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!

Retained Partnership Information 

High Performance Accelerator

B4 People Ecosystem Blog: Change is Challenging

Leadership Labs | It's Time for Change (itstimeforchange.co.uk)

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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!

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.

LinkedIn:

Gareth Tennant

Decision Advantage Consulting

Website: www.decisionadvantage.uk

X: @Battlingwithbiz

Leadership Labs | It's Time for Change (itstimeforchange.co.uk)

Watch this episode on YouTube

My work with companies (itstimeforchange.co.uk)

Battling with Business Podcast

Team of Teams: New Rules of Engagement for a Complex World by  General Stanley McChrystal

For free resources that you can use for yourself or your team, check out: itstimeforchange.co.uk/category/resources

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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.

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 Purcell

Having 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 Belmond hotel. Jamie is looking forward to helping drive the commercial success of this iconic gastronomic oasis as they embark on exciting times ahead.

Crissie Gizzi

As Senior Business Development Manager at Morgan Sindall Construction & Infrastructure, Crissie is primarily responsible for the overall sustainable growth of the region, and is focused on new business and key account customers for the Thames Valley & Oxford office. She achieves this with a consistent approach to creating & building relationships, developing key opportunities, managing and attending events, and leading their win strategy process.

Sarah Foster

LinkedIn:

Sarah Foster

Freeths Oxford

Website: www.freeths.co.uk

Jamie Purcell

LinkedIn:

Jamie Purcell

Le Manoir aux Quat’Saisons

Website: www.belmond.com/hotels/europe/uk/oxfordshire/belmond-le-manoir-aux-quat-saisons

Crissie Gizzi

LinkedIn:

Cristina Gizzi

Morgan Sindall

Website: www.morgansindall.com

Leadership Labs | It's Time for Change (itstimeforchange.co.uk)

Watch this episode on YouTube

Drop me a line to download a free resource that will help you and your team be more conscious about how you show up at work.

13 Skills to Build Resilience (itstimeforchange.co.uk)

TRADING PLACES: Organisational Effectiveness – Theran Knighton-Fitt, Mygrow (itstimeforchange.co.uk)

Workplace Culture: 14 Steps (itstimeforchange.co.uk)

TRADING PLACES: The Being Playful Podcast: Playfulness to Revolutionise Performance (itstimeforchange.co.uk)

Is Fear blocking your leadership? (itstimeforchange.co.uk)

Do Soft Skills Need a Rebrand? with Andrew Bardsley (itstimeforchange.co.uk)

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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 succeed
• How being clear about what ‘good’ looks like—at both team and organisational levels—sets the stage for meaningful impact
• The shift from command-and-control to human-centred leadership, and what that really means in daily practice
• How open, honest conversation unlocks team intelligence and drives collective achievement

Theran 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 authenticity
• The 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 performance
• What it looks like in practice to move from measuring individuals to valuing and enabling the collective

Whether 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?

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.”

LinkedIn:

Theran Knighton-Fitt 

Mygrow​

Website: www.mygrow.me

Leadership Labs | It's Time for Change (itstimeforchange.co.uk)

Watch this episode on YouTube

Organisational Effectiveness Webinar (www.mygrow.me)

Joining the Dots (itstimeforchange.co.uk)

Humanising Capitalism to Shape Culture (itstimeforchange.co.uk)

14 Steps to Achieving an Engaging Performing Workplace Culture (itstimeforchange.co.uk)

Compassionate Leadership: A Better Approach for Mental Health (itstimeforchange.co.uk)

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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?

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 Scotland

Angela 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.

LinkedIn:

Angela Prentner-Smith

This is Milk

Website: www.thisismilk.co.uk

Leadership Labs | It's Time for Change (itstimeforchange.co.uk)

Watch this episode on YouTube

The Case For A Neurodiverse Culture with Mel Francis, Neuroinclusive HR (itstimeforchange.co.uk)

World Autism Awareness Month: At Work (www.autism.org.uk)

The Neuroverse: Neurodiversity in the Workplace Webinar (www.youtube.com)

The Neuroverse: Autism in the workplace: Part 1 (www.youtube.com)

The Neuroverse: Autism in the workplace: Part 2 (www.youtube.com) 

Tackling Anxiety Collectively: Team Discussion Framework (itstimeforchange.co.uk)

Managing Anxiety (itstimeforchange.co.uk)

You Can't Afford Not To Embrace Neurodiversity - Angela Prentner-Smith (www.scotsman.com)

Neurospicy (neurospicyatwork.com)

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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:

1. Happiness and Growth: Understand why Matt believes organisations cannot grow without happy employees, and the key to success.
2. 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.
3. The Power of Acknowledgment: Matt sheds light on the importance of personalised acknowledgment and why recognising individual employee contributions is crucial.
4. 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.

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.

LinkedIn: Matthew Phelan

Instagram: @matthewjphelan

X: @matthewphelan

Websites:

mattphelan.co.uk

www.thehappinessindex.com

Watch this episode on YouTube

40 Activities Ranked by Happiness: Work Ranks 39th, Just Above Being Sick (corporate-rebels.com)

Festival of Happiness 2024 (itstimeforchange.co.uk)

Powered by Happiness: Award Winning Performance - Jaye Cowle (itstimeforchange.co.uk)

Do Soft Skills Need a Rebrand - Andrew Bardsley (itstimeforchange.co.uk)

If you want to learn some of the skills to create a happier, engaged and high-performing workforce, you might be interested in Leadership Labs | It's Time for Change (itstimeforchange.co.uk)

The Happiness Index: Why Today's Employee Emotions Equal Tomorrow's Business Success by Matt Phelan (amazon.co.uk)

The Happiness Index Podcast:

Apple Podcasts

Spotify

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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?

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.

LinkedIn: Prisca Bradley

Website: www.bradleyemploymentconsulting.co.uk

Leadership Labs | It's Time for Change (itstimeforchange.co.uk)

Watch this episode on YouTube

New 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.uk

Seb Randle Podcast Episode: Men: Developing Allies

Dr Shawn Andrews Podcast Episodes:

7 Superpowers of Women in the Workplace (Part 1)

7 Superpowers of Women in the Workplace (Part 2)

Tammy Gee Podcast Episode: How Is Menopause Impacting Your Leadership

Charlotte Wilson Podcast Episode: A Female Perspective in Celebration of International Womens Day

Eve Was Framed - Baroness Helen Kennedy QC (www.univ.ox.ac.uk)

Blink - Malcolm Gladwell (www.worldofbooks.com)

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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!

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.

LinkedIn: Rosie Hawes

Leadership Labs | It's Time for Change (itstimeforchange.co.uk)

Watch this episode on YouTube

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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.

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.

LinkedIn: Sharron Moffatt

Instagram: @50_bald_and_boobless

Website: sharronmoffatt.co.uk

Leadership Labs | It's Time for Change (itstimeforchange.co.uk)

Watch this episode on YouTube

Managing Cancer in the Workplace (www.macmillan.org.uk)

How to Create a Cancer Aware Workplace Culture (cancersupportuk.org)

www.worldcancerday.org

www.cancerresearchuk.org

Cancer Information and Support: Supporting Someone with Cancer (www.macmillan.org.uk)

Stigmatisation of cancer is very real: more needs to be done to support sufferers at work (makeadifference.media)

For free resources that you can use for yourself or your team, check out: itstimeforchange.co.uk/category/resources

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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 excellence
• How acknowledging emotions can transform team dynamics
• The importance of leaders modelling authentic behaviour
• Why collective intelligence trumps individual brilliance
• The power of understanding and working with our natural stress responses

We deep dive into: 

• How creating psychologically safe environments enables peak performance
• Why pausing and self-awareness are crucial for effective leadership
• The importance of normalising emotional responses in professional settings
• How playfulness naturally emerges when stress levels decrease
• The role of curiosity in fostering innovation and connection

The 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.

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.

LinkedIn:

Chris Marshall

The Playfulness Institute

Website: www.playfulnessinstitute.org

Podcast Survey

Leadership Labs | It's Time for Change (itstimeforchange.co.uk)

The Being Playful Podcast (Spotify)

The Being Playful Podcast (Apple Podcasts)

Playful Insights - Playfulness Institute Blog

Three Pillar Playfulness Scale (chris-enne0sss.scoreapp.com)

The Playful Advantage by Chris Marshall (ebook) (www.amazon.com)

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