What does it really take to build a work culture where employees genuinely belong and perform at their best? The conversation with Megan Carter - Head of People at Blenheim Palace and Pye Homes - clears away the gloss and gets down to the essentials.Even when joining an organisation with positive foundations, it’s easy for teams to fall into silos or lose sight of shared purpose. The solution, as Megan points out, lies in clear values and a lived approach to leadership. It’s not about a strategy sitting idle, but about the everyday behaviours, especially from leaders, that help people feel heard and valued.A high-performing workforce is sustained by fostering human connections, regular feedback, and authentic listening. I loved hearing about their ‘You said - we did’ process, which isn’t just an HR tick-box exercise, but an ongoing cycle of feedback and collective action. Their very low staff turnover and positive atmosphere are the results of intentional engagement, employee forums, and a culture where everyone’s voice matters.It isn’t hierarchical; it’s approachable, personal, and rooted in day-to-day interactions - remembering names, checking in with genuine concern, and encouraging emotional intelligence. The three pillars - Grow, Give, and Belong - run through everything they do, helping ensure that everyone’s potential is supported, community connections are strong, and each person feels they matter.Too often, people talk about work culture as a set of slogans or initiatives, but as Megan shared, it’s the little things - regular check-ins, supporting managers, empowering employees to solve problems together - that add up to a thriving, resilient workforce.If you’re a leader or manager, don’t shy away from honest feedback, keep role modelling the behaviours you want to see, and remember: sustainable success is always collective. When your people thrive, so does your business.More about Megan:Megan Carter is a People Director dedicated to shaping positive working environments and fostering strong, inclusive cultures that drive innovation and inclusivity. She prioritises wellbeing and personal growth for organisational success.Links to contact Megan:LinkedIn: Megan Carter Blenheim PalacePye HomesResources & ReferencesInsight to Action Building a Culture of Belonging and Excellence - Downloadable ResourceWatch this episode on YouTubeThe Emotional Needs Audit (itstimeforchange.co.uk)Tomorrow's Workplace - Building workplaces around employee emotional needs (itstimeforchange.co.uk)Building...
Burnout isn’t just about dramatic crashes or sudden breakdowns - far more often, it creeps in slowly, going undetected until leaders and high performers find themselves exhausted, cynical, and detached. It’s an uncomfortable reality, particularly in workplaces where relentless pace and hyper-productivity can masquerade as success.I spoke with Dr Claire Plumbly, psychologist and founder of Plum Psychology, who specialises in helping professionals recover from burnout. We challenge assumptions around burnout - as Claire says, it isn’t simply a workload issue, and it’s certainly not a badge of honour. Burnout can exist on a continuum: you can be hitting every marker for burnout and still function, still deliver. That’s often missed by leaders and managers, especially when high output is mistaken for wellbeing.The conversation moves beyond the familiar territory of “resilience” and “stress management”, and digs into the deep-seated organisational factors that keep burnout hidden or, worse, normalised. We explore how team culture, boundaries, and everyday interactions can either perpetuate burnout or be used to genuinely create thriving, healthy teams.I’m all about provoking leaders to think differently. It isn’t enough to simply identify stress signs; the real impact comes from regular, genuinely caring one-to-ones, creating true psychological safety, and holding space for rest and reflection - rather than cramming more into every vacant minute.Key takeaways are practical: model healthy boundaries, celebrate the power of pausing, and rethink what performance really means. Your self-worth and value cannot simply be measured by what’s ticked off a to-do list each day. Sustainable high performance comes from the rhythm and rituals of work, not the heroics of overwork.Claire’s book and resources offer insight for leaders who want to support teams to feel connected, valued, and safe. Burnout flourishes in silence - the antidote is care, conversation, and culture. The show notes have the links you’ll need.Let’s be clear: work should enable people to thrive, not merely survive.More about Claire:Dr Claire Plumbly is a Clinical Psychologist, author of Burnout: How to Manage Your Nervous System Before It Manages You, and founder of Plum Psychology - a team of psychologists offering trauma-informed burnout recovery both in-person and online. Through one-to-one work, intensive-therapy, and workshops, she helps busy professionals shift out of survival mode and into sustainable success.Links to contact Claire:LinkedIn: Dr Claire PlumblyFacebook: @drclaireplumblyInstagram: @drclaireplumblyTikTok: @drclaireplumblyWebsite: www.plum-psychology.comResources & ReferencesInsight to Action: Burnout Intervention - Downloadable ResourceWatch this episode on YouTubeRetained Partnership Info
Have you ever found yourself frustrated by the endless “Top 10 Ways to Lead” lists, only to realise that thriving teams and high-performing cultures aren’t built by ticking boxes? In this special episode of Beyond the Water Cooler, I’m sharing my recent guest appearance on Battling with Business, where I joined Gareth Tennant and Chris Kitchener to dive into what truly helps people and organisations flourish.We explored why leadership is far more nuanced than a job title or a generic playbook - it’s an ongoing commitment to understanding individual needs, being curious about what motivates others, and creating meaningful, authentic connections. Genuine interest and thoughtful feedback unlock unseen potential and build the trust every great team needs. Our conversation covered:The real meaning of leadership as a set of daily behavioursWhy curiosity and empathy are essential for team performanceBuilding psychological safety through vulnerability and honest questionsHow feedback helps uncover hidden strengths and encourage growthCreating connection - whether through personal stories or simple, agenda-free chatsWhat leaders can do to protect and support their teams, especially under pressureThe vital role of trust in high performing culturesWe talked openly about the everyday challenges leaders face when building psychological safety, especially in times of stress, and shared practical