The People Impact Podcast

Have you ever paused and asked yourself “where did I learn that belief” with the powerful follow up of “AND IS IT TRUE?” In this insightful episode Joshua Berry  and Lisa dive into the concept of limiting beliefs and the impact they have on personal and professional growth. Joshua shares his personal journey of recognizing and overcoming limiting beliefs, and the impact it had on his life and career.  Joshua also shares practical tools and approaches he uses as a seasoned advisor to help individuals challenge and overcome their limiting beliefs.  🛠️ Practical Tools for Overcoming Limiting Beliefs Hypotheses and Experiments: Joshua introduces a practical approach that combines the principles of innovation with the exploration of culture and human potential. By formulating hypotheses and conducting experiments, individuals can gain insights into their limiting beliefs and explore new possibilities. Self-Reflection Questions: Joshua emphasizes the importance of self-reflection by encouraging individuals to ask themselves key questions such as where they learned a particular belief, its validity, and the gains and losses associated with holding onto that belief. Creating Hypotheses for Change: By challenging existing beliefs and creating hypotheses for change, individuals can take proactive steps towards integrating new behaviors and practices into their lives. 🩵 The Power of Choice and Compassion Empowering Individuals: in our conversation we highlight the significance of placing individuals in the space of choice, allowing them to evaluate the costs and benefits of their beliefs and decide whether they want to continue holding onto them. Practicing Compassion: Joshua emphasizes the need for self-compassion and grace, acknowledging that every belief, whether limiting or empowering, comes with its own set of gains and losses. By approaching beliefs with understanding and compassion, individuals can navigate their personal growth journey with greater ease. 🚀Embracing Change and Authenticity Shifting Perspectives: The discussion encourages individuals to challenge the "we have to do this because" mindset and explore the underlying beliefs that drive their actions. By examining the reasons behind their choices, individuals can gain clarity and make informed decisions. Daring to Be Naive: Joshua and Lisa conclude the conversation by emphasizing the importance of embracing authenticity and shedding limiting beliefs. By daring to be naive and open to new possibilities, individuals can unlock their full potential and lead more fulfilling lives. More about Joshua Berry:  Website ⁠https://joshuaberry.com LinkedIn ⁠https://www.linkedin.com/in/joshberrygphr/ Order "Dare to be Naive" ⁠https://joshuaberry.com/dare-to-be-naive/⁠ More about People Impact: Lisa Dempsey – ⁠https://www.linkedin.com/in/lisakdempsey/⁠ - ⁠https://www.leadershiplabs.eu⁠ And a new Co-host TO BE ANNOUNCED SOON! Reach us at – ⁠PeopleImpactPodcast@gmail.com⁠

“How did you feel when you realised that?” “I must say, I finally felt happy with it. This is making me happy because this makes sense.” In this new episode we dive deep with Paul ter Wal, a former lawyer turned leadership developer and professional speaker who is reshaping the workplace through his motto, Happiness Makes Money: the well-being of employees isn't just a nice-to-have; it's a must-have for business profitability. Paul shares his development journey from old-school top-down manager to a new shape of leadership. Achieving this isn't about quick fixes; it requires transforming traditional management mindsets focused on control into cultures of support. He realised that he needed to rethink our standard approach to human resources, from treating employees as mere resources to recognizing them as individuals with unique contributions and needs. Leaders asking "How can I help you?" instead of "What should you do?"—this is a simple but immense pivot. Paul experienced that something as casual as walking meetings or coffee chats can break down formalities and encourage genuine dialogue about what each person needs to thrive at work. Reflect upon your core values at work – what are your non-negotiables? Begin implementing supportive strategies within your team. Start conversations that matter in our workplaces. It’s these steps towards understanding and supporting one another that build more engaged teams, successful organizations, happier work lives. More about Paul ter Wal: Website https://paulterwal.com/team LinkedIn https://www.linkedin.com/in/paulterwal/ More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl/ Reach us at PeopleImpactPodcast@gmail.com

The right words at the right time can make all the difference—not just in business but life itself. On this episode, we unravel the concept of radical candour developed by Kim Scott. Radical candour isn't a tool as much as a commitment to authentic conversations that drive meaningful change. It invites us to balance truth with care in the words we use. It is a feedback mechanism and more: a transformative approach to your interactions. We also place radical candour in a cultural perspective; acknowledging that this will pan out differently across cultural (international) contexts where you’ll work together with people from other backgrounds. Radical candour is built on two fundamental principles: caring personally and challenging directly. At its core, it’s about finding the sweet spot where empathy meets honesty. It facilitates an environment where people feel respected enough that they're open to constructive criticism. When leaders care deeply about their team members as individuals (not just as employees) while also having the courage to provide and receive (!) clear, direct feedback—even when it’s uncomfortable—true growth can occur. Shift gears towards more impactful communication. Referenced in this episode: Radical Candor, by Kim Scott https://www.radicalcandor.com/our-approach/ The Culture Map, by Erin Meyer https://erinmeyer.com/books/the-culture-map/ More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl Reach us both at PeopleImpactPodcast@gmail.com

