Giving new voices in housing a platform has never been so important, says Louise Kingdon, a year on from becoming CIH Cymru’s Rising Star for 2016.
Winning the accolade, against tough competition, was something that I was incredibly proud of, but the experience of just being a finalist at TAI was the real award. The activities in the competition were varied, and each one was more nerve-wracking than the last, climaxing with two presentations from the main stage. When I reflect on those talks, I realise how fearless I have become – nothing will seem that daunting again.
CIH Cymru lists some prizes for the winner and finalists to encourage people to enter Rising Stars but for me the real prizes were unexpected. Keeping my cool on the stage at TAI has significantly increased my confidence in handling stressful situations, as well as learning the skill of dealing with feedback, whether positive or negative.
Additionally, the competition enhanced my relationship with Melin Homes as the support and appreciation I received from my colleagues only increased my sense of pride in working for the organisation. Gaining a mentor, in my case Tamsin Stirling, has also been an invaluable experience and has helped to increase my own belief in my potential.
But more than anything, Rising Stars made me hungry to pursue more opportunities that push me out of my comfort zone. To this end, I have recently become a trustee for Promo Cymru, which is a journey I am excited to begin.
Of course, I may have gained these benefits at some point in my career regardless of Rising Stars, but the competition undoubtedly intensified and accelerated the learning process. Which is exactly why CIH gives such an opportunity to new, and often young, housing professionals.
The sector can only benefit by increasing the confidence of its junior members and encouraging them to air their views in blogs, on Twitter and on stage. Strengthening the voice of the outsider, whether it belongs to a young person or someone who has recently entered housing from another background, is essential for engendering diverse perspectives and a wider variety of skills.
This is something I am also passionate about in my role of digital inclusion officer. Young people’s experiences and those of colleagues from outside the public sector need to be harnessed to keep up with the advancement of transforming services. While many organisations grapple with the ‘cultural challenges’ of digital, young people – often called the ‘digital natives’ – are just getting on with life in a way housing has yet to respond.
Research has shown our younger tenants are no longer prepared to wait for phone calls, and they feel that calls in themselves are intrusive and an inconvenience. Additionally, consumers aged between 13 and 24 watch two and a half times more videos online than they spend watching television, and that doesn’t include the half hour they spend watching Snapchat stories every day.
You only have to look at the results of the General Election to see why this lifestyle should be noted and respected. Part of Corbyn’s appeal to young voters was his use of Snapchat, which bypassed traditional media and spoke directly to hyper-connected individuals. Whatever the outcome of this election, it has proved that the young are a demographic to be taken seriously, who have a desire to participate in society and views that are entitled to be represented.
I have recently heard a horror story of a local council who refused to prioritise online services because the members themselves do not use them. This is a classic example of a decision-making body that does not reflect the demographic of which it represents.
Fortunately, housing as a whole does recognise the need to harness young voices. Not only is there the CIH Rising Stars competition, now called New Housing Professional, but Housing Futures Cymru also aims to get young frontline housing professionals directly involved in the decision-making process in Wales. Community Housing Cymru’s Chief Executive and Leadership event last week also drove home the importance of succession planning.
However, housing associations could be doing more to engage their young workers to better reflect their customers’ expectations. There are great examples of best practice to follow. For instance, the Melin Homes Leadership Academy, now two years old, recognises and develops leadership skills across the organisation including those of junior members of staff, encouraging them to shape the business.
To conclude, the positive experience I gained from Rising Stars was of mutual benefit to the housing sector. Rising Stars gave me, as a young person, the chance to practice putting my opinions across and making my views heard. In turn, the sector had the opportunity to hear from the future generation of professionals who will be delivering housing services in an ever-changing digital world.
Louise Kingdon is digital inclusion officer at Melin Homes and won Rising Stars 2016