ideas for scaling healthy cultures in large organisations. Ultimately, we agreed - it’s the small moments, genuine conversations, and intentional focus on people that create workplaces where everyone can thrive.If you’re passionate about leadership, management, and nurturing working environments where people perform at their best, this discussion offers fresh, practical insights you can take away today.More about Battling with Business:In the Battling with Business podcast, Gareth Tennant, a former Royal Marines Officer, and Chris Kitchener, a veteran of the software development world, explore ideas and concepts around teams and teamwork, leaders and leadership, and all things in between. It’s a discussion between a former military commander and a business manager, comparing and contrasting their experiences as they attempt to work out what makes teams, leaders, and businesses tick.Links to contact Gareth & Chris:LinkedIn: Gareth Tennant Chris KitchenerResources & ReferencesHigh Performance Accelerator ResourceListen to this episode on YouTube Demystifying Psychological Safety | It's Time for ChangeRethinking Leadership | It's Time for Change
Leadership. It’s at the heart of every conversation I have about workplace culture and team performance. This latest episode of Beyond the Water Cooler is no exception. I’m joined by the fabulous Rich Hanrahan, co-founder of RPNA, to pick apart the link between leadership, wellbeing, and organisational output - and, as you might expect, the conversation is packed with insights that anyone in management or working with teams needs to hear.Rich shares findings from his recent report focused on wellbeing across the government sector. But here’s the thing - its recommendations and lessons aren’t just for that field. As Rich so clearly spells out, the biggest impact we can have on employee wellbeing is by improving the quality of leadership at all levels. It’s not about adding another standalone ‘wellbeing programme’ - it’s about embedding thoughtful, people-focused leadership into the very fabric of how we work.We challenge the numbers-driven approach to engagement surveys - that relentless focus on scores, rather than real conversations. Rich’s view? Be curious, not just competitive. Create space and time for meaningful discussions. That’s where managers can really support teams and where real improvement lives. I loved exploring findings like 88% of frontline staff wanting to contribute more. Imagine if we actually asked people what they want to get involved with and gave them the space to help shape change! But there’s a flip side: discomfort remains, with 69% of frontline staff not feeling emotionally safe with their first-line manager. For me, this underlines the crucial need for managers to focus as much on the people side as they do the numbers, and to create a culture of genuine psychological safety.And then there’s conflict. As Rich points out, much of it grows out of people caring deeply. If we can reframe conflict as healthy disagreement and tackle its systemic causes, we’ll see teams thrive - not just survive.This is an episode for anyone wanting to create a workplace that’s about more than ticking boxes. If you care about happy, motivated, high-performing teams, this one’s for you. More about Rich:Rich holds a Masters Degree in Coaching, Mentoring & Leadership. He believes in leadership that transforms wellbeing and results. He co-founded RPNA to help leaders and their teams flourish on the jagged frontier of the future of work, as they adopt new technology, adapt to change in societal expectation of work and service, and reimagine the future of their organisations.Links to contact Rich:LinkedIn: Rich HanrahanRPNAWebsite: www.therpna.co.ukResources & ReferencesDownloadable ResourceWatch this episode on YouTubeWellbeing by Design (itstimeforchange.co.uk)Joining the Dots (itstimeforchange.co.uk)...
When we talk about people thriving at work, the conversation must go well beyond policies and perks. In this final episode of season 11, I’m wrapping up with my high-level reflections on what truly matters when it comes to leadership, management, and fostering a work culture where employees are not only high performing, but actually want to show up and contribute.From working with organisations of all sizes and across many industries, a pattern has emerged – five consistent challenges surface time and again: managing stress, masking in leadership, team performance, feedback, and navigating change. None are unique, but left unaddressed, they hold back even the most well-intentioned businesses.Here’s my honest take: tackling stress is not about “surface fixes” but about looking at the whole system, listening, and acting. The organisations making a real difference are those creating space for genuine conversations about what’s driving stress, and then actually planning to reduce it.Then there’s masking in leadership. So many leaders share their hidden anxieties and pressures with me – but rarely with anyone else. Yet the moment leaders show some vulnerability, authenticity spreads. This isn’t soft: it’s the pathway to real collaboration and trust.Team performance? It starts with unpicking day-to-day behaviours, getting clear on shared values, and involving your people in defining what excellence really looks like. Simple, practical activities lead to immediate improvements because it's meaningful - it avoids box-ticking.Feedback remains a sticking point for most – too often avoided, occasionally brutal, seldom continuous. Building a “feedback culture” isn’t about frameworks alone, but about making space for honest, regular dialogue all through the business.And finally, change. Successful organisations realise that the human side of change is not a nice-to-have, but the glue holding everything together. Trust, psychological safety, and regular communication build resilience throughout.As ever, my passion is about putting the human factor first so that people, and therefore organisations, can truly excel. Thanks for joining me this season – I can’t wait to return with even more practical insights in September!Resources & ReferencesRetained Partnership Information High Performance AcceleratorB4 People Ecosystem Blog: Change is ChallengingLeadership Labs | It's Time for Change (itstimeforchange.co.uk)For free resources that you can use for yourself or your team, check out: itstimeforchange.co.uk/category/resourcesTo be on the receiving end of new, free, downloadable resources, join the club here: itstimeforchange.co.uk/jointheclubContact details for Lisa LLoyd:LinkedIn: lisapsychologyWebsite: itstimeforchange.co.ukSign up to be kept in the loop: itstimeforchange.co.uk/jointheclubContact me: a...
