Work And Wellbeing

In this thought-provoking episode, we explore the complex concept of kindness at work with Rob Briner, Professor of Organisational Psychology at Queen Mary University of London and Associate Research Director at the Corporate Research Forum.

Rob challenges assumptions about kindness in the workplace, questioning whether it’s truly the solution to wellbeing issues or simply another management buzzword. He argues that before we focus on concepts like kindness, we need to get the fundamentals right—clarity, resources, feedback, and fair treatment.

This conversation will make you think differently about workplace wellbeing interventions and highlight the importance of evidence-based approaches in creating better work experiences.

Key Insights

• Kindness is highly contextual and means different things to different people.

• Most workplace kindness happens in individual interactions, not through organisational policies.

• Getting the fundamentals right (clarity, resources, feedback) often eliminates the need for additional “kindness initiatives.”

• Kindness flows naturally from good management practices rather than being a separate activity.

• Sometimes being “cruel to be kind” (giving difficult feedback) is more beneficial than surface-level niceness.

About Our Guest
Rob Briner is Professor of Organisational Psychology at Queen Mary University of London and Associate Research Director at the Corporate Research Forum. His work focuses on evidence-based approaches to workplace wellbeing and helping HR professionals become more effective in supporting their organisations.

Connect with Rob:
LinkedIn: https://www.linkedin.com/in/rob-briner/

Research Links
Rob has kindly shared academic research on kindness at work:

• Kindness and Happiness at Work: https://link.springer.com/article/10.1007/s44202-024-00276-6 Curry, O. S., San Miguel, C., & Tunç, M. N. (2024). Kindness and happiness at work. Discover Psychology, 4(1), 167.

• The Kindness Questionnaire (KQ): https://kindness.org/kq/

• Kindness in Healthcare Context: https://link.springer.com/article/10.1186/s12913-025-12328-1 Greco, A., González-Ortiz, L. G., Gabutti, L., & Lumera, D. (2025). What's the role of kindness in the healthcare context? A scoping review. BMC Health Services Research, 25(1), 207.

• Everyday Prosociality in the Workplace: https://escholarship.org/content/qt9t0213nd/qt9t0213nd.pdf Chancellor, J., Margolis, S., Jacobs Bao, K., & Lyubomirsky, S. (2018). Everyday prosociality in the workplace: The reinforcing benefits of giving, getting, and glimpsing. Emotion, 18(4), 507.

• Understanding Kindness – A Moral Duty of HR Leaders: https://scholar.valpo.edu/cgi/viewcontent.cgi?article=1188&context=jvbl Caldwell, C. (2017). Understanding kindness—A moral duty of human resource leaders. The Journal of Values-Based Leadership, 10(2), 8.

Get in Touch
We’d love to hear your thoughts on this episode! If you have questions, suggestions, or ideas for future episodes, please:

Email Eileen at [email protected]
LinkedIn: @eileendonnelly
Website: www.rippleandco.com

Listen to the Full Episode
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In honour of National Suicide Prevention Week, Jeremy O'Dwyer, a Lived Experience Speaker and Trainer in Suicide and Mental Health Awareness, joins Eileen for a deeply personal and powerful conversation about suicide. Jeremy shares his own journey through loneliness, depression, and a suicide attempt, offering a rare and honest insight into the mind of someone experiencing profound emotional pain.

He discusses the immense pressure of hiding his struggles for over 15 years due to stigma, the challenges of seeking help, and the critical moment he realised life was no longer worth living. Jeremy explains that suicide is often not about wanting to die, but about finding an escape from unbearable anguish.

This episode explores the vital role workplaces can play in suicide prevention. Jeremy outlines how a supportive culture, line manager awareness, and the confidence to have difficult conversations could have made a significant difference in his own story. He provides clear, actionable advice for leaders on how to recognise the signs, listen without judgement, and signpost effectively.

The conversation covers Jeremy's slow but steady recovery, the non-linear nature of mental health healing, and how he transformed his lived experience into life-saving work. This is an essential listen for anyone who wants to understand the reality of suicide and learn how to create a workplace where it's safe to speak up and seek help.

