Podcasts about organisational culture

Let's be honest: most bosses are forgettable. They're neither terrible enough to inspire a mutiny nor brilliant enough to earn your loyalty. But the ones who do stand out? They're either the reason you quit or the reason you stayed. This week, Jimmy and James ditch the usual rant about bad bosses (though, let's face it, they've had a few) to tackle the far trickier question: What actually makes a good one?Turns out, it's not about charisma, a fancy title, or even a well-stocked biscuit tin. It's about clarity—knowing where you're going and making sure your team gives a damn about getting there. It's about adaptability, because what works in a crisis won't fly in a calm. And it's about trust: not the corporate buzzword kind, but the I-won't-throw-you-under-the-bus kind. Oh, and asking questions. Why Am I Talking? should be every boss's mantra (thanks, James's old boss).But here's the kicker: being a good boss isn't about being liked. It's about creating an environment where people want to do their best work—even when the system is stacked against them. So if you're tired of pointless targets, blame games, and bosses who treat you like a spreadsheet, this is your therapy session. No fluff, no jargon, just the hard truths about leading without losing your soul (or your team's).Five key points:Clarity of purpose is non-negotiable—if your team doesn't know where they're going, they'll just wander into a ditch.Adaptability separates the memorable from the mediocre; one size does not fit all.Blame is the enemy of progress—good bosses fix problems, not people.Asking questions beats having answers; your ego is the least interesting thing in the room.Trust is the glue—without it, your team's just a bunch of people waiting for the next screw-up.Got a question - get in touch. Click here.

Most teams spend their lives trying to reach the top. Very few have to answer the question of what happens when they get there.The Penrith Panthers have won 4 consecutive NRL premierships. In an era designed for parity, they've achieved something almost unheard of in modern sport. Which raises a fascinating challenge.How do you keep people motivated when they've already achieved the goal?How do you maintain standards when success becomes normal? How do you avoid complacency when everyone around you is telling you how good you are?Dan Haesler, Mental Skills Coach for the Penrith Panthers, shares what it takes to sustain excellence after success.But this isn't really about rugby league. It's about leadership, culture, psychology, and human behaviour. Whether you're leading a team, running a business, building a career or pursuing your own goals, eventually you'll face the same challenge: how do you keep growing when you've already won?You can find Dan at his Website:https://danhaesler.com/Instagram: https://www.instagram.com/danhaesler/?hl=enLinkedin: https://www.linkedin.com/in/danhaesler/?originalSubdomain=auBuy a copy of Dan's book: https://www.actofleadership.com/ Use Code "PQPODCAST10" to get 10% off your Lumo Coffee order:https://lumocoffee.com/ Interested in sharing your story? Email Producer Shannon at support@performanceintelligence.com today with your story and contact details. Learn more about Andrew and Performance Intelligence: https://performanceintelligence.com/Find out more about Andrew's Keynotes : https://performanceintelligence.com/keynotes/Follow Andrew May: https://www.instagram.com/andrewmay/Watch the Performance Intelligence Podcast on Youtube: https://www.youtube.com/@performanceintelligencepodcastIf you enjoy the podcast, we would really appreciate you leaving a short review on Apple Podcasts, Spotify or Google Play. It takes less than 60 seconds and really helps us build our audience and continue to provide high quality guests.

Gustavo Razzetti once sat next to a woman at a corporate conference, judging the regional VP presenting on stage until she revealed that was her husband. Instead of backpedaling he apologised, then stood by every word. That instinct of owning the mess without pretending he didn't mean it is the backbone of his work.He has spent decades inside corporate and agency life watching great ideas die because of terrible culture. He now works with teams on what he calls conversational debt: the gap between what people nod through in meetings and what they actually act on. His research found that when people are asked why others don't speak up, the answer is fear, but when asked why they themselves don't, the answer becomes pointlessness: a learned belief that nothing will change anyway.Gustavo refuses to live that way. He fires clients before the work even starts if the fit is wrong. His rule is that he'd rather lose his job over one conversation than avoid a hundred — and he did.We talked about the power dynamics that shape what is considered professionalism, the most dangerous type of silence in organisations and why we should all drop the invisible contract nobody handed us and stop waiting for permission to speak.Links to learn more about Gustavo Razzetti:Forward Talk (Gustavo's new book)WebsiteSubstackWorkshopsAny thoughts? Share them with us!Support the show✨✨✨If you miss the "workshops work" podcast, join us on Substack, where Myriam builds a Podcast Club with monthly gatherings around old episodes: https://myriamhadnes.substack.com/

This bonus episode of Rethinking EHS, Season 3 focuses on the invisible cultural factors that shape organisational risk and safety performance. The discussion highlights how companies can have strong procedures, audits, and compliance systems in place while still experiencing serious incidents because underlying cultural issues remain unresolved. Through real-world examples, the episode explores how communication breakdowns, siloed decision-making, and inconsistent leadership behaviours can undermine even the most mature EHS programs. Ultimately, the episode underscores that strong safety culture requires more than documentation and compliance — it depends on leadership alignment, open communication, consistent behaviours, and a long-term investment in people. Guest quotes: Alizabeth Smith: “The risk they hadn't controlled, the risk they hadn't looked at, was cultural.” Alizabeth Smith: “If you don't deal with communication and consistency, people start believing the program will change in six months anyway.” Timestamps: 00:00:00 – Introduction to cultural risk management  00:00:33 – Case study: when strong systems still failed  00:01:25 – Identifying cultural breakdowns and lack of trust  00:02:46 – Communication silos in large organisations  00:03:55 – Building a global risk register and consistent controls  00:05:00 – Why onboarding and training often fall short  00:06:09 – Wearables, micro-training, and new approaches to engagement  00:07:27 – Executive incentives and unintended reporting behaviours  00:09:39 – Leading indicators versus lagging indicators  00:11:44 – Case study: transforming culture in a global manufacturing company  00:15:04 – Developing future EHS leadership internally  00:15:51 – Closing reflections  Sponsor Copy Rethinking EHS is brought to you by the Inogen Alliance. Inogen Alliance is a global network of 70+ companies providing environment, health, safety, and sustainability services, working together to provide one point of contact to guide multinational organizations to meet their global commitments locally. Visit inogenalliance.com to learn more. Links https://Inogenalliance.com/resources  https://Inogenalliance.com/podcast  Keith on LinkedIn: https://www.linkedin.com/in/keith-knoke-27587a7  Alizabeth on LinkedIn: https://www.linkedin.com/in/alizabeth-aramowicz-smith-61618615/  Produced by https://madcontent.co.nz/

Kate was a leader for much of her 23yr career in NSW Police where decisions she made on a daily basis could mean the difference between someone surviving or dying. If you've ever considered becoming a supervisor, leader or manager in ANY career, you'd do well to listen to Kate & what she's learned works best (& what doesn't!!). Kate was always honest, kind & respectful but not everyone held the same values. Kate loved the majority of time she spent in Policing but it was when she began to feel she wasn't valued as a person, she decided to walk awayKate's book is titled "STAYING KIND IN AN UNKIND WORLD"Kate is the Founder & Director of "THE KIND REBELLION"Kate provides keynotes & workshops on subjects including Leadership Development, Organisational Culture, Ethical Leadership, Psychological Safety & Diversity & Inclusion Hosted on Acast. See acast.com/privacy for more information.

Show NotesIn this episode, Simon Western speaks with seasoned psychoanalyst and organisational consultant Dr. Anton Obholzer about the hidden emotional and relational dynamics shaping leadership, organisations and society. Anton is a hugely respected organisational consultant from the Tavistock tradition, and it is a delight to hear his wisdom and insights on this podcast.  Moving beyond technical models of management and mental health, the conversation explores organisations as living systems embedded within wider social and political realities. Anton reflects on the Tavistock tradition, the influence of Eric Miller and the importance of understanding organisations not simply as structures of efficiency, but as emotional containers carrying anxiety, projection, creativity and possibility. Simon and Anton discuss leadership as a protective and generative force, creating the conditions for growth, talent and human flourishing.The dialogue explores the erosion of relational life in contemporary society, the dangers of organisations becoming spaces for unmanaged social anxiety, and the increasing dominance of technological and managerial rationality over human connection. They examine the importance of experiential learning, vulnerability, observation and creative practice in sustaining healthy organisations and societies.At the heart of the episode is a deeper question about how we live together in increasingly uncertain times. Rather than retreating into expertise, certainty or control, Anton calls for greater relational awareness, collective responsibility and societal imagination.Key Reflections Organisations are emotional and societal systems, not simply technical machines Leadership involves creating protective spaces where people and creativity can flourish Psychoanalysis offers ways to understand the hidden dynamics shaping organisational life Relational intelligence matters more than purely technical expertise Organisations often absorb and enact wider societal anxieties and fractures Creativity, art and dialogue are essential to organisational and societal health Experiential learning creates deeper awareness than abstract theory alone Technological advancement risks intensifying alienation and loss of human contact Mental health cannot be separated from political, social and organisational conditions Healthy societies require interdependence, vulnerability and collective responsibility KeywordsPsychoanalysis, Leadership, Organisational Dynamics, Tavistock, Anton Obholzer, Simon Western, Eco-Leadership, Relational Intelligence, Systems Thinking, Emotional Containment, Group Relations, Society, Human Connection, Organisational Culture, Creativity, Vulnerability, Interdependence.Brief BioDr. Anton Obholzer is a psychiatrist, Fellow of the Royal College of Psychiatrists, and both a child and adult psychoanalyst, trained at the Tavistock Clinic and the Institute of Psychoanalysis in London. Alongside his clinical work, he trained as an organisational consultant under Eric Miller at the Tavistock Institute of Human Relations, helping pioneer the application of psychoanalytic thinking to organisations, leadership, and institutional life.Until 2002, he served as Chief Executive of the Tavistock & Portman Clinics in London and continues as Chairman of the Consulting to Institutions Workshop and Senior Consultant in the Tavistock Consultancy Service. He has designed and directed group relations and management conferences internationally, and lectures widely on organisational change, leadership, and resistance under conditions of stress and turbulence.A Visiting Professor at the Universities of Vienna, Graz, and Innsbruck, faculty member at INSEAD's Advanced Management Programme, and teacher across Europe, Dr. Obholzer has spent decades exploring the unconscious dynamics that shape organisations - especially when systems are under pressure.He is also the co-editor of the influential book The Unconscious at Work, a seminal text that examines how unconscious anxieties and emotional dynamics operate within organisations and institutions. His writings and publications have profoundly shaped the fields of systems psychodynamics, organisational consultancy, and leadership studies.