Do you know the difference between strategy, tactics, and operations? This conversation with Gareth Tennant, Director of Decision Advantage, brings clarity. And he should know, having two decades’ experience as a Royal Marines officer. His insights into intelligence, decision-making and organisational learning are invaluable. Gareth helps us understand why muddling strategy, tactics and ops can leave us feeling exhausted and directionless. Most of us go through our days making decisions on autopilot. We rarely stop and consider how we make those decisions, and how our habits around leadership and management shape the very culture of our organisations. That is a problem.The notion of rigid hierarchies and knowing the answers is replaced with psychological safety, the power of “mission command”, and knowing that leaders shouldn't micromanage. In fact, giving people genuine responsibility – with the right support and training – is what enables teams not just to cope, but to excel, even in the face of uncertainty.This episode is packed with stories, practical ideas (including why “war gaming” isn’t just for the military!), and heaps of fresh energy around what work success can look like. If you really want to know how to help your people perform brilliantly and feel proud of what you’re building together, do tune in.Thank you to Gareth's wife for the introduction through a rather serendipitous Battle Box gym class! Enjoy!More about Gareth:Gareth is a former Royal Marines Commando who specialised in Intelligence, Surveillance and Reconnaissance. Using hard fought lessons from his experience in combat, he now works with clients helping them make better decisions through a combination of more effective sense making and through the cultivation of coherence across disperate teams within organisations.Links to contact Gareth:LinkedIn: Gareth TennantDecision Advantage ConsultingWebsite: www.decisionadvantage.ukX: @BattlingwithbizResources & ReferencesLeadership Labs | It's Time for Change (itstimeforchange.co.uk)Watch this episode on YouTube My work with companies (itstimeforchange.co.uk)Battling with Business PodcastTeam of Teams: New Rules of Engagement for a Complex World by General Stanley McChrystalFor free resources that you can use for yourself or your team, check out: itstimeforchange.co.uk/category/resourcesTo be on the receiving end of new, free, downloadable resources, join the club here:
We’ve officially reached the 100th episode of Beyond the Water Cooler! It’s a perfect moment to pause and reflect on not just how far we’ve come, but where we’re headed when it comes to the future of work.To celebrate this milestone, I’ve brought together three brilliant guests, each an industry leader from a different sector: Sarah Foster from law (Freeths Oxford), Jamie Purcell from hospitality (Le Manoir aux Quat’Saisons), and Crissie Gizzi from construction (Morgan Sindall). Together, we open the lid on how leadership and work culture are evolving across fields that may appear worlds apart but share strikingly similar challenges and opportunities.A common thread emerges throughout our discussion: uncertainty is both a reality and a catalyst for change. Skills shortages, technology integration, evolving employee expectations, and the unknowns ahead make it more important than ever for leaders to foster cultures built on curiosity, empathy, and adaptability. Our guests share practical insights: from running meaningful check-ins and supporting wellbeing, to investing in learning, embracing hybrid working, and designing innovative ways to retain and develop people.We talk candidly about what keeps us up at night—wellbeing, resilience, and how to prepare for the skills and confidence gaps of tomorrow. Yet there’s real excitement too, especially around diversity, inclusion, and learning from other industries. Whether it’s making workplaces accessible by investing in new transport routes, or shaping firm strategies that are truly influenced by staff voice, the future of work will belong to those who listen, adapt, and lead with openness.If you want a glimpse into the challenges and joys of steering your team through uncertainty, and inspiration to build a thriving, high-performing culture—whatever your sector—this episode is for you. Here’s to being curious, empathetic, and, above all, human… even as the future keeps us on our toes.More about my guests:Sarah Foster Sarah manages Freeths Oxford office, is Joint National Head of the Freeths Private Client Services team and sits on their management board. She has 30 years' post-qualification experience of dealing with contentious trust and probate disputes and professional negligence claims. She is well known for her firm but fair approach to the resolution of disputes.Sarah is a member of the Association of Contentious Trusts and Probate Specialists (ACTAPS) and the Professional Negligence Lawyers Association (PNLA). She is also an affiliate member of the Society of Trust and Estate Practitioners (STEP).She is listed as an Eminent Practitioner in Chambers and Partners (2025 edition) for both professional negligence and private wealth disputes. She is also a Recommended Lawyer in the Legal 500 (2025 edition) being recognised as a Leading Partner for Private Client – Contentious Trusts and Probate.Jamie PurcellHaving grown up in the Cotswolds and beginning his career in country house hotels, Jamie moved to London for 12 years to take up sales roles in hotels such as Rocco Forte Hotels, The Langham London and Corinthia London. He has recently returned to his country roots, assuming the role of Director of Sales at Le Manoir Aux Quat'Saisons, a
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 MygrowWebsite: a...
