Beyond The Water Cooler

Ever wondered what it truly takes to build a thriving workplace culture—one where employees are not only high performing but genuinely engaged and supported? I'm excited to share something a little different for this episode of Beyond the Water Cooler. This time, the tables are turned, and I'm the guest, joining Theran Knighton-Fitt on Mygrow​'s Organisational Effectiveness Webinar for a deep dive into organisational effectiveness, leadership, management, and what really helps employees and businesses to flourish.I talk with Theran about the vital link between workplace culture, leadership practice, and individual wellbeing—and how these connect to organisational performance.Here is a taste of what we talk about:Why effective leaders focus less on tasks and more on creating the right environment for their teams to succeedHow being clear about what ‘good' looks like—at both team and organisational levels—sets the stage for meaningful impactThe shift from command-and-control to human-centred leadership, and what that really means in daily practiceHow open, honest conversation unlocks team intelligence and drives collective achievementTheran and I also get into the realities of modern work, including the loneliness that can arise even in busy workplaces, the challenges of supporting hybrid and virtual teams, and the critical role of emotional intelligence for today's leaders.Practical insights include:How leaders can build trust by being vulnerable and modelling authenticityThe simple, powerful questions that spark meaningful change—like, “What do you need from me?”Why clarity, recognition, and space for reflection are so vital for engagement and sustained performanceWhat it looks like in practice to move from measuring individuals to valuing and enabling the collectiveWhether you're a leader, a manager, or simply someone passionate about healthy workplace culture, there's so much here to support you in building environments where people can do their best work—and feel good doing it.Enjoy this special episode, and let me know your thoughts—how are you enabling your team's collective intelligence and wellbeing? What works for you?More about Theran:People and words are two of Theran Knighton-Fitt's favourite kinds of things. Theran thinks, writes, and speaks about humans— about our individual and collective potential.In the world of work this means he take a keen interest not only in company culture but also in company character. On LinkedIn and in his speaking engagements, he digs into topics and issues involving Capitalism, Organisational Culture, Behaviour, Values, Emotional Intelligence, Narrative Identity, Psychology and Social Science.In his role as Chief Humanising Officer at Mygrow, Theran is interested in pioneering new ways of achieving collective flourishing and group cohesion through the powerful vehicles of companies and organisations. His personal purpose statement in everything he does professionally is to “Realise Humanity.” Links to contact Theran:LinkedIn:Theran Knighton-Fitt Mygrow​Website:

Many companies are cancelling programmes and changing language about DE&I following Trump's messaging. Where do you stand on this topic? Angela Prentner-Smith, Managing Director of This is Milk brings her rich knowledge and experience of neurodiversity to the podcast, which is especially timely as yesterday was World Autism Awareness Day. She reminds us why it remains an important driver of business success.If you're still working out where you stand or how to plan for the future of DE&I, the key points we discuss will help:Understanding Neurodiversity: Angela clarifies the difference between neurodiversity—the broad concept of varied brain functionality in society—and neurodivergence, typically associated with conditions like ADHD, autism, dyspraxia, and dyslexia.Inclusivity in Leadership and Management: Angela emphasises the importance of recognising neurodivergent individuals who are already present in our organisations. She offers practical strategies that leadership and management can implement to foster inclusivity.Creating a Work Culture That Promotes Thriving, High Performing Employees: We explore action that organisations can take to empower neurodivergent employees to thrive and achieve high performance. Businesses not only support neurodivergent employees but create a healthier, more productive work environment for everyone.Challenges and Misconceptions: We discuss the pervasive stereotypes and complex language issues that neurodivergent individuals face, and how leadership can help address these challenges in order to enhance workplace culture.This episode is a must-listen for anyone passionate about building a more inclusive and diverse workplace. Tune in and learn how together, we can contribute to a more understanding and inclusive organisations. What will be your contribution to that cause?More about Angela:Angela Prentner-Smith is the award-winning managing director and founder of This is Milk, a consultancy, training and technology business. She is an adept and engaging trainer in project related skills such as management, business analysis, inclusion, neurodiversity, and digital leadership.Angela delivers digital leadership training for the Meirc Training in Dubai, Scottish Digital Academy, Kelvin College and a host of other partners. Since launching 10 years ago, Angela and her team have built a reputation as innovators and have created a brand and market position in a unique place in the Scottish market. In 2023 Angela was awarded the accolade of top 10 female entrepreneurs in ScotlandAngela has become a vocal advocate of equities particularly in gender roles, neurodiversity and human-centred business practices. This focus has become a core part of the This is Milk family of products with the launch of Neve learning having won a prestigious CivTech challenge that aims to disrupt the world of workplace learning and deliver inclusive and personalised learning journeys.Links to contact Angela:LinkedIn:Angela Prentner-SmithThis is MilkWebsite:

Happy International Day of Happiness!

With Trump's very problematic attitude to women and DEI, is progress that's been made over the last 50 years about to do a massive U-turn? In case you've somehow managed to avoid his comments, here is just one example (there are sooooo many)...Talking about Kamala Harris during a Fox News appearance in September 2024, Trump said, "They put her in, and she somehow — a woman — somehow she's doing better than [President Joe Biden] did." With comments like this from an 'authority' figure, just what do employers need to do to ensure they continue to benefit from all that women bring to the world of work? Prisca Bradley joins me to share her perspective as an employment lawyer. She has brilliant insight that brings to life an essential discussion, turning ideology into practical action. From recruitment, critical thinking development and training for leaders and managers, to empowering women to speak up and encouraging men to be active allies, this is a thought-provoking discussion. It's about psychology, geo-politics, ethics, performance and so much more. Although we've recorded this for International Women's Day, this is a critical agenda that must be driven from the boardroom across the organisation, throughout all strategy and ops, across the employee lifecycle, 365 days a year. Accelerate Action for gender equality.How are YOU translating concepts into pragmatic practice?More about Prisca:Having been a solicitor and partner in private practice for several law firms. Prisca decided to set up her own consultancy in 2019 focussing on providing a blend of employment law advice and support and training to organisations and businesses primarily within the education, charity, technology and start-up sectors. She particularly enjoys supporting leaders and managers to develop their skills and working with organisations to create healthy working environments.Links to contact Prisca:LinkedIn: Prisca BradleyWebsite: www.bradleyemploymentconsulting.co.ukResources & ReferencesLeadership Labs | It's Time for Change (itstimeforchange.co.uk)Watch this episode on YouTubeNew Research: Women More Effective Than Men In All Leadership Measures (www.forbes.com)Link to commentary on the rights of women survey: www.womensgrid.org.ukSeb Randle Podcast Episode: Men: Developing AlliesDr Shawn Andrews Podcast Episodes: 7 Superpowers of Women in the Workplace (Part 1)

Rosie Hawes is a business risk consultant who has worked in Russia, China and South Korea. In this conversation she brings a really interesting perspective to the challenges of managing people in different cultures. Her experience really shines a light on the range of pressures facing different cultures, from misogyny and gossip, to the 'entitlement' of gen Z. We explore the whether we need to accept or challenge practices that don't align with our values, particularly when they are perceived as some to be damaging. Rosie helps us think about how to sustain high performance in teams that are made up of individuals from different cultures, or who may be operating overseas to us. Is it really that difficult?It was fascinating hearing about some of Rosie's investigations and experiences and what she learnt about the diverse world of work. Find out for yourself. Listen to the podcast or watch on YouTube and meet Rosie's cat!More about Rosie:With a 20+ year career in risk and investigations spanning Russia, China and South Korea, Rosie Hawes brings a fascinating perspective on the challenges of being a foreign manager in a new environment and how to build a team of individuals from diverse backgrounds. Having supported multinational clients looking to expand in high risk jurisdictions, she shares her experience of the pitfalls firms fall into when expanding when failing to consider local fraud and corruption schemes, cultural nuances and even different concepts of trust. Links to contact Rosie:LinkedIn: Rosie HawesResources & ReferencesLeadership Labs | It's Time for Change (itstimeforchange.co.uk)Watch this episode on YouTubeFor free resources that you can use for yourself or your team, check out: itstimeforchange.co.uk/category/resourcesTo be on the receiving end of new, free, downloadable resources, join the club here: itstimeforchange.co.uk/jointheclubContact details for Lisa LLoyd:LinkedIn: www.linkedin.com/in/lisapsychologyWebsite: itstimeforchange.co.ukSign up to be kept in the loop: itstimeforchange.co.uk/jointheclubContact me: itstimeforchange.co.uk/contactEmail: lisa@itstimeforchange.co.uk

On average someone is diagnosed with cancer at least every 90 seconds in the UK. That's a hard-hitting statistic. What is also alarming is a finding by a Cancer@Work study that found 50% of people undergoing cancer treatment are too scared to tell their bosses they have cancer. Fear gets in the way.When you add to that the discomfort many line managers have about talking to employees about their cancer, we realise we have a BIG problem. But it shouldn't be. Like everything I talk about when advocating for a work culture where employees are able to show up with authenticity and experience what they need to feel and perform well... it's about simply being human.That does not require managers or colleagues to be subject experts. But it does require genuine care and curiosity. After all, cancer, like most things in life, is a unique experience, so it's about getting to know the individual's reality by asking.This podcast conversation with the brilliant Sharron Moffatt helps us understand what to say and do, what to avoid, and the very real difference that can make. Why? Because with stats like that above, cancer is definitely not a niche - you need to know your part. It will affect your workforce.It will affect your reputation. Sharron specialises in mental health and has lived experience of cancer. She is incredibly good at communicating what you need to know, usually with a sprinkling of her awesome energy and humour that makes her super easy to engage with. I can't recommend her highly enough if you're looking for workshops and support.More about Sharron:Sharron Moffatt, a Mental Health Trainer, Cancer Awareness Ambassador and Speaker brings 30 years of global experience in health and wellbeing, and her approach is as inspiring as it is relatable. Mental health and cancer can be challenging subjects, but Sharron has a unique way of breaking down barriers and making these conversations feel relatable, approachable, and empowering. Drawing on her professional expertise and a side of hard-earned wisdom, she's passionate about sparking real, meaningful change—both in the workplace and in the lives of everyone she touches.Links to contact Sharron:LinkedIn: Sharron MoffattInstagram: @50_bald_and_booblessWebsite: sharronmoffatt.co.ukResources & ReferencesLeadership Labs | It's Time for Change (itstimeforchange.co.uk)Watch this episode on YouTubeManaging Cancer in the Workplace (www.macmillan.org.uk)How to Create a Cancer Aware Workplace Culture (cancersupportuk.org)www.worldcancerday.org