How do organisations build a genuinely great organisational culture rather than simply placing values on the wall? In this high-level leadership interview, workplace culture expert Christy Pretzinger joins Niels Brabandt to discuss how intentional organisational culture is created, why many values initiatives fail and what decision-makers can do to build workplaces people genuinely want to be part of. Topics include: • Organisational culture and workplace culture • Values-driven leadership • Why organisational values often fail • Employee buy-in and leadership credibility • Emotional Intelligence (EQ) • Better Quotient (BQ) • Leadership communication and adaptability • Multigenerational workforce leadership • Authentic leadership and psychological safety • Building high-performing organisational cultures • Sustainable leadership and leadership development This episode is essential listening for executives, board members, entrepreneurs, HR leaders, managers and decision-makers seeking practical, research-based and highly applicable leadership insights. Host: Niels Brabandt / NB@NB-Networks.com Contact Niels Brabandt: https://www.linkedin.com/in/nielsbrabandt/ Niels Brabandt's Leadership Letter: https://expert.nb-networks.com/ Niels Brabandt's Website: https://www.nb-networks.biz/ 

Some of the most powerful shifts in leadership come from seeing something that's been there all along, but never fully acted on.   On this episode of The Unlock Moment, I am joined by Christine Barnes, executive coach, UC Berkeley lecturer, and author of Inclusionable: Transform How You Lead and Elevate Your Team's Performance ... and her story is a brilliant example of exactly that.   Christine has spent her career inside some of the world's most complex organisations, from IBM to Oracle, Roche to Genentech, helping leaders navigate change and build capability. But it was her doctoral research - begun at an age when most of her peers were thinking about retirement - that crystallised what she had been observing for decades: that despite billions spent on diversity hiring, too many people still look up in their organisations and see nobody like them.   In this conversation, we explore why most leaders can't actually distinguish between diversity and inclusion, how Christine's own biases showed up in the middle of a research interview, and why outsourcing inclusion to DEI experts, however essential they are, lets leaders off the hook.   This is a conversation about self-awareness, accountability, and the simple but transformative idea that inclusion isn't a nice-to-have. It's your most underused leadership strategy. The Unlock Moment is hosted by Dr Gary Crotaz, PhD — master interviewer, executive coach and author. Downloaded in over 140 countries. Sign up to The Unlock Moment newsletter at https://tinyurl.com/ywhdaazp Find out more at https://garycrotaz.com and https://theunlockmoment.com Also discover his other podcasts, The Box of Keys and Unlock Your Leadership. Follow, subscribe and leave a review wherever you get your podcasts — and connect with Dr Gary on LinkedIn for more leadership insights. Part of The Unlock Moment podcast family.

Send us Fan MailIn this second bonus episode of That Workplace Experience Podcast, host Dan Moscrop is joined by psychologist, author and workplace learning expert Nick Shackleton-Jones for a wide-ranging conversation about work, learning, identity and the future of the workplace.Known for his hugely popular commentary on return-to-office culture and corporate life, Nick brings humour, honesty and a healthy dose of scepticism to the realities of modern work. Drawing on experiences spanning Siemens, the BBC, BP, Deloitte and beyond, he explores how workplaces shape behaviour, identity and learning — often in ways organisations fail to recognise.Together, Dan and Nick discuss why challenge — not information — is what truly drives learning, the unintended consequences of remote work on social development, and why so many offices unintentionally communicate control, uniformity and hierarchy before anyone even sits down at their desk. They also unpack neurodiversity in corporate environments, the emotional mechanics behind human learning, and why small acts of recognition matter far more than expensive reward schemes.The conversation also dives into the future of AI and work, exploring everything from cognitive outsourcing and workplace surveillance to what happens when technology becomes better than humans at the very things we once considered uniquely ours.Part workplace critique, part philosophical exploration, this special bonus episode offers a provocative and thought-provoking look at how organisations can create more human, engaging and meaningful experiences at work.Download the Workbook to find out more about Nick Shackleton-Jones.Video production and camera: Calum LindsayCamera: Miguel Santa ClaraIllustration: Phoebe Gitsham

In this episode our guest Nadia Pace, shares her thoughts drawn from years of leadership experience and her work helping organisations navigate change. In this conversation with Payal, she talks about the deeper cultural and structural factors that still shape leadership spaces, especially for women. Rather than quick fixes, she focuses on how companies can create environments that truly support diverse leaders.Nadia also discusses how she guides executives through complex decisions, highlighting the importance of clarity, long-term thinking, and stepping back to see the bigger picture. Overall, this episode offers a thoughtful look at how leaders can grow while staying grounded, and why rethinking traditional approaches to leadership matters today.Episode now streaming on your favourite podcast streaming platforms and on YouTube. Leadership, Women In Leadership, Business Strategy, Decision Making, Organisational Culture, Diversity In Leadership, Nadia Pace, Podcast, Melting Pot#Leadership #StrategicThinking #WomenInLeadership #Podcast Hosted on Acast. See acast.com/privacy for more information.

Culture is one of the most underestimated forces in change and yet it has the power to make or break your initiative. In this episode of Next Level Change Success, Therese unpacks how culture shows up in both obvious and subtle ways, and why understanding it is critical to your effectiveness as a change leader or practitioner. From leadership engagement and accountability structures to informal networks and behavioural cues, you will be walked through what to look for and how to adapt your approach. If you've ever felt like your change plan should be working, and yet it isn't, this episode will help you understand why, and what to do differently next time. Want to learn more about change management in organisations? Come to www.myvirtualchangemanager.com to learn from a change expert with more than 25 years experience in Change and Projects.

In this week's episode of the Building Better Cultures Podcast, host Scott McInnes sits down with Joe Lalley, author of 'How Curiosity Can Transform Your Career, Your Team, and Your Organisation.' Together, they explore the power of curiosity in transforming careers, teams, and organisations. Tune in to discover practical insights on fostering curiosity, psychological safety, and innovative cultures.  Keywords:  Curiosity, innovation, psychological safety, organizational culture, design thinking, leadership, experimentation, learning from failure, AI, creative thinking  Key Topics:  The definition of curiosity as the desire to go from not knowing to knowing  The role of psychological safety in encouraging curiosity  Patterns of questions that drive innovation and learning  The importance of being close to customers for effective curiosity  The impact of organisational culture on curiosity and experimentation  The risks and rewards of curiosity in the workplace  Practical strategies for leaders to foster curiosity  The influence of childhood and education on curiosity development  The relationship between curiosity and AI in learning and work  How to balance curiosity with decision-making and focus  Takeaways  Curiosity is simply the act of wanting to go from not knowing to knowing.  Psychological safety is essential for fostering curiosity in teams.  Ask open-ended questions that challenge assumptions and explore possibilities.  Being close to the customer enhances the effectiveness of curiosity.  Organisational culture should be built around experimentation and learning.  Shortening feedback cycles accelerates learning and innovation.  Celebrate failures as first attempts in learning to encourage risk-taking.  Leadership modeling of curiosity and experimentation sets the tone.  Use examples and data to demonstrate the value of iterative work.  Encourage questioning and exploration as core organisational behaviours.  Chapters  00:00 Introduction to Curiosity in Organisations  02:53 Defining Curiosity and Its Importance  05:34 Psychological Safety and Curiosity  08:47 Curiosity in Meetings and Organisational Culture  11:29 Learning from Customers and Iterative Processes  14:48 Creating Space for Curiosity in Organisations  17:36 Embedding Curiosity into Organisational Culture  20:29 The Balance of Curiosity and Action  23:27 Practical Steps for Leaders to Foster Curiosity  26:32 The Impact of Technology on Curiosity  29:08 The Future of Curiosity in the Age of AI    Link to Joe's book:  Joelalley.com/book    Connect with us:  LinkedIn YouTube Instagram     