Many companies are cancelling programmes and changing language about DE&I following Trump's messaging. Where do you stand on this topic? Angela Prentner-Smith, Managing Director of This is Milk brings her rich knowledge and experience of neurodiversity to the podcast, which is especially timely as yesterday was World Autism Awareness Day. She reminds us why it remains an important driver of business success.If you're still working out where you stand or how to plan for the future of DE&I, the key points we discuss will help:Understanding Neurodiversity: Angela clarifies the difference between neurodiversity—the broad concept of varied brain functionality in society—and neurodivergence, typically associated with conditions like ADHD, autism, dyspraxia, and dyslexia.Inclusivity in Leadership and Management: Angela emphasises the importance of recognising neurodivergent individuals who are already present in our organisations. She offers practical strategies that leadership and management can implement to foster inclusivity.Creating a Work Culture That Promotes Thriving, High Performing Employees: We explore action that organisations can take to empower neurodivergent employees to thrive and achieve high performance. Businesses not only support neurodivergent employees but create a healthier, more productive work environment for everyone.Challenges and Misconceptions: We discuss the pervasive stereotypes and complex language issues that neurodivergent individuals face, and how leadership can help address these challenges in order to enhance workplace culture.This episode is a must-listen for anyone passionate about building a more inclusive and diverse workplace. Tune in and learn how together, we can contribute to a more understanding and inclusive organisations. What will be your contribution to that cause?More about Angela:Angela Prentner-Smith is the award-winning managing director and founder of This is Milk, a consultancy, training and technology business. She is an adept and engaging trainer in project related skills such as management, business analysis, inclusion, neurodiversity, and digital leadership.Angela delivers digital leadership training for the Meirc Training in Dubai, Scottish Digital Academy, Kelvin College and a host of other partners. Since launching 10 years ago, Angela and her team have built a reputation as innovators and have created a brand and market position in a unique place in the Scottish market. In 2023 Angela was awarded the accolade of top 10 female entrepreneurs in ScotlandAngela has become a vocal advocate of equities particularly in gender roles, neurodiversity and human-centred business practices. This focus has become a core part of the This is Milk family of products with the launch of Neve learning having won a prestigious CivTech challenge that aims to disrupt the world of workplace learning and deliver inclusive and personalised learning journeys.Links to contact Angela:LinkedIn:Angela Prentner-SmithThis is MilkWebsite:
Happy International Day of Happiness! 🎉 There’s no better way to celebrate than exploring how happiness can make or break our workplace with insights from expert, Matt Phelan, co-founder of The Happiness Index.In this enlightening episode of the Beyond the Water Cooler podcast, I chat with Matt about the intricate relationship between happiness and organisational growth. Here's what we explore:Happiness and Growth: Understand why Matt believes organisations cannot grow without happy employees, and the key to success.Addressing Common Barriers: Learn about some of the main barriers organisations face in fostering a happy workforce and get practical advice on overcoming resistance within leadership teams.The Power of Acknowledgment: Matt sheds light on the importance of personalised acknowledgment and why recognising individual employee contributions is crucial.A Global Perspective: Gain insights from contrasting cultural approaches to raising happy communities.Matt also shares his candid thoughts about the future of workplace culture and the pivotal role leaders play in maintaining a thriving, happy organisation. Whether you’re a manager, business owner, or simply interested in organisational success, this episode is brimming with valuable takeaways. Don’t miss out on this opportunity to enhance your leadership skills and ensure your workplace is a hub of happiness and productivity.More about Matt:Matt Phelan is a Co-Founder of The Happiness Index, a platform that helps organisations measure the key employee engagement AND happiness drivers to power their people strategy. In his day-to-day role, he's responsible for the strategic direction of the business.Matt is the founder of The Happiness and Humans Community, host of The Happiness Index Podcast and author of Freedom To Be Happy: The Business Case for Happiness & The Happiness Index: Why Today's Employee Emotions Equal Tomorrow's Business Success"Matt recently completed a TEDx talk where he presented 12 million data points on happiness from 1 million human beings in 100+ countries in less than 15 minutes.Links to contact Matt:LinkedIn: Matthew PhelanInstagram: @matthewjphelanX: @matthewphelanWebsites:mattphelan.co.ukwww.thehappinessindex.comResources & ReferencesWatch this episode on YouTube40 Activities Ranked by Happiness: Work Ranks 39th, Just Above Being Sick...
