HR Hacks & Halos – Détails, épisodes et analyse

In today's episode, Jivan sits down with Kevin Antao, a former CIO at Amnesty International and now a freelance consultant in the not-for-profit sector. They discuss the challenges charities face in leveraging technology and data, the innovative role of a digital trustee, and the importance of organizational culture in driving change. Kevin shares his insights on the impact of AI, the necessity for the not-for-profit sector to have a voice in geopolitical technology discussions, and how charities can adapt and thrive in a rapidly changing environment.

KEY TAKEAWAYS

• The role of a digital trustee is emerging as a vital position within nonprofit organizations, focusing on leveraging technology and data to enhance operations and outreach, particularly in engaging younger audiences.
• Transitioning from the for-profit to the nonprofit sector can provide a deeper sense of purpose and fulfilment, as individuals find it easier to connect with missions that aim to address social issues and improve lives.
• Nonprofits often encounter challenges related to cost, capability, capacity, and culture, especially in the context of the current cost of living crisis. Addressing these challenges requires innovative thinking and a focus on building organizational culture.
• Effective use of data and technology is crucial for nonprofits to thrive. Organizations must prioritize data management to harness the potential of AI and improve supporter experiences, ensuring they remain competitive in a rapidly changing landscape.
• The nonprofit sector must have a voice in broader discussions about technology and its implications, particularly regarding safeguarding and ethical considerations. Engaging in these conversations is essential for shaping policies that affect vulnerable populations.

BEST MOMENTS

"I think capability is at the top of the tree, and I actually think cost is down the bottom of the tree."

"We need to make sure that their insight is built into the solutions that we're coming in with."

"Organizational culture is very difficult to change. It takes time, but it’s always going to be the same common themes here."

"The non-profit sector has some of the best scenarios to go away and work these things out in."

"If you can do that, and just make sure you follow your passion, it’s an amazing thing."

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:

In this episode, Jivan sits down with Mervyn Dinnen, a leading analyst and researcher in HR technology and talent trends. Together, they explore Mervyn's predictions for 2025 and the evolving landscape of HR. They delve into the impact of AI on employee engagement, the ongoing debate around flexible and remote working, and the importance of well-being in the workplace. Mervyn shares insights from recent conferences, highlighting the need for HR professionals to adapt to changing cultural expectations and the significance of human connection in an increasingly tech-driven environment. 

KEY TAKEAWAYS

• AI and generative AI are dominating discussions in HR, with a focus on how these technologies can enhance employee engagement rather than replace enjoyable tasks. There is a concern that AI could take away elements of work that employees find fulfilling.
• The shift towards flexible, hybrid, and remote working arrangements was already in motion before the COVID-19 pandemic, which acted as a catalyst for broader acceptance. Organizations are now grappling with how to balance employee preferences for flexibility with operational needs.
• There is a growing emphasis on employee wellness and mental health, with organizations investing in health tech solutions and support systems to prevent burnout and promote overall wellbeing.
• Modern leadership requires a more inclusive and supportive approach, recognizing the diverse needs and expectations of employees, particularly from younger generations. Leaders must balance decisiveness with empathy and understanding of cultural shifts within the workforce.
• The increasing availability of analytics and data-driven insights allows HR professionals to make informed decisions regarding employee engagement, diversity, equity, inclusion, and overall organizational culture. This trend highlights the importance of understanding employee sentiment and adapting to changing workplace dynamics.

BEST MOMENTS

"The number of breakout sessions I walked past where people are talking about AI, it's clearly the number one topic."

"I think it will change people's tasks, but it's not great to have it taking over some of the bits of the job that they enjoy."

"Leaders need an understanding of how culturally their organizations are changing."

"It's about putting the humanity into human resources."

"I think that there's a bit of an overload of all of these ways to represent this in a way that's more easily digestible."

