We complain that there isn’t enough time to get the work done.

And then we fill our calendars with meetings that achieve very little.

In this short Tiny Culture Change episode of Ways to Change Your Workplace, Prina Shah challenges leaders to make one deceptively simple change: cancel one recurring meeting that adds no real value — and don’t replace it.

Because time is one of your people’s most valuable resources.

And your calendar is your culture in pixels.

What does your organisation’s calendar say about what you really value? Focus and meaningful work? Or availability, busyness and back-to-back meetings?

Your Tiny Culture Change

Look at your calendar for the coming week.

Identify one recurring meeting that no longer has a clear purpose or creates genuine value.

Cancel it.

And tell people why:

“I’m cancelling this so that you can have focus time back. If we need to connect, we will do it with a clear purpose.”

Then comes the important part:

Don’t replace it with another meeting.

Protect the space.

When leaders demonstrate that they are willing to protect people’s attention rather than constantly consume it, they send a powerful message about the culture they want to create.

Reflection questions

• Which recurring meeting on your calendar has outlived its usefulness? 
• How much focus time does your team genuinely have each week? 
• Are meetings your default response when another form of communication would work better? 
• What does your calendar tell people about what your workplace truly values? 
• What could your people achieve if you gave them some of their attention back? 

Take the challenge

Cancel one unnecessary meeting this week.

Don’t replace it.

Give people their time back.

And see what happens.

Send Prina a text to let her know how you'd change the workplace

If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch,  email me.

Say hi!

• Sign up to my monthylish practical newsletter 
• Get in touch with me, Prina
• Check  out my website⁠⁠⁠ - do a professional stalk...
• Follow me on LinkedIn
• Find out what I am up to on Instagram⁠⁠⁠ 
• Grab a copy of Make Work Meaningful and start creating your own legacy at work and leave me a review.
• Subscribe to the Ways to Change the Workplace Podcast for more actionable insights. 

Prina (Helping you find GREAT ways to change your workplace) Shah

What if your employees’ lack of trust isn’t a culture problem?

What if mistrust is actually a perfectly rational response to the workplace you’ve created?

In this solo episode of Ways to Change the Workplace, Prina Shah challenges one of the most common assumptions about workplace culture: that trust is something leaders need to build, demand or manufacture.

Instead, Prina argues that trust is an outcome.

Employees gather evidence every day about what happens when they take small interpersonal risks. Can they disagree with their manager? Admit they don't know? Ask for help? Raise bad news? Make a mistake? Challenge a decision?

Every interaction gives them information about whether doing those things is safe.

And they adjust their behaviour accordingly.

That means the more useful leadership question isn't:

"Why don't my people trust me?"

It's:

"What are they seeing that makes mistrust useful?"

Prina explores the relationship between trust, control, accountability, transparency and workplace systems — including why excessive monitoring can create a vicious cycle in which mistrust creates control, control signals mistrust, and mistrust grows.

She also explores why organisational memory matters, why trust is really tested in the aftermath of mistakes, and why making trust less dangerous and more reversible could help people take more interpersonal risks at work.

In this episode, you'll discover:

• Why trust isn't simply a feeling — it's a prediction
• The tiny interpersonal risks employees take every day
• Why demanding trust can actually increase suspicion
• How excessive monitoring can create a surveillance trap
• Why workplace systems reveal more about culture than values statements
• The difference between healthy trust and blind trust
• Why high trust and high accountability can coexist
• Why the real test of trust is what happens after something goes wrong
• How organisational memory shapes employees' willingness to trust
• Why mistrust isn't always cynicism — sometimes it's intelligent adaptation
• How inconsistency quietly destroys trust
• Why transparency and verification can strengthen rather than weaken trust
• How leaders can communicate uncertainty without undermining confidence
• Why making decisions reversible can make trust safer
• Five practical experiments leaders can use to examine trust in their workplace

The Trust Battery

Think of trust as a battery.

Every workplace interaction either adds a little charge or drains some away.

A manager promises to respond on Tuesday and doesn't? Drain.

Someone shares something confidential and you protect it? Charge.

Leadership asks for employee feedback but nobody ever hears what happened to it? Drain.

Someone challenges an idea and the leader responds, "That's useful. Tell me more." Charge.

Trust rarely arrives through one enormous gesture.

