In today's episode, Jivan engages in a thought-provoking conversation with high-performance coach and hypnotherapist Stuart Wade. They explore the critical concept of a Leadership Mindset, delving into the nuances of what it means to lead effectively in today's complex workplace. Stuart shares insights from his extensive experience, highlighting the importance of aligning one's subconscious and conscious mind to foster positive leadership behaviours.

KEY TAKEAWAYS

A leadership mindset is crucial for effective leadership, as it influences how leaders communicate their vision and interact with their teams. It involves aligning both the subconscious and conscious mind to be the best version of oneself.

Hypnotherapy can be a powerful tool for leaders to address limiting beliefs and negative behaviours that may stem from past traumas. By tapping into the subconscious, leaders can rewire their thought patterns and improve their overall effectiveness.

Leaders should conduct a self-inventory to identify their strengths and weaknesses. Seeking honest feedback from trusted colleagues can provide valuable insights into their leadership style and areas for improvement.

Understanding cultural differences is essential for leaders, especially in global teams. Effective communication and leadership strategies must be tailored to respect and accommodate diverse cultural backgrounds.

Leaders should clarify their vision in detail, utilising all senses to visualise it. This clarity not only strengthens their own understanding but also enhances their ability to communicate the vision effectively to their teams, fostering alignment and motivation.

BEST MOMENTS

"If we are able to get our subconscious mind and conscious mind in alignment, we can be the best possible version of ourselves."

"The best leaders are able to balance doing things right with making sure that we're doing the right things."

"Our brains don't fully know the difference between what's going on in here and what's going on outside in the real world."

"If there's something that's misaligned or some negative thoughts. It's going to creep out into other aspects."

GUEST BIO

Stuart Wade is a high performance mindset coach, clinical

[email protected]

www.themindcoach.co.uk

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and cost her a job she'd loved.

Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.

As a seasoned HR professional, consultant, psychologist and speaker, she offers HR services and bespoke consultancy to help growing businesses navigate change, deliver a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.

Jivan Dempsey FCIPD GMBPsS | LinkedIn

[email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

In this episode, Jivan delves into the concept of 'othering', exploring why individuals and groups are often treated as fundamentally different from the norm. Drawing on insights from a previous discussion with Michelle Hartley, Jivan examines the psychological underpinnings of othering, its implications in society, and its pervasive impact within workplace culture.

KEY TAKEAWAYS

Othering is the act of treating individuals or groups as fundamentally different from oneself, often leading to division and exclusion based on various characteristics such as race, gender, or socioeconomic status.

The tendency to other is hardwired into humans as a survival mechanism from our evolutionary past, where distinguishing between "us" and "them" helped assess threats. However, in modern society, this instinct can lead to division and violence.

Othering is often exploited by those in power to distract from systemic issues, such as inequality and corporate exploitation, by redirecting public anger towards marginalised groups instead of addressing the root causes of societal problems.

Othering manifests subtly in workplaces, leading to biases in hiring, team dynamics, and promotion decisions. This can result in lower employee engagement, higher turnover, and a loss of innovation and productivity.

To combat othering, HR professionals should implement interventions beyond awareness training, such as promoting diverse contributions, creating safe spaces for dialogue, and tying inclusion metrics to performance reviews to foster a more inclusive workplace culture.

BEST MOMENTS

"Othering is when we treat other people or groups as fundamentally different. They're either alien or they're outside the norm or basically they're just not one of us."

"Othering reflects power. It's the dominant group who gets to define who's in and effectively who's out."

"Every time we make someone the other, we're shrinking the size and the richness of our own experience and of our own community."

"It's easier to exclude than to empathise."

"When we stop othering, we start building and including."

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.

Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.

Please connect with her on Linked In:

Jivan Dempsey FCIPD GMBPsS | LinkedIn

Or send her an email at:

[email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Jivan holds a thought-provoking conversation with Michelle Hartley, founder of People Sorted, about the UK Supreme Court's ruling on the legal definition of female and its implications for trans rights in society and the workplace.

Together they look into the emotional responses elicited by the ruling, the divisive reactions within the community, and the urgent need for HR professionals to respond with empathy and action

KEY TAKEAWAYS

BEST MOMENTS

"Nobody chooses to wake up in the wrong body. Trans people just want to be happy."

"I think we may see that with more of these kind of right-wing behaviours coming in."

"When the law starts to decide who really counts as a woman, we need to talk about what that really means for identity."

"For me, it's about creating the safe space, but then also holding it and maintaining it."

GUEST BIO

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which cost her a job she'd loved. 

Listeners are drawn to her insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. 

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. 

Please connect with Jivan on Linked In: here Jivan Dempsey FCIPD GMBPsS | LinkedIn

Or send her an email at:

[email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

In this episode, Jivan delves into the pressing issue of age discrimination in the workplace. Drawing on over 20 years of HR consulting experience, Jivan highlights the pervasive stereotypes that affect both older and younger workers alike, emphasising the moral and economic implications of ageism. The discussion covers the alarming decline of older workers in the tech industry, the mental health impacts of age discrimination, and the significant costs to businesses and economies.

KEY TAKEAWAYS

Age discrimination, or ageism, involves negative attitudes towards older individuals, discriminatory practices against them, and institutional policies that perpetuate stereotypes. It affects both younger and older workers, with harmful stereotypes impacting hiring and workplace dynamics.

The tech industry has seen a significant decline in workers over 40, dropping from 60% in 2014 to just over 52% in 2022. This age imbalance not only sidelines experienced talent but also reinforces ageist stereotypes, ultimately affecting product development and workplace diversity.

Age discrimination can lead to self-stereotyping among older workers, resulting in lower self-esteem, increased stress, and a cycle of harm that can contribute to depression and burnout. This has broader economic implications, costing billions in lost productivity and tax revenue.

Various government reforms, such as the "Get Britain Working Again" white paper and the Age-Friendly Employer Pledge, aim to support older workers through structured re-entry programs and inclusive hiring practices. These initiatives are crucial for addressing the challenges posed by an aging workforce.

BEST MOMENTS

"Age discrimination is wrong morally, socially, ethically. It's illegal, it's costly for workers, for businesses and for economies."

"One in four people think that it doesn't make any business sense to employ someone over the age of 50."

"Older adults tend to internalise ageist stereotypes. It creates a cycle of harm where repeated rejections can erode confidence."

"IT can either create invisible barriers or it can be a powerful tool for inclusion, depending on how we build and deploy it."

"Let's shift corporate culture to really value empathy, cultural insights, and human understanding."

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour.

Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others.

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.

Please connect with her on Linked In:

Jivan Dempsey FCIPD GMBPsS | LinkedIn

Or send her an email at:

[email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Today, Jivan is joined by HR transformation experts Morgan Duffy and Yaa Kufuor, to discuss the critical topic of HR technology implementation. With a combined experience of over 30 years in the field, they consider the common misconceptions surrounding HR tech, emphasising that it is not merely about automation but also about strategic alignment and user experience.

KEY TAKEAWAYS

Implementing new HR technology is not just about automation; it serves as an enabler for HR functions to become strategic partners within organisations, adapting to the rapidly changing workforce and business needs.

Successful implementation of HR technology requires effective change management. Organisations must recognise that technology alone cannot solve problems; they need to align their processes and workforce to fully leverage the benefits of new systems.

Employees now expect a consumer-grade experience from HR technology. This means that systems should be intuitive, easy to use, and efficient, similar to the seamless experiences they encounter in their personal lives.

The introduction of AI and advanced HR technology allows organisations to gain quick data insights, which can significantly enhance decision-making and improve overall efficiency in HR processes.

There is no one-size-fits-all solution in HR technology. Organisations must conduct thorough assessments of their workflows and pain points to identify the right technology that aligns with their specific needs and future goals.

BEST MOMENTS

"Tech fixes everything. I think that is something, it's an enabler. It's always an enabler and it's not the solution. You also need to organise your function."

"Organisations think, 'Oh, we've got an implementation partner. So we just throw it over the wall, and they'll take care of it.' The reality is, it's a much more two-way street."

"The key thing is that whilst you've got the technical implementation happening, you also need the people and the process implementation also happening alongside it."

"You can take your time, you can make more value judgments. That's exactly what Oracle have done. They started with a clean sheet of paper."

GUEST BIO

Morgan Duffy is a Business Development Director bringing extensive experience of delivering modern cloud solutions to address the demands of HR helping deliver tangible business benefits.

[email protected]

Yaa Kufuor is a Transformation Change Architect specialising in AI and ERP Cloud implementations. Recently featured as one of the "Most Impactful Women Pioneers in Business Transformation and Growth" she’s spent her career bridging the gap between technical teams and business leaders delivering measurable impact.

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour cost her a job she'd loved.

Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others.

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.

Jivan Dempsey FCIPD GMBPsS | LinkedIn

[email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

In this episode, Jivan delves into the contentious return-to-office debate, exploring the underlying power dynamics and trust issues that shape modern workplace culture. Reflecting on the transformative impact of the COVID-19 pandemic, Jivan highlights how remote work became a viable option for many, leading to increased productivity and employee satisfaction.

KEY TAKEAWAYS

The pandemic forced a rapid transition to remote work, challenging the traditional belief that productivity is tied to physical presence in the office. Many organisations that previously resisted remote work had to adapt quickly, leading to increased productivity and employee satisfaction.

A significant gap exists between employee perceptions of productivity while working remotely and managerial beliefs. While 87% of employees felt more productive at home, only 12% of managers agreed, highlighting a lack of trust and inadequate training for leaders in managing hybrid teams.

The push for a return to the office can disproportionately affect marginalised groups, including caregivers, disabled workers, and women. Data shows that rigid work patterns can lead to decreased engagement and higher turnover rates among these employees.

Effective return-to-office strategies should be based on data and employee feedback rather than mandates.

BEST MOMENTS

"This isn't just a return to office and productivity debate. This is a podcast about power and privilege and who gets to control the modern workplace."

"Many leaders come from a generation where being seen is equal to being trusted."

"If remote working worked so well, then why are we even bothering talking about this in 2025?"

"Employees, when they're forced back into rigid patterns of work, are 22% less engaged and 15% more likely to be looking elsewhere for opportunities."

"The best organisations treat flexible working as a competitive advantage, not just a compliance problem."

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.

Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.

Please connect with her on Linked In:

Jivan Dempsey FCIPD GMBPsS | LinkedIn

Or send her an email at:

[email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

In this inspiring episode, Jivan speaks with Melissa Owusu-Ansah, a former professional athlete who successfully transitioned into the corporate world. Melissa shares her journey from the athletics track to the boardroom, discussing the challenges of shifting identity and the mental resilience required for such a transformation. She reflects on how her experiences in sports shaped her mindset and prepared her for a career in tech sales, emphasising the importance of transferable skills.

KEY TAKEAWAYS

Understanding the motivation behind a career change is crucial. Reflecting on your "why" can guide your decisions and help you navigate the transition effectively.

Skills developed in one area, such as athletics, can be applied to new environments like the corporate world. Recognising and leveraging these transferable skills can enhance your career prospects.

A supportive coach or mentor can significantly impact your growth and confidence. They can help you identify your strengths, advocate for you, and guide you through challenges.

Women often feel the need to meet a higher percentage of job criteria before applying compared to their male counterparts. Addressing this mindset can empower women to pursue opportunities more confidently.

Staying open to new experiences and actively seeking knowledge through conversations, reading, and listening to resources can help you adapt and thrive in a new career path.

BEST MOMENTS

"I always knew within myself that there was more to me than athletics. I’m sure there’s a lot of things I can do."

"Success for me ended up being trying to ensure that I could be at least that 1% or 2% better than the day before."

"If you can really sense someone is just buzzing, you kind of feel, I'm going to take a chance on you and you become their champion."

"A lot of the C-suite women had actually played sport up until university level, which showed the resilience and determination they developed."

"When you know that things aren't working, that's the moment to be honest with yourself and start looking elsewhere."

GUEST BIO

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour.

Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.

Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn

Email: [email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

In this episode, Jivan presents a compelling open letter to UK Prime Minister Keir Starmer, critiquing the government's approach to change management and stakeholder engagement. Drawing on over 20 years of experience in HR transformation, Jivan highlights the pitfalls of recent policy decisions, such as the controversial winter fuel payment changes and welfare reforms, which lacked public consultation and transparency. He emphasises the importance of effective communication, empathy, and involving stakeholders in the change process to build trust and avoid backlash.

KEY TAKEAWAYS

Change management is not just a corporate buzzword; it is a critical discipline that requires a mindset focused on leading people through complex changes effectively.

Successful change initiatives depend on engaging stakeholders early and often. Understanding their interests, fears, and motivations is essential to mitigate resistance and build support.

Clear, empathetic communication is vital. It’s important to explain the reasons behind changes and to provide information in accessible formats to ensure all affected parties can understand and engage with the process.

The need for transparency and consultation is crucial. Rushed decisions without stakeholder input can lead to backlash and loss of trust, highlighting the importance of involving diverse voices in policy-making.

Change should be viewed as an ongoing process rather than a one-time event. Regular feedback loops and adjustments based on stakeholder input can help ensure that initiatives remain relevant and effective.

BEST MOMENTS

"If I were giving the UK government an end-of-year assessment for 2025, it certainly would not be a glowing report card."

"You didn't bring your stakeholders on the journey with you."

"You can't bulldoze through change. The country wanted change, agreed, and still wants it."

"Poor communication, lack of stakeholder engagement. Now, the source has always been attributed to people like McKinsey and the Harvard Business Review."

"Good intentions don't change bad outcomes. How you lead change matters just as much as what you are changing."

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.

Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.

Please connect with her on Linked In:

Jivan Dempsey FCIPD GMBPsS | LinkedIn

Or send her an email at:

[email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

In today’s episode, Jivan delves into the complex topic of crying in the workplace, sparked by a recent incident involving UK Chancellor Rachel Reeves. Jivan explores the mixed reactions to Reeves' emotional display, questioning whether crying at work is a sign of weakness or strength. She argues that tears can signify emotional overwhelm, empathy, or frustration, and highlights the societal conditioning that often labels emotional expression as unprofessional. Jivan outlines the need for a cultural shift in workplaces to embrace vulnerability and emotional intelligence, advocating for leaders to model empathy and create safe environments where employees feel comfortable expressing their emotions.

KEY TAKEAWAYS

Crying is a natural emotional response that can signify various feelings such as stress, frustration, empathy, or grief. It should not be viewed solely as a weakness but rather as a sign of caring and emotional engagement.

Many workplaces have conditioned employees to suppress emotions, equating professionalism with emotional detachment. This outdated view can hinder authentic leadership and employee well-being.

The perception of crying varies significantly based on gender and cultural context. Women may be labelled as overly emotional, while men may be praised for showing vulnerability, highlighting a double standard in how emotions are received in the workplace.

Organisations should prioritise emotional intelligence training for leaders and managers to help them respond compassionately to emotional situations, including crying. This includes developing skills for recognising and addressing their own emotional triggers.

To foster a supportive environment, workplaces should encourage open discussions about emotions and mental health. Recognising crying as a valid emotional response can lead to healthier workplace dynamics and improved employee morale.

BEST MOMENTS

"When crying is basically a biological, emotional and a social response, it's not always a sign of weakness. It can actually be a sign of something else."

"Crying gets weaponised differently depending on gender, on race, and even on culture."

"We cry at work because we care. And sadly, we also get judged for it as well."

"Crying at work is rarely about weakness. It's often about the pressure, the pain or the passion that has nowhere else to go."

"It takes guts to cry in front of others, especially in a culture when you're told not to."

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.

Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.

Please connect with her on Linked In:

Jivan Dempsey FCIPD GMBPsS | LinkedIn

Or send her an email at:

[email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

Today, Jivan sits down with Ameesha Green, founder and CEO of Bookshelf Limited, who shares her journey of leading with kindness in the workplace. Ameesha discusses her upbringing in a single-parent household and how her mother's resilience shaped her values-driven leadership style. They delve into the transformative power of empathy, clear boundaries, and a people-first culture, highlighting how kindness can significantly impact recruitment, retention, and overall workplace morale.

KEY TAKEAWAYS

Leading with kindness is not just a soft approach; it can be a game-changer in business. It fosters a people-first culture that enhances recruitment, retention, and overall workplace morale.

Engaging with team members to understand their definitions of kindness and what they need from a leader is crucial. This personalised approach helps create an inclusive environment where everyone feels valued.

While kindness is important, leaders must also focus on business sustainability. Open communication about company challenges and decisions can help maintain trust and transparency with the team.

Establishing and adhering to core values from the outset can guide business decisions and foster a culture that attracts like-minded individuals, both employees and clients.

Gradually introducing responsibilities and encouraging team members to step out of their comfort zones can build confidence and lead to better performance, demonstrating that kindness can coexist with accountability and growth.

BEST MOMENTS

"I think for me, it's kind of having that people focus first. Beginning with thinking about other people rather than thinking about the business or profit."

"Leading with kindness isn't just a nice-to-have in business, it's a game-changer."

"I think it is a really challenging time. But I would hope that, you know, people still continue to display kindness in leadership."

"I really do believe that everyone has some wisdom that they can share with people, their individual life story and something in that will inspire others."

"It's actually a strategy that really transforms teams and can drive results and create workplaces where your team thrives."

Connect with Ameesha

https://www.linkedin.com/in/ameesha-green/

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.

Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.

Please connect with Jivan:

(16) Jivan Dempsey FCIPD GMBPsS | LinkedIn

[email protected]

www.fiverivers-consulting.com

HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv

Are you working in a toxic environment? Take our free quiz to find out

https://bit.ly/3BPZXSR

This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/