Our Solutions
- Executive Comeback Coaching
- Comeback Workshops
- Flexible Workplace Workshops
- Building HR Capability Consultancy
- Tailored ‘Comeback’ Communications
- Comeback Community
For the latest thinking,
WHAT OUR CLIENTS SAY ABOUT US
“I went into coaching sceptical about what I would get out. It was brilliant!”
Louise, MD, BlackRock
“…the feedback has been amazing, from both returners and line managers.”
Kirsty, Head of Development & Wellbeing, ITV
“Comeback coaching has given returning colleagues the confidence to have more open conversations with their line managers about their career aspirations. We’ve started to see a shift in the number of women in senior positions and TTKS have certainly helped with that journey.”
Nicola, L&D Partner, Federated Hermes
Twitter Feed @TalentKeepersUK
Why does a coaching psychologist open coaching sessions with the question "what's gone well since the last time we worked together?" There's more thought behind it than you might realise...listen to episode 83 of COMEBACK COACH (12 mins): https://podcasts.apple.com/gb/podcast/comeback-coach/id1547105158
Increasing your impact and making the most of your time
If you’re coming back on reduced hours, or no longer have the inability to ‘stay late’ and play catch up on things not completed during the normal work day you might be wondering how you’ll deliver all you did before. The answer? Don’t even try to! This is an opportunity to start afresh, consider the impact you want to have and make a plan to get there.
Many happy returns? What Chief People Officers are thinking now
Sometimes it can feel lonely at the top and it’s good to know what your peers are thinking and doing, especially when there’s no playbook. Our NEW report Many Happy Returns? presents the five main themes that emerged from our conversations with Chief People Officers and HR Head Honchos over the summer. ** RECEIVE YOUR COPY NOW […]
The single best thing you can do for mothers in your organisation right now
What accounts for the HUGE difference in wellbeing, engagement and effectiveness of working mothers in your organization? How much flexibility they have over their schedule. Simple.
Find Focus & Feel Good – Moving Meetings
The benefits of Moving Meetings. Getting yourself, and others, actively moving and allocating time to do so.
Covid-19: A Psychologist on Play, Purpose & Potential
Play, purpose and potential are three positive motivators identified by Lindsay McGregor and Neel Doshi (ex-McKinsey & Co and co-authors of Primed to Perform) that often lead to increased work performance but are most at risk whilst we’re working remotely.
Covid-19: A Psychologist’s 1-10 for leading a productive and healthy WFH team
10 top tips to be productive and healthy while working from home and how to facilitate the same in your team.
COVID-19 Working from home with children
A number of coachees and clients have been asking us for help around how best to plan a working day when you are caring for for children. We know there will be a big difference between what an employee with two children aged 11+ and a furloughed spouse at home can reasonably do in a […]
Mindful Business Charter
As a psychologist I know that making a public commitment to taking a particular action increases the likelihood that we’ll do it. We feel uncomfortable with incongruity and not following through undermines our credibility. So too with organisations and that’s why employers signing workplace charters is an important step towards culture change. The Mindful Business […]
#DADB1
“They’re just hasn’t been the take-up we thought there would be,” is what I hear most often when I ask clients and HR practitioners about Shared Parental Leave. What if employers invited expectant fathers to tell them they are expecting a baby? How might this affect the take-up of Shared Parental Leave? “A voluntary ‘DADB1’ form […]
Liberal Democrats lead the charge with introduction of Parental Leave and Pay Arrangements (Publication) Bill
We’re thrilled to see the Liberal Democrat Deputy Leader Jo Swinson leading a cross-party push to bring a Private Member’s Bill[1] that would require businesses with 250+ staff to be transparent and publish information on their parental leave and maternity/paternity/adoption and shared parental leave pay policies, in a bid to combat maternity discrimination. A successful […]