Podcasts about organisational culture

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 of the Inside Out Culture podcast we talk to former People and Culture Director of Boost Drinks, Eleanor Gooding about the role and other culture-related issues:Key topics covered include:What practical things did she do at Boost to create a vibrant culture?Ideas to positively evolve the cultureWhy deliberately designing and building culture is keyWhat's her take on the new book about Facebook?Find out more about Eleanor at:https://www.linkedin.com/in/eleanor-gooding/ ---Join us as we reveal strategies to close the gap and craft a workplace where values are not just spoken, but lived and breathed, paving the way for a more authentic and engaging organisational culture.Instagram: @insideoutcultureEmail your questions to: insideoutculture@gmail.comReceive the Culture Leaders Action Sheet: bit.ly/iocpmail

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   

In this episode of the Inside Out Culture podcast we talk to Cate Bichara, co-author of a recent culture paper about the aviation industry.Key topics covered include:Is there a balance between psychological and physical safety?Why do you believe that the aviation industry has been slow to recognise the importance of culture?Are there more Boeing case studies out there?Connect with Cate:Cate Bichara---Join us as we reveal strategies to close the gap and craft a workplace where values are not just spoken, but lived and breathed, paving the way for a more authentic and engaging organisational culture.Instagram: @insideoutcultureEmail your questions to: insideoutculture@gmail.comReceive the Culture Leaders Action Sheet: bit.ly/iocpmail

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!

On this episode of the Inside Out Culture podcast we are answering your questions. The issues that people face differ from industry to industry and business to business, so we look at the most pressing issues and provide insights into the things that you can do.Specifically we look at:Do we need to go back to recognising 'strong leaders' more in our organisations given current trends globally?What ‘inspiring people' looks like in practiceHow to translate a vision and purpose into the culture?How to encourage people back to the officeHow can we manage uncertainty better? Don't forget that you can submit your questions for our next questions episode by using the email address below.---Join us as we reveal strategies to close the gap and craft a workplace where values are not just spoken, but lived and breathed, paving the way for a more authentic and engaging organisational culture.Instagram: @insideoutcultureEmail your questions to: insideoutculture@gmail.comReceive the Culture Leaders Action Sheet: bit.ly/iocpmail

We're tackling a critical question: Can companies keep up with employee expectations? From hybrid work to leadership transparency, workers are demanding more from their employers than ever before. But are organisations evolving fast enough to meet these shifting expectations? With Megan Davies, specialist in storytelling and Founder of Spendlove and Lamb, Josie Gibson, founder of The Catalyst Network and Peter Thomas explore the complexity of workplace hierarchies, the significance of fulfilment and purpose, the role of storytelling, how emotional regulation is a quantum superpower and the hierarchical versus collaborative frameworks. To learn more about RMIT FORWARD, and our 50+ global ecosystem of world-class Industry Fellows who we assemble into fluid teams to work as strategic partners with organisations to ensure they have the right help when they need it, head to https://rmit-forward.org

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.

Send us a textDid you know the sense of 'belonging' at work improves performance by 56%, reduces attrition risk by 50% and decreases absence by 75%...Want to find out more? Check out this week's episode where hosts James Lawther and Jimmy Barber discuss why belonging is so important and why it's not just changing your behaviour to 'fit in'.Research, examples and mildly "amusing" anecdotes help bring the subject to life and provide pragmatic ways to unlock the sense of belonging and reap the benefits of satisfying this basic human need.You will also hear from the biggest April fool of recent years and receive a health warning regarding macho behaviour in the gym!

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:

In this episode of the Inside Out Culture podcast we talk to workplace culture consultant Jamie MacPherson about the role of flow states in culture.Key topics covered include:Why clarity is important from productivityHow giving teams agency improves intrinsic motivationWhy learning helps to maintain momentumWhy doing less can lead to more work getting doneFind out more about Jamie:Jamie MacPhersonhttps://www.linkedin.com/company/cultureeq/ https://www.linkedin.com/in/jamie-macpherson-b48a3b/ ---Join us as we reveal strategies to close the gap and craft a workplace where values are not just spoken, but lived and breathed, paving the way for a more authentic and engaging organisational culture.Instagram: @insideoutcultureEmail your questions to: insideoutculture@gmail.comReceive the Culture Leaders Action Sheet: bit.ly/iocpmail