Ever wondered how playfulness and authentic communication could revolutionise workplace culture and accelerate outstanding leadership? In this episode I joined Chris Marshall, Behavioural Scientist and Founder of The Playfulness Institute, as a guest on his 'The Being Playful Podcast'. We talked about how creating the right environment enables both people and businesses to flourish. I shared my perspective on workplace dynamics, revealing how understanding and responding to human needs creates environments where creativity, innovation, and authentic connection can thrive. I explain how focusing on the human side of business leads to better performance and engagement.The conversation explores the deep connection between environment, emotional awareness, and performance, with key insights including:The distinction between controlling performance and creating conditions for excellenceHow acknowledging emotions can transform team dynamicsThe importance of leaders modelling authentic behaviourWhy collective intelligence trumps individual brillianceThe power of understanding and working with our natural stress responsesWe deep dive into: How creating psychologically safe environments enables peak performanceWhy pausing and self-awareness are crucial for effective leadershipThe importance of normalising emotional responses in professional settingsHow playfulness naturally emerges when stress levels decreaseThe role of curiosity in fostering innovation and connectionThe discussion takes fascinating turns into how both playfulness and emotional awareness can help manage uncertainty, encourage authentic expression, and create environments where innovation flourishes. This leads to more effective leadership and deeper workplace relationships.More about Chris:Chris Marshall is a Behavioural Scientist, Futurist and Psychologist and the founder of The Playfulness Institute, a not-for-profit organisation that helps organisations, teams and leaders cultivate places where humans can thrive through playfulness. Links to contact Chris:LinkedIn:Chris MarshallThe Playfulness InstituteWebsite: www.playfulnessinstitute.orgResources & ReferencesPodcast SurveyLeadership Labs | It's Time for Change (itstimeforchange.co.uk)The Being Playful Podcast (Spotify)The Being Playful Podcast (Apple Podcasts)Playful Insights - Playfulness Institute BlogThree Pillar Playfulness Scale...

This is a first! Recording in front of a live audience at Google HQ for part of the fantastic Alliance of Independent Agencies' Festival of Happiness was exciting if not slightly daunting. But my guest, Jaye Cowle of award-winning company Launch, was an absolute delight to talk with.Why listen? You get to hear about why Launch won the 'Independent Agency Purpose Award' recently. And that's not something to be sniffed at. Spoiler alert... it was about creating a happy performance agency, having a clear purpose, and setting out to measure the impact that work on culture has on performance.Jaye shares how she went about leading that, what she learnt, and how she overcame some of the pitfalls along the way. She provides sound advice for other business leaders who are thinking of embarking on a similar journey to become industry leaders in the future. More about Jaye:Jaye Cowle is the CEO & Founder of Launch, the happy performance agency. From kitchen table to £3m+, she has scaled Launch without investment and has set targets to double revenue in the next two years. Her ethos is happy people do great work. Jaye has created a high performing team at Launch by being a champion for both employee well-being and professional growth. Jaye speaks widely about leadership, team motivation, and building a thriving agency culture powered by happiness. Her infectious positivity and commitment to excellence makes her standout in the industry and a role model for female entrepreneurs. Under her guidance, Launch has become a trusted partner for brands looking to drive growth through their digital advertising and connect meaningfully with their potential customers. She sits on the Google Exec Circle as the only sole female founder.Links to contact Jaye:LinkedIn:Jaye CowleLaunchWebsite: www.launchonline.co.ukResources & ReferencesFor leaders and managers looking to develop their practice within their individual context, Labs are a brilliant opportunity to learn, experiment and evaluate, focused on the specific challenges you face. Find out more: Leadership Labs | It's Time for Change (itstimeforchange.co.uk)Festival of Happiness 2024: Main stage panel session: ‘How Happy People Drive Performance'People First for Business Success (itstimeforchange.co.uk)Psychological Safety (itstimeforchange.co.uk)Drive: The Surprising Truth About What Motivates Us - Daniel H. Pink (amazon.co.uk)Watch this episode on YouTubeFor free resources that you can use for yourself or your team, check out: itstimeforchange.co.uk/category/resourcesTo be on the receiving...

Did you know that the Social Metrics Commission found the current rate of poverty in the UK to be higher than at any other point in the 21st Century? A staggering 24% (nearly one in four) people in the UK are now judged to be in poverty. That statistic means the impact of the financial crisis is likely to be closer to home than you may originally have thought. And with personal finances being an uncomfortable subject to talk about, the consequences can be significant. Distraction, anxiety and depression are all too common when people have money-worries. So like anything, start with asking your employees what will help them. That's just one tip from Sophie Lodge of Eight Wealth Management who joins me to discuss a practical approach to financial wellbeing. It's easy to fall into the trap of having the ideal 'support' mapped out, guessing what provision will be most impactful. But that approach can miss the mark. Sophie encourages us to think differently. Here she shares advice about how to reduce the stigma that surrounds money-talk and increase help that makes a real difference. Listen or watch, and plan how you're going to ease a potentially stressful time for your workforce.More about Sophie:Sophie Lodge is your big sister in finance, helping you feel comfortable and confident with your finances.Links to contact Sophie:LinkedIn:Sophie LodgeEight Wealth ManagementInstagram: @sophie_financialadviserFacebook: Eight Wealth Management MarlowWebsite: Eight Wealth Management MarlowResources & ReferencesTackling Anxiety Collectively - A Team Discussion Framework (itstimeforchange.co.uk)Stress Mapping (itstimeforchange.co.uk)Never Just a Survey - Kieran Innes, Stribe (itstimeforchange.co.uk)Leadership Labs | It's Time for Change (itstimeforchange.co.uk)Social Metrics Commission 2024 Report (socialmetricscommission.org.uk)The Money Pizza by Fleur IannazzoWatch this episode on YouTubeFor free resources that you can use for yourself or your team, check out: itstimeforchange.co.uk/category/resourcesTo be on the receiving end of new, free, downloadable resources, join the club here: itstimeforchange.co.uk/jointheclubContact details for Lisa LLoyd:LinkedIn:

Ever been accused of being a bully? Or of being terrifying? Maybe not. But maybe you have experienced feedback that has shocked you because it was not what you intended. The void between what we want to communicate and how our communication lands can be enormous. Most of us haven't had the opportunity to learn about how we feedback and challenge. And when this vital part of developing communication skills is missing, it's left to chance that our ability to engage with others matches what we want.Now imagine you're the person lower down the hierarchy trying to give feedback to that person with power. Whether we like it or not, hierarchies exist and they often become barriers to people speaking up. In this conversation with Miranda Williams we explore how to reduce those walls. We unpick strategies for both bosses to reduce their sense of authority, and those in their teams to step up and and use their own power. In this episode of the Beyond the Water Cooler podcast, Miranda shares many stories from her own experience, identifying times she has got it wrong, how she has put it right, and what she has learnt on her journey to becoming the self-aware person she is today. Miranda's stories will resonate - they're about being human and navigating the uncertain and uncomfortable territory of challenging conversations. How actively are you embracing the opportunity to develop your practice and to empower those around you? If you want to continue the conversation, reach out to us. More about Miranda:Miranda Williams has 20+ years of leadership and management experience in the pharmaceutical and healthcare industry, with a strong focus on process improvement within Supply Chain Operations. She is a trained executive coach, and now runs her own coaching and consultancy practice. Miranda specialises in empowering individuals and teams to enhance their development, with particular focus in building confidence, fostering team dynamics, and improving influence and relationships within organisations.Links to contact Miranda:LinkedIn: Miranda WilliamsResources & ReferencesLeadership Labs | It's Time for Change (itstimeforchange.co.uk)Team discussion frameworks to help some conversations happen more easily:itstimeforchange.co.uk/team-discussion-frameworkitstimeforchange.co.uk/stress-mappingCrucial Conversations: Tools for Talking When Stakes are High, Third Edition Hardcover – 18 Nov. 2021 (amazon.co.uk)Watch this episode on YouTubeFor free resources that you can use for yourself or your team, check out: itstimeforchange.co.uk/category/resourcesTo be on the receiving end of new, free, downloadable resources, join the club here: itstimeforchange.co.uk/jointheclubContact details for Lisa LLoyd:LinkedIn: www.linkedin.com/in/lisapsychologyWebsite: itstimeforchange.co.ukSign up to be kept in the loop:

Fear.Fatigue. Are you stuck in a rut that is littered with surveys? It's often the go-to channel for getting to know what employees think, but there also barriers that can get in the way of these being effective. Fatigue is just one of them. Fear is another. The brave face doesn't simply disappear when presented with written questions to provide our opinions.And that can be a BIG problem, especially for men. November is Men's Mental Health Awareness Month, and that prompted Kieran Innes of Stribe and I to have this conversation.We talk about the barriers to feedback approaches. And Kieran shares a number of different methods that provide the opportunity to capture everyone's voice. Unless we use a range of ways to hear what people have to say, we fail to demonstrate the importance of people being heard. That intention simply becomes empty words.Are you really finding the best ways to put the feedback experience where your mouth is? More about Kieran:Kieran Innes is the Founder and CEO of Stribe and Tootoot, two platforms dedicated to empowering voices in workplaces and schools. Stribe has transformed employee engagement with accessible anonymous surveys, while Tootoot gives thousands of children a safe anonymous way to report bullying and other worries directly to their schools.Links to contact Kieran:LinkedIn:Kieran InnesstribehqWebsite: stribehq.comInstagram: @stribehqX: @stribehqResources & ReferencesLeadership Labs | It's Time for Change (itstimeforchange.co.uk)Failure to Succeed: A Leader's View – with Mike Brennan (the other half of Tootoot and Stribe) (itstimeforchange.co.uk)Men's Mental Wellbeing Resources | It's Time for Change (itstimeforchange.co.uk)Data Driven Decisions: Shaping the Future of Employee Mental Health (itstimeforchange.co.uk)Watch this episode on YouTubeFor free resources that you can use for yourself or your team, check out: itstimeforchange.co.uk/category/resourcesTo be on the receiving end of new, free, downloadable resources, join the club here: itstimeforchange.co.uk/jointheclubContact details for Lisa LLoyd:LinkedIn: www.linkedin.com/in/lisapsychologyWebsite: itstimeforchange.co.ukSign up to be kept in the loop: itstimeforchange.co.uk/jointheclubContact me:

I love Tammy's phrase about wellbeing running through the veins of an organisation. When you achieve that, you are equipped to deal with any conversation that arises. And all because you start by putting people first. That means being vulnerable and stepping into their space to learn about what someone else is experiencing and what they need.18th October is menopause awareness day. It's a great time to remind you about the impact of menopause on women in leadership positions in your organisation. And it's an even better time to remember the golden rule at work which is simply to demonstrate that you care. Regardless of how people show up, being able to ask 2 questions can be a game changer...1️⃣ What does someone's experience mean for them in terms of how it feels and impacts?2️⃣ What do they need from you/the workplace to help them show up in the best way possible, in their circumstances?Listen to the practical advice in this episode of the podcast to increase your confidence about speaking up and enabling others to have their voice heard.Thank you Tammy Gee

"We not only need to work happy, we need to work at being happy." I love that quote by Shawn Achor.So how are you working at that? The Alliance of Independent Agencies have teamed up with Google to host an event that is dedicated to culture and high performance. They recognise that leaders are navigating a rapid pace of change; the way people work has fundamentally changed. That's not just about where and when we work, but the types of activities that are ultimately draining our energy and sense of wellbeing. And that presents a challenge for leaders and managers looking to engage their people. Their Festival of Happiness is all about creating the right culture for high performance through a focus on happy people. And that's what Isabel Odlin and I discuss today. Find out more about the festival and book your place here: Festival of HappinessI'll be one of the live podcasters and part of a panel discussion on the day, so come and say hello! In the meantime, tune into this conversation with Isy and consider how you are working to increase happiness in your workplace. More about Isy:Isabel Odlin is the Chief People Officer at Hub, a marketing and live-streaming agency, and an ILM Level 7 senior coach. She has crafted people strategies, led change management programmes, and developed innovative learning and development plans for businesses in the private and third sectors. As a certified Facet5 practitioner, she helps individuals understand their personalities and working styles. She is also a qualified Mental Health First Aider, workplace wellbeing advocate, and a Chartered CIPD member. Additionally, Isy chairs the Alliance of Independent Agencies' Wellbeing Action Group, fostering collaboration on agency culture and wellbeing.Links to contact Isy:LinkedIn: Isabel OdlinWebsites:allindependentagencies.orgwww.hubagency.co.ukResources & ReferencesFestival of Happiness (itstimeforchange.co.uk)Are you making the most of the Happiness Advantage (itstimeforchange.co.uk)Alliance of Independent Agencies: Festival of HappinessLeadership Labs | It's Time for Change (itstimeforchange.co.uk)Watch this episode on YouTubeContact details for Lisa LLoyd:LinkedIn: www.linkedin.com/in/lisapsychologyWebsite: itstimeforchange.co.ukSign up to be kept in the loop: itstimeforchange.co.uk/jointheclubContact me: itstimeforchange.co.uk/contactEmail:

This was a first and it was hilarious (just watch the outtake next week!).Susan Ní Chríodáin and I got to record this episode of the podcast outside in the beautiful gardens at Lady Margaret Hall at the University of Oxford, courtesy of Andrew Dickinson.After some shenanigans we got to dive into her recently-published book, Leading Beyond the Numbers, which is all about how accounting for emotions tips the balance at work.Who would have thought that my explanation of how imagination is our most misused resource would have made it into the book?!! You can listen to that conversation on Susan's podcast, Beyond the Numbers, here: Beyond The Numbers - Realise Your Vision (beyond-thenumbers.com)Today, we explore what human beings and being human is all about and how that impacts on us at work. Susan explains the need to account for emotions, how we must reconcile the brain, body and behaviour, how we need to be rational AND emotional, and business sensibility via emotional regulation and integration. The book is super easy to read, understand and apply. It is written in a way that is like listening to Susan telling us all about it during our conversation. I can almost hear her fabulous accent coming through the words. If you like what she has to say in the podcast, you'll love the book.

Gregg Brown doesn't hold back!!We took a different approach on this episode of the podcast. Instead of the where-the-conversation-goes-nobody-knows conversation I usually have with guests, Gregg and I discussed a number of statements.⚠️ Everyone wants to know what the future of work is.⚠️ Disruption is necessary for work to evolve.⚠️ Taking action requires the right mindset.⚠️ We need to get out of our comfort zone.⚠️ Leadership is something that we can measure.⚠️ Psychological safety is not a business term.What do you think? Our responses might not be what you believe they would or should be. This conversation is about these important topics that we must understand and consciously engage with if we want organisations to be future ready. Those of you who know me will know that I'm a fan of taking statements like these, putting them on the table with your team and unpicking what they mean to you. It's a great place to start to increase clarity and alignment in your practice going forward.We dive into concepts such as disruptive empathy, communities of understanding and PhDs in self-awareness!Listen to or watch the episode and then send us a message to let us know what resonates, or where you have a different opinion. As you'll be able to tell, we love to talk in a down-to-earth way that simplifies the important stuff. I recommend you reach out to Gregg, Change and Future of Work Strategist, Speaker, Author, and Founder of Change Ready Leadership Solutions. Take a look at his resources and subscribe to his newsletter. And connect with me if you're interested in finding out more about how to lead engaging, healthy, high-performing workplaces.More about Gregg:Gregg Brown is an internationally sought-after consultant and speaker on building future ready organizations. Gregg was recently recognized as one of the Top 50 Global Thought Leaders change management. Starting out in a well known coffee business, over his 30-year career he has thrived in multiple leading roles in the healthcare, education, non-profit, and private sectors. With a graduate degree from the University of Leicester and as an associate member of the American Psychological Association, Gregg's keynotes and workshops have engaged thousands of people at Fortune 500 companies, governments, and humanitarian organizations worldwide to increase their impact and create positive change.Links to contact Gregg:LinkedIn: Gregg BrownFacebook: GreggBrownTOInstagram: @greggbrowntoX: @GreggBrownTOWebsite: www.BeChangeReady.comResources & ReferencesWatch this episode on YouTubeLeadership Labs | It's Time for Change (itstimeforchange.co.uk)Future Ready by Experimentation - with Gemma Ellison | Beyond the Water Cooler Talent: The Other 8 Boxes - Duncan Targett | Beyond the Water CoolerGregg Brown: Articles, Videos, Podcasts... oh my!

Purpose-driven businesses have become much more the norm in terms of what people seek. Companies know that to attract employees they need to provide opportunities that are meaningful and engaging.However, retaining your workforce over time is a different challenge.In this episode of the podcast, Rachel Steele of Huddle joins me to discuss how to engage a workforce so that they stay. That means getting some key factors right, including:⭐ personal brand⭐ promotion, progression and recognition⭐ when bringing our whole-self to work is required⭐ the need for versatility in an increasingly AI world⭐ the need for employers to give permissionIf you're thinking about how to recruit awesome people and how to keep them engaged, this is for you. Rachel provides some great advice about how to achieve this, starting from a different place to traditional practice. And if YOU are someone thinking about new opportunities, check out what you should be asking potential employers to feel confident they have your best engagement interests at heart. Imagine the difference that would make to how you show up at work?!To find out more, give Rachel a shout....To dive into the practicalities of creating and leading organisations fit for the future, talk with me.More about Rachel:Rachel works in career development for people and their teams, with a person-centred approach to identifying and actioning progression in their work life.Her own journey has taken in silversmithing and sculptural metalwork, recruitment and head-hunting in marketing and communications, running return-to-work and personal development programmes, and coaching people through many important career decisions.With over 15 years' experience in recruiting, head hunting and career advice, for diverse clients including Virgin Trains, Vice Media, Marks & Spencer, Heathrow, Cadbury / Mondelez International, and Magic Light Pictures, she started her own business in 2016 to offer a more holistic approach to career development and building award-winning teams. She offers 1:1 coaching, workshops and recruitment to support clients throughout their career journeys.Rachel is a Relational Dynamics 1st certified coach (ILM 7 equivalent), and member of the Association of Coaching.Links to contact Rachel:LinkedIn:Rachel SteeleHuddle Website: www.the-huddle.co.ukResources & ReferencesWatch this episode on YouTubeEmployee Engagement Guide For Managers - It's Time for Change (itstimeforchange.co.uk)Engagement Action Plans - It's Time for Change...

Are you looking to develop tomorrow's leaders to be able to take the business into a different place from where it is today? Or, are you looking for future leaders who most closely resemble those in leadership positions now? That's a great question that Duncan Targett, my guest on this episode of the podcast, asks when we discuss talent.And who can resist talking with someone whose surname lends itself so brilliantly to the name of his company, On Targett Consulting?!!The conversation is spot on, helping listeners think about how your company sets itself apart from others. We dive into the much maligned 9-box grid to map talent, and Duncan explains how the bedrock of company success is not found in the box that you might think!He also asks us to consider the all important question: Do people want to develop? It sounds obvious but when did you last ask that of your people? Are opportunities in your organisation based on assumptions? Or are those opportunities even present?If you're anything to do with talent development, business planning, strategy, L&D, management or leadership, this is for you! More about Duncan:Duncan Targett is a Talent Development expert who has worked internationally and consulted at C-level, across multiple industries for the world's biggest global brands (PepsiCo, Disney, Sportradar and dunnhumby) and has the rare combination of HR and commercial experience.He works with organisations to develop Talent Development strategies that drive high-performance, enable talent & succession planning and focused L&D.Links to contact Duncan:LinkedIn: Duncan TargettWebsite: www.ontargettconsulting.comResources & ReferencesWatch this episode on YouTubeTo develop your people based on the specific needs identified in your organisation, find out more about our Manager and Leadership Labs: Leadership & Manager Labs (itstimeforchange.co.uk)Brought to you Inhouse, they provide a development opportunity to unpick your specific challenges, learn practical approaches to address them, shape experiments to test changes in practice, and evaluate the impact of new ways of working, all customised to your specific context.Our next open Lab starts in September 2024 and brings people together from different organisations to share and learn from each other, as challenges are explored and solutions shaped, based on your data. Contact details for Lisa LLoyd:LinkedIn: www.linkedin.com/in/lisapsychologyWebsite: www.itstimeforchange.co.ukSign up to be kept in the loop: www.itstimeforchange.co.uk/jointheclubEmail: lisa@itstimeforchange.co.uk

Martin Drake ripped up the rule book and invited the "dynamic duo" that is Gemma Ellison and myself onto his podcast, Is This Room Free?We're not HR.But we are all about people. In particular, we're focused on enabling people to be and experience their best self.And enabling them to develop in a way that provides most value to the organisation. All this whilst creating the most engaging experience that means we feel good about what we do.So in this conversation, we unpick leadership development at its best, which is what we've created with Leadership Labs.This is about a process for honesty, collaboration, peer support and experiential learning.That might now sound mainstream but we push the boundaries.We empower leaders to design experiments that drive positive change in their businesses.Are you interested in a different way to develop the skills, confidence and ability to problem solve that is required of leaders today?Whether you're at the top of an organisation or leading a team of people in a managerial role... Leadership Labs will help you.Get in touch to find out more and benefit from the summer booking discount for our next Open Lab starting in September.More about Martin:Martin Drake is founder of Higher - a recruitment agency specialising in the HR and Marketing professions. Over 20 years recruitment experience, including 6 years as a HR Business Partner, his own experience with recruiters led him back to setting up his own recruitment business to give people the level of service and support they want and expect.Links to contact Martin:LinkedIn:Martin Drake HigherHR and Marketing recruitment: www.higherwithus.comIs This Room Free? - the HR careers podcastResources & ReferencesWatch this episode on YouTubeLeadership & Manager Labs (itstimeforchange.co.uk)Future Ready by Experimentation – with Gemma Ellison - It's Time for Change (itstimeforchange.co.uk)Leaders Tell Us: A Unique Approach to Development - It's Time for Change (itstimeforchange.co.uk)Contact details for Lisa LLoyd:LinkedIn: www.linkedin.com/in/lisapsychologyWebsite: www.itstimeforchange.co.ukSign up to be kept in the loop: www.itstimeforchange.co.uk/jointheclubEmail: lisa@itstimeforchange.co.uk

Man up.Does that phrase make you squirm or is it acceptable to you? We've all been brought up with a set of beliefs and thoughts about how we should behave. But that puts pressure on people to show up in a certain way. It may no longer be considered acceptable or helpful. And it may mean we're covering up what's really going on.So, what about permission to be authentic? My guest, Daniel Glyde, Life Coach & Founder of Positive Masculinity, explores a different approach to mental health. We talk frankly about:high performance and mental fitnesscamaraderie instead of safe spacesemotional intelligence and soft skillsvulnerability and mindsetFailing to meet the underlying needs for good mental health to be possible reinforces the disconnect between 'my' reality and the support that's available. We cannot support people to improve their mental health if they don't feel it's relevant and understand the connection with their experience. Listen to or watch this episode of the podcast for practical advice about improving your own mental wellbeing, mental health, mental fitness or what ever YOU want to call it, and that of your team. It's time to rip off the badges of honour men can wear when attributing stress and anxiety to being male.Success is about authenticity, vulnerability, role modelling and giving permission for others to engage in conversations that are critical. Otherwise we continue to do 'good' mental health a dis-service. More about Daniel:Daniel Glyde is a transformational life coach and founder of Positive Masculinity. He coaches men who feel stuck and want to change by providing a supportive and empowering environment for them to explore their self-worth, navigate relationship challenges, clarify their goals, overcome obstacles, and ultimately, cultivate confidence, connection, empowerment, purpose, and clarity in their lives.Links to contact Daniel:LinkedIn:Daniel GlydePositive MasculinityResources & ReferencesWatch this episode on YouTubeLeadership & Manager Labs (itstimeforchange.co.uk)Resources | It's Time for Change (itstimeforchange.co.uk)Tackling Anxiety Collectively - A Team Discussion Framework | It's Time for Change (itstimeforchange.co.uk)Mental Health: Missing the Point | It's Time for Change (itstimeforchange.co.uk)Emotional Intelligence; Empathy vs Sympathy: Brené Brown on Empathy vs Sympathy (youtube.com)Let Men Drive The Mental Health Bus – Nick O'Neill - It's Time for Change (itstimeforchange.co.uk)Removing the Cape: Listening. Supporting....

Nick O'Neill of Oriel Chambers outlines a modern approach for mental health in a traditional industry that is the legal sector.He explains that law is known for being a male dominated culture, attracting alpha characters. And that presents a challenge for addressing a very human need, particularly when you consider that many men of the generation that struggle to engage with mental health, are managers. Their perceptions and behaviours have a far-reaching impact.Add to that Nick's view that most lawyers hate being told what to do and the challenge of billable hours, and you will understand that this is a complex issue.Nick outlines how the Bar is addressing the layers of cultural complexity to break down barriers.He shares advice about the need to keep women out - a controversial but informed perspective. He explains the need to get more people on the bus by creating a commercial case.And Nick describes the impact of the Merseyside Men's Legal Wellbeing Group, discussing topics such as professional happiness, imposter syndrome and professional goals.We both detest tick boxes. This is about real life.Don't let Mental Health Awareness Week in May, Global Wellness Day tomorrow, and International Men's Health Week next week become token gestures. Instead, do something that impacts long term by creating engagement and momentum. Once you've listened to this podcast, check out what Stuart Codling had to say about the same topic in the police.These guys have found ways to make a real difference. How are YOU going about that?More about Nick:After a successful career as a litigation solicitor/partner at KLS Law, Nick O'Neill recognised his real passion for people / operational management. Following the completion of his MBA at Nottingham Trent University, Nick moved into full time legal practice management in 2010. Nick has managed at 3 private sector law firms and spent 5 years as the Legal Governance and Practice Manager at Wirral Borough Council. In January 2021, Nick moved to take up the role of Chambers Director at Oriel Chambers in Liverpool. Nick struggled with his own mental health as a young solicitor and after a period of self-development and study, became a Lawcare support worker in 2010. Nick is a Lawcare Champion and regularly speaks on the legal circuit on behalf of Lawcare, communicating the services that this amazing charity provides. Nick is a qualified ILM Level 5 mental health / career coach and regularly coaches young lawyers to assist them with their career goals. In 2024 Nick became the Chair of the Merseyside Legal Men's Wellbeing Group.Links to contact Nick:LinkedIn:Nick O'NeillOriel ChambersResources & ReferencesWatch this episode on YouTubeMake a real difference to your mental health by exploring topics that significantly impact at Leadership & Manager Labs (itstimeforchange.co.uk)

I'm talking about compassionate leadership because it is mental health awareness week. How are those linked, I hear some of you ponder? Well, as those of you who know me well, I'm not really about initiatives or individual-level intervention without thinking about the wider context. You wouldn't put a flourishing seedling in a dark room without water. And, I've been doing quite a lot of work lately working with leadership teams to create space to stop and check in with themselves, each other and where the business is heading. When we focus on: psychological safety - by experiencing it compassion - by thinking about our own limits before looking to care for others emotional intelligence - by recognising the need to step outside our comfort zones... We are able to: ✅ align individuals within a team ✅ provide clear direction for the business ✅ increase high performance And that impacts on good mental health - both for the leadership team and those they lead. Are you bolting on a quick fix or an attempting to solve mental health challenges when they're evident? Or are you taking a preventative approach and creating the right environment for people to be happy and healthy? Are you joining the dots? Resources & References Leader & Manager Labs (itstimeforchange.co.uk) Labs Partners (itstimeforchange.co.uk) Stress Mapping - It's Time for Change (itstimeforchange.co.uk) Tackling Anxiety Collectively (itstimeforchange.co.uk) Mental Health: Missing the Point - It's Time for Change (itstimeforchange.co.uk) 13 Skills to Build Resilience - It's Time for Change (itstimeforchange.co.uk) Contact details for Lisa LLoyd: LinkedIn: www.linkedin.com/in/lisapsychology Website: www.itstimeforchange.co.uk Sign up to be kept in the loop: www.itstimeforchange.co.uk/jointheclub Email: lisa@itstimeforchange.co.uk

➡️ Sick notes are on they way out, according to Sunak. What does that mean for people needing support to get themselves into a place where they feel ok enough to re-engage with work?➡️ Employees are more aware of their rights and expect more in terms of 'care', with access to services that aren't about making them 'better' but about enhancing their lifestyle. How do companies know which specialists are credible, who work as a team, and that provide data to leaders to inform them about their work environment?Individual and organisational wellbeing go hand-in-hand