The thing with burnout is… you’re largely unaware of it until it happens to you. When we’re ambitious, we’re driven by goals and metrics. Financial success denoted by things and the balance in your bank account. Who are you, in the journey towards that result you’re aiming for? Julian Reeve shares his experiences and wisdom with us in this episode. He's shaping the way organizations tackle stress and burnout and his story is a deeply human wake-up call for work-life harmony. Julian journeyed from a high-pressure career as music director for Broadway’s "Hamilton" into a role where he now supports organizations and entrepreneurs in managing stress effectively as the founder of Perfect Equilibrium. From massive success to massive burnout to paying it forward, with a responsibility he feels deeply. Essential realisations that he shares with us: detaching his identity from his work and looking at what success truly means focusing on the journey to the results, rather than just the results themselves learning the tools to deal with the psychology of healthy, sustainable achievement Having your identity tied up in your work can drive you towards unsustainable levels of perfectionism. But many people don't think they need to do anything before they reach the pain point. That's the most complex thing about burnout. People don't stop to really understand the pain that they're in, physically and psychologically. This is why Julian’s mission includes inspiring change before reaching critical pain points, with a three-question approach he developed specifically for this purpose. We talk about finding your purpose recalibrating to create equilibrium opening up workplace conversations about burnout And much more. “Figure out how to start talking to yourself as you would do a best friend, because if you can get that right, it really is a super superpower.” Listen to this episode to get inspiration for creating a resilient organizational culture equipped to handle today's fast-paced business environment with gracefulness and agility. And to be well. More about Julian Reeve: Website https://www.julianreeve.com/ LinkedIn https://www.linkedin.com/in/julianreeve Instagram https://www.instagram.com/julian.reeve/ Referenced in this episode: Reframing Perfectionism, the vital need for change – TEDxSantaBarbara https://www.youtube.com/watch?v=mi-kD8_dyKw Perfect Equilibrium https://www.perfectequilibrium.co/ More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl/ Reach us both at PeopleImpactPodcast@gmail.com

In today's fast-paced corporate world, the term ‘toxic work culture’ is more than just a buzzword; it's a reality that can deeply impact both individual well-being and organizational health. This deep dive into workplace dynamics ties together the recognition that toxicity isn't just about individual burnout or interpersonal conflicts; it can be embedded in structures and policies with ripple effects that shape our daily work lives. From one bad apple or a single poor manager, to performance reviews fostering unhealthy competition or leadership strategies that inadvertently fuel burnout, all levels of toxicity issues deserve noticing. Leadership is key—whether it’s managers with formal leadership or the personal leadership leveraged from any position, this is about taking the responsibility and opportunity to address toxicity. There are ways to choose (personal) leadership in how you show up when you find toxicity at each of these levels. How do you, personally, want to be around each other and the organization? How do you want other people to be around each other and the organization? As we peel back the layers involving toxic work cultures, and the interplay between them, the goal isn't merely survival within these spaces but transformation so they become places where thriving is possible for all involved. More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl Reach us both at PeopleImpactPodcast@gmail.com

What is your work in the world? Irene Riad is a multinational, multicultural executive coach and organizational culture coach (ICF PCC) who specializes in leadership transformation, complex drama recovery coaching and Jungian psychology coaching. She is also the founder of SIGHTcet, the Self Mastery Coaching Institute. Her mission is supporting leaders to live their legacy through their work: the authentic expression of the whole of who you are. With her coachees she peels a little bit more of the onion, going deeper into all the dimensions of their experiences of their culture and how they identify as a person. Born and raised in Saudi Arabia, with parents from Egypt, and having lived in Britain and Albania, Irene brings all the diversity of those cultures into her work and perspective. She recognizes that we take away pieces of culture when we meet friends or have extended family in various cultures as well. The beliefs, traditions, needs, habits interwoven in every culture. And this impacts how we see the world. From experience, Irene knows that we often don’t realise what we’ve absorbed from different cultures into who we individually are. We are all a mosaic made from pieces of culture. With a growing awareness about that, we can start to choose what pieces we individually want to highlight in our lives. ‘What is it really that I believe in and want to bring into my life now?’ Irene’s focus is on growing self-mastery, the outcome of which is your authentic self, in mind, body and soul. And so, the process of growing into our authentic self involves this diversity of culture. Exploring when various pieces are widely different, sometimes in conflict. Identifying and then integrating them. It takes some practice, Irene acknowledges, yet it is an opportunity for renewal and reawakening of your personal leadership, your chosen way of expressing yourself in the world. A world where cultures meet and blend, around and within us. More about Irene Riad: Website https://www.sightcet.com/ LinkedIn https://www.linkedin.com/in/irene-riad/ SIGHTcet company page https://www.linkedin.com/company/sightcet-the-self-mastery-coaching-institute/ Instagram https://www.instagram.com/sightcet/ More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl/ Reach us both at PeopleImpactPodcast@gmail.com