GUEST BIO

Mervyn Dinnen is an analyst, author and commentator on HR, Talent and WorkTech trends. Based in London, UK, he is host of the HR Means Business podcast and the weekly HR Means Business newsletter in which he writes about the ongoing trends and developments in HR. He is an International Keynote speaker and has been recognised as a Top 100 Global Influencer in HR Technology for the last 5 years. He is also co-author of the books Digital Talent and Exceptional Talent.

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, subjected to aggressive and bullying behaviours, impacting 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

In this episode, Jivan welcomes Feng Shui therapist Cathi Hargarden to discuss the transformative power of Feng Shui in the workplace. Cathi shares her extensive experience of over 30 years in the field, addressing common scepticism surrounding Feng Shui and emphasizing its potential to create more welcoming and productive environments. They both explore how the energy of a space can influence health, relationships, and overall well-being, as well as practical tips for integrating Feng Shui principles into various work settings, from traditional offices to manufacturing environments.

KEY TAKEAWAYS

• Feng Shui principles can significantly enhance workplace environments, making them more welcoming and productive by manipulating the energy and layout of the space.
• The perception of Feng Shui as "woo-woo" often stems from its historical association with the elite in feudal societies.
• The energy of a space is influenced by its history and the people who have occupied it. This "predecessor energy" can affect current occupants' well-being, finances, and relationships.
• Incorporating colour, art, and pleasant aromas in workspaces can uplift mood and productivity.
• Individuals can take charge of their workspaces, even in less flexible environments like call centres.

BEST MOMENTS

"Feng Shui is about how you manipulate the environment, teaching people to change their surroundings for their health, well-being, and overall good wealth."

"Everything in our life is a pattern. If we don't clear these patterns, we are living out other people's experiences."

"The power of feeling and frequency affects us all the time. It's not always something you can see or hear; it's a feeling."

"If you can find that magic source that binds together profitability and happiness, then actually profitability flows from that anyway."

"You can always bring something with you to set up where it's telling you a positive message or a picture of where you see yourself going."

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:

jivan@fiverivers-consulting.com

In this episode, Jivan welcomes entrepreneur and mentor Gary Das, who shares his extensive journey in the financial services industry. Gary reflects on his early experiences as a business owner, discussing the mistakes he made and the lessons learned that shaped his management style. He emphasizes the importance of creating a culture where team members feel empowered to take ownership of their roles, likening his team to a sports team rather than a family. 

KEY TAKEAWAYS

• Emphasizing the importance of having a team that can thrive autonomously, allowing individuals to take ownership of their roles and responsibilities, which fosters a sense of intrapreneurship.
• Recognizing that different team members require different motivational strategies, akin to parenting, where understanding individual triggers can lead to better management and performance.
• Most business challenges stem from process issues rather than people problems. Establishing clear systems and processes can help streamline operations and reduce reliance on individual performance.
• Personal growth and development, including learning from past mistakes and understanding emotional intelligence, are crucial for effective leadership and management.
• Encouraging a culture where team members can challenge ideas and provide feedback fosters a collaborative environment, leading to better decision-making and innovation.

BEST MOMENTS

"I think I just have a habit of being a massive doer. When I say and commit to something verbally, it's basically already done."

"I try and recruit people who have that same mindset. Your job is to be the best player in that position."

"It's about the culture again, as you were saying, and also the values, isn't it? Either that person's going to fit in or they're not."

"Most problems in a business are a process problem, because if you take the process and you document it, then you can systemize the majority of that."

"You need to remove ego and encourage them to be autonomous. They're going to make mistakes, but that's where they become entrepreneurial."

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:

jivan@fiverivers-consulting.com

In this episode, Jivan delves into the detrimental effects of micromanagement on company culture and employee well-being. She outlines the common behaviours of micromanaging bosses, such as constantly seeking updates, failing to delegate, and taking credit for team successes while deflecting blame for failures. Jivan emphasises the importance of trust, autonomy, and constructive feedback in fostering a positive work environment. She offers practical do's and don'ts for both micromanaging bosses and employees dealing with such leadership styles, encouraging open conversations to disrupt negative patterns.

