October 29, 2020

Connect with Vicky!

Next up in our "Connect with" interview series is the woman with the most contagious enthusiasm in the world - Vicky! Instead of an article, we had a little interview during a Zoom call and decided to share that instead. So here we are - taking ourselves as seriously as we could manage!

October 7, 2020

Working from Home – Not One Size Fits All

The UK government is fluctuating between telling people to work from home, and encouraging companies to send their staff back to the office but do they really want to return?  Netflix Chairman, Reed Hastings, is quoted as calling working from home “a pure negative”[1]; do other big brands share his beliefs?  What about the small businesses out there; has the pandemic been a blessing or a curse?

To prepare for this article I have spent hours poring over the research to get some answers on how successful working from home has been for people and businesses in the UK so far.  If I’m honest, the articles on the benefits of working from home are starting to get my hackles up, and it’s for one simple reason – the generalisations.  It is wild to assume that if a cross-section of the population is interviewed they will give the same answers on:

  1. Have you enjoyed working from home?
  2. Would you like to continue working from home?
  3. How productive have you been?

Let’s take our own company as an example.  We are a team of 13, made up of remote workers and core office staff; some of us are working parents, some of us live with our parents, and some of us live alone.  We have blended families, single parents, and nuclear families in our group.  Our ages range from early twenties to…well, let’s say 40+.  Our job roles are split amongst creative, operational, strategic and coaches/trainers so our day-to-day working lives looked very different even before lockdown.

Just as no two employees have the same experience, no two companies will have approached the ‘working from home’ process in the same way.  Many companies had been taking a proactive approach to flexible working long before the pandemic hit, while others were forced into it with no preparation for their teams on emotional or practical levels.  At Connect Three we were lucky that none of us were new to working from home.  Like many other fair work focused companies, we have had a long term strategy implementing flexible working.  That means most of our team entered into this with previous experience of working at home, and established spaces at to work from.  However, there are many teams and businesses who may have dipped their toe in the flexible-working-water before, or may have never considered it.

All  things considered, how could people possibly write overarching statements on whether working from home has been a positive or negative experience for any team or agency?  Before we run after naysayers like Reed Hastings with pitchforks, let’s look at what he said.  Firstly, he was clear that his staff would not be returning to regular office hours until after a COVID-19 vaccination was available.  Second, he said that: "Not being able to get together in person, particularly internationally, is a pure negative.”  While it’s a strong statement, it’s not necessarily wrong, is it?  Being unable to get together in person could not be classed as a positive thing.  The impact on company growth and individual well-being is obvious.  Other big brand bosses, however, are more than happy to embrace the changing models of working and the benefits they bring.

With mounting financial pressures, the idea that companies do not need a city centre skyscraper office to attract the best staff is incredibly appealing.  The pandemic has proven for many companies that a dispersed workforce is an effective method for finding and retaining diverse talent.  Imagine a future where companies can still pay you ‘big city’ wages but move their headquarters to cities where their rent, and yours, will be much lower.

Other brands have plans for hybrid models of working.  Facebook, for instance, has announced its intention to open small satellite offices where staff can ‘check in’ and meet face-to-face regularly while still working from home when they like.  Coinbase CEO Brain Armstrong says; “… the vision is to have one floor of office space in 10 cities, rather than 10 floors of office space in one city.”[2]

There is no doubt that the cat is out of the bag when it comes to remote working, and that the likelihood of everyone who worked 5 days a week in an office returning to that style of work any time soon is not high; but questions are rightly being raised about whether company culture and innovation is being impacted; about how ‘presenteeism’ will affect career progression for parents and junior staff; about how staff mental health is impacted by isolation from colleagues and face-to-face networking.  As Mark Lund, President of McCann Worldgroup says: “We are missing the charge of physical meetings and collaboration with each other and clients greatly. The serendipity at the heart of the creative process is much harder to achieve via a screen.”[3]

So where do we go from here?  How do we create a model that works for all of our people, enabling them to be productive, while protecting their emotional well-being and securing our company’s future?  Oh wait, were you are expecting an answer?  Like I said, there is no ‘one-size-fits-all’ solution for the ‘working from home’ question.  I do know how you can find your company’s answer though – communication.  Speak to your staff as individuals, make your decisions about the future based on evidence, not assumptions.  Just because surveys and research say that most older people want to keep working from home, while most younger people want back to the comradery of an office; that does not mean it’s true for your staff.  Check in with them and find out what they need.  One thing is for sure, the working from home model must evolve from where it is now.