It grows — or disappears — through hundreds of seemingly insignificant moments.

A challenge for leaders

If people aren't speaking honestly, challenging decisions, asking for help or taking ownership, don't immediately assume you have an attitude or engagement problem.

Ask what your workplace has taught people.

Because sometimes what looks like disengagement is actually intelligent adaptation to the environment.

Five workplace trust experiments

1. Audit unnecessary proof.
Where are employees repeatedly required to prove they're working, sick, competent or trustworthy?

2. Watch what happens to bad news.
Pay particular attention to your first reaction when someone brings you a problem.

3. Separate mistakes from misconduct.
A genuine mistake, poor judgement and deliberate dishonesty are not the same thing.

4. Make uncertainty speakable.
Create room for leaders and employees to say, "I don't know," "I may be wrong," and "We need more information."

5. Ask the uncomfortable question.
What happens here that makes people cautious about trusting each other?

Then listen without explaining, defending or correcting.

Questions to reflect on

• What does your workplace make it rational for people to do?
• What happens when someone brings leaders bad news?
• What happens when somebody makes an honest mistake?
• Can people disagree with authority without damaging their career?
• Do your systems communicate trust — or suspicion?
• What promises have employees seen broken?
• Where has control become a substitute for relationships?
• What would make trusting someone less dangerous in your workplace?
• And perhaps most importantly: what are your people seeing that makes mistrust useful?

Send Prina a text to let her know how you'd change the workplace

If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch,  email me.

Say hi!

• Sign up to my monthylish practical newsletter 
• Get in touch with me, Prina
• Check  out my website⁠⁠⁠ - do a professional stalk...
• Follow me on LinkedIn
• Find out what I am up to on Instagram⁠⁠⁠ 
• Grab a copy of Make Work Meaningful and start creating your own legacy at work and leave me a review.
• Subscribe to the Ways to Change the Workplace Podcast for more actionable insights. 

Prina (Helping you find GREAT ways to change your workplace) Shah

In this episode of Ways to Change The Workplace, Prina Shah sits down with Petra Zink to unpack a concept most leaders talk about - but few truly understand: trust as a measurable return on investment.

Petra challenges the idea that trust is just a “nice-to-have” and instead reframes it as a strategic, compounding asset that directly impacts decision-making, influence, and commercial outcomes.

Together, they explore why so many leaders remain “best kept secrets,” how trust is built (and broken) across different levels, and why the real work starts with trusting yourself first.

This conversation goes deep into leadership behaviour, decision-making under uncertainty, and what it actually takes to become a trusted authority in today’s workplace.

Connect with Petra
• LinkedIn
• Website
• Book: Return on Investment of Trust

In this episode, we discuss:

•Why trust should be treated as a return on investment, not a soft skill
•The Trust Stack: individual → team → cross-functional → organisational → industry
•Why leaders struggle with decision-making in uncertain environments
•How low trust shows up as indecision, delays, and bottlenecks
•The concept of on-the-go credibility (and why polished posts no longer cut it)
•Why we’ve outsourced trust to titles, credentials, and institutions
•The impact of predictability vs perfection in leadership
•How silos, incentives, and “job hugging” erode trust internally
•The authority cliff: why technical experts struggle when promoted to leadership
•The four types of leadership:

• People leadership
• Project leadership
• Change leadership
• Thought leadership

•What breaks trust fastest: unkept promises
•How to rebuild trust through consistency and over-delivery

Key Insight
“Predictability is more important than perfection.
People don’t need you to be right every time — they need to know how you think and how you’ll respond.”

Reflection Questions
•Where are you outsourcing trust instead of building it internally?
•What decisions are being delayed because no one wants accountability?
•Are your values truly non-negotiable — or only when convenient?
•Where might you need to show more of your process, not just your outcomes?
•What is one promise you’ve made that needs to be followed through?

About the Guest
Petra Zink works with leaders, executives, and entrepreneurs to systemise their intellectual property and position themselves as trusted authorities.
She is the creator of the Trusted Authority Framework and is currently writing her second book focused on the Return on Investment of Trust.
Petra helps professionals move from being overlooked to becoming the go-to voice in their industry by building credibility, clarity, and influence.

Send Prina a text to let her know how you'd change the workplace

If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch,  email me.