Fitting in at work isn't just about wearing the right shirt or laughing at the boss's jokes—it's about survival. Or at least, that's how it feels. This week on A Job Done Well, James and Jimmy are joined by Gestalt psychotherapist Dawn Wray to dissect the dark art of "fitting in" and why it's more psychologically taxing than a Monday morning spreadsheet. It's not about your social skills. It's about the ancient, visceral patterns of belonging—or not—that shape how you show up at work, how you hide, and how you might just lose yourself in the process.Dawn pulls no punches: fitting in isn't just uncomfortable, it's exhausting. It's the constant, unconscious negotiation between who you are and who you think you need to be to avoid rejection. It's the shirt you tuck in, the opinions you swallow, and the banter you force yourself to laugh at—all while your brain screams, "This isn't me." And when the gap between your authentic self and your "work self" yawns too wide? Welcome to burnout, anxiety, and the slow erosion of confidence.But here's the kicker: not fitting in isn't always a bad thing. Sometimes, it's growth. Sometimes, it's the friction that forces change. The trick? Knowing the difference between the discomfort of stretching and the soul-crushing drain of pretending. Dawn's advice? Slow down. Pay attention. Notice when you're holding your breath in meetings or rehearsing your personality before walking into the boardroom. And ask yourself: Are you adapting, or are you disappearing?James and Jimmy riff on the absurdity of corporate "professionalism" (read: conformity), the myth of the "perfect fit," and why the most dangerous employees might just be the ones who never complain. Because if everyone's nodding along, someone's lying—and it might be you.Five Key Points:Fitting in isn't about skills—it's about survival. Your brain treats workplace rejection like a threat to your safety, thanks to patterns wired in since childhood.The cost of conformity: Swallowing your opinions or faking enthusiasm doesn't just feel bad—it drains energy, fuels anxiety, and can tank your performance.Not all discomfort is equal. Growth feels energising; self-betrayal feels like dread. Learn to tell the difference.The "professionalism" con. What's often sold as "professional" is just socially sanctioned masking—tuck in your shirt, shut up, and smile.The ultimate question: Are you adapting to thrive, or editing yourself to survive? And if it's the latter, how long can you keep it up?Got a question - get in touch. Click here.

Saying no isn't about being difficult—it's about protecting your priorities, your sanity, and, ironically, your relationships. In this episode of A Job Done Well, Jimmy and James dissect the art of the polite but firm refusal, exposing why so many of us default to “yes” and the damage it quietly inflicts. From the social wiring that makes us people-pleasers to the hierarchical pressures of the workplace, they unpack the psychological traps that turn us into overcommitted, underdelivering messes.The hosts share their own cringe-worthy tales of saying yes when they should've said no—James's ill-fated stint as a 70th-birthday party host, Jimmy's recency bias leading to future regret, and the time a bully of a boss met his match with a single, unapologetic “no.” They reveal how saying no isn't just liberating; it's a career-saver. Overcommitting leads to half-baked work, missed deadlines, and a reputation as the office “yes man”—a fate worse than being the person who occasionally pushes back.But how do you actually say no without burning bridges? Jimmy and James offer tactical advice: negotiate trade-offs, redirect requests to the right person, or simply be honest about your capacity. They also challenge listeners with three hard questions: What are you saying yes to that you resent? Who do you need to have a more honest conversation with? And if you said no to just one thing this month, what would it be?The episode's core message? Every “yes” is a “no” to something else. Whether it's your daughter's nursery pickup, your own mental health, or the work that actually matters, learning to say no is about owning your priorities—not your boss's, not your colleagues', and certainly not your future self's.Five Key Points:Social wiring and hierarchy make saying no feel like a career risk—but the real risk is overcommitting and underdelivering.Saying no can earn respect. The bully who never troubled James again? The boss who valued Jimmy's honesty? Boundaries build credibility.The “yes man” trap: Agreeing to everything leads to a reputation for unreliability. Reliability beats availability.Tactics for saying no: Negotiate trade-offs, redirect requests, or be honest about your capacity. It's not confrontation—it's clarity.Every yes is a no to something else. Protect what matters most, whether it's family time, focus, or your own well-being.Got a question - get in touch. Click here.

In this episode of SUGTalks, Craig is joined by Mark Raben, former SAP EMEA CTO, keynote speaker and leadership coach, to examine the role of trust, culture and leadership in the era of AI.Recorded at UKISUG Connect following Mark's keynote, the conversation looks beyond technology to focus on human behaviour, trust and culture in transformation programmes. Mark explains how the brain works as a prediction machine, why structure alone isn't enough for successful SAP projects, and how leaders can reduce anxiety by being transparent about intent. Learn more about Mark Raben here: https://www.markraben.com/

New details have been revealed in the tale of Scott Robertson's sudden departure from the All Blacks. NZ Herald Editor-at-Large Shayne Currie has delved into the story in an article called ‘From Twickenham flashpoint to ‘hit job' claims: The untold story and new details of Scott Robertson's All Blacks exit', with first-hand accounts and sources giving shape to the saga. Sources claimed as All Blacks coach, Robertson was unrecognisable to players he coached in Super Rugby, as he was always on edge and tense, and the fun stuff was gone. Neil McGregor is a Leadership and Organisational Culture Consultant from Human Synergistics NZ, and he joined Piney to discuss how common is it for someone who is very well credentialed for a job to struggle once they start that role. “There's an old saying, I think they call it the Peter Principle, where someone gets promoted to the level of incompetence,” he said. “I've always thought that was not quite right, I always thought that actually it's where people get promoted to the level of in-confidence.” LISTEN ABOVE See omnystudio.com/listener for privacy information.

In this episode of The Leadership Podcast, Niels Brabandt provides an evidence-based, executive-level analysis of how to lead Generation Z effectively in today's organisations and why traditional authority-driven leadership models are no longer sufficient. Drawing on organisational psychology, labour market dynamics and practical leadership experience, Niels Brabandt explains why credibility now outweighs hierarchy, why purpose has become a decisive factor in motivation, and why psychological safety is a strategic prerequisite for performance, innovation and retention. He demonstrates how unscientific recruiting practices, outdated power structures and generational stereotypes damage employer branding, trust and long-term competitiveness. Key topics include: Who Generation Z really is and why generational stereotypes fail Why positional authority is losing impact and credibility is becoming the core leadership currency The role of purpose, values and meaning in motivating high-performing talent Psychological safety as a leadership responsibility and performance driver Evidence-based recruiting and the dangers of pseudoscientific assessment methods Situational awareness in an era of rising living costs, talent shortages and changing career expectations Generational diversity as a strategic advantage for leadership, culture, innovation and market relevance This episode is designed for board members, executives, HR leaders and senior decision makers who want to future-proof their leadership approach and successfully attract, retain and develop Generation Z in knowledge-driven, highly competitive environments. Keywords: Niels Brabandt, Leadership, Leading Generation Z, Gen Z at Work, Modern Leadership, Psychological Safety, Credibility in Leadership, Purpose Driven Leadership, Employer Branding, Talent Management, Recruiting Strategy, Organisational Culture, Diversity and Inclusion, Evidence Based Management, Future of Work, Executive Leadership, Sustainable Leadership, Change Management, HR Strategy, Workforce Transformation, NB Networks Host: Niels Brabandt / NB@NB-Networks.com Contact with Niels Brabandt: https://www.linkedin.com/in/nielsbrabandt/ Niels Brabandt's Leadership Letter: https://expert.nb-networks.com/ Niels Brabandt's Website: https://www.nb-networks.biz/ 

How do you lead well when the world feels increasingly unpredictable? In this bonus episode, journalist and author Sally Percy joins Paul Bulpitt to explore how leaders can stay grounded through uncertainty, and why nuance, empathy, and authenticity matter now more than ever.From fairytale pricing to AI anxiety, corporate resilience to career reality checks, this is a wide-ranging conversation with one of the UK's leading commentators on leadership and modern business.About the Guest:Sally Percy is a business journalist, Forbes contributor, and author of The Disruptors and 21st Century Business Icons. She specialises in leadership, strategy, and the big forces shaping the future of business. Her work explores what today's leaders need to thrive, not just in growth cycles, but through crisis, complexity and change.This Episode Covers:

Ever felt like you're swimming against the tide at work, but can't quite put your finger on why? Or maybe you've said “yes” to something only to regret it later, wondering why you ignored that gut feeling? Welcome to the world of values—the invisible compass that shapes your decisions, reactions, and even your stress levels. In this episode of A Job Done Well, James and Jimmy are joined by Dr. Jackie Le Fèvre, a values specialist with a PhD in the subject (yes, really), to peel back the layers on what values actually are, why they matter, and how understanding them can transform your work life.Jackie, who started her career as a zoologist before diving into the psychology of human behaviour, breaks down how values act as emotional shortcuts—helping us navigate a world overflowing with information, demands, and corporate nonsense. They're not just abstract ideas; they're the lens through which we see the world, the filter that tells us what's worth our energy and what's not. And here's the kicker: when we ignore them, we're not just unhappy—we're stressed, drained, and even physically unwell. Ever put off a simple task because it felt like scraping your nails on a chalkboard? That's your values talking.But it's not all doom and gloom. Jackie shares how becoming conscious of your values can turn conflict into clarity, self-doubt into self-compassion, and even help you reframe tasks you'd rather avoid (yes, James, that includes posting videos on LinkedIn). From journaling to noticing what makes your heart sing—or sink—she offers practical ways to uncover what truly matters to you.So if you're tired of feeling like a cog in someone else's machine, or just want to understand why you react the way you do, this episode is your wake-up call. Values aren't just for corporate mission statements—they're your secret weapon for surviving (and thriving) in the workplace.Got a question - get in touch. Click here.

Welcome to A Job Done Well, the podcast for managers who want to improve their performance—and enjoy their jobs. Hosted by Jimmy Barber and James Lawther, this episode tackles hybrid working, a topic that's causing headaches, heartburn, and heated debates in boardrooms and Slack channels everywhere.The pandemic proved that remote work could work. But now, as companies scramble to bring people back into the office, many are doing so in the clumsiest way possible: mandating days without considering the why or the how. The result? Frustrated employees, plummeting morale, and—ironically—often worse performance.In this episode, Jimmy and James break down what's working, what's not, and why. They explore Microsoft's enlightened approach (trust, autonomy, and a focus on collaboration), Apple's misfired mandate (which sparked open letters and internal rebellion), and Goldman Sachs' old-school presenteeism (which drove talent straight into the arms of competitors). They also dive into the research: why autonomy matters more than location, how proximity accelerates learning, and why one-size-fits-all policies are about as effective as a chocolate teapot.But this isn't just a rant. Jimmy and James offer practical advice for managers—whether you're designing the policy or stuck implementing someone else's. Learn how to create an "office menu" (what to do in the office vs. remotely), lead by example, and keep your ways of working under review. Because the goal isn't just to fill seats; it's to boost performance, wellbeing, and—dare we say it—happiness at work.So if you're tired of corporate nonsense and want to make hybrid working actually work, tune in. And remember: treat your team like adults, not children.Got a question - get in touch. Click here.

In this extended studio conversation on Leadership Bites, Guy Bloom sits down with Danny Nelson, MD WINVIC, Industrial & Logistics who has grown with a construction business from its early days into a billion pound organisation. This is not a polished leadership story. It is a real one. Danny talks openly about starting out as an apprentice, learning the craft from tough early experiences, and what changes when you move from being good at the job to being responsible for people, culture and long term performance. Together they explore what trust actually looks like when you stop micromanaging, why accountability is not about blame, and how letting go becomes one of the hardest disciplines of senior leadership. The conversation goes deep into lived culture. Not values on the wall, but how standards are set, how people are treated, how suppliers are paid, and how consistency builds credibility over time. They discuss succession, stepping into ownership, recalibrating peer relationships, and why leadership maturity often comes through discomfort, feedback and reflection rather than confidence or charisma. This episode is for leaders who have grown inside an organisation, who feel the weight of responsibility, and who know that leadership is less about being right and more about learning, trust and sustained behaviour over time.  00:08:56 From apprentice to boardroom learning leadership through craft 00:15:40 Growing inside one organisation what you learn that outsiders do not 00:17:38 Where culture really comes from standards not slogans 00:20:02 Doing it right why credibility is built through behaviour 00:23:56 What culture feels like when it is working 00:26:23 What got you here will not get you there 00:28:50 Leadership maturity learning through reflection 00:30:28 Trust versus control why micromanagement kills leadership 00:32:10 Letting go without letting things fall apart 00:33:37 Accountability without blame owning performance properly 00:35:14 The John Terry effect leadership without needing the spotlight 00:36:53 Succession without ego stepping into ownership 00:39:09 Recalibrating peer relationships at senior level 00:42:05 Getting honest feedback when you are at the top 00:44:21 Why senior leaders hear less truth over time 00:46:03 Trusting each other enough to challenge properly 00:48:11 Why perfection is not the goal in leadership 00:49:21 Advice to younger leaders what really matters 00:51:18 Growth comes from facing into discomfort 00:52:39 Learning from leaders you do not want to become 00:54:10 Leadership is not meant to be easy To find out more about Guy Bloom and his award winning work in Team Coaching, Leadership Development and Executive Coaching click below.The link to everything CLICK HEREUK: 07827 953814Email: guybloom@livingbrave.com Web: www.livingbrave.com

In this first ever Leadership Bites conversation between Guy Bloom and Jamie MacPherson, two long time colleagues finally press record and get into what sits underneath the glossy talk of culture. They explore a blunt question: can the promise of a great culture ever meet expectations, or does it always fall short once real people, real pressure, and real leaders show up. They unpack the gap between the marketing story and the lived experience, the hidden corridor culture that never makes the posters, and the reality that most organisations do not have one culture at all but many, shaped by local leaders and daily interactions. Jamie frames culture as the aggregation of every interaction and offers three simple tests that cut through the noise: do interactions leave people clearer, more interested, and learning. Guy adds a hard edge to that with survival versus contribution, where people are either performing to stay safe or showing up with enough trust to offer half formed ideas, challenge, and honesty. They also tackle the uncomfortable truth of culture programmes: if you raise awareness and set a standard, you create a new lens people will judge the organisation by. If leadership cannot live it, the disappointment gets louder. Great culture is not Nirvana. It is averages, peaks and troughs, small behaviours done consistently, and the craft of leadership at senior level, where the work is granular, deliberate, and owned from the top. A candid, funny, reality based conversation about what culture really is, what it is for, and why the promise only becomes real when leaders have the courage to be specific, accountable, and human. 00:00 Introduction to Leadership Bites03:22 Exploring Culture and Performance06:25 The Promise of a Great Culture09:10 Defining Culture and Its Purpose12:27 Interactions Shape Culture15:15 Survival vs. Contribution in Culture18:26 Navigating Fear and Anxiety in the Workplace21:05 Setting Realistic Expectations for Culture24:36 The Pursuit of Realistic Standards25:54 Understanding Happiness in High-Performance Cultures29:46 The Difference Between Enjoyment and Satisfaction31:06 Reevaluating Expectations in Organizational Culture33:29 The Importance of Listening in Leadership36:39 Managing Expectations and Reality in Culture Change40:02 Crafting a Culture of Continuous Improvement43:03 Defining Specific Behavioral Expectations48:51 Embedding Change for Sustainable CultureTo find out more about Guy Bloom and his award winning work in Team Coaching, Leadership Development and Executive Coaching click below.The link to everything CLICK HEREUK: 07827 953814Email: guybloom@livingbrave.com Web: www.livingbrave.com

Send us a textBrave work is messy work. It's an invitation into the dōjō – to be humbled, to get vulnerable, and leave behind what you thought you knew.Life-long learner, executive coach, culture consultant and facilitator, Dr. Dauv Evans joins me this week to journey beyond safety into the brave space arena. Together, we explore what it takes to build these spaces: the intentionality, the rules of engagement, and the assumptions we must leave at the door to have courageous conversations.From power imbalances, to conversations on race, Dauv shares his work in helping people to grow together and exist outside of their comfort zone, with generosity and passion. A rich, practical conversation about how leaders can show up with humility when it's needed most.Find out about:What braves spaces are – and why people must be invited into themHow constructive discomfort can facilitate deeper connection, meaningful learning, and cultural change within organisationsWhy leaders must navigate people's varying levels of risk tolerance with careHow to use power positively to facilitate a brave conversation for the betterDon't miss the next episode: subscribe to the show with your favourite podcast player.Links:Watch the video recording of this episode on YouTube.Connect to Dauv Evans:Brave Space Leadership Cohort Interest FormWebsiteLinkedInSupport the show✨✨✨You can now find the podcast on Substack, where your host Dr. Myriam Hadnes is building a club for you to find fellow listeners and peers: https://myriamhadnes.substack.com/

In this episode of The extra-Ordinary Leader, I'm joined by Sophie Bowen, Head of Learning & Development at COOK Trading Ltd, a business widely recognised for its award-winning culture, human-centred leadership and long-term commercial success.Sophie has spent 15 years inside COOK, embedding learning and development into the fabric of the business rather than treating it as a bolt-on or a ‘nice to have'. Together, we explore what extra-Ordinary leadership really looks like when growth, culture and profit are genuinely aligned.We talk candidly about why learning fails when it sits on the sidelines, how values become meaningless when they're written about people instead of with them, and why the most powerful leadership development often happens without classrooms, PowerPoint or big budgets.This conversation is for leaders who want to build organisations where people don't just perform, but thrive.You'll hear us explore leadership through context, reflection, constraint, culture and courage – and why the work always starts with the leader themselves.Inside This EpisodeWhat extra-Ordinary leadership really means in complex, multi-site organisationsWhy leaders must create conditions for growth, not control outcomesThe danger of treating learning and development as a KPI or add-onHow COOK embeds learning directly into business strategy and cultureWhy values fail when they're written top-down instead of co-createdThe power of constraint: why small budgets often drive better leadership developmentWhy reflection matters more than content in leadership growthHow Gen Z is reshaping productivity, motivation and expectations of leadershipWhy learning doesn't need classrooms to be effectiveThe leadership lesson hidden in a cricket ballGuest: Sophie Bowen – Head of Learning & Development, COOK Trading Ltd LinkedIn: https://www.linkedin.com/in/sophie-bowen?originalSubdomain=ukReferenced concepts & resources: COOK Trading Ltd: https://www.cookfood.netIkigai (Japanese concept of purpose): https://positivepsychology.com/ikigai/My book: The extra-Ordinary Leader https://www.dollywaddell.com/store/p/the-extra-ordinary-leaderIf this episode resonates and you're rethinking how leadership, learning and culture show up in your organisation, do reach out. I'd love to continue the conversation.