Those businesses who have yet to plan how a more flexible working arrangement could benefit their organisations for the better need to start now, and those businesses with established flexible working solutions need to review what has worked and what hasn’t during the recent system stress test.

“Even the most ambitious champions of remote working acknowledge that in-person interaction with colleagues is healthy for morale and company culture, and that it enables a greater degree of collaborative innovation not possible with Zoom or Teams, which tech leaders agree is an essential catalyst to growth.” Says Ernest Andrade, Founder of the Charleston Digital Corridor[4].

Nikki Slowey, Founder and Co-Director of Flexibility Works, says: “The demand for flexible working was already outstripping supply here in Scotland and in particular the demand for home working had certainly not been met by employers. Business leaders are now looking at how people in their organisation will work going forward and realising that home working needs to be part of the picture. This doesn’t mean everyone working from home all of the time. There is still a huge role for a physical space, which allows us to connect with colleagues, but we will see a more blended approach to where and when people work.

“And remember, what we’ve been experiencing is not even ‘normal’ home working, as it happened so suddenly for so many people, not to mention the fact many of us have children at home. Just think what can be achieved if we embed flexible working properly as businesses re-set post COVID19. There are, of course, many challenges for organisations and workers because of the pandemic.  But there is an opportunity to make some things better.”

Get in touch to find out how Connect Three can support businesses like yours in engaging with your teams, or the behavioural support required during the challenges working from home gives employees and how we can support managers and leaders.

[1] https://www.campaignlive.co.uk/article/netflixs-reed-hastings-right-call-working-home-a-pure-negative/1694607

[2] https://blog.coinbase.com/post-covid-19-coinbase-will-be-a-remote-first-company-cdac6e621df7

[3] https://www.campaignlive.co.uk/article/netflixs-reed-hastings-right-call-working-home-a-pure-negative/1694607

[4] https://venturebeat.com/2020/09/13/after-covid-a-hub-and-spoke-office-style-could-become-the-norm/

September 28, 2020

Connect with Susan

Next up in our Connection series, is our resident 'people' person - HR specialist, Susan Earle.

  • Hi Susan! Let's start with the basics, what's your role at Connect Three and what do you do?

I am the resident HR specialist at Connect Three and I also support some of the L&D activity. My role is diverse which I love and can be challenging at times which also makes it super rewarding. I tend to do most of the transactional HR support work with our clients and I also get involved with developing and creating best fit people practices for their businesses.

  • What moment in your time at Connect Three makes you the most proud to think about?

This may sound a bit soppy but every time I get together with the Team at Connect Three, I feel extremely proud to be part of it. Unfortunately we have not had the chance to get together face to face over the past 6 months but even on our monthly catch ups and updates in between, I always feel inspired and really proud and privileged to work with such a fantastic group of like-minded but at the same time, diverse group of professional people.

  • Awww, that's so nice! Can I ask, what are you reading right now?

Engage! by Karin and Sergio Volo. This is a book that I picked up pre-lockdown but then put down due to the demands of working from home with 2 small children but I really wish I had kept it going as the ethos is even more important now than ever before. I have always been a champion of the power of employee engagement – no matter how big or small your business is and this book lays out a simplified road map to help create a business that not only your customers but your staff love.

  • Brilliant, thanks for the recommendation! Back to business, which leader would you like to have a cup of tea with?

She isn’t exactly a business leader but is certainly a leadership figure – Michelle Obama. I watched ‘Becoming’ again recently and I just love how she can capture such a diverse audience due to what I believe to be her sincerity, empathy and ability to build trust amongst people. She is a very charismatic figure who has worked hard and kept focussed but grounded over the years, even as First Lady. She also has a great sense of humour and tons of humility which I think are particularly important traits to have in a leadership role as it helps to balance yourself and cope with the daily challenges faced in business.

  • That's a great choice. OK, finally, if you could only give one piece of advice to the leaders and future leaders reading this, what would it be?

Look after your people and the rest will look after itself.

Love it - thank you Susan! It's been a pleasure getting to know you a little better. Look out for our next 'Connect with' interview in a few weeks time.