Key Insights:

• Suicide is often not about wanting to die, but about escaping unbearable pain 

• Stigma is a major barrier that forces people to hide their struggles, often for years 

• Workplaces have a critical role in prevention by fostering a culture of open conversation 

• Leaders don't need to be experts, but they need the awareness and skills to ask, listen, and signpost 

• Recovery is not linear; it involves progress and setbacks, and ongoing support is crucial

Connect with Jeremy O'Dwyer Lived Experience Speaker and Trainer in Suicide and Mental Health Awareness LinkedIn @jeremyodwyer52b15225

Connect with Eileen 

Email: [email protected] 

LinkedIn: @eileen-donnelly

Website: www.rippleandco.com

⚠️ IMPORTANT SUPPORT INFORMATION ⚠️

If any of the content in this conversation has affected you, please reach out for support:

🇬🇧 UK Support Services:

 • Samaritans: 116 123 (free, 24/7 from any phone) 

• Crisis Text Line: Text SHOUT to 85258 (free, 24/7) 

• Mind: 0300 123 3393 (Mon-Fri 9am-6pm) 

• Campaign Against Living Miserably (CALM): 0800 58 58 58 (5pm-midnight daily)

🇮🇪 Ireland Support Services: 

• Samaritans Ireland: 116 123 (free, 24/7)

• Pieta House: 1800 247 247 (free, 24/7) 

• Aware: 1800 80 48 48 (Mon-Sun 10am-10pm) 

💼 Workplace Support: • Ripple & Co: [email protected] 

• Employee Assistance Programmes (check with your HR team)

🎧 Listen to the full podcast: 🍎 Apple Podcast 🎵 Spotify 📺 YouTube

Subscribe to the Work and Wellbeing Podcast for more evidence-based workplace wellbeing insights.

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Jenni Cole, Mental Health First Aid Instructor and wellbeing trainer, joins Eileen to explore the art of helpful communication in leadership. With a background in education and psychology, Jenni specialises in helping leaders move beyond transactional conversations to build genuine psychological safety.

In this episode, Jenni reveals why so much workplace communication becomes purely goal-driven and how leaders can shift their focus to building trust and connection. She unpacks the crucial difference between listening to respond versus listening to connect, sharing how thoughtful communication can transform organisational change from a source of fear into an opportunity for growth.

Jenni identifies common unhelpful phrases leaders use with good intentions - from the dismissive 'don't worry about that' to the disempowering 'I'll fix it' - and offers practical alternatives. She explains the 80/20 rule of communication, where body language and tone matter more than words, and provides actionable techniques for creating psychological safety proactively rather than reactively.

The conversation covers empathy as a leadership tool, the importance of validating emotions, and how small pauses can transform workplace relationships. This episode is essential listening for any leader who wants to understand the profound impact of their communication style on team wellbeing and performance.

Key Insights:

• Listen to connect, not to respond

• 80% of communication is what you do, not what you say

• Psychological safety must be built proactively

• Empathy is about connection, not having shared experiences

• Small communication changes create lasting cultural transformation

Connect with Jenni Cole

Mental Health First Aid Instructor, Wellbeing and Parenting Trainer and Facilitator LinkedIn: https://www.linkedin.com/in/jennicolemrt/

Connect with Eileen

Email: [email protected] LinkedIn: @eileendonnelly Website: www.rippleandco.com

🎧Listen to the full podcast:

🍎 Apple Podcast 🎵 Spotify 📺YouTube

Subscribe to the Work and Wellbeing Podcast for more evidence-based workplace wellbeing insights.

Mike Maxted is Risk and Compliance Manager at Interfloor, where he oversees health, safety, environment, and facilities for a company that manufactures carpet underlay sold across 70+ countries. With a background in chemistry and chemical engineering, Mike brings a unique perspective to workplace wellbeing by combining technical expertise with deep understanding of human factors.

His journey demonstrates how focusing on psychological safety and "nudge factors" can transform workplace culture. Under Mike's leadership, Interfloor has achieved remarkable results: reducing their lost-time accident rate from 25-30 per million man hours to just 2.4 - approaching world-class status. 

Mike's approach centres on making it easy for people to do the right thing, recognising positive behaviours, and creating environments where vulnerability and open communication are not just accepted but encouraged. His insights into supporting new managers, implementing mental health first aid programmes, and managing organisational change provide practical frameworks for any leader seeking to build psychologically safe workplaces.

Key Insights and Takeaways 

• New managers often struggle with the transition from technical expert to people leader, requiring specific support for human factors 

• Mental health first aiders need ongoing support and the right to say "no" when they're not in the right headspace to help 

• "Nudge factors" - making the right thing the easy thing - can dramatically improve safety and wellbeing outcomes 

• Recognising positive behaviours is as important as addressing negative ones, yet most organisations lack processes for this 

• Organisational change affects people at different rates; technical planning must include human impact considerations 

• Absenteeism and accidents increase when people feel uncertain or unable to ask for help 

• Small interventions, like a £5 breakfast recognition, can transform manager behaviour and create lasting cultural change • Measuring positive interactions and psychological safety remains a challenge but is essential for sustainable improvement

Connect with Mike 

LinkedIn: @mikemaxted

Connect with Eileen 

Email: [email protected] 

LinkedIn: @eileendonnelly 

Website: www.rippleandco.com

🎧 Listen to the full podcast: 

🍎⁠Apple Podcast⁠

🎵⁠Spotify⁠

⁠📺YouTube

Subscribe to the Work and Wellbeing Podcast for more evidence-based workplace wellbeing insights.