From dodging bullets to becoming an executive senior leader of Defence, Phil Holdcroft knows a thing or two about leadership and teamwork. Phil is a decorated combat pilot with a 20-year military career that culminated in designing and delivering the senior leadership programme at the UK Defence Academy. Drawing on life-lessons and experience, he created the ultimate playbook for leadership, resilience and high performance. And that's what we discuss on the podcast today.Now officially a veteran (and he's younger than me!), Phil is continuing to pursue his life's purpose, having founded High Performance Journey, helping others to conquer their Big Hairy Audacious Goals.Join us to find out...what resilience is really about how to reverse being unprepared in leadership rolesthe power of purpose (and how to find it)how the 'grandad test' can measure shared visionhow adversity allows us to growhow increasing diversity reduces blind spotsPhil shares his very moving story that proved pivotal in how he engages with others. What has been your 'a-ha' experience that caused you to question your practice? Or are you still sitting comfortably? More about Phil:A twenty year first career in the Royal Air Force spanned from leading missions on the battlefield as a helicopter pilot, through to senior leadership roles, designing and delivering strategy for Defence.Phil's journey took an unexpected turn in 2014 when his youngest daughter was diagnosed with leukaemia. Helplessly sitting on the side-lines led to an epiphany. Phil realised his passion for endurance sports could be channeled towards raising critical funds for the miracle workers who saved her life. A near-impossible series of extreme challenges followed, culminating in a 3,000-mile unsupported row across the Atlantic Ocean.Now a military veteran, Phil has set up 'The High Performance Journey' to pursue his passion for equipping others with the knowledge, skills and mindset for high performance.Links to contact Phil:LinkedIn: Phil HoldcroftWebsite: www.thehpj.comResources & ReferencesWatch this episode on YouTubeLeadership & Manager Labs (itstimeforchange.co.uk)13 Skills to Build Resilience (itstimeforchange.co.uk)Future Ready by Experimentation – with Gemma Ellison - It's Time for Change (itstimeforchange.co.uk)Transcending Leadership - It's Time for Change (itstimeforchange.co.uk)'Peak Performance' by Brad Stulberg & Steve Magness (amazon.co.uk)'The Obstacle is the Way' by Ryan Holiday (amazon.co.uk)Contact details for Lisa LLoyd:LinkedIn: www.linkedin.com/in/lisapsychologyWebsite: www.itstimeforchange.co.ukSign up to be kept in the loop:

Two psychotherapists in conversation...This episode of the podcast is an interesting one. James Elliott, of the Sarena Clinic, explains what needs to be done now to shape a healthier workforce for the future. And it's simple stuff. We need to equip employees with the knowledge and tools to empower themselves and their children to experience meaning and fulfilment, and that supports good mental wellbeing.And we need to demonstrate empathy, based on knowing our teams well, so that we enable human needs to be met....You know those days when your head is elsewhere because something significant is occupying your brain? Your teenager has become alien to you and you're concerned. Your finances are too tight. You're worried about a medical issue.What do you need most? Probably, someone who knows you, who trusts and respects you, and who will give you the time and space you need.What happens then? You're able to focus on what is front of mind and resume work. That's better than the common alternative which is to continue work as normal whilst holding the strain of being unable to do what feels most important. Think about the different outcomes in terms of performance, sick leave, burnout and resentment.What gets in the way of you being human?More about James:James Elliott is a psychotherapist, resilience coach, ex British airborne forces, multiple world record holder, father, and author, with an MSc in War + Psychiatry.As the Head of Psychotherapy at Sarena Clinic, he leads a team of qualified and compassionate professionals who provide high-quality and personalised health care to our clients. James has over 4 years of experience as a psychotherapist, working with veterans, prison leavers, and other vulnerable groups to help them cope with their challenges and find their way in life. He is passionate about using his clinical and academic knowledge to create a supportive and respectful environment for clients, where they can explore their emotions, beliefs, and behaviours, and achieve their goals.Links to contact James:LinkedIn: James Elliott MScWebsite: james-elliott.mykajabi.comInstagram: @jameselliottofficialThe Sarena Clinic: Sarena ClinicResources & ReferencesWatch this episode on YouTubeLeadership & Manager Labs (itstimeforchange.co.uk)Engagement Action Plans - It's Time for Change (itstimeforchange.co.uk)Stress Mapping - It's Time for Change (itstimeforchange.co.uk)Tackling Anxiety Collectively - It's Time for Change (itstimeforchange.co.uk)The Emotional Needs Audit - It's Time for Change (itstimeforchange.co.uk)

Luckily for us, Dr Jill McGarry is "a geek!"... her words, not mine!The good news about that is she has a real love for actionable solutions to improve sleep.

What is self-harm? Possibly not something you associate with yourself. And not a behaviour that you attribute to your colleagues, friends or family members. But the reality could be very different and that is why this episode of the podcast and the free resource is so important. Self-harm is not uncommon and therefore you need to know about it.Yaj Buljeean is a trainer and clinician at Harmless, the national leader in this field. She joins me to explore what we mean by self-harm, the stigma around it, and the prevalence and risk factors. Crucially, Yaj provides practical advice for companies to support their employees who are using this behaviour to cope with underlying distress.If you're reading this thinking this topic isn't relevant. Think again. According to the WHO, 16 million people worldwide are reported to self-harm. We know that is likely to be an underestimate. My experience alone is that clients hide their behaviour... from their partner, their friends, their employers. Shame and embarrassment keeps mouths shut.Convenient for companies? That's no longer okay. No idea how to think about it or where to start? That's understandable. And that's why the free, downloadable resource that covers a breadth of mental health disorders, as well as self-harm, has been created. It is a must for anyone looking to demonstrate care towards their workforce. You can get hold of your copy here: itstimeforchange.co.uk/the-resilience-collectiveStop passing the buck. National Self Harm Awareness Day is on 1st March. Be part of raising awareness around what is often a misunderstood topic. Find out more and request your media pack to help coordinate your effort here: National Self Harm Awareness Day 2024 - HarmlessAdditional resources and podcast conversations about stress, depression and anxiety, and addiction, all part of The Resilience Collective, can be found here: itstimeforchange.co.uk/the-resilience-collectiveMore about Yaj:Yaj works for Harmless CIC, a user-led self harm prevention service based in the East Midlands. With nearly 3 years of professional experience and 20 years of personal experience, Yaj aims to normalise the conversation around both self harm and suicide to enable anyone who's struggling to be able to reach out for support. As a trainer and clinician, breaking down barriers to access support is a high priority for her.Links to contact Yaj:LinkedIn:Yaj BuljeeanHarmlessWebsite: harmless.org.ukFacebook: The Academy at Harmless: LetstalktrainingX: @Yaj_HarmlessEmail: yaj.buljeean@harmless.org.ukResources & ReferencesWatch this episode on YouTube National Self Harm Awareness Day 2024 - HarmlessHarmless has created a Self Harm Work book which aims to help people of all ages to understand and develop insight into their self harming behaviour. If you...

My LinkedIn post in January that asked the question, 'Do soft skills need a rebrand?' attracted over 40 comments. Clearly people are interested in this topic.So it seemed only natural to continue the conversation with someone who shared his view on that post, Andrew Bardsley, Founder of JackHR. As someone who focuses on helping tech companies stand out and keep good people, Andrew has some great insights into a world of both hard and soft skills.

Do you know...

The people who need the most development and most time are leaders, but they are precisely the people who don't invest in themselves. Are you one of them?That's why Gemma Ellison of Heart Leadership and I created Labs. Leanne Ledger, Senior Brand Strategist and Partner at Emperor, and Sarah Cockroft, Manager at OceanWise Ltd join Gemma and I in this podcast to share the impact that a new approach to development has had for them.We contrast a conscious process that centres around being human, with traditional models of leadership and manager training. We hear how Labs have changed practice in terms of creating space for people to become more self-aware, to think, to plan and to perform well.And that's hugely important when people in these roles usually focus on supporting others; turning the lens to look inwards is empowering.Using a test and learn approach requires analysis, hypotheses and creativity. When we apply that process to our real-world challenges, we grow and innovate. Whether the focus is about understanding your place and purpose as a leader, or feeling confident to try new things and reduce pressure on ourselves to be perfect, there is real value from engaging with these topics. Learn about what's most relevant to you. Could that be... ❓ how you show up for your team or within your peer group, and for your self in terms of mental wellbeing?❓ how to lead aspects of your business better, from change and uncertainty, to emotional intelligence, psychological safety, or having effective conversations?What is it that Leanne or Sarah say that appeals to you? I'd challenge anyone to listen to their experience and not feel a teeny bit inspired!

Did you know...Only 46% of employees trust their manager to do what is right, dropping to 32% for senior leaders?72% leaders report they feel used up at the end of the day, an increase of 12% from 2020?Fewer than half of leaders find their jobs purposeful. Yet, leaders with a strong sense of purpose are 9 times more likely to feel engaged?Only 29% companies train for the crucial skills that leaders want to develop.The world is evolving. Expectations are changing. The impact on your people is real. Our world is becoming more experimental, pushing boundaries, stepping outside the norm. As Marshall Goldsmith says, "What got you here won't get you there."And so your practice must shift to stay ahead of the game.

Is your organisation fuelling addiction? Do you understand the causes and triggers that can lead to someone engaging with addictive behaviour?Do you know the behaviours that might constitute addiction, or that could manifest into addiction? Richie Paxton of the EPIC Restart Foundation has lived experience. He joins Amantha King and I to share a heap of insight about how to be more aware and support people living with addiction, including those impacted by someone else using this behaviour.If you think this topic is not relevant for you, watch this short film produced for #AddictionAwarenessWeek2023: Everybody Knows Somebody... it's 17 minutes that could change so much.Everybody knows someone.The downloadable addiction resource is part of The Resilience Collective, that so far has featured resources for Stress, and Depression & Anxiety. It is full of advice about making addiction relevant to YOU and your organisation, including what to look for and how to help. Get your free copy here: The Resilience CollectiveHarmful behaviours can quickly snowball when we experience a significant life event, unmet emotional needs, or we don't have appropriate coping strategies to deal with life's challenges.Richie shares his story. It reminded me of the incredible novel I read recently, Demon Copperhead, by Barbara Kingsolver. Addiction is a reality.Our conversation also reminded me that we often have NO idea about what's going on for people behind their mask. We make assumptions about people's lives, particularly when they appear to have all they need to be happy. But perception is a very unique thing. You don't need to fix the problems. But you do need to hold space for people.Space is a recurring theme, whether I'm focusing on mental wellbeing, workplace culture or leadership and management. Get this right and you'll get a lot right in terms of looking after your people.Find out more in the resource. Get in touch for help to develop your workforce to have compassionate conversations and to gain confidence supporting and empowering employees to live their best selves.And follow #TheResilienceCollective to be the first to hear about more resources coming your way.Back to my first question. Are you fuelling addiction or are you part of the solution?Resources & ReferencesLeadership & Manager Labs (itstimeforchange.co.uk)Watch this episode on YouTubeDownload the Resources and listen to/watch the previous episodes: The Resilience Collective Everybody Knows Somebody - feature edit (17mins) - Addiction Awareness Week 2023. - YouTubeSigns of Addiction - Spot the...