September 7, 2020

Incredible ways that Career Transition support changes lives

Fiona McMahon
Connect Three Consultant


The COVID-19 pandemic has impacted our jobs and careers in more ways than we may have imagined. It has created uncertainty to our world of work. One option to help us to navigate particularly through these times is career transition support.

Career transition support changes lives – because it’s person-centred, practical and taps into your potential. And when done well, its impact is amazing…

It’s all about you – addressing the loss

Finding out that your job is being made redundant is traumatic. There will be feelings of shock, denial, anger amid plenty of uncertainty. Working on these emotional responses that we all experience is the starting point of career transition support that is done well. By working with you on this loss and uncertainty in a-focused, practical way, your coach helps you to deal with these stresses and strains and to make the psychological and emotional transition through this initial phase.

In my experience, this key aspect of career transition support is crucial in providing a safe foundation before working with you on the nitty gritty of exploring what could be round the corner. I love how this seamlessly uses the research-led practical ideas from Elisabeth Kubler-Ross and David Kessler on the five stages of loss to make sense of emotional responses to change that we experience in life. This can start to make a real practical difference. Career transition support gives hope.

Building on your unique DNA

Then you are able to start to focus with your coach on your journey to explore what might be next. Once we’ve explored this starting point and worked on this, we can begin to look at where your ‘sweet spots’ lie – the things that you absolutely love to do and get a real buzz from. We also explore what your values are, what motivates you and what makes you tick. Career transition support taps into your unique DNA and by working collaboratively with you to help to create your plan and identify possible job areas worth exploring further. All at your pace.

And there’s more. Your coach is on your team. By working with you and supporting you, you may reconnect with a passion from when you were little. Or you may take the chance to create something else, something different, something that resonates with you more strongly than what you’ve been doing more recently.

Promoting yourself

Then there’s working with your coach on the practical steps of creating an achievement focused CV, finding where the (often unpublished) opportunities are, identifying who in your network can give you leads, creating leads, promoting yourself in person, using LinkedIn as your window to the world, preparing for interviews and making the transition to your newly secured role. All while working with you to help maintain your motivation, momentum and resilience during the process. Career transition support secures futures.

For organisations who do this well – it’s fundamentally based on human respect

By providing career transition support to your people, you help to build their confidence and develop them so that they can respond to this unexpected and traumatic change, especially during these challenging times. You demonstrate respect for your people, and show that you value and empathise with them.

In my experience, the organisations that do this best work collaboratively alongside their coaches providing the career transition support to form a seamless team, in a way that suits the culture of the organisation.

Helping their people to transition to whatever’s round the corner is an active, not a passive process. By appreciating the challenges that those whose jobs are being made redundant are going through and by identifying very straight forward and simple ways to support them, you enhance their wellbeing and build their confidence.

Those who are staying within your organisation may experience ‘survivor syndrome’, a guilt associated with having kept their roles whereas their colleagues and friends have lost theirs. Done well, career transition support for colleagues and friends that are leaving can make a positive difference to those remaining in terms of trust, motivation and performance.

Apart from it being the absolute right thing to do from a human respect perspective, you are also enhancing your employer brand and safeguarding your reputation.

Explore more…

If this has sparked your curiosity and you would like to find out more about how we can help your business and your people get the most from our career transition knowledge and expertise then drop me (Fiona) or Shona, our Client Development Director, an email we’ll happily have a conversation with you.

August 24, 2020

Why should we be surprised by ourselves?

For a long time in my professional career, I have been interested in creating a blog, providing my insights into a subject that I feel connected too. And so, when I was asked to do one, I was delighted. I entered into exciting conversations with my peers thrashing out topic ideas and spent lots of my time thinking about & researching my subjects of choice.

Despite my enthusiasm, putting pen to paper was a struggle for me and I seemed to find every way to put it off. It was always glaring at me at the top of my to-do list, people were asking about how I was getting on with it (constantly I may add), but still, I was nowhere near starting it. Why was I putting off something that I so wanted to do and saw the value in? I crafted time in my diary to dedicate for my writing, I reminded myself of Eat that Frog’, I applied the Pomodoro method but still nothing.

I realised that I was struggling to be vulnerable and lacking in some confidence in putting myself out there.

This, however, was not a surprise to me. I am self-aware and this has happened before. I have been fortunate enough to have had access to many psychometrics and they all say the same thing about me and my tendencies across various situations.