With Trump's very problematic attitude to women and DEI, is progress that's been made over the last 50 years about to do a massive U-turn? In case you've somehow managed to avoid his comments, here is just one example (there are sooooo many)...Talking about Kamala Harris during a Fox News appearance in September 2024, Trump said, "They put her in, and she somehow — a woman — somehow she's doing better than [President Joe Biden] did." With comments like this from an 'authority' figure, just what do employers need to do to ensure they continue to benefit from all that women bring to the world of work? Prisca Bradley joins me to share her perspective as an employment lawyer. She has brilliant insight that brings to life an essential discussion, turning ideology into practical action. From recruitment, critical thinking development and training for leaders and managers, to empowering women to speak up and encouraging men to be active allies, this is a thought-provoking discussion. It's about psychology, geo-politics, ethics, performance and so much more. Although we've recorded this for International Women's Day, this is a critical agenda that must be driven from the boardroom across the organisation, throughout all strategy and ops, across the employee lifecycle, 365 days a year. Accelerate Action for gender equality.How are YOU translating concepts into pragmatic practice?More about Prisca:Having been a solicitor and partner in private practice for several law firms. Prisca decided to set up her own consultancy in 2019 focussing on providing a blend of employment law advice and support and training to organisations and businesses primarily within the education, charity, technology and start-up sectors. She particularly enjoys supporting leaders and managers to develop their skills and working with organisations to create healthy working environments.Links to contact Prisca:LinkedIn: Prisca BradleyWebsite: www.bradleyemploymentconsulting.co.ukResources & ReferencesLeadership Labs | It's Time for Change (itstimeforchange.co.uk)Watch this episode on YouTubeNew Research: Women More Effective Than Men In All Leadership Measures (www.forbes.com)Link to commentary on the rights of women survey: www.womensgrid.org.ukSeb Randle Podcast Episode: Men: Developing AlliesDr Shawn Andrews Podcast Episodes: 7 Superpowers of Women in the Workplace (Part 1)
Rosie Hawes is a business risk consultant who has worked in Russia, China and South Korea. In this conversation she brings a really interesting perspective to the challenges of managing people in different cultures. Her experience really shines a light on the range of pressures facing different cultures, from misogyny and gossip, to the 'entitlement' of gen Z. We explore the whether we need to accept or challenge practices that don't align with our values, particularly when they are perceived as some to be damaging. Rosie helps us think about how to sustain high performance in teams that are made up of individuals from different cultures, or who may be operating overseas to us. Is it really that difficult?It was fascinating hearing about some of Rosie's investigations and experiences and what she learnt about the diverse world of work. Find out for yourself. Listen to the podcast or watch on YouTube and meet Rosie's cat!More about Rosie:With a 20+ year career in risk and investigations spanning Russia, China and South Korea, Rosie Hawes brings a fascinating perspective on the challenges of being a foreign manager in a new environment and how to build a team of individuals from diverse backgrounds. Having supported multinational clients looking to expand in high risk jurisdictions, she shares her experience of the pitfalls firms fall into when expanding when failing to consider local fraud and corruption schemes, cultural nuances and even different concepts of trust. Links to contact Rosie:LinkedIn: Rosie HawesResources & ReferencesLeadership Labs | It's Time for Change (itstimeforchange.co.uk)Watch this episode on YouTubeFor free resources that you can use for yourself or your team, check out: itstimeforchange.co.uk/category/resourcesTo be on the receiving end of new, free, downloadable resources, join the club here: itstimeforchange.co.uk/jointheclubContact details for Lisa LLoyd:LinkedIn: www.linkedin.com/in/lisapsychologyWebsite: itstimeforchange.co.ukSign up to be kept in the loop: itstimeforchange.co.uk/jointheclubContact me: itstimeforchange.co.uk/contactEmail: lisa@itstimeforchange.co.uk
On average someone is diagnosed with cancer at least every 90 seconds in the UK. That's a hard-hitting statistic. What is also alarming is a finding by a Cancer@Work study that found 50% of people undergoing cancer treatment are too scared to tell their bosses they have cancer. Fear gets in the way.When you add to that the discomfort many line managers have about talking to employees about their cancer, we realise we have a BIG problem. But it shouldn't be. Like everything I talk about when advocating for a work culture where employees are able to show up with authenticity and experience what they need to feel and perform well... it's about simply being human.That does not require managers or colleagues to be subject experts. But it does require genuine care and curiosity. After all, cancer, like most things in life, is a unique experience, so it's about getting to know the individual's reality by asking.This podcast conversation with the brilliant Sharron Moffatt helps us understand what to say and do, what to avoid, and the very real difference that can make. Why? Because with stats like that above, cancer is definitely not a niche - you need to know your part. It will affect your workforce.It will affect your reputation. Sharron specialises in mental health and has lived experience of cancer. She is incredibly good at communicating what you need to know, usually with a sprinkling of her awesome energy and humour that makes her super easy to engage with. I can't