Say hi!

• Sign up to my monthylish practical newsletter 
• Get in touch with me, Prina
• Check  out my website⁠⁠⁠ - do a professional stalk...
• Follow me on LinkedIn
• Find out what I am up to on Instagram⁠⁠⁠ 
• Grab a copy of Make Work Meaningful and start creating your own legacy at work and leave me a review.
• Subscribe to the Ways to Change the Workplace Podcast for more actionable insights. 

Prina (Helping you find GREAT ways to change your workplace) Shah

Tiny Culture Change: Say Thank You in Detail

“Thanks, team” is nice. But it’s also easy for people to tune out.

In this short episode of Ways to Change Your Workplace, Prina Shah shares a tiny culture change leaders can put into practice immediately: make your thank you specific.

Instead of offering generic praise, name three things:

• The behaviour — what did the person actually do? 
• The effort — what did it require from them? 
• The impact — what difference did their actions make? 

For example:

“Thank you for staying calm with that difficult client, for protecting the rest of the team’s focus, and for documenting everything so clearly afterwards.”

Why does this matter?

Because specific gratitude does more than make someone feel appreciated. It shows people exactly what good looks like.

When leaders recognise the behaviours, effort and impact they want to see more of, they reinforce those behaviours and make workplace expectations clearer.

And unlike another engagement initiative or survey, this culture change costs nothing and can start today.

Try this today

Think of one person you need to thank.

Don’t stop at “great job” or “thanks for your help”.

Tell them specifically what they did, the effort you noticed, and the impact it had.

That’s your tiny culture change for this week.

Reflection question

When was the last time someone thanked you specifically enough that you knew exactly what they valued about your contribution?

Send Prina a text to let her know how you'd change the workplace

If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch,  email me.

Say hi!

• Sign up to my monthylish practical newsletter 
• Get in touch with me, Prina
• Check  out my website⁠⁠⁠ - do a professional stalk...
• Follow me on LinkedIn
• Find out what I am up to on Instagram⁠⁠⁠ 
• Grab a copy of Make Work Meaningful and start creating your own legacy at work and leave me a review.
• Subscribe to the Ways to Change the Workplace Podcast for more actionable insights. 

Prina (Helping you find GREAT ways to change your workplace) Shah

Loneliness is one of the most overlooked challenges facing today's workplaces.

In this solo episode of Ways to Change the Workplace, Prina Shah explores the hidden reality of workplace loneliness and why it affects everyone-from graduates to CEOs.

Despite constant communication, many people have never felt more disconnected. Surrounded by colleagues, sitting in packed meetings, or spending the day on Zoom doesn't necessarily create genuine connection.

Drawing on research from Dr Vivek Murthy, Brené Brown, Amy Edmondson and Gallup, Prina unpacks why belonging, psychological safety and authentic relationships are no longer "nice to have"-they are essential for healthy workplaces, effective leadership and sustainable performance.

This episode challenges leaders and employees alike to rethink what connection really looks like and offers practical ways to create workplaces where people feel seen, heard and valued.

In this episode we discuss

•Why loneliness is different from simply being alone

•The hidden loneliness experienced by leaders

•How remote work can increase isolation despite constant communication

•The difference between fitting in and truly belonging

•Why psychological safety reduces loneliness

•What Gallup discovered about having a best friend at work

•Practical ways to create genuine connection every day

•Why small conversations often matter more than formal team-building

•The leadership behaviours that build belonging

Reflection Questions

•When was the last time you genuinely connected with someone at work?

•Do people know the real you, or only your professional armour?

•What conversations are you avoiding because they feel uncomfortable?

•How psychologically safe does your workplace really feel?

•Who in your workplace might quietly be feeling invisible?

•What one action could you take this week to help someone feel they belong?

Resources Mentioned
•Dr Vivek Murthy - Together: The Healing Power of Human Connection
•Brené Brown - Research on Belonging and Vulnerability
•Amy Edmondson - Psychological Safety
•Gallup Workplace Research

Send Prina a text to let her know how you'd change the workplace

If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch,  email me.

Say hi!