“My mission is to pick apart what women did who have succeeded – and success is defined by making it to the C-suite at these very, very large companies where the deck is stacked against her, but she still made it. And what I found is, these women, even if they don't call it positive emotion, tapped into positive emotion to make it through.” Join us in this conversation with executive coach and three-time best-selling author L. Michelle Smith as we delve into leadership dynamics, corporate culture and the power of authenticity around women, and particularly women of colour. L. Michelle Smith is an executive coach with expertise in applied positive psychology and neuroscience. She shares her insights into the unique challenges faced by – and solutions found by –women of colour in traditionally white male-dominated spaces. L. Michelle recently published "Yes Please, 7 Ways to Say I Am Entitled to the C Suite," which provides valuable tips for women navigating corporate culture and aspiring to climb up the corporate ladder. As someone who started under female senior leadership herself, she observed first-hand how rare it was seeing other women, especially women of colour, occupy similar roles across different companies despite their qualifications matching or surpassing their male counterparts'. This observation, paired with her journalistic background, sparked her to investigate this in-depth. L. Michelle’s approach to women leadership, rooted in evidence-based data, drives strategies for both individuals and organizations. She has made strides in advocating for women's leadership roles within the corporate world, researching and coaching on ways forward into the C-suite. Despite being a 'double outsider,' L. Michelle's resilience led her to success while inspiring others along the way. A testament to this is her eight-year-old daughter who authored a children's companion book highlighting lessons of self-love and strength - values deeply rooted in her work. Central themes throughout the conversation include: Balancing authenticity within structures not designed for diverse leadership. Discomfort that shows up when marginalized individuals exert power or authority. The concept of privilege varying depending on context. The part that healing plays in growing forward More about L. Michelle Smith: Website https://www.lmichellesmith.com/ LinkedIn https://www.linkedin.com/in/lmichellesmith/ The Culture Soup podcast https://www.lmichellesmith.com/culture-soup/ Instagram https://www.instagram.com/lmichellesmith/https://www.instagram.com/lmichellesmith/ Mentioned in this episode: ‘Stop Telling Women They Have Imposter Syndrome’ by Ruchika Tulshyan and Jodi-Ann Burey (Harvard Business Review) https://hbr.org/2021/02/stop-telling-women-they-have-imposter-syndrome Dr Jeff Gardere https://www.drjeffgardere.com/ More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl/ Reach us both at PeopleImpactPodcast@gmail.com

Embracing diversity, equity, and inclusion (DEI) isn't about isolated targets; it needs to be intertwined into every action we take as an organization. The broccoli gets bakes into the casserole to make the whole better and healthier. Maria Morukian works with with people who, whether it's their formal or informal role, lead the systemic change for diversity, equity and inclusion. She also works with organisations to really embed the concepts of equity, justice and inclusion into the organizational fabric. She shares the personal background that shaped her worldview and brought her to this work. Drawing from her multicultural background and experience in systemic change work, Maria gives her perspective on how to embed DEI into the fabric of an organization. and – sorry if you haven’t had dinner yet – we bring in some good cooking metaphors to elucidate the process. She brings up the interesting concept of 'Immunity to Change,' (developed by Lisa Lahey and Robert Kegan) highlighting that DEI isn't merely a technical problem solvable by one-off decisions. DEI isn't about quick fixes but complex, adaptive challenges: hard to identify, which makes them easy to deny. It's more like untangling a knot, requiring us to uncover conflicting commitments in organizational structures and cultures. Pulling back the curtain and asking: what is it that is causing these actions or inactions that are impeding progress toward what we say we want? Elements of organizational structure and culture are reinforced and perpetuated not only because they're easier and better known, but also because they tend to serve a certain segment of the population. Uncovering hidden competing commitments in how organizations are set up and run means recognizing our subconscious actions and beliefs that may inadvertently create an immunity to much-needed change. A workaround that Maria proposes is micro-change: nudges to challenge existing assumptions and initiate change, inch by inch, bite by bite, adding up to big impact. We also delve with Maria into treating DEI as a fundamental part of making big decisions. This means, rather than to treat DEI actions like separate goals, or an ‘add on’ if we happen to have any space (or budget) left, to integrate DEI values into the core of business strategy. Which is where they belong, and have their true impact and benefit. How are you embedding DEI principles into your organization? What would it mean to uncover potentially competing commitments – and integrate them instead? More about Maria Morukian: LinkedIn https://www.linkedin.com/in/maria-morukian/ Website MSM Consulting https://msmglobalconsulting.com/about-maria-morukian/ Podcast: Culture Stew https://open.spotify.com/show/3typAAapfJZ14VL6N811Ob And more about Immunity to Change https://mindsatwork.com/who-we-are/ More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug - https://www.marjolijnvlug.nl/ Reach us both at PeopleImpactPodcast@gmail.com