For years, we've been told that empathy and compassion are "soft skills" - nice to have, but not essential for getting results. But what if the latest research is completely turning that assumption on its head?

In this episode, Eileen explores the fascinating science behind compassionate leadership and why it's becoming a competitive advantage.

Key Insights and Takeaways 

• Leaders perceived as empathetic see teams that are nearly 5 times more likely to be innovative 

• People with empathetic leaders are more than twice as likely to be engaged at work 

• Global research across 52 countries shows people want hope, trust, compassion, and stability from leaders 

• Empathy is hardwired into our brains - when we see others threatened, the same brain regions activate as when we're personally threatened 

• People with empathetic leaders are 3 times more likely to say their workplace is inclusive 

• Empathetic leadership directly impacts employee health and psychological wellbeing

What You'll Discover The neuroscience behind why empathy is contagious, how vulnerability creates psychological safety, and why traditional command-and-control leadership is actively making workplace stress worse. Plus, practical strategies for developing cognitive and emotional empathy that drive measurable business results.

Connect with Eileen Email: [email protected] LinkedIn: @eileendonnelly Instagram: @rippleandcouk

Listen to the Podcast: Spotify: Ripple and Co on Spotify YouTube: Ripple and Co on YouTube Apple Podcasts: Work & Wellbeing Podcast on Apple

Subscribe to the Work and Wellbeing Podcast for more evidence-based workplace wellbeing insights.

Matt Wilson is UK Wellbeing Lead at Computacenter, bringing a deeply personal understanding of workplace inclusion and mental health. Matt's journey from hiding a childhood stammer to becoming a passionate advocate for workplace wellbeing demonstrates the transformative power of finding purpose in work that aligns with your values.

His experience spans volunteering with the Samaritans, implementing Mental Health First Aid programmes, and developing compassionate leadership approaches that help people move from surviving to thriving. Matt's story illustrates how personal challenges can become powerful catalysts for creating inclusive workplace cultures where everyone can be authentically themselves.

Key Insights and Takeaways 

• Hiding differences takes enormous energy that could be channelled into contribution and growth 

• Compassionate leadership is a strategic skill, not a "soft skill" - it builds trust, loyalty and psychological safety 

• Organisations need to focus on helping people move from good to great, not just managing crisis 

• Vulnerability and openness from leaders creates permission for others to be authentic 

• Early intervention and support in education and family settings can prevent decades of struggle 

• Finding work that aligns with your purpose transforms not just career satisfaction but overall wellbeing 

• Inclusion means asking "What would make you feel comfortable and able to thrive?" rather than forcing conformity 

• Courage isn't the absence of fear - it's facing fear and moving forward anyway 

• Senior leaders face unique challenges embracing vulnerability due to generational workplace conditioning 

• Supporting systems must accompany compassionate leadership for cultural transformation

Key References Mentioned: 

 Samaritans - UK charity providing emotional support to anyone in emotional distress 

 "Courage" by Osho - Book on facing fear and developing personal courage

Connect with Matt LinkedIn: 

Connect with Eileen Email: [email protected] LinkedIn: @eileendonnelly Instagram: @rippleandcouk

Listen to the Podcast: Spotify: Ripple and Co on Spotify YouTube: Ripple and Co on YouTube Apple Podcasts: Work & Wellbeing Podcast on Apple

Subscribe to the Work and Wellbeing Podcast for more evidence-based workplace wellbeing insights.

The Johari Window isn't just a 1950s psychology exercise - it's one of the most powerful tools for understanding workplace dynamics and team effectiveness. In this episode, Eileen explores the fascinating research behind this simple four-quadrant model and its profound implications for workplace wellbeing.

Key Insights and Takeaways 

• Only 10-15% of people are truly self-aware - meaning 85-90% of us have significant blind spots about our behaviour and impact 

• Teams that actively work to reduce blind spots see 23% improvement in performance and 27% reduction in workplace stress

 • The average employee hides 60% of their workplace concerns, ideas, and feedback from colleagues 

• Leaders have 40% larger blind spots than individual contributors - the higher you go, the less feedback you receive 

• 73% of workplace conflicts stem from blind spot misunderstandings where people don't know their impact 

• Teams with regular Johari Window exercises outperform others by 31% on key metrics • Virtual working increases blind spots by 25% due to missing casual interactions and non-verbal cues 

• Organisations with formal self-awareness programmes see 42% reduction in conflicts and 38% improvement in engagement

What You'll Discover: The neuroscience behind why our brains reward self-discovery, cultural differences in how we approach the four quadrants, and why feedback often fails in workplace settings. Plus, practical strategies for creating psychologically safe environments where blind spots can be explored without triggering defensive responses.

