206. DO YOU REQUIRE MENTORSHIP? Jack’s Redundancy Empowerment - empowering redundancy - empowering redundant workers - empowering redundant staff - empowering redundant employees - making redundancy work for you - is redundancy a dead end? - is redundancy the end of the road? - making the most of redundancy - empowering the redundant worker - Jack Lookman - Rita Nnamani - Olayinka Carew - Ola Carew - Jack Lookman Limited - Amebo - Olofofo - Ire o - Ire kabiti - Empowerment and Inspiration - Empowering And Inspiring Generations - Yinka Carew - Olayinka Carew aka Jack Lookman - Jack’s Empowerment and Inspiration
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Redundancy is isolating. Even when people offer sympathy, the internal experience feels solitary. Decisions feel heavier because there is no organisational guidance. Many UK workers default to figuring things out alone, believing independence equals strength. In reality, isolation slows recovery.
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Mentorship is often misunderstood as hierarchy. Someone senior giving advice. In practice, mentorship is perspective. Someone who has navigated similar uncertainty offering insight, context, and reassurance. For redundant workers, this perspective is invaluable.
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The UK employment landscape is complex. Hidden roles. Unadvertised opportunities. Sector specific norms. Trying to decode this alone wastes time and energy. Mentors shorten learning curves. They help you avoid common mistakes and identify opportunities you might miss.
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Requiring mentorship is not weakness. It is efficiency. The fastest recoveries often involve guidance. Informal conversations. Career coaches. Industry peers. People who have been there before. Many people avoid mentorship out of pride or fear of burdening others. In reality, most mentors find meaning in helping. Redundancy humbles people into asking better questions. Those questions open doors.
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Mentorship also stabilises emotions. When confidence dips, external perspective restores balance. Mentors challenge catastrophic thinking. They reframe setbacks. They remind you that redundancy is not unique or permanent.
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There are also practical benefits. Mentors review CVs. Conduct mock interviews. Introduce contacts. Suggest courses. These actions compound. They move you forward faster than solitary effort.
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Mentorship does not require formal programmes. It often starts with honest conversations. Reaching out. Asking how someone navigated transition. Listening more than speaking. Value flows both ways. Trying to do everything alone increases pressure. Pressure clouds judgement. Mentorship distributes it. It creates accountability without authority.
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For UK workers rebuilding after redundancy, mentorship provides scaffolding. It supports you until stability returns. Once it does, many become mentors themselves, completing the cycle.
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