David Liddle doesn’t beat about the bush as he identifies the root cause of toxicity in organisations: organisations get the culture and behaviours they deserve. In order to create a turnaround, transformational justice is what David works towards. David is the Chief Exec and founder of a consultancy called the TCM Group, which specialises in conflict resolution, culture change and leadership development programmes. Throughout his career he has focused on initiatives that promote mediation and majority justice. He works with organizations to embed the principles of dialogue and justice, empowerment, engagement and inclusion, into policies, procedures, leadership, behaviours, board rooms, and into the whole culture of our organization. Organisations are the architects of their own pain points, in a blame and shame cycle that shuts so many people down by checking boxes of procedures and policies: “Everything that makes us human is ignored in favour of ‘did I tick the box’?” Even having no designed processes and procedures works better than having destructive, restrictive ones that don’t connect with humanity and purpose. Look at every word in your procedures, David recommends: are they driving people into defence? Or are they set up to be supportive to revolution and resolution? “My job is to unblock factors that create toxicity, by bringing people, purpose and values to the centre.” Problematic behaviours often stem from fear, avoidance and lack of dialogue. It is crucial that we foster environments that promote fairness and meaningful conversations. HR systems play an integral role in this process; rather than escalating issues they should aim at resolving them effectively. Sitting down and really hearing what other people say is possibly one of the toughest things – a tough skill rather than a soft skill – and also one of the most powerful things you can do. It’s transformative. The goal? To inspire learning from feedback rather than fixating on mistakes, with restorative and transformative justice. About David: https://thetcmgroup.com/team/david-liddle/ https://www.linkedin.com/in/liddledavid/ More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl/ Reach us both at PeopleImpactPodcast@gmail.com

How can we look at unconscious bias in the workplace from a different perspective, so that we can address it more effectively? Buki Mosaku is the founder of DiverseCity Think Tank, workplace bias expert, and author of ‘I Don’t Understand: Navigating Unconscious Bias in the Workplace’. We talk with him about what’s working and what isn’t in terms of addressing workplace bias. His big eye-opener message: rather than a one-sided, siloed approach that splits people into camps, choose a multidirectional perspective. In this conversation, we dive into navigating the inevitability of workplace bias acknowledging that we all have bias. Every human brain has bias. Typically, people and organisations try to compensate for its negative impact, mitigating behaviours to reduce the impact of bias with change programmes and policies, and that is fine. It’s also a unidirectional, top-down approach. Since we’re all biased, and this is a dynamic going on all the time, Buki invites us to instead give all people the wherewithal to deal with bias in the moment, as and when it happens. Let’s not be reliant on ‘the people upstairs’ to change things to make people less impacted from bias. Everyone has a role in changing bias. Buki breaks bias down into directional bias, happening towards you, because of an element of your identity (race, gender, age, socioeconomic background, disability, sexual orientation, etc.). And reverse bias, where you may misinterpret unfavourable decisions towards you as driven by unconscious bias. Misinterpretation based on very real past experiences, on hearsay, and/or a wider narrative about people. Which can lead to an additional sense of disempowerment. How do you distinguish actual biased decisions from misinterpretation – and how do you address it – without demeaning yourself or demonising the other person? Buki worked specifically on finding a way to address that sense of injustice towards you, and he proposes to create dialogue in a framework of dispassionate developmental inquiry: Step into conversation, starting from the benefit of the doubt. Slow down, using your internal GPS. Determine what’s going on. Address the bias wisely, raising awareness. Then go on and enjoy your lunch. The result is transformational, as an “us versus them” mentality converts to one of “we”. Buki suggests that we simply use three powerful words to start from. Listen to the episode to hear more. More about Buki Mosaku: Website https://bukimosaku.com/ LinkedIn https://www.linkedin.com/in/buki-mosaku-a91162/ ‘I Don’t Understand: Navigating Unconscious Bias in the Workplace’ book page and link to a free sample chapter https://bukimosaku.com/books/i-dont-understand/ Mosaku’s Bias Navigation Test https://bukimosaku.com/assessment/ More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl/?lang=en Reach us both at PeopleImpactPodcast@gmail.com

Ann Betz is an expert on evidence-based neuroscience, human development and coaching, and she’s here to talk about toxic workplace culture and toxic personalities. On the one hand, when coaches work with a coachee sitting in front of us, we focus on that person and what they want do differently in their lives. On the other hand, sometimes people are in systems where it is not up to them at all to get better at something, it’s the situation and work relationships that are toxic. Being in a toxic environment can be like having someone smoking next to you: the solution is not to have a more patient, constructive, zen perspective about the smoke. You really just want to get rid of the smoke. Toxicity often comes from someone with power in the organisation, with toxic traits and behaviours that are unregulated. Ann states that, in toxic workplaces, we tend to overlook that some people will not change. They will continue going from organisation to organisation, from role to role within an organisation, creating mental and physical health issues in their wake. Toxic people rise to certain levels. A part of it is because so much of what we believe leadership to be has been rooted in very toxic behaviours. Another part is that these people want to get to that level, badly. We need to address this more and get rid of the smoker, rather than offering air filters, or face masks. The great myth is that these toxic people are so valuable to the organisation that their bad behaviour is excused. What gets overlooked, Ann notices, is the value that gets destroyed because people are yelled at, shut down, creativity is gone. For the individual, the best solution is often to leave and find another job. “I think, what was lost?” Regulation is an important factor, and for that it is essential to spot the difference between a person who is having a bad day and someone who genuinely lacks self-regulation and self-awareness. Someone who isn’t going to change. The distinction is in seeing patterns. Ann shares clear patterns and red flags to consider, from the ‘fauxpology’ to ‘this is just who I am’ and even the ‘poor me’. She elaborates on the CRAVED model (developed by Dr Ramani Durvasula) for patterns of behaviour. And she recommends effective actions to take when you encounter highly powerful toxic people. Do share this information, widely. It helps. Learn the ways to discern – and of flipping the script on someone who is genuinely toxic. Then we have the opportunity to say: “The buck stops here.” More about Ann Betz: LinkedIn https://www.linkedin.com/in/ann-betz-a6b31018/ But Now I Know Your Name Ann's blog about narcissism, neuroscience, and the transformative power of knowledge https://butnowiknowyourname.wordpress.com/https://butnowiknowyourname.wordpress.com/ BeAbove Leadership https://www.beaboveleadership.com/faculty-and-staff/ Ann's blog on the brain https://yourcoachingbrain.wordpress.com/https://yourcoachingbrain.wordpress.com/ More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ and https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ and https://www.marjolijnvlug.nl Reach us both at PeopleImpactPodcast@gmail.com

Irene Anggreeni is a dedicated coach who specializes in mental health topics, fostering better self-care and sustainable success for both leaders and their teams. As an advocate for mental health, she works to remove the stigma surrounding it. Her own life experiences have been formative in shaping her approach. Her work is deeply heartfelt and driven by her personal story. In her pursuit of validation as a valuable member of society as an engineer, she pushed herself to the brink until she was diagnosed with clinical depression. This diagnosis marked a turning point, leading her on an uphill journey of self-healing. Embracing this transformative experience, Irene retrained as a dance movement therapist and coach. This transformation gave her valuable tools that she is now passionate about sharing with others. Her approach emphasizes holistic self-care: how do we take care of ourselves and our emotions in a way that involves our whole being, not just our analytical minds. She is still actively growing through these challenges, in a life-long process of integrating mindfulness, kindness, compassion, and self-connection in her daily life. That is also what we extend to other people, particularly as leaders that support and serve their teams, creating an environment where team members can learn and grow ensuring that their team have the chance to learn and grow. Demonstrating self-compassion is essential as it positively impacts how leaders carry forward their responsibilities and model how we can work together effectively. A significant outcome of this approach is increased psychological safety. With openness and reduced fear of speaking up or asking questions, healthier dynamics and clearer communication lead to improved overall performance. When people feel safe to experiment and try new things, creativity and innovation flourish within an organization. Before self-regulation can happen, you need to be aware of awareness of your internal state. Irene emphasizes the use of movement: when you recognize the sensations and emotions triggered within your body, you have the ability to channel them physically, through things like shifting your posture and conscious breathing. It will bring you a sense of grounding and space and it is a way to escape the cognitive mind that wants to take over 100%. Sometimes words are not enough, or they get in the way. A lot of leaders know a lot. And sometimes, there’s sometimes missing – you need more than just knowledge. Tap back into the nonverbal creative self that you are, too. Reclaim your body. Tap into it as your resource. Reconnect with your inner self and enhance your well-being. And dance more 😊 More about Irene: LinkedIn: https://www.linkedin.com/in/irenevanjava/https://www.linkedin.com/in/irenevanjava/ Website: https://leadersthroughdepression.com/ get Irene’s free Mindful Actions e-book from this page: https://leadersthroughdepression.com/actionbook More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl Reach us both at PeopleImpactPodcast@gmail.com

