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When Life and Work Collides
Welcome to Reach Minds: Thoughts for Your Life Journey. Today, we’re diving into a powerful and often overlooked question: What happens when life and work collide? Whether it’s mental health struggles, caregiving responsibilities, burnout, or personal crises, these moments reveal how organizations truly shows up—or fall short—for their people. We’ll explore the role of leadership, flexibility, and culture in shaping compassionate, human-centred responses.
Research shows that up to 34% of salary costs can be lost to missed deadlines, absences, and turnover when support systems fail. And yet, how often do we see a gap between what companies say—“people are our greatest asset”—and what they actually do when someone needs time, space, or care?
This episode is about how we can close that gap—and imagining a more empathetic, compassionate world of work.
About Jay Jupp
Today, I’m joined by Jay Jupp, a future-of-work strategist, leadership coach, and creator of the Inner Reach Growth Framework™. A model designed for the moments when life and work collide.
Jay began her career in pharmaceutical sales, where she mastered the art of meaningful conversation—earning top industry awards for both sales and coaching. With over 30 years of experience across sectors, she now helps organisations lead with empathy, especially when life and work collide.
As we mark South Asian Heritage Month, Jay’s story—growing up as the daughter of immigrant parents who championed education—offers a powerful reminder of what resilience, culture, and opportunity can create. She’s also a proud mum of two adult sons and has been married for 29 years.
In this podcast we pose the following questions on When Life and Work Collides
From your perspective are organisations moving toward a more humane workplace, or is that still more talk than action?
Are there unspoken expectations about how personal life should—or shouldn't—impact work?
How does organizational culture either support or hinder people during difficult times?
What makes developing empathy in organizational work culture important?
How do class, gender, race, or caregiving status affect how supported someone feels at work?
What’s one thing every organization should be doing to support people when life and work collide?
If you could redesign the workplace from scratch, how would it better reflect the reality of people’s lives?
What’s your motto in life?
Resources Mentioned in This Episode:
There are a few resources I’d recommend for anyone wanting to explore this further.
One is The 100-Year Life by Lynda Gratton and Andrew Scott, it reframes how we think about careers and transitions, and it really speaks to the idea of multi-stage lives.
I have created the Inner Reach Growth Framework™ and use it in my work with leaders navigating difficult life-work intersections, and I’ve created a Life Stage Map that shows how needs evolve over the course of a career. I’m happy to share those.
And finally, I’d say look at the data, we have it. Reports from Deloitte, Gallup, and CIPD tell us exactly what’s going on when people feel unsupported at work. We just need to start acting on it.
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By Nita SharmaWelcome to Reach Minds: Thoughts for Your Life Journey. Today, we’re diving into a powerful and often overlooked question: What happens when life and work collide? Whether it’s mental health struggles, caregiving responsibilities, burnout, or personal crises, these moments reveal how organizations truly shows up—or fall short—for their people. We’ll explore the role of leadership, flexibility, and culture in shaping compassionate, human-centred responses.
Research shows that up to 34% of salary costs can be lost to missed deadlines, absences, and turnover when support systems fail. And yet, how often do we see a gap between what companies say—“people are our greatest asset”—and what they actually do when someone needs time, space, or care?
This episode is about how we can close that gap—and imagining a more empathetic, compassionate world of work.
About Jay Jupp
Today, I’m joined by Jay Jupp, a future-of-work strategist, leadership coach, and creator of the Inner Reach Growth Framework™. A model designed for the moments when life and work collide.
Jay began her career in pharmaceutical sales, where she mastered the art of meaningful conversation—earning top industry awards for both sales and coaching. With over 30 years of experience across sectors, she now helps organisations lead with empathy, especially when life and work collide.
As we mark South Asian Heritage Month, Jay’s story—growing up as the daughter of immigrant parents who championed education—offers a powerful reminder of what resilience, culture, and opportunity can create. She’s also a proud mum of two adult sons and has been married for 29 years.
In this podcast we pose the following questions on When Life and Work Collides
From your perspective are organisations moving toward a more humane workplace, or is that still more talk than action?
Are there unspoken expectations about how personal life should—or shouldn't—impact work?
How does organizational culture either support or hinder people during difficult times?
What makes developing empathy in organizational work culture important?
How do class, gender, race, or caregiving status affect how supported someone feels at work?
What’s one thing every organization should be doing to support people when life and work collide?
If you could redesign the workplace from scratch, how would it better reflect the reality of people’s lives?
What’s your motto in life?
Resources Mentioned in This Episode:
There are a few resources I’d recommend for anyone wanting to explore this further.
One is The 100-Year Life by Lynda Gratton and Andrew Scott, it reframes how we think about careers and transitions, and it really speaks to the idea of multi-stage lives.
I have created the Inner Reach Growth Framework™ and use it in my work with leaders navigating difficult life-work intersections, and I’ve created a Life Stage Map that shows how needs evolve over the course of a career. I’m happy to share those.
And finally, I’d say look at the data, we have it. Reports from Deloitte, Gallup, and CIPD tell us exactly what’s going on when people feel unsupported at work. We just need to start acting on it.