KEY TAKEAWAYS

• Micromanagers often hover over their team, constantly ask for updates, and second-guess decisions, which can lead to poor mental and physical health among employees.
• Managers need to trust their team's competence and give them the autonomy to complete their tasks without constant oversight. This fosters a healthier work environment and encourages team members to take ownership of their work.
• Delegating tasks is crucial for preventing burnout and bottlenecks. Managers should empower their team members to make decisions and contribute, rather than doing everything themselves.
• Constructive feedback should be balanced with praise. Constant criticism can demoralise team members, so it's important to recognize and celebrate their accomplishments.
• Managers should remain open to feedback and avoid defensiveness when challenged. Accepting constructive criticism is vital for personal growth and improving management styles.

BEST MOMENTS

"If you are a micromanaging boss, your intentions might be good, but micromanaging behaviour can be incredibly frustrating and really demoralising."

"Don't keep constantly asking for updates. If your team is competent, you don't need to be kept in the loop on every single tiny detail."

"Delegation isn't a sign of weakness. Start to empower your team and focus on the bigger picture."

"Always pointing out mistakes, even minor ones, can be incredibly demoralising and can undermine your team's confidence."

"If you are that boss, stop taking credit for your team's accomplishments. Acknowledge your team for the successes that it has."

HOST BIO

Jivan Dempsey has first-hand experience of workplace toxicity and bad boss behavior. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, assaulted by a boss at a work event, his subsequent aggression and bullying behavior 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 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 cultural shifts to create healthier, happier, and more inclusive workplaces for all. 

Please connect with Jivan on LinkedIn:

Jivan Dempsey FCIPD GMBPsS | LinkedIn

Or send her an email at:

In this episode, Jivan welcomes psychotherapist Wendy Castelino to discuss the critical topic of managing mental health in the workplace. They explore the detrimental effects of toxic work cultures on employee well-being. Wendy shares four compelling examples from her practice, including the challenges faced by employees after workplace accidents, incidents of violence, inflexible working hours for single parents, and the lack of mental health support. 

KEY TAKEAWAYS

• Toxic work environments can lead to significant mental health issues, including anxiety and post-traumatic stress disorder (PTSD), particularly when employees experience accidents or violence at work.
• Organizations have a responsibility to provide adequate support and reasonable adjustments for employees dealing with mental health challenges, such as flexible working hours for single parents or trauma-informed care for those who have experienced workplace incidents.
• HR and management should take ownership of health and safety policies and ensure they are implemented effectively. Open communication and ongoing support can help employees feel valued and reduce feelings of anger or betrayal.
• Employee Assistance Programs (EAPs) can provide crucial support for employees facing mental health challenges. Confidentiality in these programs is essential, as it allows employees to seek help without fear of repercussions from their employers.
• Organizations that adopt flexible working arrangements and actively listen to their employees' needs can foster a more inclusive and productive work environment, ultimately benefiting both the employees and the organization.

BEST MOMENTS

"9 times out of 10, it's not their fault. It's some kind of faulty machinery or a poor health and safety process."

"There is an onus on business owners and on HR to actually change that."

"It's how you work with that person in a different way to try to support them to go back to their original job."

"If the trauma memory is gone, then that's such a big step in the person moving back to work as well."

"Sometimes it just takes a little bit of creativity to make our jobs more flexible to accommodate different needs."

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, being assaulted by her boss at work and how his subsequent aggression and bullying behaviour 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 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 with HR transformation and navigate cultural shifts to create healthier, happier, and more inclusive workplaces for all. 

You can connect with her on LinkedIn:

Jivan Dempsey FCIPD GMBPsS |...

Jivan explores the controversial actions of Labour leader Sir Keir Starmer, discussing whether his recent decision to suspend seven MPs for voting against the party line constitutes workplace bullying or a necessary display of leadership. Dempsey discusses the political dynamics at play, including the historical tensions between Starmer and the left-wing faction of the party, as well as the implications of the two-child benefit cap on families in poverty. She examines the definition of workplace bullying, contrasting it with Starmer's approach to managing his team and driving change. The episode also offers practical advice for listeners who may be experiencing bullying in their own workplaces, emphasising the importance of documentation and seeking support. Tune in for a thought-provoking discussion on leadership, accountability, and the complexities of workplace culture.

KEY TAKEAWAYS

• Workplace Bullying vs. Tough Leadership: The discussion centres around whether Keir Starmer's actions in suspending MPs for voting against party lines constitute workplace bullying or if he is simply demonstrating strong leadership in managing his team.
• 
  
• Political Dynamics: The situation is complicated by the existing tensions between Starmer and left-leaning MPs who are loyal to Jeremy Corbyn, suggesting that personal and political motivations may be influencing the narrative around Starmer's leadership style.
• 
  
• Child Benefit Cap Debate: Jivan highlights the controversy surrounding the two-child benefit cap, with a call for its removal due to its impact on child poverty, while also acknowledging the complexities of political decision-making and affordability.
• 
  
• Advice for Employees Facing Bullying: There are many practical steps you can take if you are experiencing bullying at work, including keeping records of incidents, seeking advice, and avoiding resignation to maintain the ability to pursue legal action if necessary.

BEST MOMENTS

"The narrative since the vote yesterday has actually moved to Keir Starmer taking down seven of his own MPs for daring to go against Labour."

"Is Keir Starmer really a bully, or is he simply trying to manage his team?"

"When you're driving culture change, it can increase stress and conflict, and maybe behaviours can be perceived as coercive and bullying."

"I think what he has shown is toughness, but of course, I'm not there. I don't know. It's what I perceive from the outside in."

"If you're being bullied at work, there are a number of things that I would recommend that you do."

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 a work event, his subsequent aggression and bullying behaviour 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 forthcoming book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her 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 cultural shifts to create healthier, happier, and more inclusive workplaces for all. 

Please connect with me on Linked In:

Today, Jivan welcomes Emma Jane Taylor, a serial entrepreneur, radio broadcaster, author, and passionate campaigner for child protection through her charity Project 9010 and the Not My Shame movement. They delve into the critical issue of child sexual abuse, discussing the importance of open conversations and education to empower children and prevent future abuse. Emma Jane shares her personal journey as a survivor, highlighting the need for resilience and support in both personal and workplace environments. She also discusses her upcoming wedding and her innovative fitness program, Disco Shuffle, showcasing her commitment to well-being and advocacy. 

KEY TAKEAWAYS

• Addressing uncomfortable topics, such as child sexual abuse, is crucial for both children and adults. Open dialogue can empower individuals to speak up and seek help, breaking the cycle of silence and shame.
• Educating children about recognizing inappropriate behaviours and understanding concepts like trust and consent is essential. This proactive approach can help prevent abuse and equip children with the tools to protect themselves.
• Many adults who experienced childhood trauma, including sexual abuse, may face mental health challenges in the workplace. Recognizing and addressing these issues can lead to better support systems and improved employee performance.
• Organizations should foster an environment where employees feel safe to express their vulnerabilities. This can lead to a more engaged and productive workforce, as suppressed emotions can hinder individual and team performance.
• Building a supportive community for survivors and encouraging allies to engage in these conversations is vital. Allies can play a significant role in helping survivors feel understood and supported, ultimately contributing to a healthier society.

BEST MOMENTS

"We need to help children protect themselves, giving them a language so that they can understand what permission, awareness, trust looks like."

"If we can help children identify what's right and wrong early enough, they won't repeat behaviours they've come across at home."

"A supported employee is a loyal employee. We need to normalize uncomfortable conversations for everybody."

"If I can leave some hope and protection for children and adults, then that will be something that I know will help me rest in peace."

VALUABLE RESOURCES

www.emmajanetaylor.com

Emma-Jane (EJ) Taylor   | LinkedIn

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 a work event, his subsequent aggression and bullying behaviour 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 forthcoming book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her 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...