Belbin Team Roles describes:

“Resource Investigators thrive on the excitement of novelty, and whilst this allows them to respond quickly to new developments, their enthusiasm can fade as quickly as it arose”

Disc describes:

“she can easily become distracted, and does not deal well with projects that fail to hold her interest over the long term”

That said I am a highly engaged, motivated, and quality-driven individual with evidence throughout my career to back this up. What my lack of surprise told me was that I perhaps had become passively self-aware and in that fleeting moment of procrastination where I was struggling to write, my passive self-awareness meant that I was using excuses rather than flourishing. It was easier to tell myself “well you do this all the time”  rather than find something to create action. I needed a new strategy.

And so I was curious.

I completed my Be Talent Resilience Accreditation course in July this year and as part of my accreditation, my extremely supportive colleague Shona provided me with the feedback of my personal resilience profile.

Resilience as you will know has become an area of relevance right now and I am hugely passionate about this subject so it made sense to delve deeper and upskill in this area.

I truly believe it is vital for people to understand how they cope in times of challenge, what emotions they experience on their best and worst days to pick the best course of actions to get back on the right path.

And this is what this Be Talent tool does.

There are 9 resilience risks in total, these are described as your go-to responses in times of challenge. It came as no surprise to me again that mine are Impatient, Worried, and Impulsive. I can, if I am honest, experience these all in one moment and gave practical examples of when I had displayed these behaviours, but I wanted to change this.

There are also 9 resilience strengths, now these were what I was interested in, my way to put a positive spin on my times of challenge, to overcome these and grow taller. As I worked my way through each of the 9 strengths I struggled to clearly see what mine would be.

And then a surprise came.

In behaviours such as Calm, Composed, and Fearless, I found that my passive self-awareness was starting to unravel, and I was learning something new about myself.

My top Resilience strength as Confidence.

“Certain in their actions. Confident and convinced, they do not look to other people for feedback or assurance, trusting in their ability to make good decisions. On a good day, they will hold their ground and be unwavering when challenged. They feel confident about their abilities and present themselves and their ideas with impact. They deliver messages with authority and credibility”

This did not sound like me and I was struggling to see how this person which is  described above was going to my strategy to help me overcome a challenge. And not just in the challenge I found with creating my first article, but in all and any challenges that I will be sure to face.

And then my lightbulb came. I did have this in me, it’s been there all along but it is my responsibility to harness this confidence and rather than revert to my aforementioned resilience risks, pull on this strength to guide me. Thank you to Shona and Be Talent for teaching me this.

And so, therefore I have finally written this piece. I used my resilience strength of confidence to act, to put pen to paper to share my lessons.

  1. Always be open to surprises, in yourself and others. Do not let passive self-awareness stand in your way.
  2. Surround yourself with people who want you to succeed and keep you on your toes.
  3. Find your own Resilience Strengths, they are invaluable.

Right, off to research my next topic now!  If you’d like to find out more about Be Talent, drop me or Shona an email and we’ll send you some more information.

August 17, 2020

Connect with David

You can't miss his happy smiling face on Connect Three social media, and with such a huge range of leaders and future leaders trained and coached by him, a lot of you will already have spoken with David - but how well do you know him? Next up in our Connection series, is David Garrick

  • Good morning David - let's start with an easy one, what's your role at Connect Three and what do you do?

I'm an independent consultant and mostly get involved with Leadership and Management Development, Organisation Development and 1:1 coaching.

  • Great, thanks! So what has been your favourite moment in Connect Three so far?

There have honestly been loads, but I've been involved in developing a lot of fairly new Managers from diverse backgrounds and some of their stories of how they've applied what they've learned, may have caused my chest to puff up on occasion!

  • And so it should, I've read those testimonials! A little off track now, but what three things would you take with you on a desert island?

I feel like we’ve all had a taste of that recently and I STILL haven’t picked up a guitar (as I would have hoped), so 1) Some way of listening to music 2) A digital camera with loads of memory and solar battery thing 3) A telescope.

  • Oh, I like your thinking! Back to business, which leader would you like to have a cup of tea with?

It would need to be someone from the Hospitality industry I think – there's few places to hide as a leader if you're running a restaurant. Let's go for Thomasina Miers who founded the Wahaca chain (I love Mexican food!)

  • That's a great choice. OK, finally, if you could only give one piece of advice to the leaders and future leaders reading this, what would it be?

Seek to actively understand both your strengths and your weaknesses, then work with people who are different and will challenge your thinking.

Love it love it love it - thank you David! Always a pleasure getting to know you a little better. Look out for our next 'Connect with' interview in a few weeks time.

August 6, 2020

Connect with Shona

Next up in our 'Connection Series' is our Client Development Director Shona:

  • Let's start with an introduction, what's your role at Connect Three and what do you do?

I've been an associate for nearly 2 years and last year this evolved into being our Client Development Director. In plain Scottish this means that I have responsibility to create and develop our key client relationships, explore and develop our commercial partnerships and work in partnership with our Head of Development to create relevant products and solutions for our evolving clients’ needs. I still love getting stuck into coaching, delivery and facilitation with clients especially when there is the opportunity to use psychometrics, the most recent one being the Insights Discovery Profile which I became accredited in while we were in lockdown.

  • Wow, that's a lot of different responsibilities! Out of everything, what has been your favourite moment in Connect Three so far?

So far, I would choose designing and delivering a session on our Principally Women programme to help delegates create their personal vision board. Why this? It was an opportunity to push myself out of my comfort zone, try something different and experiment with a story telling approach. I enjoyed demonstrating our values of be bold, be curious and be you…and the positive delegate feedback proved it paid off!

  • Amazing, so what are you reading right now?

Apart from when I’m on holiday I’m not the best at losing myself in books. When it comes to work related reading I tend to dip in and out of them and have a few on the go at any one time……currently there is The Science of Organisational Change, The Squiggly Career and Ikigai. I’m a bit of a magpie for articles and blogs that pop up through my LinkedIn network which spark my curiosity and only recently started to listen to podcasts… with so much out there I find recommendations from others a great starting point.

  • Well those are some great recommendations from you right there! So, who would be your dream person to coach?

My dream person to coach is anyone who has clarity about what they want to achieve from our coaching conversations, has the courage to show some vulnerability and is prepared to indulge my curiosity to create those lightbulb moments which cause them to take action. If I could choose my dream executive coach it would be Dawn Flockhart who introduced me to NLP and made sure every conversation helped me to discover a little bit more of the inner me. Sadly, Dawn is no longer with us and I often find myself reflecting on what she would ask me to change, do or learn.

  • And one last question for you Shona, if you could only give one piece of advice to the leaders and future leaders reading this, what would it be?

Follow your dreams, work hard and trust in yourself. Once I realised that true success comes from doing something that matters, playing to your strengths and surrounding yourself by equally amazing people then my leadership journey enabled me to achieve more than I had ever imagined possible…and continues to do so.

Brilliant, thank you! Look out for our next connection in a week or two 🙂

July 2, 2020

Working Lives in Scotland

CIPD Scotland has created an insightful report on job quality in Scotland as part of their commitment to championing better work and working lives for all Scottish people.  What’s really interesting about this report is that it offers pre-COVID-19 analysis and insights on workforce health and wellbeing as well as skills and careers development.

This report adapts the CIPD Good Work Index to the Scottish Fair Work Framework.  If you have worked with Connect Three before you’ll know that we are passionate about helping businesses meet the Scottish Government’s Fair Work Framework.  We are proud to have been awarded the Glasgow Business Award for Fair Work last year, and in the last 12 months we have worked to help others create the same engaged, innovative workplace that we have been recognised for building with our own team.

So what are the key findings from the report?

One finding that we feel has extra relevance in our society right now is the positive correlation between flexible work and job satisfaction.  Now that more businesses have been pushed into creating flexible working environments for their staff, how will they move forward when we all return to office environments?

Connect Three’s Founder, Colin Lamb, says: “We have long been champions of flexible working and are happy to see this report’s finding that there is a positive correlation between being flexible and having a happier workforce. Flexible working practices allow everyone in your organisation the chance to shine, regardless of what’s going on outside of work.”

A finding that we were disappointed to read was that both personal and career development opportunities differ, often significantly, by gender, age, sector and occupational class.  The statistic in this which stood out to us was that there is a significant gap in the perceived skills development opportunities for the 45-54 age bracket.  It has started some interesting conversations amongst our team as to the skills development opportunities appropriate and available for this age group.