In Episode 20, of Season 5 of Driven by Data: The Podcast, Kyle Winterbottom is joined by Dan Robertson, Chief Data & Analytics Officer at Bupa, where they discuss the relationship between organisational culture, operating models, change and transformation and delivering value, which includes;How doing a business degree fuelled an interest in using data to support decision-making.Why starting his career as a programmer made him realise that he wanted a different path.Being the inaugural CDO for multiple, large, complex organisations. Why your operating model holds more weight than any solution in changing an organisation.Why tuning in to organisational culture is the key to success for a transformational CDO.Getting an understand of company culture in the interview process.Why the amount of change required to embed that operating model defines the rockiness of the data strategy journey. Anchoring the implementation of change to the vision and purpose of the organisation.The importance of understanding ‘how things get done'.Why alignment on company purpose and vision impacts the ability to affect change. Tying incentives and objectives to that vision and purpose.Why your boss needs to ‘get it' or be prepared to get it, so you don't come unstuck when things get tough. Why the middle of the organisation will likely be the biggest cultural roadblock.Why federation is usually better for large organisations.The impact that maturity has on deciding on a centralised or federated model. Offering a service model to balance the pros and cons of operating models. Why the vision, purpose and north-star of the organisation is so important.The role of architecture of breaking down silos to unlock value. The common symptoms of what blockers to value creation are. The importance of Data Literacy both internally in D&A teams and in business teams. Why your team need to be able to explain the investment case to the exec that aligns to your purpose. The link between expectations and the average tenure of the CDO.The 3 key inflection points as a transformational CDO.Why you need to be careful about choosing which value-based use case you start with. Presenting different data strategy options to the exec. Deciding whether you're aiming to be more data-driven or want competitive advantage. Understanding the size of the possible prizes. Thanks to our sponsor, Data Literacy Academy.Data Literacy Academy is leading the way in transforming enterprise workforces with data literacy across the organisation, through a combination of change management and education. In today's data-centric world, being data literate is no longer a luxury, it's a necessity.If you want successful data product adoption, and to keep driving innovation within your business, you need to start with data literacy first.At Data Literacy Academy, we don't just teach data skills. We empower individuals and teams to think critically, analyse effectively, and make decisions confidently based on data. We're bridging the gap between business and data teams, so they can all work towards aligned outcomes.From those taking their first steps in data literacy to seasoned experts looking to fine-tune their skills, our data experts provide tailored classes for every stage. But it's not just learning tracks that we offer. We embed a deep data culture shift through a transformative change management programme.We take a people-first approach, working closely with your executive team to win the hearts and minds. We know this will drive the company-wide impact that data teams want to achieve.Get in touch and find out how you

In this episode of Cultivating Cultures for the Greater Good, host Michelle Bloom speaks with Amie Wallis, Chief of People and Culture at the Australian Olympic Committee, about their cultural transformation journey over the past 8 years. Facing significant challenges, the AOC conducted a comprehensive review leading to reforms in governance, people development, transparency, and accountability. The result? A cultural shift that has positively impacted both the organisation and the broader Olympic community. Michelle Bloom from ANSTO; Amie Wallis from the Australian Olympics Committee

Send us a textIn this episode, James Lawther and Jimmy Barber are joined by leadership development guru Frank Devine. Frank shares insights about which methods of leadership development work and which don't. After a long and varied career within HR working with some of the best organisations, people and academic research, Frank shares what he has learnt testing different "best practices". His research led him to develop the Cathedral Model (check out this link or visit the episode web page to see a diagram). It emphasises skills like recognition, coaching, and constructive feedback. We also discuss the pitfalls of traditional reward systems and the importance of creating a culture from the bottom up.Tune in for practical strategies to enhance your team's performance and drive organisational success. You can also hear James and Jimmy's latest successes... a daughter landing a job and a punter landing tickets for the FA Cup semi-final—no prizes for guessing which is which.

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:

In this episode of the Inside Out Culture podcast we talk to workplace culture expert Bruce Daisley about artificial intelligence, what's hype and what's not?Key topics covered include:The impact of AI on cultureThe impact of AI on jobsWhy most organisations still aren't using AIWhy emotional intelligence is still the key differentiatorWhat you can do to educate yourself about AIFind out more about Bruce:https://www.brucedaisley.com/https://uk.linkedin.com/in/brucedaisleyhttps://eatsleepworkrepeat.com/bruce_daisley/ ---Join us as we reveal strategies to close the gap and craft a workplace where values are not just spoken, but lived and breathed, paving the way for a more authentic and engaging organisational culture.Instagram: @insideoutcultureEmail your questions to: insideoutculture@gmail.comReceive the Culture Leaders Action Sheet: bit.ly/iocpmail

In this episode of Cultivating Cultures for the Greater Good podcast, host Michelle Bloom speaks to Somali Cerise on the art and science of measuring culture. We explore the tools and metrics available to measure culture, off the shelf options, versus a research approach and if it is indeed possible to measure organisational culture at all. We discuss if we are all on the same page in what we mean by culture, what is being measured and the purpose and value of measurement.   Shareholders, investors, regulators are all interested in understanding the culture of an organisation, as poor culture very often leads to poor outcomes for investors and consumers, it impacts on the integrity of the Australian financial markets, and erodes investor, consumer trust and confidence, impacting the wider eco system in which it operates.   Somali shares her practical experience in how to measure and understand this mercurial concept of culture.  Michelle Bloom from ANSTO; Somali Cerise from Elizabeth Broderick & Co

In this episode of Cultivating Cultures for the Greater Good podcast, host Michelle Bloom speaks to Yolanda Saiz, CEO of St Vinnies, NSW about the foundational role that leadership plays in defining organisational culture. Culture is most typically defined as “the way we do things around here”. It is communicated in several ways through symbols and language such how people dress and talk to each other. It is also communicated through the organisational values that are deemed good and inform how people behave and make decisions. But culture is also shaped by the unspoken agreements, the shadow values within the organisation that drive unintended behaviours and consequences and really determine “the way things get done around here.   Yolanda shares some examples of how she and the leadership team at St Vinnies have cultivated a culture for the greater good. She also shares the transformational journey of the “Vinnie's stores”, underpinned by the “no mission without margin” mantra.   Michelle Bloom from ANSTO; Yolanda Saiz from St Vinnies