A Chief Inspector is not necessarily the first person who springs to mind as the driving force for self-care, better mental health and launching a podcast! But Stewart Codling of Thames Valley Police is modelling exactly how leaders can embrace the challenge of changing expectations by doing things differently. Stewart joins me on my podcast to explain how he is going about improving mental health, particularly for men in a traditional industry.Police are people who wear a metaphorical cape each day to protect others. It's entirely different asking them to look inwards to protect themselves. That requires removing the cape and being vulnerable.Stewart is an 'ordinary' guy. Actually, he's quite incredible. But that's because he's chosen to be - he's not an expert in mental health. His expertise is in being a human, and specifically male.He has made his intention clear to improve mental health for men at work, and he is actively finding ways to show people how policing can be different. That's important. It blows the excuses about

Bad managers are causing one in three staff to walk*. Luckily for OceanWise, Sarah Cockcroft isn't one of these managers. She is only two weeks into her role there, but she is going in with her eyes wide open to what is needed of her. Sarah has the benefit of hindsight. She is not new to management and that is why I invited her to join me to discuss the very real problems that are existing in many organisations today. Instead of starting with clear ideas about what she wants, she has armed herself with questions to find out what her team needs of her. Sarah knows that this will help her identify how to be, and where to spend her time. Are you that confident in your role?Probably not when you consider data from the CMI that found as many as 82% of new managers in the UK are “accidental managers” – embarking on the role with no formal training in management or leadership.Sarah explains key ideas that managers and leaders need to explore and consciously develop:the timing of training for managers new into their role essential skills; what manager development should focus onvulnerability and authenticity when you're under pressurethe importance of knowing someone has your backkey factors for shaping a successful teamhow to have good one-to-onesthe different roles of managers and leaders; can they be the same person?THE NEED FOR TIME AND SPACE!If you're still not convinced that you need to do anything after listening to Sarah, find out how much money your company spends on recruitment vs retention. And look at your wider data. How many of YOUR employees are walking?

What are you growing?

Did you know that in Q3 of 2022-23, antidepressants were the most prescribed class of drug? More and more people are struggling with anxiety and depression, yet we conveniently turn a blind eye. It's easier to assume that employers are not responsible. However, when we consider the significant role work plays in mental health, whether that's adding to problems, or in contrast creating the conditions to thrive, we must take a collective responsibility. The second resource in The Resilience Collective is all about depression and anxiety. It focuses on what you need to know to support the people in your organisation. We have combined our psychologist and coaching expertise to bring you practical, down-to-earth, realistic advice and strategies. To accompany the launch of this resource, David Saab of The Thames Valley Chamber of Commerce, and Jim Gabriel, Chief Commercial Officer at CardMedic, join Amantha King and I to discuss their experience of depression and anxiety in the workplace. They share what they have learned and what they know would have helped, with the benefit of hindsight. Our intention is that people can use these lessons and our resource to engage purposefully with this agenda from the outset. Turning the ongoing decline in mental health goes beyond webinars and self-care. This is about the fundamentals of good business that puts relationships and human needs at the heart of every-day practice. Some of my key take-aways from this conversation: ❗️ Having the knowledge to articulate our feelings is important. ❓ How have you enabled your workforce to be self-aware and communicate effectively? ❗️ We need space to explore and make connections between how we feel and what we experience. ❓ How are you intentionally creating space to have meaningful conversations that unpick the impact of what people experience? ❗️ Nothing is more important than trust, and having peers who have your back and with whom you have genuine relationships. ❓ How do you put this aspect of your practice centre stage? ❗️ Companies claim to be more understanding but in reality people can still be reluctant to admit they're struggling. ❓ Do you know who is NOT speaking up? Get beyond the eye-rolling of sceptics in your company by asking: ❓What is the evidence that what you currently do is working? ❓What do your numbers really show, for example around employee absence? ❓How onboard and competent are your leaders and managers to fulfil their responsibility? It's time to challenge traditional ways of doing business and the 'easy' fixes that add to the noise. Instead, really examine practice within your organisation and start from a focus on what it means to be human. Compassion makes a real difference to employee performance. Fact. Simple. Download your free resource now: The Resilience Collective Let us know what you find most helpful, and what you need help with. It's what we do so use us! Follow #TheResilienceCollective to be notified so that you don't miss out on our next resource in the series. Resources

I love talking with people about exceptional employee experience, and Mike Mair is one of those people who knows a thing or two about it. He is passionate about helping people grow and develop. This conversation is a step-by-step exploration of EX throughout the employee lifecycle. It follows a road map that includes:

From being told he wouldn't get anywhere in life, to becoming Operations Manager at Guernsey Mind, Chris Chamberlain likes to challenge expectations!In this episode of the podcast, we delve into shaping yourself as an intentional leader, and the style of situational leadership. We consider the balance between being authentic and changing our style to suit others. How do we get self-awareness, empathy and being proactive right?Chris explains how to challenge existing practice to do what is right despite constant push-back. He identifies what it takes to lead in such a deliberate way, and the advantages of doing so. There are some great resources too, for understanding situational leadership, the pros and cons, necessary qualities, and case-examples. What is your style of leadership?If you're not sure about a label to describe it, don't worry. What is important is that you are intentionally creating and adapting your style to best suit you and your team.❓ Want to know how? Let's chat over a coffee ☕.More about Chris:Chris Chamberlain's passion is human and workplace performance through situational leadership. He is the operations manager for Guernsey Mind, and oversees workplace training, therapy services, and events and campaigns.Links to contact Chris:LinkedIn:Chris Chamberlain Guernsey MindWebsite: www.guernseymind.org.ggResources & ReferencesLeadership & Manager Labs (itstimeforchange.co.uk)Watch this episode on YouTubeWhat Is Situational Leadership, and How Do You Practice It? (leaders.com)What is situational leadership? (With examples and traits) (www.indeed.com)Tackling Anxiety Collectively (itstimeforchange.co.uk)Stress Mapping - It's Time for Change (itstimeforchange.co.uk)The Resilience Collective (itstimeforchange.co.uk)Is Fear blocking your leadership? - It's Time for Change (itstimeforchange.co.uk)Consider yourself a good leader? - It's Time for Change (itstimeforchange.co.uk)People First for Business Success - It's Time for Change (itstimeforchange.co.uk)13 Skills to Build Resilience - It's Time for Change (itstimeforchange.co.uk)The Power of Skeins – John Hibbs, CoEfficient - It's Time for Change (itstimeforchange.co.uk)

The Health and Wellbeing at Work report from the CIPD, published in September, identified stress as continuing to be one of the main causes of absence. More specifically, high workloads are still cited as the main cause of stress-related absence. It just goes to show that the efforts to reverse this trend over recent years appear not to be having the desired impact. Why is that?That's an important question because we know the correlation between wellbeing, stress, and employee engagement. In this episode of the podcast, we get to grips with stress...✅ what it is✅ why it's still such a problem✅ what to do✅ and, strategies that we know make a difference.Amantha King and I pride ourselves on being down-to-earth, having sensible and relatable conversations, and sharing ideas that are straight forward. We get beyond stats and judgement, and into what organisations should be doing to support their workforce. And, we share our awesome resource that makes up part of The Resilience Collective

Allyship.Seb Randle and I discuss what makes this an important topic... FOR MEN.Women are great at promoting women, but without men onboard, we hit a glass ceiling. But it's not 'all about the women at the expense of men'. We need to get beyond stereotypes and look at a more inclusive approach that benefits everyone. We discuss the all important question for much of the workforce: What's in it for men?Every individual in an organisation has a part to play. Every individual benefits.We also discuss:BarbiePrivilegeMale SuicideBody DysmorphiaThere are a number of great resources in the show notes.⁉️ What do YOU do to promote people less privileged than you in your workplace⁉️More about Seb:Seb Randle is an ex media strategist and Director, now delivering coaching services to creative businesses across the UK through his people focused consultancy, The Helpful Space. He was the first ever Development Coach at Global Social Media Agency Social Chain, and was more recently hired as the first ever Head of Allyship for Bloom North, a not for profit committee supporting the development of women within the comms industry.Links to contact Seb:LinkedIn:Seb RandleThe Helpful SpaceInstagram: @thehelpfulspaceResources & ReferencesLeadership & Manager Labs (itstimeforchange.co.uk)Watch this episode on YouTube7 Superpowers of Women in the Workplace (Part 1) – Dr Shawn Andrews - It's Time for Change (itstimeforchange.co.uk)7 Superpowers of Women in the Workplace (Part 2) – Dr Shawn Andrews (itstimeforchange.co.uk)Framework for Discussion: Tackling Anxiety Collectively - It's Time for Change (itstimeforchange.co.uk)Katy Leeson | LinkedInMen Leaning In Survey (Token Man)How To Be A Better Ally To Women (Seb Randle LinkedIn)Why Allyship Matters: A Lived Example (The Helpful Space, Instagram)She Believed She Could, So She Did (Bloom North article, Seb Randle)Masculinity In The

Olivia Sharp, Partner in HR Practice at Eton Bridge Partners, has produced the Chief People Officer Pathway Report, a comprehensive set of findings based on research into the CPO role. She joined me on the podcast to discuss the outcomes and how we apply that to the world of HR and the future of work. We discuss terminology and how HR titles can be a controversial subject. We explore differences in internal/ external appointments, gender and geography.We consider squiggly careers and routes into the CPO role. Olivia shares her observations about career breaks becoming an opportunity for curiosity rather than judgement.And we talk about the importance of sector experience and diversity of thought.As usual, joining the dots came up and Olivia made the connection with ESG, mental health, wellbeing and performance.Match-making and husbands also come up!The over-arching message that I took from this conversation was the fact that there are no 'rules'. Individual people and organisations have to be clear about the specifics that are important to them, whether that's about gaps, energy, interests or strengths.Data is vital. As a psychologist, I want to know what works, what doesn't, and most importantly, why. But organisations are becoming more interested in data too. Being able to hypothesise, analyse and test approaches in your unique context is essential. That's why I'm a fan of Leadership Labs - find out more here: Leadership and Manager LabsMore about Olivia:Olivia specialises in executive search for EtonBridge Partners' HR Practice, with a primary focus on Chief People Officers and their teams. Her practitioner background in HR, gained in senior positions in a FTSE100 environment, combined with extensive general management experience, is a unique combination for clients and candidates alike. Eton Bridge Partners is a market leading executive search, interim management and consulting business operating all over the world, from our offices in London and Windsor. A Chartered Member of the CIPD, Olivia has a particular interest in diversity in the workplace, particularly mental health, social mobility and neurodiversity, and uses her first hand experience of delivering business turnarounds and wide scale people change, including complex industrial relations environments to support clients of all shapes and sizes, globally. Closer to home, she was delighted to support Eton Bridge itself shift to a 9 day working fortnight 10 months ago. Outside of work, Olivia is ‘Mummy' to three young children and is proud to ‘parent loudly' at work, and tries to squeeze in a bit of running, cycling and ballroom dancing in between everything else!Links to contact Olivia:LinkedIn:Olivia SharpEton Bridge Partners LtdWebsite: etonbridgepartners.comResources & ReferencesLeadership & Manager Labs (itstimeforchange.co.uk)Watch this...

