challenging and the scoreboard says you are losing, improvements and change are required. Without feedback and debate, and the team’s willingness to engage in honest, sometimes even uncomfortable dialogue, change never occurs. This guest post was authored by Linda Adams Linda Adams is a Leadership Development expert and co-founder of the Trispective Group.   She is the co-author of The Loyalist Team: How Trust, Candor, and Authenticity Create Great Organizations. For more information, or to take a free team snapshot assessment, please visit,  www.trispectivegroup.com.