“One of the five pillars of the Fair Work Framework is opportunity.” says Gordon White, Connect Three’s Operations Manager. “Seeing this perceived gap in skills development opportunities for the 45-54 age bracket drives home how important Opportunity is when creating a happier and more productive workplace.”

Other key findings:

You can view all of the results from the report and download the unabridged version here.

For more information on Fair Work and creating Opportunity within your organisation, get in touch with Connect Three today on hello@connectthree.co.uk.

July 2, 2020

Connect with Craig

Next up in our 'Connection Series' is our finance wizard Craig MacMorran so let's find out who is the man behind the spreadsheets...

  • Let's start with an introduction, what's your role at Connect Three and what do you do?

Hi! I am the Finance Manager here at Connect Three, so my job is to make sure everything is finely tuned. Being an incredibly dynamic, fast growing organisation, it is important that we track and predict the internal and external environment for us to be able to make the most impactful investments and to be able to adapt and maintain efficient processes...I am also in charge of the music.

    1. Haha! Love it! Next up, what has been your favourite moment in Connect Three so far?

My favourite moment so far was our end of year meeting. During the year it can be really difficult to take the time to reflect on what we have achieved as we are all extremely busy and looking into what can we do next. It’s amazing to see what has changed since joining part time from university when my interview took place in what I can only describe as a construction site (What is now our lovely training room) up to this amazing team we have now.

      • Good choice it was a great day! Next question - what three things would you take with you on a desert island?

A good once a day Suntan lotion, a case of beer and a magic lamp for three more wishes.

      1. Always with the future planning Craig! So which business leader would you like to have a cup of tea with?

Sir Alex Ferguson (and not just because Barbs picked Klopp!). Being a long-suffering Manchester United fan, and after meeting the man himself twice, I decided to pick up his book ‘Leading’ a couple of years ago. After reading this book, I was amazed at the intricacy of his management style. It was clear that Sir Alex took great care and thought about anything he implemented and that he constantly took advice from others with his coaching style. One piece of advice that stuck came early in his career where his assistant manager at the time had told him that instead of running his training, he should sit back so that he can listen and observe.

‘It was the best thing I ever did. It didn't take away my control. My presence and ability to supervise were always there and what you can pick up by watching is incredibly valuable.’ Sir Alex Ferguson

After all, if the most decorated football manager in history says it’s the best thing he ever did, its maybe something we all should do from time to time.

        • Awesome. OK, last one - if you could only give one piece of advice to the leaders and future leaders reading this, what would it be?

If I could give one piece of advice to the leaders and future leaders reading this, it would be to challenge. Nothing is more disappointing when leaders accept the way things are done because that’s how they have always been done. The only way you grow and learn is to change the way you do things even if they do not lead you where you planned to be.

Fabulous Craig, thank you so much. Look out for our next 'Connect with' interview in a few weeks time.

July 1, 2020

Build Back Better with Workplace Innovation

As COVID-19 lockdown measures slowly begin to ease, is your business ready to restart, grow and strive to be better than ever?

The Build Back Better Workplace Innovation Progamme is designed to help businesses identify steps they can take now to not only transition from survival to growth, but to emerge stronger following the crisis. This includes taking a fresh look at business strategy through new ideas and thinking, leading teams through change in an unprecedented time, whilst placing a strong emphasis on the importance of employee engagement and connection.

This is a free programme of 3 half-day workshops delivered by Connect Three in partnership with Scottish Enterprise.

Workshop 1 - Refocusing your business

  • Changing business landscape - take a fresh look at the business strategy
  • Move from Chaos to Opportunity - reposition the business to emerge stronger from the crisis
  • Turning new ideas and thinking into action

Workshop 2 - Leading through Change

  • Supporting leaders to reflect on their own role in leading the business out of lockdown
  • Examine what leadership behaviours & style are required to support people coming back to work
  • Delve deeper into the priority’s leaders need to set for the business, following Workshop 1

Workshop 3 – Engagement & Connection

  • Identifying ways to engage in a virtual world and build a culture of trust and psychological safety
  • Create purpose and align this with contribution in the new workplace
  • Being courageous to make right and fair decisions for the business and its people in the long term

The first Build Back Better Workplace Innovation series is now fully booked. The second series starts on 15th July. Register your free place today!

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