• Sign up to my monthylish practical newsletter 
• Get in touch with me, Prina
• Check  out my website⁠⁠⁠ - do a professional stalk...
• Follow me on LinkedIn
• Find out what I am up to on Instagram⁠⁠⁠ 
• Grab a copy of Make Work Meaningful and start creating your own legacy at work and leave me a review.
• Subscribe to the Ways to Change the Workplace Podcast for more actionable insights. 

Prina (Helping you find GREAT ways to change your workplace) Shah

What if the most important relationship you'll ever build isn't with your partner, your colleagues or your team—but with yourself?

In this episode of Ways to Change the Workplace, Prina Shah sits down with psychologist, workplace wellbeing expert and author Dr Marny Lishman for a deeply honest conversation about one of the most overlooked workplace skills: self-awareness.

Drawing on her latest book, Only You, Marny challenges the common belief that being alone automatically means being lonely. Instead, she explores how periods of solitude can become powerful opportunities for growth, emotional agility and personal transformation.

Together, Prina and Marny discuss why so many high-performing professionals stay busy to avoid themselves, how uncomfortable emotions can become valuable data rather than something to suppress, and why learning to understand yourself ultimately makes you a better leader, colleague and human being.

This conversation is a reminder that before we can lead others, influence culture or change workplaces, we must first understand the person doing the work.

After all...

You are the greatest project you will ever work on.

In this episode we discuss

• Why you are the greatest project you'll ever work on 
• The difference between solitude and loneliness 
• Why busy professionals often avoid self-reflection 
• Emotional agility as an essential workplace skill 
• Listening to your emotions instead of distracting yourself 
• Why uncomfortable emotions contain valuable information 
• The importance of metacognition and observing your own thinking 
• How self-awareness improves leadership and workplace performance 
• Practical ways to reconnect with yourself 
• Why connection with yourself strengthens your connection with others 
• Building resilience before life forces you to slow down 
• Why emotional agility should be taught in every workplace 

Reflection Questions

• What part of yourself have you been too busy to listen to? 
• What discomfort have you been trying to outrun? 
• If your emotions are data, what are they trying to tell you? 
• Are you leading your life—or reacting to it? 
• What would change if you invested in yourself the same way you invest in your career? 
• How can you create more intentional moments of reflection each week? 

About Dr Marny Lishman

Dr Marny Lishman is a psychologist, workplace wellbeing expert, keynote speaker and author who helps individuals, leaders and organisations improve mental health, resilience and performance.

Her work focuses on supporting the person behind the professional—helping busy people better understand stress, anxiety, burnout and emotional wellbeing while building healthier and more sustainable lives and careers.

Her latest book, Only You, explores how learning to embrace solitude can become a catalyst for greater self-awareness, emotional wellbeing and meaningful connection.

Connect with Dr Marny Lishman

• Website
• LinkedIn

Send Prina a text to let her know how you'd change the workplace

If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch,  email me.

Say hi!

• Sign up to my monthylish practical newsletter 
• Get in touch with me, Prina
• Check  out my website⁠⁠⁠ - do a professional stalk...
• Follow me on LinkedIn
• Find out what I am up to on Instagram⁠⁠⁠ 
• Grab a copy of Make Work Meaningful and start creating your own legacy at work and leave me a review.
• Subscribe to the Ways to Change the Workplace Podcast for more actionable insights. 

Prina (Helping you find GREAT ways to change your workplace) Shah

Tiny Culture Change: Share a Win That Isn't Yours

Leadership isn't just about what you achieve. It's about who you lift along the way.

In this short episode of Ways to Change The Workplace, Prina Shah shares one simple leadership habit that has a surprisingly powerful impact on workplace culture.

When someone praises your work, resist the temptation to quietly accept all the credit. Instead, intentionally shine the spotlight on someone else who helped make the outcome possible.

Recognition isn't a limited resource. In fact, the more generously it is shared, the stronger your culture becomes.

This tiny culture change demonstrates humility, builds trust, and creates an environment where people know their contributions are noticed and valued.

In this episode, you'll discover:

• Why redirecting praise is a sign of confident leadership, not weakness.
• How shared recognition strengthens workplace culture.
• Why people perform better when they know their efforts are seen.
• A simple script you can use the next time someone congratulates you.
• How leaders create cultures where success is celebrated collectively.

Reflection Questions

• When was the last time you deliberately redirected praise to someone else?
• Do the people around you regularly receive recognition for the work they do?
• How could sharing credit more often change the culture of your team?