So many people in this world do not perceive themselves as creative, and yet our creativity is the primary tool that we use to navigate change. You are actually being creative, every day. David Chislett helps us understand how creativity is our primary tool for embracing change and unlocking new possibilities in our lives. David is a change pilot: he helps people and teams activate behaviours and activities within themselves that allow them to deal better with the inevitable process of change. Short and simple. Coming from an entertainment industry background, having played in and worked with bands, and with fine artists and performers of all sorts, his flavour is creativity. He wants to relight that fire in as many people as he can. Creativity is how we conceive of alternative realities; it is our imagination that thinks of plans for the future. What we do when we’re being creative is joining the dots. What people who are very creative are doing is simply connecting dots that are further out in left field: “Hey, look, here’s a connection. If we take all of these dots and connect it to this one, that means we can do all this other extra stuff we hadn’t thought about before.” It’s about finding those connections and being alert to the possibility that those connections are there to be found. What do you want? And how much do you want it? Then what is really what you want? What would you then do with your life? What simple step can you take tomorrow that will lay the first dot towards getting there, towards connecting your reality with your vision? Reverse-engineering it to what is available today, towards your goal? When confronted with inevitable change, creativity helps you take control of the story that you choose to tell about the situation. If you’ve got an idea, try it small. See what you learn, improve it, and try again. Results don’t have to come out fully formed. It doesn’t have to be a great show. Just start. Once you’ve started, doing is easy. After a month, look at how far you’ve come, and lengthen your stride. That’s how you get from A to B. “So, tell me what you want, what you really really want?” More about David: LinkedIn: https://www.linkedin.com/in/davidchislettcreativity/ YouTube: https://www.youtube.com/c/DavidChislett Website: https://davidchislett.com/ And subscribers to David’s newsletter get a free download of his Ideation Canvas from this page: https://davidchislett.com/newsletter-signup/ More about us: Lisa Dempsey https://www.linkedin.com/in/lisakdempsey/ https://www.leadershiplabs.eu Marjolijn Vlug https://www.linkedin.com/in/marjolijnvlug/ https://www.marjolijnvlug.nl/ Reach us both at PeopleImpactPodcast@gmail.com

Let’s get honest about FOFO. No, not fomo, the fear of missing out (not even jomo, the joy of missing out). We’re talking about FOFO: The Fear Of Finding Out. The fear of finding out what’s actually going on. The fear of finding out what’s actually going on rather than how it should be happening according to all of your policies and procedures and theories and rule books. As helpful as they’re meant to be, looking at those is not the same as gaining insight into, and dealing with, the real situation. The fear of finding out the bigger picture. The fear of finding out the real-life details. Staying in a seemingly safe comfort zone, the deceptive side of not knowing. Getting honest and overcoming FOFO can take the shape of rewarding people for actual impact in your field, department, organisation. Of listening up when someone is actually pointing out what is going on in a situation or in the organisation, rather than blindly wanting to stick to procedure. Or of connecting the dots of what’s happening structurally, rather than discounting individual occurrences (and gaslighting). The funny thing is, it’s really just the fear of finding out, it’s not the fear of what’s actually on the other side of finding out. Because once you get honest and find out, it may be less scary than you thought, easier than you thought, or even be incentivising and motivating you to make a change that needs to happen. Think about what may be more important to you than FOFO, what is that? Sure, you can be scared, and you can also just go ahead and do it anyway, see what’s actually on the other side, and lead with curiosity. Having the courage to be with fear is a massive (personal) leadership skill. Then prepare to be genuinely, deeply curious. Let’s try to move past the FOFO and actually GO-fo! Referenced in this episode: https://www.linkedin.com/posts/globalhsemanager_fofo-fear-of-finding-out-explains-why-organisations-activity-7025407176747700224-YvKy/ More about us: Lisa Dempsey https://www.linkedin.com/in/lisakdempsey/ https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ https://www.marjolijnvlug.nl/ Reach us both at PeopleImpactPodcast@gmail.com

A great way to improve the quality – and effectiveness – of your conversations is to have more coach-like conversations. In this episode we give you five essential skills and tools that will change the quality of your conversations, your work communications and interactions. The simple fact is, if you treat people like children, they will behave like children but when you treat people knowing that they are naturally creative, resourceful and whole human beings that you know they are – and that they were hired to be – they’re going to behave very differently. Having more coach-like conversations means bringing an open mindset, instead of command-and-control. Listening instead of waiting for the other person to stop talking, so you can start telling again, in a response ping pong back and forth. Fundamentally, a shift away from telling, and moving into asking. Clarifying what it is that you need, what it is that the other person needs, so you can create this space of ‘we’. Explore all five with us: 1. levels of listening, 2. asking open questions, 3. parking your judgement, 4. self-awareness and self-management, 5. designing the alliance Some of these may have you think “oh you’re right, thanks for the reminder”, and others, “wow, this one’s an eye opener”. Get in touch and tell us what this was for you (and have a good follow-up conversation with us about it). All of these will improve all of your conversations, making them so much more productive and effective, with less stress and more connection. More about us: Lisa Dempsey https://www.linkedin.com/in/lisakdempsey/ https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ https://www.marjolijnvlug.nl/ Reach us both at PeopleImpactPodcast@gmail.com

In a world where societal expectations for men – to be strong, confident, composed, capable – are still prevalent, it can be challenging to break away and courageously embrace authenticity. Life coach Yaniv Shein works mainly with men, facilitating men's groups for youth and adults. In this new episode he shares his philosophy on ‘what it means to be a man’ and the challenges men face in finding their path. A never-ending question that is always present and evolving. Yaniv shares his personal journey, reflecting on his childhood, when he and his group of friends didn't care about what others thought and created their own rules for what it meant to be a man. As he grew older, went into the army and then the corporate world, he discovered that he didn't truly belong to the story that others were telling. He encourages you to not trade off one aspect of yourself for another and to explore your individuality and authenticity, even if it means going against the norm. He also emphasizes the importance of becoming aware of, observing and exploring your own emotions and experiences – discovering what’s actually going on inside. One practical way to do that is in men's groups, as a safe space to speak and be vulnerable with others, often leading to powerful and transformative experiences. Societal pressure on men can lead to a sense of fragility and aggression when capability seems threatened. But this pressure on men to be strong, confident, and not show weakness can be detrimental to mental health and well-being. Instead, embracing the full range of your emotions and experiences as a human being (of any gender identification) leads to so many expanded options and new opportunities. To lives more fully lived. More about Yaniv Shein: www.yanivshein.com https://www.facebook.com/yaniv.shein More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl Reach us both at PeopleImpactPodcast@gmail.com

Be intentional about inviting everyone to speak in your group meetings and reap the reward. Yep, that’s the gist of this episode. It’s that simple. To help you start and keep doing this, we talk about how and why this works – and how to make it a habit. Work results are better when people get to introduce themselves: research shows that when medical team members introduce themselves by name in an operating room, this can reduce complications. It is not necessarily because people share their name, but because when they’ve spoken, it becomes more likely that they’ll speak again. It gets you into a space of more ease, remembering that your voice has just as much power and volume as everybody else’s. And when all get to speak, that makes it easier for everyone present to be the one to bring up that brilliant idea, whoever that happens to come from that day. By using your voice and encouraging other voices at the table you’re moving the dynamic of the group forward. It sounds so simple. It’s amazing how it can change the dynamic in a room. And yet it gets overlooked all the time. So, this is something you’ll want to remind yourself of. Either simply by inviting everyone to introduce themselves, or by always having a check-in that suits the situation (in person or online, small or large group). Make it an intentional ingredient in the design of every meeting: inviting everybody’s presence into the space, inviting everybody’s voice to the table. Simply set the scene, every time. More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl/ Reach us both at PeopleImpactPodcast@gmail.com

Are you still feeling the lingering effects of the pandemic? We dive back into this topic as we noticed how much our earlier episode about Pandemic Fatigue still brings up for our listeners. We’re still finding our way, going from languishing to lingering. It may seem like we’re expected to go back to normal, but we can’t. We’re in a different place. It’s like we have dug a tunnel and come out on the other side to a different landscape. On the other side, it’s a different world. We put a lot of work into solving all kinds of problems, with a tremendous amount of creativity, perseverance and resilience – and perhaps we’re not quite as resilient as we’d like to think we are. We paid a heavy price. We had formative experiences. Even though the official government bodies have declared the pandemic over, there is still a lot of debris and rubble left to be cleaned up and processed, including invisible emotional debris like grief and loss. And that still takes energy. Take time to recalibrate and celebrate before rushing into post-crisis reconstruction (which is often not the strongest, most constructive). Acknowledge that you are where you are now. Notice the landscape here and explore this new space. What can you create from here? Referenced: Pandemic Fatigue, Weathering the Storm (episode from 18 Feb 2022): https://podcasters.spotify.com/pod/show/peopleimpactpodcast/episodes/Pandemic-Fatigue--Weathering-the-Storm-e1eg8fq?%24 The NY Times article that named languishing as a feeling many people shared: https://www.nytimes.com/2021/04/19/well/mind/covid-mental-health-languishing.html More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl/ Reach us both at PeopleImpactPodcast@gmail.com

Ruben Brave loves exploring the unknown, with a curiosity that drives him to a wide variety of places and an innate talent for generating visions for the future. His story involves serial tech entrepreneurship: having set up several tech companies across Europe, Ruben has always been ‘one of the geeks’ (and a Spider-Man fan). Another side of him is fatherhood, living in Amsterdam, with roots in a big Surinamese family – providing him with cultural capital and a spiritual background that he brings with him into work and business. Having spent so much time in progressive spaces, Ruben only recently became more aware of the massive impact of discrimination and exclusion. He spoke with 400+ people from underrepresented groups, people who don’t tick all the boxes of the ‘default tech entrepreneur’. What he learned was that a lot of those people are being actively excluded through discrimination and less access to financial, social and representational capital. And they themselves see tech spaces as not welcoming. This makes valuable people move away from spaces that could in fact be interesting for them, and the world. It made him realise we need to see how we are all connected, on a planet with finite resources, where we can complement each other’s limitations. There are many dimensions to everyone’s identity. It is important to be aware of the historical and cultural narratives connected to parts of who you are, in terms of your gender, race, and more. At the same time, Ruben invites you to free yourself of the limiting aspects of oppression by also seeing yourself in a different narrative. Going back to your core and stepping into more than the framework that those limiting narratives can impose on you. That space of your inner leader where you know who you are and what you’re capable of. How do you want to develop yourself, personally, to change the narrative and move the needle forward? What can you create from all that you are in a sustainable way? What is the first thing that you can do from where you are today? More about Ruben Brave: https://www.rubenbrave.com/ More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl/?lang=en Reach us both at PeopleImpactPodcast@gmail.com

Ageing is the one thing we all share in common, if we’re lucky enough to have a long life. But is this on your radar for improving the diversity and inclusivity of your teams? This is a conversation with Mary Jane Roy, who is into her 50th career year. Her career – so far – has spanned from being a nursing officer in the Canadian Armed Forces to a corporate career and independent consulting. It was only recent that she first realised the effect ageing has on careers and the workplace – even already being in that age group herself. A ubiquitous example is the standard clause: “Your contract will end on your pensionable age date.” That means that at your pensionable age, you will automatically be out of a job; a policy that is rarely questioned.  DEI strategies in most workplaces do not focus on ageing and ageism. Research from 8 years ago (yes it hasn’t even been researched more recently) found that only 8% of DEI strategies include ageism. Why would you want to?  People are living longer, healthier lives. We continue to learn throughout our lives, in different ways, as there are two kinds of learning and processing knowledge: fluid (up to around the age of 25) and crystallised intelligence.  The workforce needs this group. Even in this tight job market, managers are significantly less willing to hire older employees. People are being denied career development opportunities because they’re ‘too old’ when they may have another 15-20 career years ahead of them, with pension eligibility being extended further and further.  Just like with other dimensions of diversity, multigenerational teams are more productive and innovative. “Don’t cast the paintbrush over the whole group,” Mary Jane says. We all age so differently. Many people are still active as they age and want to be part of creating the future, for their grandchildren and others. People want to have the choice to do economically visible and active work. So, have conversations with individuals. Listen with an open, interactive mindset - embracing this part of life. Find out what they look forward to in their lives.  Referenced in this episode: 'Employing Older Workers Is Beneficial' https://www.weforum.org/agenda/2018/08/older-workers-employment-oecd-economies/ 'Does Your Company’s Diversity, Equity And Inclusion Strategy Include This Critical Element?' https://www.forbes.com/sites/sheilacallaham/2022/01/31/does-your-companys-diversity-equity-and-inclusion-strategy-include-this-critical-element/?sh=2165889f4fbf 'Ageism: the forgotten pillar of Diversity, Equity and Inclusion Strategies' https://janehoran.medium.com/ageism-the-forgotten-pillar-of-dei-strategies-8758008f403 More about Mary Jane Roy: As consultant with Creating Waves  https://creatingwaves.nl/about/ As Thought Leader with the Wize Move Society https://wizemovesociety.com/about-us/