Connect with Eileen Email: [email protected] LinkedIn: @eileendonnelly Instagram: @rippleandcouk

Listen to the Podcast: Spotify: Ripple and Co on Spotify YouTube: Ripple and Co on YouTube Apple Podcasts: Work & Wellbeing Podcast on Apple

Subscribe to the Work and Wellbeing Podcast for more evidence-based workplace wellbeing insights.

Antony Taylor is Co-founder of QR Consulting, working with organisations across multiple sectors including social housing to help HR and wellbeing teams take a people-first, data-led approach to workplace challenges. Antony brings expertise in mental toughness assessment and development, using evidence-based tools to help individuals and teams thrive under pressure.

Key Insights and Takeaways 

• Mental toughness is broader than resilience - it's about thriving under pressure, not just bouncing back

• The Four Cs model (Control, Commitment, Challenge, Confidence) provides evidence-based framework for assessment 

• High mental toughness without self-awareness can create toxic leadership and destroy psychological safety 

• Data-driven approaches to wellbeing prevent costly turnover and performance issues 

• Small improvements in mental toughness (moving from 1 to 3 on a scale) can create transformational career changes 

• Mental toughness assessment helps identify who needs support before problems arise 

• Leaders shape culture through their mental toughness profile and self-awareness 

• Individual development requires understanding your unique profile rather than one-size-fits-all approaches 

• Practical tools like "red to blue" technique and functional imagery training build specific mental toughness areas 

• Self-awareness combined with discipline to take small, consistent actions creates lasting change

Connect with Eileen 

Email: [email protected] 

LinkedIn: @eileendonnelly

 Instagram: @rippleandcouk

Connect with Antony Taylor @ AQR Consulting 

LinkedIn: @ant-taylor-mindsetcoach/

Subscribe to the Work and Wellbeing Podcast for more evidence-based workplace wellbeing insights.

In this episode of The Research Says, Eileen explores the fascinating world of hidden workplace wellbeing data inspired by her conversation with Louise Cashman at Mott MacDonald.

Key Discoveries:

• Sporadic absences predict mental health episodes 73% more accurately than total sick days

• Email response patterns change weeks before people report feeling overwhelmed

• Calendar density changes predict stress levels with 82% accuracy

• Individual survey score variance is more telling than averages

• Badge swipe patterns reveal social withdrawal before it becomes visible

  
  

What You'll Learn: The difference between obvious metrics we think we track well (but don't) and the hidden signals already in your systems that could transform how you support your people. From MIT research on email patterns to the psychology behind productivity spikes, discover how to use data as a tool for care, not control.

About Eileen: Eileen Donnelly is the founder of Ripple & Co, specialising in evidence-based workplace wellbeing. She helps organisations create psychologically safe environments through data-driven approaches and practical mental health strategies.

Connect with Eileen:

Email: [email protected]

LinkedIn: Eileen Donnelly

Listen & Subscribe: Available on all major podcast platforms. If you found this valuable, please subscribe and share with someone who could benefit from these insights.

Louise Cashman is a business psychologist and Wellbeing Manager for Mott MacDonald, currently completing her occupational psychology chartership. She brings a unique perspective combining psychological rigour with data-driven approaches to workplace wellbeing.

HIGHLIGHTS & KEY INSIGHTS:

02:00 - Shift from reactive pandemic response to proactive, preventative wellbeing strategy

04:00 - Three key wellbeing risks identified: workload, work pressure, and work-related stress

07:00 - Leadership authenticity: senior leaders sharing personal mental health experiences

09:00 - Innovative ISO 45003 implementation through project-level risk assessment apps

12:30 - Three-year regional transformation: 13 key wellbeing themes identified15:30 - Remarkable results: every wellbeing risk trend reduced except one after 18 months

19:30 - Personal impact: colleague opening up after 18 years of silence

23:00 - Magic wand moment: helping people feel comfortable speaking up when struggling

Louise's approach demonstrates that effective workplace wellbeing combines rigorous data analysis with systematic implementation, creating psychologically safe environments where people access support before crisis hits.

Connect with Eileen 

Email: [email protected] 

LinkedIn: @eileendonnelly 

Instagram: @rippleandcouk

Connect with Louise

LinkedIn: @LouiseCashman(née Blanchett)

Listen to the Podcast: Spotify: Ripple and Co on Spotify YouTube: Ripple and Co on YouTube Apple Podcasts: Work & Wellbeing Podcast on Apple

Subscribe to the Work and Wellbeing Podcast for more evidence-based workplace wellbeing insights.