Welcome to The Resilience Collective! If you're interested in mental health, wellbeing, employee engagement and basically being a kind and compassionate human, you'll love this! Amantha King and I have joined forces to create some awesome resources for you to use, and in this episode, we explain what they're all about. We are bridging the gap between knowing 'I should be doing something' to support people, 'what' that could be, and 'how'. As a psychologist and a coach, we have pooled our knowledge, skills, tools and findings from our work, to create a collective that will REALLY make a difference. That includes: recognition that no one approach fits all - professionals in this space need to know how to personalise support knowing that people are generally time poor - resources need to be super user friendly the value of replacing a clinical focus on mental health with a human-centred, action-orientated approach The Resilience Collective is made up of 5 resources... STRESS: The good, the bad and the 'how' to get the elephant out of the room DEPRESSION & ANXIETY: Effective strategies for nurturing the black dog ADDICTION: Unveiling the shadows to understand the complexity and provide support SELF-HARM 'DISORDERS' & PHOBIAS: The suffering we don't see - dispelling the myths and shaping helpful solutions EDUCATION: Preparing the next generation for good mental health We're kicking off on Friday 13th (lucky for us!) with our stress resource, ready for Stress Awareness Day on 1st November. Our belief is that currently action to support people to experience their best mental health isn't good enough.

Do you have a 'JOB'? According to Mike's dad, job stands for 'Just Over Broke'. Not very inspiring, energising or engaging if you want to live a meaningful, fulfilled life. As an entrepreneur, Michael Brennan is anything but that. In this honest and self-aware conversation, Mike shares his challenges, what he has learnt, and in his view, what leading a business is all about. We get to grips with:Reinventing ourselves to intentionally become who we want, learning from past experienceThe balance when setting up and growing a business with self care (and getting it wrong)Qualitative vs quantitative data to inform organisational developmentDEI and fairness and how to integrate different generational expectations within a workforceThe need to amplify voices and to listenClarity about strengths to maintain energy and mental wellbeing⁉️ Do you know how to protect YOURSELF in your position of leading others? And are you doing that, for your own performance and wellbeing?⁉️ Do you feel confident asking THE questions that really reveal what's going on beneath the surface of your company? Do you know what those questions are?⁉️ Do you feel able to fulfil the role that is required of you by your team? Do you REALLY know what that is (no assumptions allowed!)?I have 20 years experience as a psychologist. Supporting people to be their best selves and to create the right spaces for others to feel good and perform well is what I do.To understand more about leading with success from someone who has been there, done it and who has heaps of great advice, Mike is your man. Check out Stribe and Greater Manchester Good Employment Charter for more resources to help you on your journey.More about Mike:'If at first you don't succeed, try, try again'Michael Brennan loves turning ideas and visions into global businesses. An experienced CEO, he has raised over +£2m in Angel and VC investment to date and scaled businesses to £500k ARR. His passion is starting businesses and empowering teams to lead these businesses to success.People > Product > Profit. In that order.Mike's life objectives are the 3 B's:1. Be happy 2. Be healthy3. Build a billion £ companyHis awards include Forbes 30 Under 30 Entrepreneur of the Year, GP Bullhound Northern Star Winner, Tech Nations Rising Star Winner, North West's most exciting company 2020, Nominet Trust 100 global social tech for good winner, and shortlisted for EY Entrepreneur Rising Star. Mike's experience includes: 10 years' experience as SaaS Co-Founder and CEO, developing 2x software products; raising £2 million to date across Angel & VC networks; growing Tootoot Ltd to £450k ARR; recruiting and managing teams; chairing boards; creating and managing 2x advisory boards; appointing high-profile Chairperson's including Terry Flanagan and Tim Raffle; generating £2 million in sales; average enterprise annual contract value of £42,000; securing UK and International sales across 11 countries; and securing Government contracts and independent evaluation.Links to contact Mike:LinkedIn: Mike BrennanResources &...

Avoidable employee harm.What springs to mind when you hear that term? I think it sums up brilliantly the damage that processes can have on organisations and individuals when they fail to focus enough on humans at the heart of them.And let's be honest, many processes have been shaped historically, or exist simply because that's what was put in place without much consideration of the big picture. But is there a better way... One that cares for employees, the organisation as a whole, and their customers ⁉️ Those are some of the points that Andrew Cooper, Head of the ‘Avoidable Employee Harm' Programme, and Dr Adrian Neal, Head of the Employee Wellbeing Service, Aneurin Bevan University Health Board, NHS Wales address in this episode of the podcast.Hear about the case of Alex, and how responses to his mistake impacted on what happened for him and his organisation.It's a question of formal routes vs a compassionate approach.Which do you revert to❓ And why❓And does embarrassment about not getting it right YET hinder progress? We need to acknowledge that things could be better in order for us to invest in making the right connections and having the conversations that put the 'human' back into business.If you're keen to challenge the status quo but feeling overwhelmed about where to start, listen, be inspired and start asking the questions about your practice.And if you would like someone to walk with you on that journey, reach out. More about Andrew & Adrian:Andrew Cooper is head of programmes for the ‘avoidable employee harm' work within Aneurin Bevan University Health Board and is currently undertaking research exploring the implementation of disciplinary investigations in the NHS and their impact on both individuals and organisations. With a background in healthcare improvement and innovation, he has held senior communications roles across the private, public and voluntary sectors, including director of communications for Public Health Wales and Life Sciences Hub Wales. Dr Adrian Neal qualified as a clinical psychologist in 2003 and for the first ten years worked within NHS England's Adult Community and Acute Adult Mental Health Services. Moving to Wales in 2014 to take up the role of Head of Wellbeing within Aneurin Bevan University Health Board, he has been involved in a number of collaborative projects with the Welsh Ambulance Service, Welsh NHS Finance Academy, Gwent Police, Emergency Medical Retrieval and Transfer Service, London Air Ambulance, Health Education and Innovation Wales, Powys University Health Board, National Academy of Head Teachers (Wales) and Welsh Government.Links to contact Andrew & Adrian:LinkedIn:ajcooper40adrian-nealaneurin-bevan-university-health-boardX (Twitter):@cooperaj

Kathy Heath of the Healthy Minds Club, a personalised health and wellbeing platform that connects users with experts, products and services to achieve better wellbeing and lifestyle goals, joins me today.As one of the 'experts' at the club, I was excited to be talking with Kathy about proactive approaches to wellbeing in this episode of the podcast. We cover everything from HSE to ESG, and wellbeing strategies that really make a difference. This episode is very timely as Healthy Minds Club is hosting an event The Roadmap to a Healthy Mind & Healthy Workforce on 26 September, in London. I'll be there talking about careers and workloads, and personality types and imposter syndrome. The agenda demonstrates just how holistic their approach is.Employers or those serving employers who would want to come as a VIP, with a complimentary ticket, should contact Kathy directly at hello@healthymindsclub.com. Hope to see you there!!And if you're listening to this after the event, don't fret! Reach out to Kathy or myself for more info about best practice.More about Kathy:Kathy Heath is a Multi Award Winning Entrepreneur with a 20+ year career in senior positions in Financial Services across retail banking, Issuing (Credit, Gift, Prepaid), acquiring & open banking globally and more recently in the Wellbeing space. Kathy speaks 4 languages and lives in the North West with her 10 year old son and her husband.As a long time leader of people, Kathy is passionate about people & wellbeing and has founded two wellbeing companies. Most recently, the Healthy Minds Club, the UK's first personalised health & wellbeing gift card & membership platform. We provide proactive & personalized mental, physical & financial wellbeing solutions to prevent issues from occurring in the first place helping people to thrive in their lives.Healthy Minds Club won the Best B2B Award at the GCVA Awards, Best Health & Wellbeing Provider Supplier at the Incentive Awards in 2022, along with 2 x Expert wins at the Mental Health & Wellbeing Awards 2022. Kathy was also the proud winner of the WiiN Global Award in 2022.Links to contact Kathy:LinkedIn:Kathy HeathHealthy Minds ClubFacebook: Healthy Minds ClubWebsite: healthymindsclub.comResources & ReferencesLeadership & Manager Labs (itstimeforchange.co.uk)Watch this episode on YouTube

PRIME used to conjure up thoughts about the drink that appears to have become a fad (and that my son gets super excited about the prospect of seeing on a supermarket shelf)