In this episode of the Inside Out Culture podcast we share the Ted Talks that have inspired us and that we share with others in our workshops.They are as follows:How to Start a Movement - Derek SiversForget the Pecking Order at Work - Margaret HeffernanThe Transformative Power of Classical Music - Benjamin ZanderDo Schools Kill Creativity - Ken RobinsonEveryday Leadership - Drew DudleyWhy winning doesn't always equal success - Valorie Kondos Field---Join us as we reveal strategies to close the gap and craft a workplace where values are not just spoken, but lived and breathed, paving the way for a more authentic and engaging organisational culture.Instagram: @insideoutcultureEmail your questions to: insideoutculture@gmail.comReceive the Culture Leaders Action Sheet: bit.ly/iocpmail

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

We covered topics - Your journey into DEI- What impact do you want to create?- SHIFT framework- Diagnose the REAL issues- Turn your culture into a competitive advantage- Future of DEI in corporate America- Which service can you deliver in a week?- What is your take on the ROI of DEI?- How do you attract new leads?- What is your approach to marketing spend?----Important LinksGuest - LinkedIn ( https://www.linkedin.com/in/nlyeldell/ ) Website - nicolebutts.comBook - SHIFT: A Five-Step Framework for Transforming Organizational Culture ----Download the white paper ROI of DEI, ⁠click here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠vikram@73bit.com⁠

In this episode of the Inside Out Culture podcast we talk through the things that vibrant cultures do, that others don't. These are the things that ensure that the culture is not only a great one to work in, but that it continually evolves to meet the changing nature of work.Specifically we talk about:Taking the time to agree your cultureWhy human connection is keyThe power of subculturesWhy you have agency over the daily micro-experiences---Join us as we reveal strategies to close the gap and craft a workplace where values are not just spoken, but lived and breathed, paving the way for a more authentic and engaging organisational culture.Instagram: @insideoutcultureEmail your questions to: insideoutculture@gmail.comReceive the Culture Leaders Action Sheet: bit.ly/iocpmail

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.

The Inside Out Culture podcast is back. In this week's episode we talk about the changes that have occurred in the last 3 months including those brought on by changes in government.Specifically we talk about:BurnoutWhat we've seen in politicsManagement skillsProductivity---Join us as we reveal strategies to close the gap and craft a workplace where values are not just spoken, but lived and breathed, paving the way for a more authentic and engaging organisational culture.Instagram: @insideoutcultureEmail your questions to: insideoutculture@gmail.comReceive the Culture Leaders Action Sheet: bit.ly/iocpmail

In this episode, we dissect the critical role of values in resilient leadership with high-profile leadership expert, Elicia Robinson. Elicia is on a mission to help leaders strengthen their relationships, think more strategically, and approach challenges with a fresh perspective - whether through coaching, tailored development programs, or guiding high-stakes conversations.She has worked with top leaders across government, healthcare, private equity, and global organisations, including the UK Ministry of Defence, HM Treasury, the NHS, and Canadian diplomats worldwide. With a PhD from Cambridge in the Psychology of Change and top-tier coaching credentials, she helps leaders sharpen their mindset, unlock their potential, and lead with confidence.Rather than over-complicating things, Elicia's approach removes the barriers that hold leaders back, helping them focus on what truly matters. In our conversation, we explore how storytelling can shape organisational leadership, the importance of having continuity of purpose, and the impact of core values on the motivation of leaders and their teams.In this episode:00:00 Meet Elicia – social psychologist and high-profile leadership coach.05:15 Staying true to personal values makes embracing change easier, leading to smoother transitions and greater acceptance.08:08 Resilience isn't just about bouncing back - it's about understanding your personal narratives to recover and grow after setbacks.13:10 The difference between Values with a capital "V" (organisational and aspirational) and values with a lowercase "v" (personal preferences that shape perception).17:15 How leaders can use storytelling to embed values into workplace culture.22:13 Change can feel like a threat to identity and past success - why emphasising continuity helps leaders guide teams through transitions.27:34 The power of storytelling in shaping transformation and reinforcing unspoken norms and expectations.40:49 How highlighting certain behaviours and outcomes can attract or deter people, shaping strong and diverse organisations.51:26 In tough times, discussing shared values can create unity and provide a sense of direction.Connect with Elicia here:https://www.linkedin.com/in/eliciarobinson/Please like, subscribe or follow, so you're notified of any new episodes coming up, and if you're keen to reach Rusty or Simon with any suggestions, feedback or comments, you can contact them via the show's LinkedIn page here: https://www.linkedin.com/company/the-bouncebackability-podcast/

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

Today I continue to explore organisational culture, looking at the positive and negative. I look at the different types of culture and I review what you can do to change the culture of your organisation. If you would like a different type of workplace, be the change that you want to see. 

Today I begin a journey into organisational culture. What does culture really mean? Why would we care about what culture there is in our organisation? You will only keep great people if they remain engaged. Culture holds a lot of the keys to helping people remain engaged with an organisation. Culture affects the bottom line. According to Gallup, organisations that have high employee engagement see 23% increase in profitability, along with a host of other improvements.

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.

Jakub Stencel is the recently appointed interim director of Anima International. A refreshingly candid conversation about organisational culture, transparency and its limits, as well as the constant journey of testing and learning that Anima undertakes. Jakub talks us through his thinking on culture in an expanding organisation, split across multiple countries and how his first important task as interim director is to assess whether Anima International should continue to exist, or, if other organisational structures could save time, resource and increase impact for animals.Resources:Fearless Organisation - Amy EdmondsonKirsty Henderson Blog PostNo Rules Rules – Erin MeyerPowerful – Patty McCordSwarmwise - Rick FalkvingeCulture Map - Erin Meyer80,000 hours podcastAnima international Blog Keyvan Mostafavi Blog: Fighting animal suffering: beyond the number of animals killedRobert Sutton – No Asshole RuleThe E-myth RevisitedAnima International00:00:00:00 | Intro00:02:00:03 | A recent mistake others can learn from00:06:30:09 | Early days of Anima International00:10:39:20 | Work culture and transparency00:18:10:10 | How has this approach shaped the work at Anima?00:26:01:09 | Importance of small rituals00:32:50:23 | Building psychological safety00:35:45:06 | Hiring process00:46:23:07 | The transparent leadership transition00:52:42:18 | Vision for Anima International01:01:05:08 | Biggest mistake of Anima International01:13:51:05 | Closing questionsIf you enjoy the show, please leave a rating and review us - we would really appreciate it! Likewise, feel free to share it with anyone who you think might enjoy it. You can send us feedback and guest recommendations via Twitter or email us at hello@howilearnedtoloveshrimp.com. Enjoy!

In today's episode host Claire Bown talks with museum consultant Rebecca Shulman. Rebecca has a wealth of experience in museum education and leadership, and is passionate about how we can make museums better places to work through improving organisational culture.Listen in to discover why museum educators are naturally suited for leadership roles through our skills in fostering inquiry, trust, and psychological safety. Rebecca also discusses the current challenges museums face, such as generational divides and the need for clear goals. This conversation is packed with practical advice and fresh ideas. Enjoy!**My book 'The Art Engager: Reimagining Guided Experiences in Museums 'will be published soon as an e-book and a print edition too. If you want to hear more about it and be one of the first to get your own copy, sign up here: https://mailchi.mp/thinkingmuseum/bookMusic written and performed by Richard Bown. Episode LinksMuseum Questions website - https://museumquestions.com/Information about SEED:Management and Culture Shift - https://museumquestions.com/museums-and-organizational-culture/DEI: Deconstructed https://www.amazon.com/DEI-Deconstructed-No-Nonsense-Guide-Doing/dp/1523002778/ref=tmm_hrd_swatch_0?_encoding=UTF8&qid=1677818933&sr=1-1Power to the Middle: Why Managers Hold the Keys to the Future of Work https://www.amazon.com/Power-Middle-Managers-Hold-Future/dp/1647824850The museum values framework: a framework for understanding organisational culture in museums https://www.tandfonline.com/doi/full/10.1080/09647775.2013.831247The Art Engager LinksSign up for my Curated newsletter - a fortnightly dose of cultural inspirationMake a one-off donation and contribute to the ongoing costs of running the podcast: https://www.buymeacoffee.com/clairebown

Corporate training doesn't have to be boring. In fact, it can be playful, curious, a little bit magical, and dare I say it - fun. And this week I am joined by the creative magic of not one, but two brilliant guests who are here to tell you how: Simon Edwards and Ian Byrne.Hailing from the worlds of game design and facilitation, we delve deep into the wondrous realm of learning in all of its curious, human forms. Together, they share the eureka moments of their immersive experiences, the evolution of leadership in L&D, why ancient Vipassana meditation has the power to overcome ego, and the art of giving radical candor.Tune in and get ready to learn!Find out about:The two halves of an organisation: the informal and the formalThe role and limitations of AI in organizational change, learning and facilitationRecognising the cultural differences of engagementAction learning: how to turn theoretical learning into realityWhat we can learn from neurodivergent thinkingThe power of pausing to listen to your bodyDon't miss the next episode: subscribe to the show with your favourite podcast player.And download the free 1-page summary, so you can always have the key points of this episode to hand.Links:Watch the video recording of this episode on YouTube.Connect to Simon and Ian:https://mindblown.io/https://www.linkedin.com/company/mindblown-adventures/https://www.facebook.com/MindBlown.iohttps://www.instagram.com/mindblown.io/https://www.linkedin.com/in/simon-edwards-93312318/https://living-systems.com/https://www.linkedin.com/in/icbyrne/Support the show**Click here to navigate through all episodes via this interactive podcast map.**If you're inspired by our podcast and crave similar conversations, consider joining Dr Myriam Hadnes' NeverDoneBefore Facilitation Community. **If you're keen to master the art of facilitation, discover our expert-led live, online Facilitation Courses at the NDB Academy. **If you enjoy the show, consider a one-off donation and contribute to the ongoing costs of running the podcast.

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.

Good or bad? Positive or toxic? Powerful or incongruent? Culture plays a huge part in our working lives. In L&D we ignore culture at our peril. But what does it mean to understand and change organisational culture? In this episode, former Deloitte Management Consultant, Lily Woi, unpacks this for us and provides insight and guidance on how we can change culture in our organisations. KEY TAKEAWAYS Culture is about more than behaviour and working practices. Structure and governance both have a significant impact. Don´t overcomplicate things, a simpler approach is easier to follow and iterate. Keep improving. Change should be ongoing and happen quickly. Understanding your culture is the key to shaping it. Instead of assuming you understand the culture, observe how people actually behave. What is your data telling you about your culture? Using consultants helps to overcome not being able to see the wood for the trees and can cut through a lot of internal politics. Collective decision-making works best. Involve employees in the design phase. Using the 4 pillars - mindset, abilities, process, and structure leads to sustainable change. Measure the change. What has worked in one project is not necessarily going to work for another project. You have to tailor your approach. BEST MOMENTS 'In my experience, the simplest approaches are more often the most effective.' 'Removing culture from an aspect of L&D is like trying to remove the egg from a cake.' 'I tend to ask a lot of annoying questions… to understand why, what´s really going on.' 'The approach that I use for one company would not work for my next company or client.' Lily Woi Bio Lily is a former Deloitte Management Consultant, focused on Organisation Transformation and Culture, Leadership & OD Lead at Next Pensions. On both sides of the table (in-company and consultancy), Lily has built deep and rich experience of organisation culture change. As a Culture Change Catalyst, Lily now helps leaders and teams drive transformative change, unlock their full potential, and ignite a high-performance, collaborative culture. Over the past eight years, she has worked with global leaders and businesses to shift behaviours, unlock potential, transform careers, and develop courageous cultures. She has coached and trained clients working in multinationals such as Hello Fresh, Nike, Pureaffinity, and the British Film Institute.  You can connect with Lily and follow her work via: LinkedIn: https://www.linkedin.com/in/lilywoi/ Website: https://lilywoicoaching.com/   VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/ ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

Once, HR professionals could walk around the office or factory floor and see employees' mood for themselves.Now, the workforce is more separated than ever. So how can HR rebuild connections within its organisation, whether for hybrid office workers, or far-off franchisees?The task that now faces HR is to rebuild its ability to 'take the pulse' of its organisation. It is a task that Samaritans executive director of people and culture, and two-time HR Most Influential practitioner, Tiger de Souza, is busy tackling.In episode 6 of series 3, Tiger sat down with HR magazine editor Charissa King at Samaritans' HQ, to discuss how HR leaders can intentionally rebuild their connections with employees and C-suite staff alike.

How essential is gender balance for business success? Does your workplace view challenges as growth opportunities? After a health crisis, Kathy Coleman shifted from a “just get on with it” mindset to valuing the vital role of emotional intelligence and gender balance in thriving organisations. Now through her work in gender balance and corporate transformation, Kathy emphasises the importance of balanced leadership traits for success, happiness, and well-being. Challenging the status quo and redefining workplace dynamics to foster a more fulfilling professional life, Kathy pioneers a different approach to gender balance: one that delivers transformational change for individuals, organisations and bottom-line profit.   KEY TAKEAWAY ‘A more feminine approach is not just let's be clear about why we want to do this, but also let's enjoy the journey of getting there, and let's make it mean something for people, not just for profit.'   ABOUT KATHY Kathy Coleman spent over three decades delivering transformative change programmes on behalf of CapGemini, Deloitte and EY. Conforming to the traditional masculine characteristics of leadership took its toll and Kathy suffered a severe health scare. Inspired by her own journey and recovery Kathy now champions a paradigm shift that allows women (and men) to embrace their feminine leadership traits and find success, happiness and wellbeing from a more balanced and authentic place.   CONNECT WITH KATHY   https://www.linkedin.com/in/counter-culture https://www.instagram.com/kathycolemancoaching?igsh=eGVqdWJiNmFhajZn https://www.counter-culture.co.uk/ kathy@kathycoleman.co.uk   RESOURCE Hofstede research - https://www.hofstede-insights.com/   BOOK RECOMMENDATIONS* You Can Heal Your Life by Louise Hay - https://amzn.eu/d/dzhjd7S   Invisible Women by Caroline Criado Perez - https://amzn.eu/d/1feWQdc   ABOUT THE HOST - AMY ROWLINSON Amy is a Life Purpose Coach, Podcast Strategist, Top 1% Global Podcaster, Speaker and Mastermind Host. Amy works with individuals to improve productivity, engagement and fulfilment, to banish overwhelm, underwhelm and frustration and to welcome clarity, achievement and purpose.   WORK WITH AMY Amy inspires and empowers entrepreneurial clients to discover the life they dream of by assisting them to focus on their WHY with clarity uniting their passion and purpose with a plan to create the life they truly desire. If you would to focus on your WHY and discuss purpose coaching or you want to launch a purposeful podcast, then please book a free 30 min call via www.calendly.com/amyrowlinson/enquirycall   KEEP IN TOUCH WITH AMY Sign up for the weekly Friday Focus - https://www.amyrowlinson.com/subscribe-to-weekly-newsletter   CONNECT WITH AMY https://linktr.ee/AmyRowlinson   HOSTED BY: Amy Rowlinson   DISCLAIMER The views, thoughts and opinions expressed in this podcast belong solely to the host and guest speakers. Please conduct your own due diligence. *As an Amazon Associate, I earn from qualifying purchases.

Host, Andy Goram talks to James Lawrence, CEO of Happy Companies about how to give everybody in an organisation the benefit of personalised, contextualised coaching.  Being raised by two parents who were psychologists, James always had a fascination with the mind.  That coupled with an entrepreneurial spirit and a bunch of failures as a leader, and then seeing the impact of a personal, executive coach, inspired James to try and find a way to bring that same benefit he got, to the masses. ----more---- Key Takeaways The secrets to improving organizational culture. The scalable training techniques that help anyone be a better communicator. The ROI of investing in your employees. The transformative benefits of personalised coaching. Harnessing the power of AI to scale it in your organisation. ----more---- Key Moments The key moments in this episode are: 00:00:10 - Introduction to Sticky from the Inside  00:03:11 - The Value of Coaching  00:08:16 - The Challenges of Scaling Coaching  00:14:41 - The Birth of Happy Companies  00:16:20 - The Problem Happy Aims to Solve  00:18:30 - The Impact of Organisational Culture  00:22:48 - Leadership and Getting People to Want to Do Things  00:26:57 - The Need for Scalable Solutions  00:29:44 - Personalised Coaching through Behavioral Science  00:36:01 - The Role of Curiosity 00:44:31 - The Intersection of Art, Technology and Science  00:46:14 - Sticky Notes: Investing in People  00:48:46 - Podcast Conclusions ----more---- Join The Conversation Find Andy Goram on LinkedIn 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---- Useful Links Follow James Lawrence on LinkedIn here Find out all about Happy Companies here ----more---- Full Episode Transcript Get the full transcript of the episode here

Henry is joined by Mark Carter, a cinematic keynote speaker, trainer & master of ceremonies. Mark talks with Henry about crafting a strong organisational culture which coincides with his keynote for the Independent Primary School Heads of Australia 2024 conference on the 5C MODEL. You can connect with Mark via LinkedIn: https://www.linkedin.com/in/mcmarkcarter/ This conversation was broadcast on 97.7FM Casey Radio in May 2024. Produced by Rob Kelly.

Is gossip rampant in your department, organisation or company? Have you tried multiple different strategies like: Speaking to your team, Trying to get them on board with not gossiping, Organising workplace culture training Inspirational talks Professional development Words of encouragement and/or Sending out famous quotes about the importance of workplace culture and the environment at work. I've been there before! Hi, I'm Rika Whelan, Workplace Gossip Strategist. I started as the gossiper, following the 'unwritten rules' of the organisation I was working at. Gossip was the norm, and I didn't even realise at the time the damage it could be doing to the people I was gossiping about. I was never spoken to by a leader for gossiping, and I've often wondered why it was tolerated, and why the gossip was as bad as it was. Fast forward a couple of years, and I changed employers. Coming from a toxic work environment, where I was part of the problem, I decided not to be part of the problem anymore. I decided I wasn't going to gossip. As gossip was rampant in this working environment as well, I soon became a victim of gossip for my lack of sharing the gossiping sentiment. I was shocked about the things people were saying about each other, how mean they were and just outright ugly. I stuck to my guns and refused to participate. I became somewhat of an outsider, but I stuck it out. It was tough, and no one liked me for my lack of participation, but in those 3-4 years, I built grit. Although I was building internal resilience and getting to know how strong I (really) was, I became resentful towards the leaders for the lack of accountability towards the staff, their lack of care for the working environment that we were in and the fact that they were part of the problem. Leaders tolerated the gossip because it was the norm, and everyone was doing it. They lacked time to deal with it and hated conflict, so they decided to avoid it instead. Fast forward a couple of years again, I found myself in a leadership role where I led a relatively new department. Within 3 months, gossip had taken over, and there was a huge problem! Office gossip had, once again, infiltrated another perfectly good team, dividing them, causing mistrust, a lack of communication, conflict, and the list goes on. I pulled up my sleeves and declared battle! Gossip would not have a place in my team! I set out to find the solution to eradicating workplace gossip. But no one had the exact answer. A lot of great leaders offered their advice and slowly but surely, I had to put the pieces of the puzzle together. I implemented what is now known as the RESPECT framework, which is the steps I took, very clunky and making A LOT of mistakes along the way, to eradicate workplace gossip and create a thriving workplace culture so that every single person who walked through those doors: felt valued wanted to be there wanted to add value to the team and the organisation was treated with respect. It took me 12 months to implement these steps, but I did it! Along with my leadership team, we eradicated gossip and experienced first-hand what it felt like to work in a gossip-free zone! It felt good! It felt amazing and it was worth all the effort, trials and tribulations. By eradicating gossip, my team: Increased productivity Managed their time better Stopped wasting valuable time Started working autonomously Started trusting each other Experienced less conflict Gained a growth mindset and left the fixed mindset behind Offered a better customer experience As a result of eradicating office gossip, the leadership team: Gained back valuable time, usually wasted on mediating unnecessary conflict Could focus on strategy instead of on bad and negative employee behaviour Could focus on activities that affect the bottom line Could focus on offering a better and more positive working environment for all employees. Now I'm on a mission, to share these strategies with leaders who are also ready to eradicate workplace gossip and get their department or organisation back on track. Together, we'll break the cycle of gossip with transformative leadership strategies! Next steps: Head to https://www.gossiptogrowth.com where you'll be able to: Join the Free Facebook Community or simply head to Facebook and search “Leaders Breaking the Cycle of Workplace Gossip (From Gossip to Growth)” Download the free copy of the RESPECT framework Join the book launch team for my new book “From Gossip to Growth” Contribute to my new book by filling out a survey Book a free gossip strategy call with me. Let's Connect On LinkedIn Have your question featured on the podcast Click here to submit a question

Professor Roger Steare is The Corporate Philosopher – a senior advisor on culture, leadership and organisational development, ethics and inclusion. He has a unique track record of challenging and supporting global corporations on billion-dollar risk management and remediation programmes. His work with BP after the Gulf of Mexico disaster was crucial to the company's recovery plan, with Roger's cultural advice and leadership training endorsed within the US Department of Justice Consent Agreement of 2016. He has advised Barclays, HSBC, Lloyds Bank and RBS after the credit crisis, PPI mis-selling and Libor manipulation scandals, with his work publicly endorsed by the Financial Conduct Authority.In this episode, Roger outlines the difference between leaders and ‘misleaders' and provokes reflection on what ethical organisational cultures should look like. He shares pragmatic advice for leaders on forming genuine connections, reshaping meetings for psychological safety, and establishing a culture where every voice can rise above the power dynamics to enhance performance. Tune in to hear Roger's witty insights that challenge our traditional assumptions of the workplace. To follow Roger's work visit his Linkedin profile or website. Watch Roger's full Q&A event and access over 1000 video strategies to boost your success in Sporting Edge's Mindset Toolkit ® - start your free trial here.Connect with JeremyContact hello@sportingedge.com LinkedIn https://www.linkedin.com/in/jeremysnape/ Twitter https://twitter.com/thesportingedgeWebsite https://www.sportingedge.com/

In this week's episode of Helping Organisations Thrive, we delve into the dynamic realm of culture change within organisations and explore the journey that organisations undertake to make it happen.  Joined by Keith Jackson, an expert in leading change, we explore the multifaceted process of instigating a cultural shift. By firstly outlining the hallmarks of good culture, Keith shares where leaders can look to initiate this change, emphasising the need for a solid foundation of organisational values, before effective change can occur. Keith shares strategies to help organisations shift their culture and invites leaders to view this shift as an ongoing program, not as a means to an end. We explore the intricacies of continuous improvement, consistency, and role modelling, as well as the importance of making a firm commitment and ensuring you hold yourself and others accountable to this commitment of culture change.   Connect with Keith: LinkedIn: https://www.linkedin.com/in/keithjackson1/ Website: https://www.keithrjackson.com/     ##########   If you are looking for a Blueprint to help you and your business manage uncertainty, deal with failure and navigate change then reach out to Julian at: julian@julianrobertsconsulting.com   ##########

Introduction:  Dr Laura McHale (PsyD, CPsychol) is a consulting leadership psychologist, executive coach and writer specialising in Leader Development, Team Psychology, Communication and Organisational Culture, Laura is the author of the acclaimed book: Neuroscience for Organisational Communication:  A Guide for Communicators and Leaders. Podcast episode Summary:  This podcast explores and explains the impact of communication in organisational life employing the lens of Neuroscience and Psychology of Communication.  Topics covered include Gaslighting, Absentee Leaders, The use of Pronouns, Weasel Words and Communication Practices that undermine employees. Laura sheds a light on a discipline that is often unspoken. Points made across this Episode:  o    Laura can you share a bit about how you got to where you are today? Laura is now a Psychologist and in her mid-forties she made a radical decision to go back to school and take a doctorate in Leadership Psychology. Prior to this move Laura was working in major international investment banks as a Corporate Communications Specialist. In 2010 Deutse Bank moved her to Hong Kong to head up internal communications for the Asia Pacific Region. Laura loved her career working with International Banks & she was really curious about human behaviour at work and wanted to go deeper and in particular understand the mysterious process we call Leadership. o    There were a number of reasons that prompted Laura to study Psychology including several transformative experiences with psychotherapy,  She was curious about the way we frame and talk about work and the psychological injury experienced at work. o    What inspired you to write your book? The book happened organically. As part of Laura's Doctorate she had a required course on the Neuroscience of Leadership. Laura was fascinated by the discipline and had a sense it would become a big part of her intellectual life as well as her career. She noticed that nobody was talking about organisational communication and neuroscience and Laura wanted to close the gap with her book. o    What are the salient messages housed in your book that explain Neuroscience and Psychology at work? There is a natural interest in behavioural science. It is often hard to make the link about how the science can impact a leaders presence or choices in communication. There is a fundamental tension between the promotion strategies employed by internal communication teams and the prevention strategies they employ. In promotion strategies communicators are very assertive about the companies value proposition, what it offers and its unique differentiator's. A prevention strategy often results in very cautions communications, judicious and a little bit like politicians the communications are somewhat evasive. Whilst understandable it can be a slippery slope and sets off all kinds of triggers with employees. The tension between promotion strategies, a desire to be open & transparent and prevention strategies can be tricky to navigate. It is often a schizoid perspective where communicators are trying to toggle two different strategies. o    The Psychology of communication is also important for another reason. It is a very difficult time for communication specialists. The scope of the role in the last five years has changed dramatically. Corporate affairs, ESG and Government affairs are rolled up into the typical role of a communications department. This is leading to increased stress. If you add AI, chat gpt and other generative models can pose an existential threat to these groups and teams. The changing nature of the role of communication professionals is also one of the reasons Laura wrote her book to help make sense of the changing landscape. o    The Neuroscience or physiology of behaviour is a bit different. Insights into neuroscience can shed light on how and why we are showing up at work. Understanding rewards and threat centres in the brain, knowing how we use pronouns and its impact on others is fascinating and can be leveraged to be more effective in our communications. o    How do leaders and internal communications understand the paradigm from which they are operating? Important to understand the paradigm you are speaking or when you are moving too quickly between the two. Employees smell spin from a mile off. Internally it can be tricky for executives to  over relying on prevention strategies in their communication. There are a lot of traps Leaders can walk into, sometimes unintentionally or at least unconsciously. Knowing about human needs can really help leaders be effective communicators. o    What are some of those traps that Leaders walk into, maybe unintentionally? Some of it is structural. Pronoun use for example. I and We pronouns can signal more or less personal involvement in any given situation. Pronoun use can also reveal the many assumptions a leader is living. It can also give potent signals about who is in or out or who has a legitimate stake in an organisations success or failure. For example there are two different kinds of We, the inclusive or exclusive We. Senior Executives are often confused about which We they are in and how they are communicating exclusion or inclusion. This sends messages to the brain to trigger threat responses whether we are part of the in group or out group. If in the in group we get a dose of dopamine from the brain & if in the out group we can experience significant amounts of pain. I pronouns are also very interesting, some are cultural, and a really high proportion of I pronoun use can trigger a threat response in the brain. There is also an assumption in organisations that communication needs to be sanitised. This can infantilise employees and does an injustice to the complexities operating in an organisation. o    What is your advice to executives and leaders who erroneously practice sanitising their communications. One of the biggest pieces of advice Laura gives is to speak the truth. Laura references The Loughran-McDonald sentiment analysis research to explain why telling the truth can be so instructive. The two financial researchers used sentiment analysis or the use of positive versus negative sentiment and modal or weasel words. The research showed the lengths that organisations go to obfuscate the truth or to describe adverse events. In fact many of the negative words were couched in positive words that the messages were almost impossible to work out. Curiously the negative words used were very weak words or weasels like impairment, disappointing which suggested something was bad but it was never clear. The companies using negative words more creatively had negative stock performances. The researchers noted that companies use of words in their corporate communications could be used as a smart investment strategy.  o    How do Leaders manage the responsibility they hold to use language appropriately and not Gaslight or cause unintentional emotions at work? Organisations are like people using all sorts of defence mechanism sometimes very elaborate ones to avoid difficult and painful emotions. It important to understand why we are using these words, weasel words. It is because of an environment that lacks psychological safety, where we are not allowed to fail, or ask a question that might be interpreted as stupid. Is it an environment where people get punished for taking risks. Laura does not wish to come across as the language police she also uses weak modals and weasels in her communications too, because they have a purposeful use to indicate uncertainty. None of us can speak in with absolute clarity all of the time. o    The link to absentee leadership is for Laura an interesting link. She imagines that weak leaders, or those who are unable to fulfil the core functions of Leadership, would employ weasel words quite a bit more than strong leaders. o    In 2022 Laura read a “cracker jack” of an article by Robert Hogan who mentioned this phenomenon called absentee Leadership. Laura was struck by the idea that absentee leadership is an epidemic that nobody had ever named but that most of us have experienced in one form or another. It speaks to the idea of people who occupy an authority position of leadership and fail to fulfil its core functions. Laura refers to those functions as giving direction, protection, role orientation, conflict resolution and setting and establishing and protecting group norms. The interesting thing about absentee leadership is how common it is. It is reported 7 times more than any other destructive leadership behaviour. Because it is so common and can feel so mild it can go unnoticed and is experienced as neglect. o    Gaslighting surfaces when someone is at the mercy of an absent leader they can be blamed or they blame themselves for their inability to cope with whatever is occurring. One of the things that inspired Laura to write this article for the psychologist was because of her many conversations with coaching clients. Many of her clients were  being given feedback that they were having trouble managing ambiguity. Managing ambiguity is becoming a core competency. The issue with managing ambiguity is that almost everyone struggles with it. Laura knows this from Neuroscience, it is a known stress trigger. This is a universal biological phenomenon albeit some people can handle ambiguity better than others. Laura wanted to highlight the subjects of Gaslighting, Absentee Leadership and emotions at work in her article in the Psychologist, to shift attention from blaming people for their lack of this competency as a  subjective fault to an understanding of the human needs within all of us and our need for Leadership support. o    The fundamental attribution error is yet another trap that Leaders and executives can fall into. o    What are some of the Villains of Communication, Threats and Triggers you would like to see squashed? The rapid communication of bad news. Communicating bad news badly. If bad news is not communicated in an open and transparent manner it can infantilise an audience. This tendency is really prominent in politics where there seems to be a tolerance for misinformation and it is seeping into the fabric of organisations too. Laura is not trying to malign all politicians but recognises that politicians regularly protect themselves against the loss of power and influence and often engage in this form of communication. This perpetuates cynicism and mistrust that Laura hopes we do not want to dial that up in our organisations. o    The Corporate Communications Reset Workshop is a  new workshop and is really the greatest hits from her book. Her workshop helps corporate communications professional access more joy at work by reclaiming their mo-jo and about being  more strategic in their work, whilst being cognisant of the changing landscape and being able to fend off some of the threats posed by Chat GPT and other generative language models. A lot of comms people are closeted behavioural scientists and this workshop gives them a taste or a lot  taste for Psychology and Neuroscience understanding. Included in her workshop is the methodology called Structural Dynamics, the building blocks for how we communicate and don't. o    Structural Dynamics is a methodology created by David Kantor. It is David Kantor's theory of interpersonal communication dynamics. It is a very interesting theory to describe the patterns that emerge when teams are together. There are a few different levels to this theory and the ones that are most often used to explain team dynamics and patterns are what David describes as the action mode, the operating system and the communication domain. The least discussed is the last one called the Childhood Story, work made infamous now by Dr Sarah Hill and her work. o    Structural Dynamics at its essence gives people a vocabulary to describe  what's happening in a room & a roadmap for how to change those patterns to develop a more balanced behavioural repertoire.   Resources  a)       Neuroscience for Organisational Communication: A Guide for Communicators and Leaders by Dr. Laura McHale. b)        www.conduitconsultants.com c)       The Loughran-McDonald Master Dictionary Sentiment  Words list d)       David Kantor www.kantorinstruments.com e)       Ronald Heifetz, one of the world's foremost authorities on Leadership https://hbr.org/2002/06/a-survival-guide-for-leaders f)        Sarah Hill and her book Where did you learn to behave like that? g)       Corporate gaslighting, absentee leaders and the emotions of work – 07 November 2023, The British Psychological Society. h)       Robert Hogan: https://www.hoganassessments.com/research-project/absentee-leadership/