The Productive Pessimist

  This morning, I should have been hosting a networking event alongside my business partner.  Unfortunately, I woke up with a particularly bad cold - far more than just sniffles and feeling under the weather - which didn't improve as the morning went on.  I asked myself what I would do if I had a "regular" job; the answer was "I would identify that I was well enough to work from home, but not well enough to go into a physical location." So, that's what I'm doing today, while my partner handles the networking event.  "But if someone's well enough to work from home, they're well enough to come in to work!" I'm not dying, and my vision is only minimally playing up (I have multiple active sight-loss conditions; it takes actual work for me to be able to benefit from the little useful vision I have left; that is compromised when I'm ill), but I am probably contagious, and have no way of knowing how what for me is a bad chest cold woul

Pride isn't just about slapping rainbow stickers on things, hiring flamboyantly gay or visibly trans influencers, and doing 'awareness training.' As businesses and leaders, Pride month should be where your LGBTQIA+ (Lesbian, Gay, Bisexual, Transgender, Queer/Questioning, Intersex, Asexual/Aromantic, and other non-cishet identities and experiences) colleagues guide you in the groundwork that needs to be done for lasting change. Stonewall wasn't just a random incident of civil disobedience; it was the detonator blast that broke ground to begin to build a new way of being human, and a new way of seeing and welcoming other human beings. LGBTQIA+ Inclusion For Life, Not Just For Pride There are things which are a common, unconscious part of how people who are not LGBTQIA+ behave and set up the world, especially in workplaces, which, unintentionally, exclude LGBTQIA+ people, especially those who are also experiencing financial challenges, and/or have intersectional  disadvant

This piece was written by Morgana Ford-McAllister, our Neurodiversity and Gender Inclusion Lead, in response to the Cass Review , in particular the suggestion that children and young people expressing a gender identity distinct from that to be expected from their sex as assigned at birth are actually neurodivergent, most likely on the autism spectrum, and experiencing a neurodivergent 'lack of awareness of self/inability to understand gender.' Morgana is an autistic trans woman. Autistic Lack of Self vs. Gender Identity TW for childhood trauma, denial of agency, discussions of transphobia and so on. As a lived experience trainer with The Productive Pessimist, I read 35 pages of The Cass Review to get an actual feeling for what was being said and the tone being taken. From that point onwards the report seemed to move more into the models it would recommend NHS England initiate for clinic sites and a discussion of statistics, neither of which were particularly relevant to my role

  Thursday night's episode of BBC One's The Apprentice centred on often the most "Aggghhhh!!! How are these people even getting selected?!" part of the Apprentice process - the presentation of business plans. While many people will have simply enjoyed rolling their eyes and laughing at how ill-prepared the candidates were, others will have been feeling empathic anxiety. Five-year plans.  Business plans for businesses you haven't launched yet. Can't get support for a concept without a business plan, but how do you plan an idea? A fast-changing world doesn't allow  for 'plans', yet people are still demanding not just that they exist, but that they're flawless - how is anyone supposed to cope? The Productive Pessimist' s Strategic Consultancy can help answer the question "what should be in a business plan?" (or a five-year plan, or any other kind of plan.) There are also plenty of templates available online, often for free. Let'

Today is Trans Day of Visibility in the UK. At The Productive Pessimist Ltd, we offer coaching, consultancy, and training from lived experience. That includes lived experience of being on the 'less-likely-to-have-national-newspaper-columns-and-a-huge-fanbase' side of the 'transgender debate.' Both our Founder-Directors - Ash, who leads on business consultancy, and management coaching, and Morgana, who leads on neurodiversity inclusion, support, and training - are trans. Ash is a trans man (assigned female at birth, and raised as a girl) who first expressed a male identity aged 9, and began medical transition aged 21.  He has experienced physical violence and conversion therapy as a result of his gender identity. Morgana is a trans woman (assigned male at birth, and raised as a boy), who, in childhood, persistently experienced a 'wrongness and lack of connection' with gender, and began social transition (identifying and living as a woman) aged 22, and medical tra

Lord Sugar has always presented himself as being of the 'fake it 'til you make it' school - a street-smart kid with more nouse than people twice his age, better at business than the people running companies he briefly worked for in his teenage years.    And appearances would say it paid off - he didn't have the exam results, the MBA, the network of friends and family to give him early opportunities, but, by every indicator, he's 'made it.'  It's understandable, therefore, that the Apprentice  candidates frustrate him so much - he faked it until he made it, they're much better off than he was, what's their problem? The problem is, you CAN'T 'fake it 'til you make it.'  It , whatever 'it' is - nouse, a boldness that borders on the offensively entitled, a daring that goes beyond normal risk tolerance, the kind of lateral thinking that sees an opportunity three years before its wave crashes in to shore, and thus has enough tim

  Do you love your job?  Do you love your life? What would you most love to do? What's your heart's desire for your business, yourself, your family? Other coaches talk a lot about 'love'.  Every other piece of professional advice tells you to 'find a job you love.' What do they actually mean when they use 'love' like this? Clearly, no one's suggesting you get into the same mindset around going to work Monday morning, sitting through yet another PowerPoint presentation, or organising the kids and arranging the online grocery deliveries as the thought of a hot date with someone who hits all your buttons, or a weekend spent in the company of your best mate puts you in.  And we're definitely not advocating that 'married to the job' should be a literal matter of legally-validated fact. You're not going to be serenading your office block, or sending a dozen roses to your project teams.  You're not going to be inviting your new hire out

  Resolve: "solve again." What's the point of that? Why 'solve something again' - resolve - when you can put Productive Pessimism to work to ensure it doesn't become a problem in the first place, and therefore doesn't need a solution. Many of us find we need some kind of 'psychological jump-off point' - how often do you find yourself saying "I'll start X project at 10.30am", only to feel, if you turn to it at 10.31am, that something is 'wrong', and you tell yourself that you can't possibly start until 11am now? The start of a new year is a huge psychological jump point. Not only do we feel a sense that we 'should' be doing something different, as a way to mark what we want to believe is a significant turning point, we're often more than ready for the invigoration of something new after what can sometimes feel like a frustrating fallow period for many people. At the end of the day, there is nothing magical or my