In this episode, Jivan sits down with Jacqueline Cripps, author of "Managing Millennials." They discuss the unique values and expectations of millennials in the workplace, exploring why this generation is often misunderstood and maligned. Jacqueline shares insights from her decade-long experience in workforce management, emphasizing the importance of understanding millennials' needs for flexibility, purpose, and feedback. 

KEY TAKEAWAYS

• Millennials are projected to make up 75% of the global workforce by 2025. It's crucial for organizations to understand their values, needs, and how to effectively manage and motivate them to ensure business success.
• Negative stereotypes about millennials often stem from misunderstandings and biases held by older generations. It's important to recognize that each generation has different experiences and expectations shaped by the societal context in which they grew up.
• Millennials value flexibility, autonomy, and work-life integration. Organizations that fail to adapt to these preferences risk losing talent, as many millennials are willing to leave jobs that do not accommodate their needs for a more flexible work environment.
• Millennials seek meaningful work and want to make a difference. Organizations should align their values with those of millennials, focusing on corporate responsibility, sustainability, and inclusivity to attract and retain this generation.
• Open communication and regular feedback are essential for engaging millennials. Managers should encourage millennials to articulate their needs and provide support for their growth, while millennials should take responsibility for expressing their expectations in the workplace.

BEST MOMENTS

"We are the now generation. By 2025, we're going to make up about 75% of the global workforce. Unless you're getting to know who we are, there's a big risk around the continuation of success for businesses."

"The media tends to be quite negative about millennials and about Gen Zs. Do you know where that comes from?"

"I think some of these stereotypes come out of a bias around, well, I've lived this way. Therefore, everybody else should be doing exactly the same thing."

"Millennials have a different view. We're very purpose-oriented. If we feel stagnant or floundering, then this is where we start to come disengaged."

"There's no shame in actually saying, I've done everything I can; actually, it's time to move on."

VALUABLE RESOURCES

www.jacquelinecripps.com

hello@jacquelinecripps.com

Jacqueline Cripps | LinkedIn

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 a work event, his subsequent aggression and bullying behaviour 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 forthcoming book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her expertise and dedication...

In today's episode, Jivan engages in a thought-provoking conversation with leadership coach and educator Penny de Valk about the critical role of leadership in shaping company culture. They explore the dynamics between male and female leadership styles, the importance of trust and psychological safety in the workplace, and the shared responsibility of both leaders and employees in fostering a positive work environment. Penny shares her insights on the characteristics of effective leaders, the significance of self-awareness, and the detrimental effects of toxic leadership behaviours.

KEY TAKEAWAYS

• Leaders are crucial in defining and influencing company culture. Their behaviours and decisions set the tone for how things are done and felt within the organization.
• Building trust takes time and consistency. It involves transparency, showing genuine interest in team members, and creating an environment where mistakes are seen as learning opportunities rather than failures.
• Employees also play a vital role in shaping company culture. They should feel empowered to speak up about toxic behaviours and contribute to a positive work environment.
• Effective leadership can be developed through self-awareness, active listening, and the ability to adapt one's leadership style to different situations. Leaders should focus on their strengths and seek to complement them with the skills of their team.
• While there may be stereotypes about different leadership styles between genders, the focus should be on collaboration and the ability to take charge when necessary. Both men and women can exhibit a range of leadership qualities that contribute to a healthy workplace.

BEST MOMENTS

"I think sometimes women will default to collaboration, and that can often be a really good thing as opposed to competition."

"Leaders are the owners and the creators of culture and climate. All of your behaviours, all of your statements, everything is amplified."

"Trust takes ages to build and it's just about the consistency and transparency of our behaviours, and it takes seconds to break."

"It's not just the leaders; it's about taking agency and actually calling it out themselves in terms of finding a voice."

"I don't believe leaders are born; they're all made. Our self-management is the quality of our leadership."

ABOUT THE GUEST

Penny de Valk

Fuelling Women Leaders

T: +44 (0)7768 410592

pennydevalk.com

penny@pennydevalk.com

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 a work event, his subsequent aggression and bullying behaviour 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 forthcoming book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her 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...