In this episode of The extra-Ordinary Leader, I sit down with my first-ever returning guest, Roderic Yapp, former Royal Marine Commando and founder of Leadership Capital. Rod brings a razor-sharp perspective to leadership in complex, fast-moving environments, and this conversation expands how we think about context, decision-making, and performance.We explore why context is the overlooked foundation of leadership, how to tell whether your world is simple, complicated or complex, and why you may need to develop an unexpected capability: a small measure of strategic callousness.We also unpack the practical tools leaders can use to stay effective - from drawing systems on paper to understanding the Cynefin framework, experimenting for growth, and knowing when to empower…and when to take control.If you lead people, lead change, or lead yourself, this is one to keep coming back to.Inside This EpisodeWhy context shapes everything — and why most leaders miss itThe multi-tool metaphor: choosing the right behaviour for the momentHow the wrong leadership style destroys performanceThe Cynefin framework in clear, practical languageWhy experiments beat long-range plans in fast growthThree-year horizons and twelve sprints: a smarter way to planDrawing your systems to reveal bottlenecks fastWhere empathy helps — and where it holds leaders backBoundaries, accountability and the realities of performanceThe simplest tool for cutting overwhelm: write it downWhat to bin, what to put in: reflective habits for high-performing leadersRod Yapp: LinkedIn: https://uk.linkedin.com/in/rodericyappLeadership Capital: https://leadershipcapital.com/If you'd like to deepen your own leadership journey, my book The extra-Ordinary Leader is available here: https://www.dollywaddell.com/store/p/the-extra-ordinary-leader

Send us a text Every founder and executive dreams of a high-performing team—but most don't know how to build one. In this 90-minute deep dive, we walk you through every step: assessing your current team, finding the right people, aligning goals, creating quick wins, and fostering long-term growth. Backed by global case studies, real-life frameworks, and psychological insights, this episode is your ultimate guide to building a team that actually delivers.  كل مدير أو مؤسس بيحلم يكون عنده فريق عالي الأداء، بس قليل يلي بيعرفوا كيف يبنوا هالفريق. بهالحلقة الغنية، ومن خلال ٩٠ دقيقة مليانة محتوى عملي، منشرح خطوة بخطوة كيف تقيّم فريقك الحالي، تختار الأشخاص المناسبين، توحّد الرؤية، وتخلق نجاحات سريعة، مع خطة تطوير مستمرة. مدعّمة بأمثلة من الواقع، وإحصائيات عالمية، وأطر قيادية مجرّبة. هاي الحلقة دليلك الكامل لبناء فريق فعلاً بينجز.  Support the showSupport the Podcast on:https://www.paypal.com/paypalme/okuwatly?locale.x=en_UShttps://www.buymeacoffee.com/MaBa3refSubscribe to Maba3ref Newsletter:https://maba3refbranching.beehiiv.com/Connect with Maba3ref Podcast:https://www.instagram.com/maba3refbyomarConnect on TIKTOK:https://www.tiktok.com/@okuwatly

In this episode I sit down with author, entrepreneur and thought-leader Margaret Heffernan to explore two of her seminal ideas: the hidden dangers of conforming to systems that blind us to obvious truths (from her book Willful Blindness) and the vital importance of embracing uncertainty, especially through the lens of writers, artists and creatives (from her latest work Embracing Uncertainty). We talk about how organisations and individuals get stuck in the comfort of predictability, why innovation is not merely incremental improvement, what creative people can teach business leaders about sensing the future and navigating chaos, and the critical role of agency, curiosity and courage even when outcomes are uncertain. It's a conversation designed for senior leaders, coaches, team-effectiveness practitioners and anyone who wants to see beyond the status quo.  00:00 Introduction & technical note 02:15 Who is Margaret Heffernan: career, context and influences 08:45 Exploring Willful Blindness: what it means, in business and culture 17:20 Why systems and institutions encourage willful blindness 23:30 The trigger for the next book: from Uncharted to Embracing Uncertainty 29:08 Join to second recording – framing the shift to artists, music, creativity 31:00 What does “embracing uncertainty” really mean in today's world 38:40 COVID, anticipation and why the future unsettled so many organisations 45:50 Creatives, artists and the ability to sense the future ahead of others 52:12 Divergent thinking vs incremental improvement: defining “innovation” 56:22 Leadership and agency when certainty is not possible 01:03:15 How context, character and culture interact in enabling creative agency 01:10:00 Practical take-aways for senior leaders and coaches 01:15:30 Closing thoughts: system change, individual mindsets, human skills To find out more about Guy Bloom and his award winning work in Team Coaching, Leadership Development and Executive Coaching click below.The link to everything CLICK HEREUK: 07827 953814Email: guybloom@livingbrave.com Web: www.livingbrave.com

Why are we still doing things for Ofsted? Why do we hear, “Make sure your case notes are up to date — for Ofsted”?In this episode, I explore how inspection culture shapes the way we work and how it can create fear instead of reflection. With grounded takeaways for directors, managers, and practitioners, this episode looks at how we can rebuild calm, confidence, and purpose within our organisations.Join me for the live Managing Ofsted, Regulation & Change masterclass  free for members of The Social Work Collective Academy. 

Episode Summary In this episode of Building Better Cultures, Scott McInnes sits down with Denise Black and Denis Doolan to explore the critical role of leadership in shaping organisational culture. Together, they unpack insights from the Mind the Gap report — highlighting the importance of intentionality, inclusivity, and the need for leaders to embody the culture they wish to create. The conversation delves into the consequences of neglecting culture, the essential capabilities leaders must develop, and the collaborative process of defining a target culture that aligns with organisational strategy. The episode wraps up with reflections on how leadership drives cultural change and performance across teams. Key Takeaways Leaders have a disproportionate impact on organisational culture. Inclusivity is essential for effective culture creation. Culture should be woven into the strategic DNA of the organisation. Empathy and active listening are critical leadership skills. Culture is not a standalone initiative — it enables all initiatives. Intentionality in leadership is crucial for cultural success. Feedback from employees is vital in shaping target culture. Communication reinforces culture and values. Leaders must model the behaviours they wish to see. A strong culture leads to better organisational performance. Chapters 00:00 — Introduction to Leadership and Culture 04:28 — Insights from the Mind the Gap Report 09:24 — The Role of Leaders in Shaping Culture 15:12 — Consequences of Abdicating Culture to HR 19:19 — Essential Capabilities for Senior Leaders 30:39 — Defining Target Culture 37:23 — Impact of Leadership on Cultural Change Resources

SUMMARY In this episode of the Building Better Cultures podcast, Sadhbh O'Flaherty takes over the mic to interview Scott McInnes about his recent research titled 'Mind the Gap.' The research explores the cultural challenges organisations face today, particularly through the lens of Chief People Officers (CPOs) in Ireland. The conversation delves into the motivations behind the research, key findings, and actionable insights for organisations looking to improve their culture. Key themes include leadership skill and will, the role of managers, the importance of learning and development, accountability for values, and the challenge of disconnection in the workplace. Scott emphasises the need for intentionality in creating a strong organisational culture that aligns with business strategies.  Mind The Gap Research: http://bit.ly/4gXtNp2    TAKEAWAYS Connection among HR leaders is crucial.  Understanding culture challenges requires frontline insights.  Leaders set the tone for organisational culture.  Everyone in the organization owns the culture.  Managers play a key role in translating values to teams.  Learning should be prioritized beyond formal courses.  Accountability for values strengthens organisational culture.  Feedback is essential for personal and professional growth.  Intentionality is key in fostering workplace connections.  Culture impacts business outcomes significantly.    CHAPTERS 00:00 Introduction to the Podcast and Research 02:02 The Motivation Behind the Research 04:28 Leadership Skill and Will 06:55 The Manager Factor 10:54 Skills for Today and Tomorrow 15:09 Accountability for Values 20:54 The Challenge of Disconnection 27:22 Surprises from the Research 29:18 Connecting Themes to Business Outcomes 32:34 Actionable Steps for Organisations 

Send us a textIn this episode of Leadership Bites, Guy Bloom sits down with Philip Atkinson, author of "The Twelve Leadership Lessons from a Busy Beehive" and founder of Hive Logic. They explore the fascinating parallels between beekeeping and organizational leadership, discussing how the wisdom of the hive can inform effective team dynamics and leadership strategies.Philip Atkinson emphasizes the importance of effective leadership in team dynamics.The metaphor of beekeeping provides valuable insights into organizational behavior.Understanding the wisdom of the hive can enhance leadership practices.Endings in projects and roles are crucial for organizational learning.Communication lessons from bees can improve clarity in organizations.Sensing the system is essential for effective leadership.Leadership change requires careful succession planning.Bees adapt to threats, offering lessons for organizational resilience.Reflection and pausing are vital for effective leadership.Emotional connections to beekeeping can engage teams in learning.Key Takeaways:The Power of Metaphors: Philip shares how beekeeping serves as a powerful metaphor for understanding complex organizational systems and dynamics.Communication and Alignment: Insights into how bees communicate effectively in a hive and the lessons leaders can draw for organizational communication. System Thinking: The importance of viewing organizations as interconnected systems and the role of leaders in sensing and responding to changes.Leadership and Succession: Exploring the concept of "supercedure" in beehives and its implications for leadership succession planning in organizations. Adapting to Change: How bees adapt to new threats and what organizations can learn about resilience and adaptability.Memorable Quotes:"Every person deserves to be led well." "The wisdom of the hive is about understanding culture, purpose, and patterns of behavior."To find out more about Guy Bloom and his award winning work in Team Coaching, Leadership Development and Executive Coaching click below.The link to everything CLICK HEREUK: 07827 953814Email: guybloom@livingbrave.com Web: www.livingbrave.com

Send us a textSummaryIn this episode of Leadership Bites, Guy Bloom interviews Paul Lambert, author of 'Alive', discussing the concept of living organizations and their importance in today's corporate landscape. Paul shares his personal journey, insights on leadership, and the characteristics that define a living organisation. He emphasises the need for purpose, trust, and adaptability within organizations, drawing on real-world examples, including Barack Obama's campaign, to illustrate how living organisations can thrive. The conversation highlights the challenges and benefits of adopting a living organization mindset, ultimately advocating for a more human-centric approach to leadership and organisational culture.TakeawaysPaul Lambert emphasizes the importance of purpose in organisations.Living organizations are defined by their adaptability and human-centric approach.Trust is a fundamental element for effective teamwork.Organizations should be viewed as living systems rather than machines.Barack Obama's campaign exemplifies a successful living organisation model.The average lifespan of organizations is decreasing, highlighting the need for change.Leadership should be plural, involving collaboration and shared goals.Effective teams require a mix of trust, diversity, and effective ways of working.Living organisations can lead to better employee well-being and productivity.The concept of living organisations can be applied across various industries.To find out more about Guy Bloom and his award winning work in Team Coaching, Leadership Development and Executive Coaching click below.The link to everything CLICK HEREUK: 07827 953814Email: guybloom@livingbrave.com Web: www.livingbrave.com

Stale, stuffy boardrooms, awkwardly arranged furniture, and scratchy marker-pens that have nearly run dry. A facilitator's lament – and perhaps, our worst enemy.Tired of the constant shapeshifting to squeeze into spaces that were never meant for facilitation, Matt Homann moved into the business of hosting people – in his own space. He built Filament, a facilitation space with a codified approach at its core, to help people to meet, think and learn better, freeing creativity from logistical limitations, and making sure a terrible workshop never has to happen again.We talk about how space liberates us, the structures that spark the best conversations, and why simplicity always wins over complexity. Join us!Find out about:The role of environment in facilitation – and why it's your most powerful toolWhy owning your own facilitation space allows you to experiment, ideate quickly, shift group dynamics, and design for interactionWhy facilitation tools and frameworks need to be simple and memorableWhy the best facilitators often don't carry the titleDon't miss the next episode: subscribe to the show with your favourite podcast player.Links:Watch the video recording of this episode on YouTube.Connect to Matt Homann:LinkedInWebsiteShare your thoughts about our conversation!Support the show✨✨✨Subscribe to our newsletter to receive a free 1-page summary of each upcoming episode directly to your inbox, or explore our eBooks featuring 50-episode compilations for even more facilitation insights. Find out more:https://workshops.work/podcast✨✨✨Did you know? You can search all episodes by keyword to find exactly what you need via our Buzzsprout page!

Summary  In this episode of the Building Better Cultures podcast, Scott McInnes speaks with Clare Duffield, Assistant Chief Officer for People and Organisational Development at the Police Service of Northern Ireland (PSNI). They discuss the importance of workplace culture, the challenges faced by policing globally, and the insights gained from a cultural audit conducted within PSNI. Clare shares the findings of the audit, highlighting both concerns and strengths within the organisation, and emphasises the need for trust, recognition, and support in fostering a positive culture. The conversation concludes with practical steps for implementing cultural change and the significance of connecting employees to the organisation's mission and purpose.    Takeaways  Workplace culture is about the experience of employees.  A clear mission and purpose are essential for organizational culture.  Cultural audits can reveal both strengths and weaknesses.  Trust and transparency are crucial for employee engagement.  Recognition of achievements boosts morale and culture.  Leadership visibility fosters trust within the organization.  Cultural change requires time and commitment from leadership.  Engaging employees in the change process is vital.  Understanding the context of culture is important for effective change.  Small, incremental changes can lead to significant improvements.    Sound Bites  "Culture is what's it like to work here?"  "We have to be able to give back."  "Trust starts with human connection."  "It's about the person behind the uniform."  "One step at a time. Marginal gains."  "We need to invest in the police service."  "Focus on the why. Why does it exist?"    Chapters  00:00 Introduction to the Podcast and Guest  02:54 Understanding Workplace Culture  06:02 The Impact of Global Policing Challenges  08:56 Cultural Audit and Its Findings  11:48 Addressing Cultural Concerns  15:11 Positive Aspects of the Workforce  17:55 Building Trust and Support  20:49 Recognizing and Celebrating Achievements  23:45 Practical Steps for Cultural Change  27:02 Looking Forward: Implementing Change  29:58 Final Thoughts on Culture Change   

In this episode, together with George Chimonides (Co-founder of Salt & Fire) we explore how organisations can effectively define, develop, and embed core values into their everyday culture. From co-creation with employees to turning abstract ideals into daily behaviours, we unpack practical strategies that bring values to life—not just posters on a wall. Whether you're starting from scratch or revisiting outdated values, this conversation is your roadmap to building a values-driven workplace. 

Summary  In this episode of the Building Better Cultures podcast, Scott McInnes speaks with Lorna McAdoo, head of ESG at Version One, about the importance of organizational culture, the role of ESG in shaping that culture, and strategies for enhancing employee engagement, especially in a post-COVID world. They discuss the significance of listening to employees, integrating ESG into daily operations, and the potential of neurodiversity in the workplace. Lorna emphasizes the need for organizations to be flexible and proactive in creating an inclusive environment that fosters connection and collaboration among employees.    Key Points Culture is hugely important for organizational success.  Engagement and culture start from the ground up.  ESG initiatives can enhance employee engagement.  Creating real reasons for employees to come to the office is essential.  Flexibility in work arrangements can tap into diverse talent pools.  Listening to employees is key to building a supportive culture.  ESG can be a powerful tool for culture building.  Organizations need to think outside the box for talent acquisition.  The integration of ESG into daily operations is crucial.  Neurodiversity should be embraced as a valuable talent pool.    Chapters  00:00 Introduction to Building Better Cultures Podcast  02:26 Understanding Organizational Culture  06:41 The Role of ESG in Organizations  12:45 Engagement Strategies Post-COVID  18:38 Integrating ESG into Daily Operations  24:53 The Importance of Neurodiversity in the Workplace   

Share your thoughts about our conversation!How do we host ourselves as facilitators – and how do we host others? How do we grow bigger minds to meet the complexity out there, and then rest in it without needing to know the answers?Marco Valente joins me for a big, juicy and mind-opening conversation as we navigate the inner workings of the growing self – and the leader – to better understand the messy, unpredictable complexities of our world. It's about walking up to our mind's balcony in search of self-awareness and inner presence, it's about getting vulnerable in our wrongness, and getting comfortable with the unknown.Marco shares his thoughts, leadership advice and hosting tips with beautiful eloquence and I invite every leader, facilitator and sense-maker to press play to this wonderful episode.Find out about:The mind trap of identity, ego and feedbackThe evolutionary pulls of fear - how much helps or hinders us?Why KPIs can harm the collective, rather than help with long-term growthThe paradox of learning more facilitation methods, in order to detach ourselves from them The balancing act of structure and emergence to accurately address group needsDon't miss the next episode: subscribe to the show with your favourite podcast player.Links:Watch the video recording of this episode on YouTube.Connect to Marco Valente:LinkedInWebsite Support the show✨✨✨Subscribe to our newsletter to receive a free 1-page summary of each upcoming episode directly to your inbox, or explore our eBooks featuring 50-episode compilations for even more facilitation insights. Find out more:https://workshops.work/podcast✨✨✨Did you know? You can search all episodes by keyword to find exactly what you need via our Buzzsprout page!

S5 Ep9 – Michelle Blieberg is a seasoned HR leader, executive coach, and architect of leadership programmes, whose career spans global giants such as Charles Schwab, UBS Investment Bank, and Time Warner, as well as nimble startups. In this practical and insightful episode, Michelle joins Shelley and Bulent from Connecticut in the US to unpack the real-world contrasts of leading HR in large versus small companies. She also discusses the evolving landscape of work post-pandemic. The discussion ranges from navigating resource constraints in startups to the enduring importance of trust and psychological safety, the nuances of leadership development, and actionable advice for founders and aspiring leaders alike. Michelle illuminates the cultural differences between the US and UK workplace environments, shares powerful anecdotes from her career, and casts a thoughtful eye over the promise and pitfalls of AI in business.

Have you ever thought bravery was something some people were just born with? That it only shows up during a crisis - or that it's not really relevant to your everyday life or work? My guest on this episode of The Ambitious Introvert® is here to challenge all of that!Jim Moorhead is a keynote speaker, bestselling author, and trusted advisor to Fortune 500 companies. Drawing from his background as an Assistant U.S. Attorney, investment banker at Goldman Sachs, and law firm partner, he's developed a powerful framework for building and modeling bravery - both personally and organizationally. His book, The Instant Survivor: Right Ways to Respond When Things Go Wrong, is a go-to guide for responding to adversity with grounded, intentional action.In this episode, Jim breaks down the biggest myths around bravery, how leaders and teams can cultivate it (yes, it's learnable!), and why consistent small brave actions matter far more than one-off heroics. Whether you're leading a business, working in a team, or simply trying to show up more fully for yourself, you'll take something away from this conversation.Tune in to hear:Bravery isn't innate - it's a skill you can build over timeMisconceptions about bravery that are holding people and companies backHow companies that talk about, model, and reward bravery create space for innovationWhy naming and celebrating bravery helps reinforce it across teams and culturesWays to be brave every single day - no crisis required!If you've ever told yourself you're "just not brave", this episode is your invitation to rethink that entirely.LINKS AND RESOURCES:

Send us a textIn this episode of Leadership Bites, Rob Oxley, Head of HR, UK for John Sisk and Son Ltd, talks with Guy Bloom about the journey of achieving and maintaining the Platinum Investors in People (IIP) certification. Rob shares insights into the importance of external validation, the role of reflection in continuous improvement, and the engagement of senior leadership in the process. He emphasises that the motivation behind pursuing IIP is not merely to obtain a badge, but to genuinely enhance the organisation's 'people and culture' strategy. The conversation also touches on the significance of leadership development and the interconnectedness of various initiatives within the organisation.TakeawaysThe journey to IIP Platinum status is an ongoing journey.External validation is a huge enabler for organisational culture.Reflection on past successes and failures is key to continuous improvement.Engaging senior leadership is essential for the success of IIP initiatives.Platinum status indicates exceptional performance across multiple indicators.Maintaining IIP status requires continuous improvement and adaptation.Leadership development programs are vital for bridging gaps in management skills.HR should enable and support organisational success rather than dictate it.Celebrating achievements and acting on feedback is crucial for growth.Sound Bites"You can't hide. You can't try and frame this.""We have to show continuous improvement.""It's not to get another shiny badge.""It's not just press repeat.""We don't do things in isolation.""It's about incentivising people to really get on board.""It's a beautiful thing.""It's a heck of a process."To find out more about Guy Bloom and his award winning work in Team Coaching, Leadership Development and Executive Coaching click below.The link to everything CLICK HEREUK: 07827 953814Email: guybloom@livingbrave.com Web: www.livingbrave.com

For many employees, work is more than a paycheck—it's an opportunity to contribute to something bigger. But for organisations, creating a culture where purpose is more than just a slogan requires bold action and thoughtful strategy. One organisation that has achieved this successfully is financial services company Manulife. In this episode of the Digital HR Leaders podcast, host David Green sits down with Katherine Macnaughton, Vice President of Global Talent Management and Development at Manulife, to discuss how Manulife is embedding purpose into every stage of the employee journey. Together they explore: The catalyst that sparked Manulife's cultural transformation How the Better Life Campaign is creating a more engaged workforce The business impact of aligning employees with a shared purpose Preparing for the future and Generative AI readiness with Manulife's Pursuit Program Addressing job security concerns in the age of AI Listen now to learn how Manulife is redefining what it means to work with purpose. This episode is sponsored by Amazing Workplace, an AI-powered platform designed to help companies grow and succeed by unlocking the full potential of their people. By providing the most accurate insights into how employees feel and why, Amazing Workplace equips leaders with powerful tools to drive meaningful improvements where they matter most. With Amazing Workplace, companies have reduced turnover by up to 90%, have increased revenue by over 400%, and solved recruitment. Find out more at www.amazingworkplace.com  Hosted on Acast. See acast.com/privacy for more information.

In today's episode Judith Germain speaks to Joris Merks-Benjaminsen about leadership consistency and ethical actions. They discuss the challenge of ensuring leadership consistency across an organisation, not just at the top. They note how organisational culture and values can drift over time if not actively maintained. Joris explains how leaders can inadvertently create inconsistencies through their behaviours and decision-making processes. Key Takeaways Leadership consistency requires balancing opposing forces (e.g. empathy vs accountability) while under constant pressure Small, conscious leadership behaviors have magnified impact on organisational culture Effective leaders must actively cultivate psychological safety and open communication with their teams "Managing without power" mindset helps leaders tune into team needs and reduce unintended pressures In this conversation Judith and Joris explore the idea of personalising leadership to the needs of individual team members. They emphasise the importance of creating psychological safety, encouraging feedback, and being conscious of how one's position of power can impact others. Joris suggests the "managing without power" mindset as a way to stay grounded. Joris Merks-Benjaminsen is an award winning author. His latest book is titled 'Managing without power'. Joris had a leading role in Google's Diversity, Equity & Inclusion initiatives, and was one of the highest scoring managers in the company's history. You can find out more about our guest and today's episode in this Maverick Paradox Magazine article here. --- Maverick leadership is all about thinking outside the box and challenging the status quo. It's about having the courage to take risks and the confidence to lead in a way that is authentic and genuine. But amplifying your influence as a leader isn't just about having a strong vision or a big personality. It's also about having the right leadership capability and being able to execute on your ideas and plans. The consequences of not having the right level of influence as a leader can be significant. Without the ability to inspire and motivate others, you may struggle to achieve your goals and make a real impact. How Influential Are you? Take the scorecard at amplifyyourinfluence.scoreapp.com and see.  Catalysing Transformation - 1 min video Judith's book: The Maverick Paradox: The Secret Power Behind Successful Leaders.  Judith's websites:  Judith Germain (mentoring, Speaker, author) - judithgermain.com The Maverick Paradox Magazine - themaverickparadox.com The Maverick Paradox Website - maverickparadox.co.uk Judith's LinkedIn profile is here, her Twitter profile (MaverickMastery) is here, Facebook here and Instagram here.  

Welcome to The Savvy Dentist Podcast with Dr. Jesse Green, where we explore the intersection of dentistry, business, and personal growth to help you create a practice and a life you love.  In this episode Dr. Jesse Green sits down with leadership and communication expert Shane Hatton to explore the power of organisational culture in building high-performing teams. Shane is an Australian living in London. He's a global speaker on the topic of culture and leadership. He's an author and also a researcher … Everything he talks about is based on research. So it's based on facts. Shane shares valuable insights on how we as leaders of our dental practices can shape culture intentionally, foster alignment within our tight teams, and create an environment where our people thrive. Shane delves into the role of storytelling, communication, and clarity in strengthening workplace culture and ensuring long-term success. Whether you're a business owner, team leader, or practice manager, this conversation is packed with practical strategies to help you cultivate a culture that drives engagement, productivity, and retention. If you create productivity … you create profitability. Tune in for an insightful discussion on leadership, team dynamics, and the mindset shifts needed to build a strong, values-driven organisation. [06:01] - Defining Culture … the good, the bad, and the toxic. [11:25] - Understanding exactly where your business culture sits today is imperative. [15:13] - What to do if you feel you don't fit within your culture … but you own the business! [18:32] - Is it a problem to solve … or a tension to manage? [23:24] - How to manage everyone's expectations and set your culture to fantastic growth. [31:12] - The 'Netflix Culture Deck' is not for everybody … nor will your culture be for everyone. The not-negotiables of culture setting. [33:21] - How to measure your team's engagement. [36:19] -  One of the worst things for your culture is to overlook bad behavior.

UK national newspapers have called HR a "parasite," "bloated" and a "shadow empire" – and the vitriol keeps coming.The criticism has been enough to drive the CIPD's chief executive, Peter Cheese, to defend the profession's work in an open letter. But do the ‘HR haters' have a point?Or is the profession simply getting caught in the culture war crossfire?We invited David Blackburn, who achieved the #2 HR Most Influential Practitioner ranking in 2024, on to the podcast to puzzle it out. A chartered companion of both the CIPD and the Chartered Management Institute, Blackburn won awards for his work as a chief people officer before moving into consulting.--Useful links:“Bloated HR is more about woke than wealth” The Times, 4 Dec 24 https://www.thetimes.com/comment/columnists/article/bloated-hr-is-more-about-woke-than-wealth-f3x6r2th3 “How HR captured the nation” New Statesman, 27 Nov 24 https://www.newstatesman.com/business/2024/11/hr-britain-how-human-resources-captured-the-nation “A shadow HR empire runs Britain – and it's getting bigger” The Telegraph, 2 Dec 24https://www.telegraph.co.uk/business/2024/12/02/shadow-hr-empire-runs-britain-its-getting-bigger/Peter Cheese responds to criticism of the profession, CIPD LinkedIn, 6 Dec 24https://www.linkedin.com/posts/cipd_cipd-hr-peopleprofessionals-activity-7270732444188688384-Omml/

Episode Summary:  In this episode of the Building Better Cultures podcast, Scott McInnes interviews Eimear Marrinan, VP of People Experience at HubSpot, about how HubSpot has built and maintained a thriving corporate culture.   The conversation explores the challenges and opportunities of hybrid work, the role of feedback and transparency, and the importance of intentionality in fostering meaningful employee engagement. Eimear shares practical advice and insights into aligning company values with the needs of employees and customers alike.  Key Takeaways:  HubSpot's culture code acts as a guiding principle for hiring, management, and decision-making.  Constructive, candid feedback fosters personal and organisational growth.  Remote and hybrid work require intentional strategies for communication, engagement, and productivity.  Managers need upskilling and support to lead effectively in dynamic work environments.  Culture is an evolving product shaped by data, feedback, and leadership alignment.  Aligning leadership around core principles enhances company mission and employee connection.  Challenges faced by Big Tech reveal the need to balance employee well-being with business priorities.    Chapters:  00:00 Introduction to Building Better Cultures Podcast  07:01 HubSpot's Culture Code and Its Importance  12:05 Feedback and Transparency in Organisational Culture  20:04 Intentionality in Communication and Management  25:44 The Importance of Intentionality in Management  36:01 Balancing Family Culture with Business Needs   

How often do you tell yourself that you can't do something? We all have a habit of collecting self-fulfilling prophecies in our pockets, that's just human nature - but what might happen if we dared to say ‘I can'?Joining us for a beautiful, inward-facing episode about the self, the power of the mind, and how to lead in more inclusive ways, is Aim-on Wongsaparn. As a coach and facilitator, a liberator of limiting beliefs, and someone who shares a rather unexpected similarity with Barack Obama, Aim-on is a fervent advocate that everyone can realise their potential - when they know how.Press play to banish the self-doubt, break your bias, and get inspired.Find out about:The practical strategies needed to challenge your own limiting beliefsHow to recognise your self-talk and tune into your thinking mindThe importance of expressing emotions to cultivate compassionate, connected relationshipsWhy we must make the implicit explicit when cultural, hierarchical differences are at playHow to challenge your biases in leadership to enable collective growthDon't miss the next episode: subscribe to the show with your favourite podcast player.Links:Watch the video recording of this episode on YouTube.Connect to Aim-on Wongsaparn:LinkedInSupport the show✨✨✨Subscribe to our newsletter to receive a free 1-page summary of each upcoming episode directly to your inbox, or explore our eBooks featuring 50-episode compilations for even more facilitation insights. Find out more:https://workshops.work/podcast✨✨✨Did you know? You can search all episodes by keyword to find exactly what you need via our Buzzsprout page!

As we approach 2025, the workplace continues to evolve in response to global challenges, rising costs, and shifting workforce expectations. In this solo episode of Sticky From The Inside, Andy Goram reflects on the big lessons from 2024 and explores the seven trends that will define organizational culture, leadership, and engagement in the year ahead. From continuous learning to meaningful work, from hybrid working to mental health, Andy unpacks why these trends matter, what organizations are getting right, and where there's room for growth. With thought-provoking questions, best practice examples, and actionable insights, this episode is a rallying call to rethink and recommit to people-first leadership in the face of unprecedented change. Whether you're an HR leader, business owner, or just curious about what the future of work looks like, this episode offers fresh perspectives and practical takeaways to help you stay ahead of the curve. If you're ready to embrace the opportunities that 2025 brings, this episode is a must-listen. ----more---- Key Takeaways Why continuous learning is a business imperative Why transparency and trust are critical when embracing AI to working practices How to move beyond the hot mess of hybrid work Why yoga and breathing apps don't cut it when it comes to mental health support How to move from DEI tickboxes to meaningful impact Why meaning at work matters Why leaders must champion culture ----more---- Key Moments The key moments in this episode are: 00:01:10 - Introduction: Reflecting on 2024 and Looking Ahead to 2025 00:04:30 - Trend 1: The Importance of Continuous Learning 00:07:31 - Trend 2: AI in HR — Opportunities and Challenges 00:10:20 - Trend 3: Hybrid Work — Flexibility Requires Structure 00:13:14 - Trend 4: Mental Health as a Core Strategy 00:15:47 - Trend 5: Diversity, Equity, and Inclusion — A Business Imperative 00:18:36 - Trend 6: Creating Meaningful Work Experiences 00:21:12 - Trend 7: Leadership Connection and Championing Culture 00:45:24 - Closing Thoughts: The Future of Work Is Human ----more---- Join The Conversation Find Andy Goram on LinkedIn here Listen to the Podcast on YouTube here Follow the Podcast on Instagram here Follow the Podcast on Twitter here Follow the Podcast on Facebook here Check out the Bizjuicer website here Get a free consultation with Andy here Check out the Bizjuicer blog here Download the podcast here ----more---- Full Episode Transcript Get the full transcript of the episode here

AI Transforming Consulting: Strategies, Ethics, and the Future   The world of consulting is experiencing a seismic shift, largely driven by AI. In this episode, we are joined by Ryan Shanks (Head of Innovation for Accenture EMEA), Alex Osterwalder (CEO of Strategyzer), and Rita McGrath (Columbia Professor, Author and Founder of Valize). They discuss the traditional consulting model, the impact AI has on roles within consulting, and the broader implications on the industry and society. They also delve into the importance of human skills, the evolving business models, the significance of trust in digital transformation, and the shifting landscape of organizational structures and career paths. A must-watch for anyone involved in or interested in the consulting sector.   00:00 Introduction to the Changing World of Consulting 00:40 Traditional Consulting Models and Their Evolution 02:01 Impact of AI on Consulting Roles 02:28 Building and Hiring in the New Consulting Landscape 03:23 AI's Role in Transforming Business Models 05:18 Real-World Examples of AI Integration 14:09 The Need for Continuous Reinvention 18:28 Outcome-Based Consulting and Ethical Dilemmas 24:46 Future of Consulting: Marketplaces and Ecosystems 26:35 The Rise of Small AI-Driven Firms 27:23 Impact on Education and Hiring 28:35 Human Skills in the Age of AI 30:22 Trust and Ethics in AI 31:36 Adapting to Rapid Change 32:53 The Role of Human Sciences 36:09 The Future of Work and AI 43:16 Leadership and Governance Challenges 46:10 Final Thoughts and Reflections   Find Rita: Find Alex: Find Ryan: https://ie.linkedin.com/in/ryanmartinshanks Find The Reinvention Summit:   Innovation, AI, Consulting, Business Strategy, Digital Transformation, Reinvention, Change Management, Future of Work, Organisational Culture, Emerging Trends, Rita McGrath, Alex Osterwalder, Ryan Shanks, Strategic Inflection Points, Ecosystem Thinking, Entrepreneurship, Human-Centric Design, Technology Disruption, Leadership, Continuous Reinvention

Episode 85 - Building an Organisational Culture that Supports Employee Wellness with Natasha Bowman - ‘The Workplace Doctor', a modern-day pioneer of workplace equality. Disclaimer: Please note that all information and content on the UK Health Radio Network, all its radio broadcasts and podcasts are provided by the authors, producers, presenters and companies themselves and is only intended as additional information to your general knowledge. As a service to our listeners/readers our programs/content are for general information and entertainment only.  The UK Health Radio Network does not recommend, endorse, or object to the views, products or topics expressed or discussed by show hosts or their guests, authors and interviewees.  We suggest you always consult with your own professional – personal, medical, financial or legal advisor. So please do not delay or disregard any professional – personal, medical, financial or legal advice received due to something you have heard or read on the UK Health Radio Network.

Episode 76 - Building an Organisational Culture that Supports Employee Wellness - Steve Sexton is joined by ‘The Workplace Doctor,' Natasha Bowman, a modern day pioneer of workplace equality. Disclaimer: Please note that all information and content on the UK Health Radio Network, all its radio broadcasts and podcasts are provided by the authors, producers, presenters and companies themselves and is only intended as additional information to your general knowledge. As a service to our listeners/readers our programs/content are for general information and entertainment only.  The UK Health Radio Network does not recommend, endorse, or object to the views, products or topics expressed or discussed by show hosts or their guests, authors and interviewees.  We suggest you always consult with your own professional – personal, medical, financial or legal advisor. So please do not delay or disregard any professional – personal, medical, financial or legal advice received due to something you have heard or read on the UK Health Radio Network.