Are you a popcorn fan? You might rethink your love of it after hearing about Theran's experience. Role-modelling taking a sick day did not go as planned! Aside from dealing with his popcorn damage, Theran Knighton-Fitt of mygrow is on a mission. He is challenging the notion of culture as a means to an end when humans are turned into resources. Instead, Theran is redirecting the conversation to one that is more about being human in place of extracting value. It will be no surprise then to see some of what we talk about: CapitalismA different take on the expectation that leaders should should build culture. The power of sharing our unique stories as an alternative to psychometrics for understanding how to engage with each otherChallenging terrible excuses such as, "It's not personal, it's business."Practices, postures and principles instead of policies that often dehumaniseRethinking employee recognitionThis is a philosophical conversation that really gets beneath the surface of how we do things at work. I love the thought-provoking examples and metaphors that Theran uses. Want to do the right thing for the people around you at work, for the right reasons? Are you clear about what those 'rights' are? Hear what we discuss on this episode of the podcast and let us know how you're going about having the conversations that matter in your organisation. Message us to let us know how we can help guide the talk and practice that puts human at the heart of culture.More about Theran:Theran is on a mission to build an emotionally intelligent world.He thinks, writes, and speaks about all the things that impact us as humans both at home and professionally.In the world of work this means he takes a keen interest not only in company culture but also in company character. He loves to discuss issues involving capitalism, organisational culture, behaviour, values, emotional intelligence, narrative identity and psychology.In his role as Chief Humanising Officer at mygrow he is interested in pioneering new ways of achieving collective flourishing and group relational health through the powerful vehicles of companies and organisations.His personal purpose statement in everything he does professionally is to “Realise Humanity.”Links to contact Theran:LinkedIn:Theran Knighton-FittmygrowWebsite: www.mygrow.meResources & ReferencesWorkplace Culture: 14 Steps - It's Time for Change (itstimeforchange.co.uk)Culture Matters: The Research Agrees - It's Time for Change (itstimeforchange.co.uk)Theran's Linktree: linktr.ee/therankfContact details for Lisa LLoyd:LinkedIn : www.linkedin.com/in/lisapsychologyWebsite: www.itstimeforchange.co.ukSign up to be kept in the loop:

The multi-award-winning, author and very awesome Roy Magara provides a legal perspective on putting the human factor back into business. It was great being able to pick up the conversation from those that we had during the pandemic when we facilitated a number of webinars together. Why is it that so many legal cases continue to be brought to Roy's attention? He outlines cases where employers have been called out for not caring enough. And the increasing number of cases associated with mental health and the menopause. We tackle challenging issues such as employees who claim unfair practice to mask incompetence.We discuss whether changes in the number of legal cases are due to employee expectations, or changes in the way companies operate. And we connect use of language, psychological safety, mental wellbeing, financial wellbeing, and our perception of conflict with employee experience and the law. Bottom line: we need to focus on being human. We must seek to reduce the stress and resources associated with getting employee experience right via legal channels. How good are you at keeping the fact we're all human, including your managers and leaders, at the forefront of your mind? More about Roy:We statistically spend most of our time thinking about, talking about and in many cases worrying about our work. As an Employment Solicitor Advocate at Magara Law, Roy works hard to help people through the legalities and complexities of their 'every day' and take the "worry" out of your statistics. People are at the heart of Roy's practice – whether employer or employee – and Roy's aim is to ensure that whichever side of the relationship you are, your employment rights and obligations are in check.Links to contact Roy:LinkedIn:Roy MagaraMagara LawWebsite: magaralaw.co.ukResources & ReferencesEmployment Tribunal Decisions - Mrs Dumigan v The Mount School Ltd (www.gov.uk)Quantum: Magara, Roy (Amazon.co.uk)Law & Wellbeing Webinar by Roy and Lisa: Facing the Real Issues - It's Time for Change (itstimeforchange.co.uk)Psychological Safety Webinars by Roy and Lisa: WEBINAR: Psychological Safety - It's Time for Change (itstimeforchange.co.uk) / Leading Psychological Safety - It's Time for Change (itstimeforchange.co.uk)Mental Health: Missing the Point - It's Time for Change (itstimeforchange.co.uk)

Being ready for the future of work requires action. Now.Research clearly identifies that Individual performance has a causal relationship with wellbeing. So it doesn't take a psychologist to tell you that companies need to invest in getting wellbeing right. But just what makes the biggest difference?And where do we begin?Start simple is my approach. Human connection is the building block of good relationships, mental wellbeing, psychologically safe environments, engagement, and performance. So let's start there.Rob Stephenson of FormScore very eloquently outlines the case for being more human, and approaches that we can easily adopt to achieve that.Listen to Rob talk about wellbeing, effectiveness and commitment, and their impact on readiness to perform.This episode of the podcast will help you on your journey.It might just help you leave the foothills and start the ascent of Mount Everest (this analogy will make sense when you listen!).More about Rob:Rob is a TEDx Speaker, Mental Health Campaigner, Keynote Speaker, Facilitator, CEO of FormScore, and founder of the InsideOut LeaderBoard.Rob has a strong and personal interest in mental wellbeing and is part of the movement to smash the stigma of mental ill-health in the workplace. He has lived and worked whilst managing bipolar disorder for as long as he can remember. He conducts speaking engagements on his personal experiences and ideas as to how we can facilitate change.FormScore is a movement and technology solution that helps us be more intentional about our wellbeing by answering the question "How are you today?" with a score out of ten, and connecting with friends, family and trusted colleagues.The InsideOut LeaderBoard is a social enterprise with a mission of ending the stigma of mental ill-health in the workplace.Links to contact Rob:LinkedIn:Rob StephensonFormScoreWebsite: www.formscore.todayResources & ReferencesChecking in with your team: Anxiety Conversation Framework Tackling Anxiety Collectively - It's Time for Change (itstimeforchange.co.uk)Emotional Needs Audit: The Emotional Needs Audit - It's Time for Change (itstimeforchange.co.uk)Mental Health Onboarding - It's Time for Change (itstimeforchange.co.uk)Mental Health: Missing the Point - It's Time for Change (itstimeforchange.co.uk)Mental Health: From Boardrooms to Toolkits – Placi Espejo - It's Time for Change (itstimeforchange.co.uk)The Future of Workplace Wellbeing (www.formscore.today)Harmonizing the Mind: (vimeo.com)Inside Out Leaderboard (inside-out.org)

This is one of the most frank, honest podcast conversations I've had and I'm so grateful to Gail Cohen of the GCVA for being so open with me about her leadership style.We explore if she is a good leader (her words!). Gail's honesty and vulnerability is powerful as we unpick:How our experience shapes usSelf awareness vs self evaluationGenerational differences within the workforceEmployee led culture Clarity of a leaders' strengths and areas for developmentLeadership, management and being an entrepreneur - crucial differencesLeading with neurodiversity, and the impact on the teamRegaining the 'ba boom' when we flatline in our rolesRelinquishing control and succession planningThe conversation is thought provoking. I wonder what you will take away from it?More about Gail:Gail is the Director General of the Gift Card & Voucher Association (GCVA), a role she has held since 2015. During this time, the organisation has grown exponentially; adapting to represent all players, and the industry, in the continually changing gift card environment. It has over 90 members including major retailers and key service providers. Gail leads and manages the association, develops strategy, and sets direction with the executive group, hosting the largest annual industry global conference.Gail is an experienced brand builder and marketing professional with an impressive portfolio working across the private, public, and charitable sectors. Previous clients include Cartier, British Film Institute & Pearson. She is passionate about human rights and loves her family, gardening, cooking and meditating in the middle of a field.Links to contact Gail:LinkedIn:Gail CohenGCVAWebsite: gcva.co.ukTwitter: @GCVA_Resources & ReferencesTranscending Leadership - It's Time for Change (itstimeforchange.co.uk)Is Fear blocking your leadership? - It's Time for Change (itstimeforchange.co.uk)Leadership by Virtue; are people following? - It's Time for Change (itstimeforchange.co.uk)RETHINK Being Human at Work – with Gemma Ellison, Macmillan Cancer Support - It's Time for Change (itstimeforchange.co.uk)The Chimp Paradox: The Mind Management Programme to Help You Achieve Success, Confidence and Happiness: The Acclaimed Mind Management Programme to Help You Achieve Success, Confidence and Happiness - Professor Steve Peters (Amazon.co.uk)

My podcast got hijacked!!! I loved this... the fabulous David Greenaway and Gemma Ellison did a takeover of Beyond the Water Cooler and put me in the hotseat to celebrate 50 episodes. Actually, to my relief, it was a great discussion involving all three of us, about what has changed in the world of work since my first episode. And importantly we get to grips with some of the challenges companies are grappling with right now, to help them move forward. Did you know... ‼️ 72% of leaders report they often feel used up at the end of the day, an increasing sign of burnout from 60% in 2020?* !! Leaders who trust their senior leaders are 3 times more likely to develop novel ideas or solutions. But, the level of trust in managers and leaders, especially in hybrid workforces, is at crisis point?* !! Psychological safety is still a critical need in many organisations, and when leaders regularly display vulnerability, their employees are 5.3 times more likely to trust them?* Listen to our advice about how to rethink some of the key concerns that are getting in the way of talent attraction and retention, people development, mental wellbeing, employee experience and employee engagement. These are the top concerns for CEOs, so can you afford not to disrupt the status quo? *Source: Global Leadership Forecast 2023 More about Dave As a Life in Business & 3 Principles coach, Dave is deeply committed to helping others discover the innate wisdom and well-being within themselves so they can improve their business and life. Through one-on-one coaching sessions, workshops and talks, he guide people on a journey of self-discovery and business growth, and helps them tap into their own inner resources and realise their full potential. Links to contact Dave: LinkedIn: Dave Greenaway Facebook: LifeInBusinessEvents Twitter: @LifeInBusiness_ TikTok: @lifeinbusiness Website: www.lifeinbusiness.co.uk More about Gemma Gemma is an ex lawyer turned leader in the talent, culture and leadership space. She cares deeply about the experience of people in the workplace, and is an advocate of leading with heart, humanity and compassion. She is currently working on some exciting talent and leadership projects at Macmillan Cancer Support. Links to contact Gemma: LinkedIn: Gemma Ellison Resources & References The Industry Leaders Interview - It's Time for Change (itstimeforchange.co.uk) Employee Engagement - It's Time for Change (itstimeforchange.co.uk) The Business Brunch: Resilience - It's Time for Change (itstimeforchange.co.uk) Transcending Leadership (itstimeforchange.co.uk)

Forbes has put together 101 of the best customer experience quotes. Only 3 of them feature employees, despite the fact customer experience relies on your workforce. Simon Sinek says: