Feel It, Own It, Skill It - The Human Side of Work

Have you ever avoided a conversation, even when you knew it was the right one to have? Maybe you told yourself you’d do it later. Or that it wasn’t the right time. 
Or that somehow it will all work out. If you were to assess those moments objectively, you may notice there was a gnawing in your gut and that something in you pushed it aside because it felt incredibly uncomfortable. Most people assume that it means they’re bad at conflict, they are not confident enough, or just not skilled to handle such situations. But that may not be what’s going on.  

 Human beings are wired for connection. For most of our evolutionary history, staying connected to the group was directly linked to survival. Being pushed out, rejected, or losing status in the group wasn’t just uncomfortable — it was dangerous. So our brains became incredibly good at scanning for anything that might threaten connection, belonging, or safety. The challenge is that the world we live in now is very different from the world our nervous system was designed for. You’re not going to lose your survival because you disagree with a colleague, give honest feedback, or set a boundary. But your body can still react as if you might. 

 And layered on top of that, many of us were never actually taught how to handle conflict in a healthy, direct, respectful way.  We learned by watching. We learned from how conflict showed up in our homes growing up. Maybe conflict meant shouting. Maybe it meant silence. Maybe it meant walking on eggshells. Maybe it meant pretending everything was fine when it wasn’t. That becomes the blueprint we carry into adulthood, into our workplaces, our relationships, our friendships, and social situations. 

 Until we learn new skills, we tend to default to what feels familiar to our nervous system, not necessarily what is effective or healthy. While we have many resources and skills available, here is the shocker: Research consistently shows that around 70% of people in the workplace avoid difficult conversations, and more than half deal with challenging situations by ignoring them altogether. Not because they don’t care. Not because they don’t know it matters. But because they don’t feel equipped, and their nervous system is trying to protect them. 

In this episode, Barbara and Cecilia talk about what is actually happening in your brain and body when conversations feel uncomfortable or threatening, and why self-regulation, combined with real communication skills, is what allows people to be clear, direct, and still stay connected. 

Let’s talk about respect.
It’s one of the most common words used in workplaces yet very open to interpretation.

The moment someone says, “That felt disrespectful,” things change.

Defensiveness kicks in.

Intent gets argued.

And a small moment suddenly carries a lot of weight.

 The reality is, respect isn’t universal. It’s shaped by upbringing, culture, power, and past experience. What feels reasonable to one person can feel dismissive or harmful to another, even when no offence was intended.

In this episode, Barbara and Cecilia unpack how different people might interpret ‘respect’.  How power and context change the rules, and why impact means more than intent.

Warning: This might feel uncomfortable and it might even challenge you. You might disagree, but that’s the point right?

 Is there a right or wrong when it comes to respect.

In today’s episode, Barb and Cecelia are talking about something deeply personal and confronting for both of them. Cecilia shares that just a month ago, she didn’t consider menopause to be a leadership conversation. And that shocked her. She's spent her career talking about inclusion, performance, and thriving at work, yet she realized she had internalized the silence around this topic.

 Why?

Because it’s almost never discussed in professional settings, at least not in the personal experiences of Barb and Cecilia. Somewhere along the way, they both unconsciously accepted the idea that menopause was not a part of the leadership. It wasn’t on the list. So let’s name it: when we hear the word menopause, or menopausal women, what comes to mind? What images do we see?

In this episode, they're unpacking those assumptions, stereotypes and rewriting them. They are reframing menopause not as a pause, not as decline or discomfort, but as a POWER PHASE , a chapter of leadership maturity, deep expertise, emotional intelligence, resilience, and influence. This conversation feels like it is long overdue.

Barbara & Cecilia are diving into one of the most important, and often misunderstood, dynamics in the modern workplace: generational diversity.

From Baby Boomers to Gen Z, each generation brings its ownvalues, work ethic, and communication style. But with those differences come challenges; misunderstandings, stereotypes, and sometimes even conflict.

In this episode, they explore what really shapes a generation, how those influences show up at work, and what we can do to bridge the gap. They'll unpack the research, share real-world stories, and offer practical strategies for creating a workplace where every generation feels seen, heard, and valued.

So whether you’re leading a multigenerational team or justtrying to understand your colleagues a little better, this conversation is for you.

In this episode, we’re diving into something that tends to stay under the radar even in the tightest teams — trust and psychological safety. We recently ran a masterclass on team dysfunction and wanted to expand on this crucial topic that affects so many groups. We thrive when we’ve got it and performance is amazing, but when it’s absent, work slows to sludge and momentum feels like it’s pulling teeth. Here’s the big thing: the absence of trust may feel like you’re running out of air — invisible until dysfunction hits, and then it’s often too late. We want to read the signs, catch it early, nip it in the bud, and keep the oxygen flowing so that teams don’t get derailed. 

 We’ll unpack how trust, and psychological safety (PS for short) or the absence of it, shows up in everyday work — from how we speak up in meetings to how we handle mistakes, feedback, and accountability. A big part of this is understanding how our personalities shape our safety — not to box people in, but to surface needs, communication styles, and boundaries that influence trust. We’ll share real-world stories and actionable ideas to help you spot the signals, repair trust before it spirals, and apply targeted interventions that fit your team. If you’re already experiencing irreparable dysfunction, no worries — we’ve got solutions and soothing salves to help you get through these patches. We’ll lay out concrete steps and honest possibilities, with no sugarcoating. 

Fromgossip to bullying, passive-aggressive digs to toxic stress, workplace conflict shows up in many forms. In this episode, Barbara joins Cecilia to unpack the messy reality of conflict at work and how curiosity can change the game.

They explore:

• Why so many leaders are “punching above their weight” without the training to handle people problems.
• How assumptions fuel conflict, and how asking better questions can prevent it.
• The hidden drivers behind bullying, gossip, and passive-aggressive behaviour.
• The very real toll workplace stress takes on our health.
• Practical ways to protect yourself, build bettercommunication, and know when it’s time to step back.

If you’ve ever dealt with a difficult boss, a destructive coworker, or the chaos of poor communication, this conversation will give you fresh insights and strategies you can actually use.

#HumanSideofWork #ChaosToCalm #StressToStrength #MessyToMagic #ToxicWorkplace #WorkplaceMediation

In today’s episode, we’re diving into something that getsoverlooked in almost every productivity conversation, your personality. Ever wonder why some people live by a colour-coded calendar and others are flying by the seat of their pants… and somehow still pull it off? Why some folks getenergised by deadlines, while others quietly panic under pressure? We’re unpacking how your behavioural style whether you’re wired for action, caution, connection or calm, can make or break your relationship with time.We’ll be drawing on insights from two powerful frameworks DISC and LuminaSpark, to help you understand:

• why your approach to time might feel totallydifferent to your team’s, • how to play to your strengths without burning out,• and which common traps to watch out for based on your natural style. So whether you’re a disciplined doer, a last-minute magician, or somewhere in between, this episode is for you. Let’s talk about managing time your way.

#TimeManagement #HumanSideofWork #ChaosToCalm#StressToStrength #MessyToMagic #luminaspark #disc #behaviouralscience#personalityprofile

In today’s podcast, Barbara & Ceclia are diving back into the art of delivering tough messages and unlocking the secrets to communicating bad news with confidence and compassion. We’ll explore the most vital human skill for turning difficult conversations into opportunities for growth, and we will debate the infamous “yuck” sandwich. Is it really effective or a long-winded distraction? Get ready to level up your communication game and transform how you handle those challenging moments. Are you ready to skill up? Let’s go!

f you enjoyed this podcast and would like to join in our next free masterclass packed with valuable tools, strategies, research and take home resources with no sales, then join us at our next masterclass.

You can find out details here on our ⁠Calendar of Events. ⁠

ABOUT US:

We’re a Gen X-led team with over 50 years of combined experience, back when people skills were learned face-to-face, not online. Long before inboxes overflowed and AI joined the chat, we were already helping people connect, lead and thrive at work.

Building real connections, having real conversations, and helping people bring out their best at work.

That’s still what drives us.

Our programs are grounded in lived experience and shaped by a global perspective. We’ve worked across cultures and industries, designing learning for resilience, emotional intelligence, leadership or time management.

We don’t just teach it, we make it a lived experience.

What we offer is personal, not prescriptive.

• Customised, multidisciplinary learning that adapts to your people, your pace and your workplace

• Experiential workshops that boost both performance and wellbeing - in-person or online

• Evidence-based tools backed by global research, tailored to diverse workplaces

• Ongoing 1:1 and group coaching, with an on-demand portal to turn new skills into lasting habits

• A deep understanding of cross-cultural work environments, shaped by lived multicultural experience

We're not here to dump information and run.

We're here to keep learning alive long after the workshop or coaching ends.

Committed to the human side of work. Keeping learning alive.

#Communication #TalkSmart #difficultConversations#CommunicationTechniques #StressfulConversations #humansideofwork

Barbara Clifford an Cecilia Yeung, from the Hinwood Institute, explore the psychology of avoidance. They talk about what makes delivering bad news feel so awkward, scary, or guilt-inducing. They share with you some real-life examples of news delivered badly and news delivered well.

Cecilia shares the SBEAR modelSBEAR – Situation-Behaviour-Effect-Ask/Set Expectations-Reinforce/Review 

Cecilia referenced a 2013 study by a team of Stanford, Yale and Columbia psychologists on the impact of the different styles of negative/constructive feedback. To their surprise, the researchers discovered that there was one particular type of teacher feedback that improved student effort and performance so much that they deemed it “magical. 

The magic phrase is "I’m giving you these comments because I have very high expectations and I know that you can reach them.”  

 The phrase contains several messages:

1. You belong here.

2. I believe in your abilities.

3. You are part of a group that has high standards. 

The workplace phrase coming from a manager may sound like:  

•  "I am sharing these comments as we set high expectations that we know what you’re capable of. I want to help you achieve those standards." 
•  "I wish to share this feedback as my goal is to support your growth. I see great potential in you and let’s work together to reach these goals." 
•  "I’m sharing these comments because I believe in your abilities and know you are able to meet the high standards we set. I’m here to help you succeed." 

Another simple model I like to review a meeting, task or project requires only 3 questions:  

• What worked well? 
• Where did you get stuck? What could have been better?  

If you enjoyed this podcast and would like to join in our next free masterclass packed with valuable tools, strategies, research and take home resources with no sales, then join us at our next masterclass.

You can find out details here on our Calendar of Events.

ABOUT US:

We’re a Gen X-led team with over 50 years of combined experience, back when people skills were learned face-to-face, not online. Long before inboxes overflowed and AI joined the chat, we were already helping people connect, lead and thrive at work.

Building real connections, having real conversations, and helping people bring out their best at work.

That’s still what drives us.

Our programs are grounded in lived experience and shaped by a global perspective. We’ve worked across cultures and industries, designing learning for resilience, emotional intelligence, leadership or time management.

We don’t just teach it, we make it a lived experience.

What we offer is personal, not prescriptive.

• Customised, multidisciplinary learning that adapts to your people, your pace and your workplace

• Experiential workshops that boost both performance and wellbeing - in-person or online

• Evidence-based tools backed by global research, tailored to diverse workplaces

• Ongoing 1:1 and group coaching, with an on-demand portal to turn new skills into lasting habits

• A deep understanding of cross-cultural work environments, shaped by lived multicultural experience

We're not here to dump information and run.

We're here to keep learning alive long after the workshop or coaching ends.

Committed to the human side of work. Keeping learning alive.

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