This episode explores whether a person’s past should define their future, particularly in workplace decisions involving criminal convictions and trust. Using the idea of “chapters of life,” it examines how time, growth, maturity, and the nature of past behaviour shape whether someone has genuinely changed. A practical framework for HR and leaders weighing risk, fairness, and personal transformation.

This episode explores “advanced ER” — situations where employers must sometimes act despite limited evidence. Using a World War II analogy about German U-boats misreading Allied tactics, it examines disciplinary strategy, anticipating responses, and why waiting for perfect proof can leave harmful workplace behaviour unchecked. Especially relevant for complex “he said, she said” cases.

How employees can create personal “versions of reality” in workplace conflicts, particularly around performance and conduct issues. Drawing parallels with broader social narratives and online echo chambers, it argues people sometimes shape facts around preferred beliefs instead of evidence.

We recommend how to respond with clear written communication, factual detail, and time for reflection rather than emotional confrontation.

This article examines “lose-lose” situations in workplaces through the lens of tragedy and difficult decision-making. Drawing on Romeo + Juliet, it argues that damaging employment outcomes often arise when people harden their positions and leave no room for compromise.

Leaders may not control employee decisions, but they can influence the environment by avoiding pressure, cornering, and forcing impossible choices.

We explore the importance of managing conflict before it escalates. Using the extraordinary restraint shown by Vasili Arkhipov and Stanislav Petrov during the Cold War, it highlights the power of choosing the right action over the expected one.

The lesson for the workplace is clear—conflict is always present, and the real skill lies in gently “warming up” small issues early, rather than trying to cool down situations once they’ve boiled over.

This episode explores the often-overlooked role of workplace norms—those unwritten rules that sit between formal law and policy. Using the example of raising your voice at work, it highlights how expectations vary in rigidity and enforcement, and how HR professionals must constantly judge when to tolerate, nudge, or correct behaviour.

Drawing an unexpected parallel with Limp Bizkit and their controversial song Break Stuff, it argues that society may now enforce norms more strictly than in the past, raising questions about where the line should be—and who decides.

People care more about what they think is important than what you think should matter to them. In HR, the mistake is prioritising internal initiatives before solving the problems the business actually cares about.

The concept of “management by walking around” encourages leaders to leave their offices and spend time observing and engaging with people on the floor. OFor HR, the goal is slightly different: being visible and accessible so managers can raise issues early before they escalate into bigger problems. Instead of waiting for problems to come to HR, proactive HR professionals “go to the mountain” by regularly getting into other people’s doorways and starting conversations.

In disciplinary situations where an employer raises concerns about misconduct, employees typically respond in one of three ways: “kiss the ring,” “fight the fight,” or “split the difference.” Ultimately, disciplinary decisions are less about punishment and more about whether the employer can restore trust and confidence that the behavior will not happen again.

Police body-cam footage shows how trained officers manage conflict by calmly asserting authority, clearly outlining expectations, and signposting consequences.

They also show us how poor management of situations can lead to escalation that no one wins from.

The lesson for workplaces: restore order by staying calm, setting clear expectations, and communicating consequences in advance.