recommend her highly enough if you're looking for workshops and support.More about Sharron:Sharron Moffatt, a Mental Health Trainer, Cancer Awareness Ambassador and Speaker brings 30 years of global experience in health and wellbeing, and her approach is as inspiring as it is relatable. Mental health and cancer can be challenging subjects, but Sharron has a unique way of breaking down barriers and making these conversations feel relatable, approachable, and empowering. Drawing on her professional expertise and a side of hard-earned wisdom, she’s passionate about sparking real, meaningful change—both in the workplace and in the lives of everyone she touches.Links to contact Sharron:LinkedIn: Sharron MoffattInstagram: @50_bald_and_booblessWebsite: sharronmoffatt.co.ukResources & ReferencesLeadership Labs | It's Time for Change (itstimeforchange.co.uk)Watch this episode on YouTubeManaging Cancer in the Workplace (www.macmillan.org.uk)How to Create a Cancer Aware Workplace Culture (cancersupportuk.org)www.worldcancerday.org
Ever wondered how playfulness and authentic communication could revolutionise workplace culture and accelerate outstanding leadership? In this episode I joined Chris Marshall, Behavioural Scientist and Founder of The Playfulness Institute, as a guest on his 'The Being Playful Podcast'. We talked about how creating the right environment enables both people and businesses to flourish. I shared my perspective on workplace dynamics, revealing how understanding and responding to human needs creates environments where creativity, innovation, and authentic connection can thrive. I explain how focusing on the human side of business leads to better performance and engagement.The conversation explores the deep connection between environment, emotional awareness, and performance, with key insights including:The distinction between controlling performance and creating conditions for excellenceHow acknowledging emotions can transform team dynamicsThe importance of leaders modelling authentic behaviourWhy collective intelligence trumps individual brillianceThe power of understanding and working with our natural stress responsesWe deep dive into: How creating psychologically safe environments enables peak performanceWhy pausing and self-awareness are crucial for effective leadershipThe importance of normalising emotional responses in professional settingsHow playfulness naturally emerges when stress levels decreaseThe role of curiosity in fostering innovation and connectionThe discussion takes fascinating turns into how both playfulness and emotional awareness can help manage uncertainty, encourage authentic expression, and create environments where innovation flourishes. This leads to more effective leadership and deeper workplace relationships.More about Chris:Chris Marshall is a Behavioural Scientist, Futurist and Psychologist and the founder of The Playfulness Institute, a not-for-profit organisation that helps organisations, teams and leaders cultivate places where humans can thrive through playfulness. Links to contact Chris:LinkedIn:Chris MarshallThe Playfulness InstituteWebsite: www.playfulnessinstitute.orgResources & ReferencesPodcast SurveyLeadership Labs | It's Time for Change (itstimeforchange.co.uk)The Being Playful Podcast (Spotify)The Being Playful Podcast (Apple Podcasts)Playful Insights - Playfulness Institute BlogThree Pillar Playfulness Scale...
This is a first! Recording in front of a live audience at Google HQ for part of the fantastic Alliance of Independent Agencies' Festival of Happiness was exciting if not slightly daunting. But my guest, Jaye Cowle of award-winning company Launch, was an absolute delight to talk with.Why listen? You get to hear about why Launch won the 'Independent Agency Purpose Award' recently. And that's not something to be sniffed at. Spoiler alert... it was about creating a happy performance agency, having a clear purpose, and setting out to measure the impact that work on culture has on performance.Jaye shares how she went about leading that, what she learnt, and how she overcame some of the pitfalls along the way. She provides sound advice for other business leaders who are thinking of embarking on a similar journey to become industry leaders in the future. More about Jaye:Jaye Cowle is the CEO & Founder of Launch, the happy performance agency. From kitchen table to £3m+, she has scaled Launch without investment and has set targets to double revenue in the next two years. Her ethos is happy people do great work. Jaye has created a high performing team at Launch by being a champion for both employee well-being and professional growth. Jaye speaks widely about leadership, team motivation, and building a thriving agency culture powered by happiness. Her infectious positivity and commitment to excellence makes her standout in the industry and a role model for female entrepreneurs. Under her guidance, Launch has become a trusted partner for brands looking to drive growth through their digital advertising and connect meaningfully with their potential customers. She sits on the Google Exec Circle as the only sole female founder.Links to contact Jaye:LinkedIn:Jaye CowleLaunchWebsite: www.launchonline.co.ukResources & ReferencesFor leaders and managers looking to develop their practice within their individual context, Labs are a brilliant opportunity to learn, experiment and evaluate, focused on the specific challenges you face. Find out more: Leadership Labs | It's Time for Change (itstimeforchange.co.uk)Festival of Happiness 2024: Main stage panel session: ‘How Happy People Drive Performance'People First for Business Success (itstimeforchange.co.uk)Psychological Safety (itstimeforchange.co.uk)Drive: The Surprising Truth About What Motivates Us - Daniel H. Pink (amazon.co.uk)Watch this episode on YouTubeFor free resources that you can use for yourself or your team, check out: itstimeforchange.co.uk/category/resourcesTo be on the receiving...