Key Takeaway

Recognition grows when it is shared.

Leaders who openly acknowledge the contribution of others create workplaces built on trust, generosity and collaboration rather than ego.

If this episode resonated with you, share it with another leader who believes workplace culture is built through everyday actions.

Send Prina a text to let her know how you'd change the workplace

If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch,  email me.

Say hi!

• Sign up to my monthylish practical newsletter 
• Get in touch with me, Prina
• Check  out my website⁠⁠⁠ - do a professional stalk...
• Follow me on LinkedIn
• Find out what I am up to on Instagram⁠⁠⁠ 
• Grab a copy of Make Work Meaningful and start creating your own legacy at work and leave me a review.
• Subscribe to the Ways to Change the Workplace Podcast for more actionable insights. 

Prina (Helping you find GREAT ways to change your workplace) Shah

What if we've been thinking about work all wrong?

We often believe that what we give our employer is our knowledge, our expertise, our creativity or our effort. But beneath all of those lies something even more valuable.

Our time.

In this reflective solo episode of Ways to Change The Workplace, Prina Shah explores why time - not talent - is the true currency of work. Every working day, we exchange irreplaceable moments of our lives with our organisations. The question is whether those moments are honoured or quietly wasted.

Drawing on powerful analogies, personal reflections and practical leadership insights, Prina challenges leaders to rethink meetings, bureaucracy, workplace culture and the hidden responsibility that comes with asking people to spend part of their lives at work.

This isn't an episode about productivity.

It's an episode about stewardship.

Because every workplace is borrowing something it can never give back.

Time.

In this episode, I discuss

• Why time is the true currency of work 
• The hidden agreement every employee makes when they come to work 
• Why leaders should think of themselves as stewards—not owners—of people's time 
• The real cost of unnecessary meetings, bureaucracy and poor processes 
• The difference between being busy and creating value 
• Why meaningful work creates energy while meaningless work drains it 
• How organisations unintentionally waste human lives one hour at a time 
• Why work is part of life—not separate from it 
• What great leaders understand about respect, trust and purpose 
• The simple question every leader should ask before scheduling another meeting 

Reflection Questions

• If every hour you worked became a permanent memory, would you be glad it happened? 
• Where is your organisation unintentionally wasting people's lives? 
• What unnecessary work could you stop this week? 
• If you lead others, are you treating their time as carefully as you treat your budget? 
• What story are you writing with the eighty thousand hours you may spend working? 

Key Leadership Insights

• People don't simply give organisations their skills.
• They entrust organisations with moments of their lives.
• Leadership isn't about extracting more from people.
• It's about making the time they choose to give you worthy of the life it came from.

Send Prina a text to let her know how you'd change the workplace

If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch,  email me.

Say hi!

• Sign up to my monthylish practical newsletter 
• Get in touch with me, Prina
• Check  out my website⁠⁠⁠ - do a professional stalk...
• Follow me on LinkedIn
• Find out what I am up to on Instagram⁠⁠⁠ 
• Grab a copy of Make Work Meaningful and start creating your own legacy at work and leave me a review.
• Subscribe to the Ways to Change the Workplace Podcast for more actionable insights. 

Prina (Helping you find GREAT ways to change your workplace) Shah

Leadership Pet Peeves: Prina & Mel's Sh1t List

Sometimes the smallest workplace habits create the biggest headaches.

In this final episode of our five-part leadership series, I'm joined once again by my brilliant friend Mel Loy - communication strategist, behavioural science practitioner and host of the Less Chatter, More Matter podcast.

This episode is exactly what the title suggests...

Our leadership sh1t list.

The workplace behaviours we've both seen (far too often), experienced ourselves, and frankly think it's time we stopped normalising.

We're talking about everything from removing phone numbers from email signatures, professional ghosting and meeting overload through to the urgency myth, late-night emails, jargon, passive language and leaders who simply don't walk the talk.

There are plenty of laughs along the way...

But underneath the humour is a serious message.

Culture isn't damaged by one big event.

It's shaped by the everyday behaviours leaders allow, encourage or ignore.

If you've ever walked out of a meeting thinking...

"That could have been an email."

...or wondered why someone forwarded you an email with absolutely zero context...

This episode is for you.

In this episode we explore

•  Why taking phone numbers off email signatures might be sending the wrong message 
•  Communication versus broadcasting (they're definitely not the same thing) 
•  Professional ghosting—and why silence is still communication 
•  The Messenger Effect and why who delivers a message matters 
•  Why everything doesn't need to be urgent 
•  Respecting boundaries and the Right to Disconnect 
•  The real cost of late-night emails 
•  Why so many meetings are wasting everyone's time 
•  The importance of clear ownership and accountability 
•  Passive language, jargon and writing like a human 
•  Forwarding emails without context 
•  Leaders who say one thing and do another 
•  Practical ways to become a more intentional leader 

One thought that really stayed with me...

Mel said something during this conversation that perfectly sums up leadership.

Think about that.

The meetings you cancel.

The emails you ignore.

The language you use.

The urgency you create.

The behaviour you tolerate.

Even your silence.

It all communicates something.

And that's exactly how workplace culture is built.

Questions to reflect on

As you listen, ask yourself:

•  What leadership behaviours have become normal in your workplace? 
•  Are you communicating—or simply broadcasting information? 
•  Do your actions match the culture you're trying to create? 
•  Where are you unintentionally creating unnecessary urgency? 
•  Which one leadership habit could you stop tomorrow that would immediately improve your workplace? 

Connect with Mel

Website: https://cuttlefish.group/

LinkedIn: https://www.linkedin.com/in/melanieloy/

Podcast: Less Chatter, More Matter

Send Prina a text to let her know how you'd change the workplace

If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch,  email me.

Say hi!

• Sign up to my monthylish practical newsletter 
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• Check  out my website⁠⁠⁠ - do a professional stalk...
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• Grab a copy of Make Work Meaningful and start creating your own legacy at work and leave me a review.
• Subscribe to the Ways to Change the Workplace Podcast for more actionable insights. 

Prina (Helping you find GREAT ways to change your workplace) Shah

Professor Steve McKenna joins Prina Shah for a thought-provoking conversation that challenges one of the most entrenched workplace practices: performance management. Together they explore why traditional annual performance reviews are increasingly unfit for today's fast-moving workplaces and why a new approach - what Steve calls performance liberation - may be the future.

Connect with Steve McKenna 

Drawing on decades of experience across corporate, consulting, small business and academia, Steve shares practical insights into strengths-based leadership, employee experience, workplace democracy, continuous feedback, and how organisations can move beyond outdated appraisal systems.

In This Episode We Discuss

·        Why annual performance reviews are no longer fit for purpose

·        The difference between performance management and performance liberation

·        Why organisations spend too much time focusing on weaknesses

·        Strengths-based leadership and unlocking exceptional performance

·        The hidden power dynamics behind traditional appraisals

·        Why values and behaviours are difficult to evaluate objectively

·        Bell curves versus the reality of high performance

·        Continuous feedback and real-time performance data

·        Technology's role in modern performance conversations

·        Employee experience as a preventative approach to poor performance

·        The importance of belonging and meaningful onboarding

·        How questioning assumptions creates better workplaces

·        Why workplace democracy and team autonomy matter

About Steve McKenna

Steve McKenna is an Associate Professor in the School of Management and Marketing at Curtin University in Perth, Western Australia. His career spans corporate leadership, small business, consulting and academia across multiple countries over more than 35 years.

Steve's areas of expertise include:

·        Global Human Resource Management

·        Talent Management

·        Leadership Development

·        Careers and Employee Experience

·        Future of Work

·        Organisational Culture

He is the founder of the HR Disrupted events series and has built a network of HR leaders and professionals across Australia and internationally. Steve also works extensively in leadership development, safety culture and workforce inclusion initiatives.

Send Prina a text to let her know how you'd change the workplace

If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch,  email me.

Say hi!

• Sign up to my monthylish practical newsletter 
• Get in touch with me, Prina
• Check  out my website⁠⁠⁠ - do a professional stalk...
• Follow me on LinkedIn
• Find out what I am up to on Instagram⁠⁠⁠ 
• Grab a copy of Make Work Meaningful and start creating your own legacy at work and leave me a review.
• Subscribe to the Ways to Change the Workplace Podcast for more actionable insights. 

Prina (Helping you find GREAT ways to change your workplace) Shah