Did you know that the Social Metrics Commission found the current rate of poverty in the UK to be higher than at any other point in the 21st Century? A staggering 24% (nearly one in four) people in the UK are now judged to be in poverty. That statistic means the impact of the financial crisis is likely to be closer to home than you may originally have thought. And with personal finances being an uncomfortable subject to talk about, the consequences can be significant. Distraction, anxiety and depression are all too common when people have money-worries. So like anything, start with asking your employees what will help them. That's just one tip from Sophie Lodge of Eight Wealth Management who joins me to discuss a practical approach to financial wellbeing. It's easy to fall into the trap of having the ideal 'support' mapped out, guessing what provision will be most impactful. But that approach can miss the mark. Sophie encourages us to think differently. Here she shares advice about how to reduce the stigma that surrounds money-talk and increase help that makes a real difference. Listen or watch, and plan how you're going to ease a potentially stressful time for your workforce.More about Sophie:Sophie Lodge is your big sister in finance, helping you feel comfortable and confident with your finances.Links to contact Sophie:LinkedIn:Sophie LodgeEight Wealth ManagementInstagram: @sophie_financialadviserFacebook: Eight Wealth Management MarlowWebsite: Eight Wealth Management MarlowResources & ReferencesTackling Anxiety Collectively - A Team Discussion Framework (itstimeforchange.co.uk)Stress Mapping (itstimeforchange.co.uk)Never Just a Survey - Kieran Innes, Stribe (itstimeforchange.co.uk)Leadership Labs | It's Time for Change (itstimeforchange.co.uk)Social Metrics Commission 2024 Report (socialmetricscommission.org.uk)The Money Pizza by Fleur IannazzoWatch this episode on YouTubeFor free resources that you can use for yourself or your team, check out: itstimeforchange.co.uk/category/resourcesTo be on the receiving end of new, free, downloadable resources, join the club here: itstimeforchange.co.uk/jointheclubContact details for Lisa LLoyd:LinkedIn:
Ever been accused of being a bully? Or of being terrifying? Maybe not. But maybe you have experienced feedback that has shocked you because it was not what you intended. The void between what we want to communicate and how our communication lands can be enormous. Most of us haven't had the opportunity to learn about how we feedback and challenge. And when this vital part of developing communication skills is missing, it's left to chance that our ability to engage with others matches what we want.Now imagine you're the person lower down the hierarchy trying to give feedback to that person with power. Whether we like it or not, hierarchies exist and they often become barriers to people speaking up. In this conversation with Miranda Williams we explore how to reduce those walls. We unpick strategies for both bosses to reduce their sense of authority, and those in their teams to step up and and use their own power. In this episode of the Beyond the Water Cooler podcast, Miranda shares many stories from her own experience, identifying times she has got it wrong, how she has put it right, and what she has learnt on her journey to becoming the self-aware person she is today. Miranda's stories will resonate - they're about being human and navigating the uncertain and uncomfortable territory of challenging conversations. How actively are you embracing the opportunity to develop your practice and to empower those around you? If you want to continue the conversation, reach out to us. More about Miranda:Miranda Williams has 20+ years of leadership and management experience in the pharmaceutical and healthcare industry, with a strong focus on process improvement within Supply Chain Operations. She is a trained executive coach, and now runs her own coaching and consultancy practice. Miranda specialises in empowering individuals and teams to enhance their development, with particular focus in building confidence, fostering team dynamics, and improving influence and relationships within organisations.Links to contact Miranda:LinkedIn: Miranda WilliamsResources & ReferencesLeadership Labs | It's Time for Change (itstimeforchange.co.uk)Team discussion frameworks to help some conversations happen more easily:itstimeforchange.co.uk/team-discussion-frameworkitstimeforchange.co.uk/stress-mappingCrucial Conversations: Tools for Talking When Stakes are High, Third Edition Hardcover – 18 Nov. 2021 (amazon.co.uk)Watch this episode on YouTubeFor free resources that you can use for yourself or your team, check out: itstimeforchange.co.uk/category/resourcesTo be on the receiving end of new, free, downloadable resources, join the club here: itstimeforchange.co.uk/jointheclubContact details for Lisa LLoyd:LinkedIn: www.linkedin.com/in/lisapsychologyWebsite: itstimeforchange.co.ukSign up to be kept in the loop: a...
Fear.Fatigue. Are you stuck in a rut that is littered with surveys? It's often the go-to channel for getting to know what employees think, but there also barriers that can get in the way of these being effective. Fatigue is just one of them. Fear is another. The brave face doesn't simply disappear when presented with written questions to provide our opinions.And that can be a BIG problem, especially for men. November is Men's Mental Health Awareness Month, and that prompted Kieran Innes of Stribe and I to have this conversation.We talk about the barriers to feedback approaches. And Kieran shares a number of different methods that provide the opportunity to capture everyone's voice. Unless we use a range of ways to hear what people have to say, we fail to demonstrate the importance of people being heard. That intention simply becomes empty words.Are you really finding the best ways to put the feedback experience where your mouth is? More about Kieran:Kieran Innes is the Founder and CEO of Stribe and Tootoot, two platforms dedicated to empowering voices in workplaces and schools. Stribe has transformed employee engagement with accessible anonymous surveys, while Tootoot gives thousands of children a safe anonymous way to report bullying and other worries directly to their schools.Links to contact Kieran:LinkedIn:Kieran InnesstribehqWebsite: stribehq.comInstagram: @stribehqX: @stribehqResources & ReferencesLeadership Labs | It's Time for Change (itstimeforchange.co.uk)Failure to Succeed: A Leader’s View – with Mike Brennan (the other half of Tootoot and Stribe) (itstimeforchange.co.uk)Men's Mental Wellbeing Resources | It's Time for Change (itstimeforchange.co.uk)Data Driven Decisions: Shaping the Future of Employee Mental Health (itstimeforchange.co.uk)Watch this episode on YouTubeFor free resources that you can use for yourself or your team, check out: itstimeforchange.co.uk/category/resourcesTo be on the receiving end of new, free, downloadable resources, join the club here: itstimeforchange.co.uk/jointheclubContact details for Lisa LLoyd:LinkedIn: www.linkedin.com/in/lisapsychologyWebsite: itstimeforchange.co.ukSign up to be kept in the loop: itstimeforchange.co.uk/jointheclubContact me:
I love Tammy's phrase about wellbeing running through the veins of an organisation. When you achieve that, you are equipped to deal with any conversation that arises. And all because you start by putting people first. That means being vulnerable and stepping into their space to learn about what someone else is experiencing and what they need.18th October is menopause awareness day. It's a great time to remind you about the impact of menopause on women in leadership positions in your organisation. And it's an even better time to remember the golden rule at work which is simply to demonstrate that you care. Regardless of how people show up, being able to ask 2 questions can be a game changer...1️⃣ What does someone's experience mean for them in terms of how it feels and impacts?2️⃣ What do they need from you/the workplace to help them show up in the best way possible, in their circumstances?Listen to the practical advice in this episode of the podcast to increase your confidence about speaking up and enabling others to have their voice heard.Thank you Tammy Gee 😉Good old 'getting people right to get business right'.More about Tammy:Tammy Gee, is a BANT registered Nutritional Therapist (DipION, mBANT, CNHC) specialising in perimenopause and menopause, on a mission to increase conversation and education around hormone health in the workplace."The conversation is important not just in the private clinic setting but also within the corporate setting"Tammy works with HR, Diversity & Inclusion, and Communication teams to produce support guides, policies, and strategies relating to menopause and menstrual health in the workplace. Tammy also offers a range of educational workshops, support sessions and wellbeing content for any organisations looking to support women's health in the workplace.Links to contact Tammy:LinkedIn: tammygeeWebsite: www.sevencoloursofnutrition.co.ukFacebook: sevencoloursofnutritionInstagram: @sevencoloursofnutritionResources & ReferencesLeadership Labs | It's Time for Change (itstimeforchange.co.uk)Watch this episode on YouTubeMenopause and the Workplace (www.themenopausecharity.org)69% [women in menopause] experienced difficulties with anxiety and depression - Landmark Study: Menopausal Women let down by Employers and Healthcare Providers - Fawcett Society1 in 10 women leave their job due to menopause symptoms - Menopause and the Workplace report by the Fawcett Society and Channel 4, which polled 4,000 women aged 45-55.For free resources that you can use for yourself or your team, check out: itstimeforchange.co.uk/category/resourcesTo be on the receiving end of new, free, downloadable resources, join the club here:
"We not only need to work happy, we need to work at being happy." I love that quote by Shawn Achor.So how are you working at that? The Alliance of Independent Agencies have teamed up with Google to host an event that is dedicated to culture and high performance. They recognise that leaders are navigating a rapid pace of change; the way people work has fundamentally changed. That's not just about where and when we work, but the types of activities that are ultimately draining our energy and sense of wellbeing. And that presents a challenge for leaders and managers looking to engage their people. Their Festival of Happiness is all about creating the right culture for high performance through a focus on happy people. And that's what Isabel Odlin and I discuss today. Find out more about the festival and book your place here: Festival of HappinessI'll be one of the live podcasters and part of a panel discussion on the day, so come and say hello! In the meantime, tune into this conversation with Isy and consider how you are working to increase happiness in your workplace. More about Isy:Isabel Odlin is the Chief People Officer at Hub, a marketing and live-streaming agency, and an ILM Level 7 senior coach. She has crafted people strategies, led change management programmes, and developed innovative learning and development plans for businesses in the private and third sectors. As a certified Facet5 practitioner, she helps individuals understand their personalities and working styles. She is also a qualified Mental Health First Aider, workplace wellbeing advocate, and a Chartered CIPD member. Additionally, Isy chairs the Alliance of Independent Agencies’ Wellbeing Action Group, fostering collaboration on agency culture and wellbeing.Links to contact Isy:LinkedIn: Isabel OdlinWebsites:allindependentagencies.orgwww.hubagency.co.ukResources & ReferencesFestival of Happiness (itstimeforchange.co.uk)Are you making the most of the Happiness Advantage (itstimeforchange.co.uk)Alliance of Independent Agencies: Festival of HappinessLeadership Labs | It's Time for Change (itstimeforchange.co.uk)Watch this episode on YouTubeContact details for Lisa LLoyd:LinkedIn: www.linkedin.com/in/lisapsychologyWebsite: itstimeforchange.co.ukSign up to be kept in the loop: itstimeforchange.co.uk/jointheclubContact me: itstimeforchange.co.uk/contactEmail: