Explore every episode of the podcast Building Better Cultures

Diversity gets measured. Belonging gets felt. What actually creates it in an organisation?

In this best-bits episode of Building Better Cultures, we delve back into Episodes 72 and 77 to hear about structural DEI accountability from Wema Hoover, and belonging as a fundamental human need in teams from Peter Docker. Both have operated at real scale, so this is practice rather than theory.

Wema Hoover is direct about where most organisations get stuck. The barrier isn't a lack of good intentions, it's that the good intentions stop at communication. Saying what you stand for feels like progress, and a statement posted in a moment of public attention feels like action, but neither survives contact with the following quarter. What actually moves things is a diagnostic: what do our hiring numbers look like, what do our leadership teams look like, can we measure impact rather than activity? Then expectations set explicitly with leadership groups, and consequences when those expectations aren't met, repeated until the work is simply how the organisation operates rather than a programme with a start and end date. Asked what leaders should do, her answer starts closer to home: look in the mirror. Educate yourself, understand where your own gaps are, create the space for dialogue, and pay attention to the people who don't have the networks or the sponsorship, because talent doesn't surface on its own in systems that were never designed to surface it.

Peter Docker builds belonging from the ground up, starting with a child who wants to be part of a group of friends and a street where neighbours look out for each other's kids. That gets him to a distinction worth borrowing: taking responsibility is not the same as being held accountable. One is chosen, the other is imposed, and people choose it when they feel they belong. He takes it to the Iraq deployment in 2003, where what mattered wasn't checking in on the task but checking in on the person, and then to the very ordinary version of the same thing for teams working apart: a postcard, a bar of chocolate, a call that isn't about work. He finishes on the strongest version of the argument. In genuinely extreme situations, people put themselves on the line for each other, and they don't do it because of rules or standards. They do it because they belong, and what works there works everywhere else too.

The common thread? Belonging isn't a programme or a policy. It's built in the small, deliberate things leaders do, and measured in what people choose to do when nobody is making them.

• Good intentions are not the problem, stopping at them is. Most organisations know what they want to say. Far fewer check whether anything changed.

• A statement is not a strategy. It's naive to think a post in a moment of public attention sustains anything on its own.

• Start with the diagnostic. Hiring data, the make-up of leadership teams, and honest measurement of impact tell you where you actually are, which is where the work starts.

• Expectations need consequences attached. Set them with leadership groups, be clear about what happens when they're not met, or you're describing an aspiration rather than running a business.

• The goal is for it to stop being a programme. When it's embedded in how the organisation works, it no longer needs a banner.

• Leaders look in the mirror first. Educating yourself and understanding your own gaps comes before trying to change anyone else.

• Notice who doesn't have the network. Sponsorship and visibility are how talent gets discovered, and the systems were never built to do that evenly, so it has to be deliberate.

• Taking responsibility is different from being held accountable. One is chosen and one is imposed, and people choose it when they feel part of something.

• Check in on the person, not the task. In a war zone or on a Tuesday, the question that matters is how are you, not where are we on the deliverable.

• Distance makes the small things bigger. A postcard, a chocolate bar or a call that isn't about work does more for connection than another meeting.

• In extreme situations people put themselves on the line for each other, and not because of the rules. They do it because they belong, and what works there works in business too.

00:00 – Introduction: diversity gets measured, belonging gets felt
00:28 – Wema Hoover: what are the real barriers to equitable and inclusive cultures?
01:10 – Why a statement in the moment doesn't sustain change
01:30 – The diagnostic: hiring data, leadership teams, and measuring impact
02:30 – Setting expectations with leaders, and what happens when they're not met
03:10 – Embedding it so it stops being a programme
03:30 – What role do leaders play?
04:10 – Looking in the mirror first
04:50 – Creating the space for dialogue
05:30 – Seeing the people without the networks or the sponsorship
06:09 – Peter Docker: belonging as a fundamental human need
07:32 – Taking responsibility vs being held accountable
07:50 – The street, the neighbours, and looking out for each other's kids
08:44 – Iraq, 2003: checking in on the person rather than the task
09:38 – The small things that travel: a postcard, a chocolate bar, a phone call
10:26 – Why hybrid makes human connection matter more, not less
12:32 – People who put themselves on the line, and why they do it
13:05 – Wrap-up

EP072 – Wema Hoover: https://www.inspiringchange.ie/podcast/episode/1fb175bb/80-unlocking-the-power-of-diversity-building-a-culture-of-inclusion-and-equity-wema-hoover

EP077 – Peter Docker: https://www.inspiringchange.ie/podcast/episode/fa7c2f53/87-lead-from-behind-how-to-cultivate-healthy-cultures-and-empower-teams-peter-docker

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belonging, diversity equity and inclusion, DEI, inclusion, workplace culture, leadership, accountability, sponsorship, psychological safety, hybrid working, human connection, teams, employee engagement, internal communications, military leadership, Wema Hoover, Peter Docker, Scott McInnes, Building Better Cultures, Inspiring Change, best bits, podcast compilation

Resilience gets thrown around a lot at work these days, but it's more than a buzzword.

In this best-bits episode of Building Better Cultures, taken from Episodes 39 and 84, we hear an incredible story of resilience from Ryan Campbell, and the psychology that explains it from psychologist Niamh Fitzpatrick.

Ryan Campbell was a kid who wanted to fly before he could really explain why, and who went solo on his fifteenth birthday. A few years later he was in a heavily modified light aircraft, alone, crossing oceans on a round-the-world flight. Then, aged 21, on an ordinary day at work in an ordinary aircraft, the engine failed at low level and he went into the trees. He woke up in hospital rebuilt with titanium and was told he had a complete spinal cord injury. In a split second, as he puts it, the very thing that made him him was gone.

What happens next is the part worth staying for. Stuck halfway through learning to roll over on a rehab mat, twisted up and looking out through a gap under his own elbow, he sees Ben: a quadriplegic who had slipped while mopping a floor, with no feeling below the chest and barely any hand movement. Ryan had been feeling sorry for himself. He realised he was lucky to be a paraplegic. That was the first lesson, and it became the first item on a checklist he built for adversity, borrowed from the way pilots handle an emergency: gratitude, confidence, resilience.

Niamh Fitzpatrick brings the psychology. She is practical about what leaders can actually do, starting with the uncomfortable truth that you cannot read a room over video, so you have to know people's baseline well enough to notice when it shifts. She is also firm about something most of us get wrong: measuring your own hardship against someone who has it worse doesn't make you feel better, it just makes your feelings inadmissible. And she closes on Viktor Frankl.

The common thread? Resilience isn't a personality you either have or you don't. Both guests describe it as something you build, deliberately, usually while you're in the middle of the thing.

• Adversity deserves a checklist. Pilots don't improvise in an emergency, they work a drill: aviate, navigate, communicate. Ryan built the same thing for setbacks so he wasn't deciding how to cope while coping.

• Start with gratitude, because it changes the size of the problem. Finding something to be thankful for, however small, shrinks the challenge and gives you perspective before you begin.

• Perspective usually arrives through other people. Ben didn't say anything profound to Ryan. He was simply there, and that was enough to reframe everything.

• Confidence doesn't require the whole plan. You need to believe you can take the next step, not that you can see the entire route. That is a much smaller thing to ask of yourself.

• Expect obstacles and you'll adapt faster. Resilience, in Ryan's version, is anticipating the need to change course rather than being surprised by it.

• Leaders can't read a room over video, so learn the baseline. Know how someone usually sounds, looks and turns up, and you'll notice the change that matters.

• You don't need to be a therapist to notice. Use your senses, trust what you're seeing, and know enough about people's lives to put it in context.

• Don't hold your feelings to someone else's account. Someone always has it objectively worse. That doesn't make what you're carrying any lighter, and comparison mostly just adds guilt.

• An abnormal reaction to an abnormal situation is normal behaviour. Feeling anxious or low when something difficult has happened isn't a malfunction, it's a normal response to something that isn't okay.

• Allowing the feelings is what lets you move. Naming what you feel is what gets you to the point of asking what needs to change, internally or externally.

00:00 – Introduction: resilience is more than a buzzword
00:25 – Ryan Campbell: a kid obsessed with aviation, and flying solo at fifteen
01:45 – The modified aircraft, and the round-the-world flight
02:25 – One ordinary day at work, aged 21
03:26 – Hospital, titanium, and the news of a spinal cord injury
04:05 – The rehab gym, and meeting Ben
05:51 – Why he decided he was lucky, and what Ben taught him about gratitude
06:33 – Building the checklist: step one, gratitude
07:17 – Step two, confidence, and only needing to see the next step
08:39 – Step three, resilience, and anticipating the need to adapt
09:02 – Niamh Fitzpatrick: what leaders should be watching for
09:52 – Learning someone's baseline, even over video
10:37 – Why comparing your hardship to someone else's doesn't help
12:18 – One piece of advice: an abnormal reaction to an abnormal situation is normal behaviour
13:22 – Wrap-up

EP Ryan Campbell: 39 | How to successfully navigate change | Podcasts

EP Niamh Fitzpatrick: 99 | The Pandemic Pushed Mental Health Out of the Workplace Shadows | Niamh Fitzpatrick | Podcasts

Download your free copy of Bridging the Connection Gap Report: Bridging The Connection Gap | Inspiring Change

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resilience, adversity, mental health at work, wellbeing, psychology, gratitude, mindset, leadership, psychological safety, emotional awareness, aviation, spinal cord injury, recovery, perspective, Viktor Frankl, Ryan Campbell, Niamh Fitzpatrick, Scott McInnes, Building Better Cultures, Inspiring Change, best bits, podcast compilation

Office, home, hybrid. Are we any clearer on how it actually works?

In this best-bits episode of Building Better Cultures, Scott McInnes goes back to Episodes 71 and 37 with Chris Dyer and Jane Sparrow to hear how organisational culture is evolving as we work out how we'll probably be working for the next century. And that comes down to finding a happy balance between what employers need and what employees want.

Chris Dyer starts with a definition worth stealing: culture is the norms. It is the way we work, the things people pick up in their first week, seen and unseen. From there he walks through the seven pillars he found repeated across the best organisations, from transparency and positive leadership to celebrating what makes people different rather than what makes them the same. He is especially good on mistakes, using the Post-it note, which began life as a failed glue, to make the point that how you respond to a mistake tells people whether it is safe to try anything. Then he gets specific about transparency: sharing goals across teams so people aren't unknowingly competing with each other, and sharing the numbers every month, good news or bad, including how long the company could keep going before layoffs.

Jane Sparrow picks up the space in between. The third culture is neither home nor office but a new place that leaders have to shape deliberately, and she is clear that scrambling for the right tech and tools is the easy part. What takes work is the conversations, because everyone's situation is different. She closes on something worth sitting with: information from the centre, the comms team or HR, only really lands when a leader translates it into what it means for us.

The common thread? This is less about where we work and more about whether culture survives the shift. Neither guest thinks it happens on its own.

• Culture is the norms, not the posters. It is what people learn in their first week about how things actually get done, including the unwritten bits.

• Great cultures are consistent, not identical. The same pillars show up across very different organisations, each expressed in its own way.

• Celebrate what makes people unique, not what makes them the same. Organisations put real effort into differentiating themselves to customers, then ask their people to blend in.

• How you handle mistakes sets the ceiling on ambition. Punish them and people stop trying things. The Post-it note exists because someone documented a glue that failed.

• A mistake and an error are not the same thing. Getting something consistently wrong that training should have covered points at bad process, stress or multitasking. Trying something new and misjudging it is worth talking about, not punishing.

• Transparency starts with goals. If teams cannot see each other's objectives, organisations end up creating competition nobody intended.

• Share the numbers, including the bad ones. Telling people how long the company can keep going is uncomfortable, and it is also what trust looks like under pressure.

• The third culture has to be built on purpose. The space between home and office is new, and leaders shaping it deliberately is the difference between a culture and a vacuum.

• Tools are the easy part. Getting the right tech was the scramble. The harder, more valuable work is the conversations around it, because every person's situation is different.

• Information needs a translator. A message from HR or the comms team becomes real when a line leader explains what it means for this team, and asks what we start, stop and continue doing.

00:00 – Introduction: less about where we work, more about how culture survives the shift
00:31 – Chris Dyer: culture is the norms, seen and unseen
01:41 – The seven pillars found across great company cultures
02:23 – Transparency, positive leadership, listening and celebrating what makes people unique
02:51 – Recognition that actually works
03:19 – What you do when someone makes a mistake
03:47 – The Post-it note, and the failure it came from
04:30 – Transparency in practice: shared goals, and why teams end up competing by accident
05:33 – Sharing the numbers every month, good news or bad
05:51 – Jane Sparrow: the third culture, and why tools alone won't build it
08:23 – Managing vs leading, and the leader's role when people are under strain
09:56 – Building connection deliberately, and mixing up how you do it
10:56 – Why information only lands when a leader translates it
11:20 – Wrap-up

EP071 – Chris Dyer: Listen here

EP037 – Jane Sparrow: Listen Here

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When did you last ask someone how they actually were, and really listen?

Everyone says empathy matters. Nobody actually teaches it. In this best-bits episode of Building Better Cultures, Scott McInnes goes back to two conversations about why that needs to change: Rob Volpe (EP092) on empathy as a practical leadership tool, and Niamh Fitzpatrick (EP084) on the emotional aftermath of the pandemic.

Rob Volpe starts by taking apart the definition most of us use. Walking in someone else's shoes is only half the job, and the half everyone skips is taking your own shoes off first, setting down your judgement and your own perspective before you step into theirs. He makes the business case without flinching: empathy is the secret ingredient in communication, decisions, problem solving and trust, and the organisations that have it see more loyalty, more innovation and a stronger sense of belonging. He also names the trap leaders fall into, worrying that being empathetic will cost them respect, and the stereotype of the strong leader that keeps the whole thing stuck. Niamh Fitzpatrick comes at it from psychology. She talks about tribe, why belonging is something you find rather than something you are assigned, and the people she deliberately gravitates towards: the ones who acknowledge how they feel. Then she answers the question of why it took a global pandemic to put mental health into everyday conversation.

The common thread? Empathy is a skill, not a personality trait. It can be learned, and it is doing real work whether or not anyone names it.

• Take your own shoes off first. Empathy is not just imagining someone else's position, it is setting down your own judgement and perspective long enough to understand theirs properly.

• There is more than one kind of empathy. Cognitive empathy is perspective taking, not emotion, and it is the one most of us need at work. Confusing it with feeling other people's feelings is why so many leaders back away from it.

• Empathy is a data point, not a distraction. If you are making decisions without understanding how they land on people, you are working with incomplete information.

• Self-awareness is the missing ingredient, and calendars have squeezed it out. Back-to-back calls removed the breathing space between stimulus and response, and scrolling in the two minutes you do get is not a reset.

• Leaders are stuck between knowing and fearing. Most accept that building empathy is part of their job, most find it hard, and many quietly worry that showing it will cost them respect. The opposite is true.

• Empathy is not new, it just stopped being championed. Henry Ford wrote in 1918 that the secret of success lies in seeing the other person's point of view as well as your own. It got squashed out of us since, and it is time to bring it back.

• Your tribe is more dispersed than you think. Family, friends, colleagues, even people you have never met online. Knowing what you value is what lets you find them.

• Work can absolutely be a tribe, and there is nothing wrong with that. Belonging at work is not a lesser form of belonging.

• We lost the things that were quietly holding us up. When life changed overnight, the props that kept people's mental health going, sport, gatherings, a walk somewhere further than two kilometres away, were taken away.

00:00 – Introduction: empathy keeps coming up, but nobody teaches it
00:28 – Rob Volpe: what empathy actually is, and why "walking in their shoes" is only half of it
02:35 – Self-awareness, and the breathing space we lost between meetings
04:12 – Why empathy is the secret ingredient at work
05:02 – The business case: loyalty, innovation, belonging and the empathy gap
06:45 – Cognitive vs emotional empathy, the strong-leader stereotype, and Henry Ford in 1918
07:55 – Niamh Fitzpatrick: tribe, belonging and finding your people
12:32 – Why it took a global pandemic to put mental health on the table
13:20 – Wrap-up

EP092 Rob Volpe: https://inspiringchange.libsyn.com/107-empathy-compassion-in-organisational-culture-rob-volpe

EP084 Niamh Fitzpatrick: https://inspiringchange.libsyn.com/99-the-pandemic-pushed-mental-health-out-of-the-workplace-shadows-niamh-fitzpatrick

Download our new Research: Bridging the Connection Gap

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empathy, empathetic leadership, leadership, workplace culture, psychological safety, belonging, tribe, mental health at work, wellbeing, emotional intelligence, cognitive empathy, self-awareness, employee retention, employee engagement, internal communications, pandemic recovery, Rob Volpe, Niamh Fitzpatrick, Scott McInnes, Building Better Cultures, Inspiring Change, best bits, podcast compilation

Data convinces. Stories move people. So why do we still lead with the spreadsheet?

In this best-bits episode of Building Better Cultures, Scott McInnes goes back to two conversations about the power of narrative at work: Richard Newman (EP108) on the neuroscience of emotional engagement, and Alison Esse (EP012) on purpose-led storytelling at scale.

Richard Newman explains what actually happens in the brain when you open with a chart instead of a story. Spreadsheets speak to the logical mind, but the emotional brain decides first and it decides whether anything gets through at all. He walks through the leadership retreat where nobody could remember a single decision three months later, why "cognitive fatigue" is a better diagnosis than screen fatigue, and the line that sums up the whole problem: we treat people like human doings rather than human beings. Alison Esse picks up the organisational side: the corporate narrative, the red thread that has to run from the frontline to the CEO, and why leaders are so often the worst people at telling their own stories.

The common thread? Engage people emotionally first, logically second. Do it the other way round and nothing sticks.

• The emotional brain gets there first. Every input passes through it before the logical mind sees it, so if you open with data you have already lost the room.
• Data convinces, stories move. Being right is not the same as being understood, and it is definitely not the same as being acted on.
• If nobody can repeat it, it did not land. People remember stories and quote lines from them. Nobody quotes a slide.
• It is cognitive fatigue, not screen fatigue. People will happily binge four hours of Netflix after a long week, so the screen is not the problem, being engaged logically all day with no emotional connection is.
• Storytelling is misunderstood, not soft. It is not anecdotes about your weekend, and it does not need the hero's journey. It is sharing information in the way the brain wants to receive it.
• Every organisation needs a red thread. A narrative that connects the frontline to the CEO gives people something to believe in and repeat.
• Leaders are often worst at telling their own story. The people with the most to share are usually the most reluctant, which is why story champions matter.

00:00 – Introduction: why we still lead with the spreadsheet
00:30 – Richard Newman: how stories help leaders influence, and the retreat nobody remembered
04:00 – Inception, and why a story goes deeper than a slide
05:00 – Cognitive fatigue vs screen fatigue
05:38 – "Human doings, not human beings": engage emotionally first, logically second
05:47 – Alison Esse: corporate narrative, purpose and the red thread from frontline to CEO
10:16 – Wrap-up: what story is your organisation telling right now?

EP108 – Richard Newman: https://inspiringchange.libsyn.com/108-the-science-of-storytelling-how-it-works-richard-newman

EP012 – Alison Esse: https://inspiringchange.libsyn.com/ep12-alison-esse-co-founder-the-storytellers

Download our new Research: Bridging the Connection Gap

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storytelling, business storytelling, communication, leadership communication, neuroscience, emotional engagement, cognitive fatigue, corporate narrative, purpose, internal communications, employee engagement, workplace culture, influence, presentation skills, Richard Newman, Alison Esse, Scott McInnes, Building Better Cultures, Inspiring Change, best bits, podcast compilation

What do a rugby coach, a rugby captain and an RAF pilot have in common? Turns out, they all know quite a lot about leadership.

In our first 'Best Bits' episode, Scott McInnes revisits three standout conversations with leaders who've performed under real pressure: Stuart Lancaster, Jamie Heaslip and Peter Docker.

Stuart Lancaster explains why psychological safety and mutual trust sit at the heart of every high-performance culture, and why great leadership is built on relationships, not titles. Jamie Heaslip takes on vulnerability, the most talked-about leadership trait of all, and makes the case that purpose, psychological safety and the freedom to fail are what actually unlock performance. And Peter Docker shares the story of a 2002 mid-air emergency, and what the most experienced pilot on board did in those first two critical seconds: absolutely nothing.

The common thread running through it all? Great leaders know when not to act.

• Psychological safety isn't a nice-to-have. If people can't challenge their leaders honestly, you don't have a high-performance culture, you have compliance.
• Great leadership is built on relationships. Trust between people, built deliberately over time, is the foundation everything else stands on.
• Vulnerability is a strength. Leaders who are open about what they don't know give their teams permission to do the same.
• People need purpose and the freedom to fail. When teams connect to why they do what they do, and aren't afraid to get things wrong, performance follows.
• Sometimes the strongest thing a leader can do is nothing. Calm is contagious, and preparing your people so well that you don't need to step in is the real mark of leadership.

00:00 – Introduction
00:31 – Stuart Lancaster: psychological safety, trust and relationships
04:41 – Jamie Heaslip: vulnerability, purpose and the freedom to fail
09:32 – Peter Docker: the 2002 cockpit emergency and the power of doing nothing
13:36 – Wrap-up

EP072 – Stuart Lancaster: Click Here
EP048 – Jamie Heaslip: Click Here
EP087 – Peter Docker: Click Here

Download our new report: Bridging The Connection Gap

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In this episode, Scott McInnes is joined once again by Inspiring Change's Sadhbh O'Flaherty to dig into their latest research, Bridging the Connection Gap. Building on last year's Mind the Gap study, where CPOs and CEOs identified disconnection as one of the top barriers to a strong, aligned culture, Scott and Sadhbh went deeper, speaking one-on-one with senior leaders to understand what's really getting in the way of human connection at work today. 

Six clear themes emerged from those conversations: busyness, hybrid working, silos, leadership influence, digital overload, and generational differences. Throughout the episode, Scott and Sadhbh unpack each theme with real examples, personal experience, and practical suggestions for how organisations, leaders, and individuals can respond.  

The common thread running through it all? Intentionality.  

Connection at work doesn't happen by accident, it has to be actively and deliberately built. 

Key Takeaways 

• Culture is infrastructure, not decoration. Connection underpins trust, performance, wellbeing, innovation, and resilience, and its absence is felt even if it can't always be measured. 

• Busyness has become a badge of honour. Many people feel they need to appear constantly busy to seem productive, which squeezes out time for genuine connection. 

• Hybrid isn't broken, it's just not intentional. The real issue isn't where people work, but whether teams are deliberate about how, when, and why they connect. 

• Team commitments matter more than blanket policies. A one-size-fits-all approach to hybrid rarely works; teams need the flexibility to define what connection looks like for them. 

• Silos aren't inherently bad, deep expertise is valuable, but they need active bridges (empathy, communication, shared touchpoints) to avoid isolation and misalignment. 

• Leaders have an outsized influence on connection. Connection across a team or organisation is often only as strong as its leadership, but leaders also need empathy, support, and realistic expectations, since they're stretched thin too. 

• Digital tools haven't delivered better connection, just more channels. Increased digital connectivity often comes at the cost of the human cues (tone, body language, energy) that build real understanding between people. 

• Generational differences mean different connection needs. With up to five generations now in the workplace, a single approach to connection won't resonate with everyone, open conversations about what people actually want are essential. 

• Small, consistent steps beat big overnight change. Building connection back into work doesn't require a complete overhaul, just intentional, incremental shifts in how teams already operate. 

Timestamps 

00:00 – Introduction and episode overview 
00:47 – Backstory: the Mind the Gap research and why Inspiring Change revisited disconnection 
03:45 – Why culture is "the infrastructure that holds an organization together" 
05:17 – How the Bridging the Connection Gap research was conducted and the six themes uncovered 
06:41 – Challenge 1: Busyness, the "busy badge of honour" and its impact on connection 
12:02 – Challenge 2: Hybrid working, why hybrid isn't the problem, intentionality is 
17:43 – The power of team commitments and team-level flexibility 
19:20 – Challenge 3: Silos, the value of expertise vs. the need to bridge across teams 
24:58 – Challenge 4: Leadership influence, why connection is only as strong as your leaders 
28:02 – Clarifying "leaders" as people managers, not just the executive team 
31:11 – Challenge 5: Digital, being more "connected" but less genuinely close 
37:52 – Challenge 6: Generational differences, five generations, different connection needs 
44:11 – Closing thoughts and where to find the full Bridging the Connections Gap report 

Resources & Links: 

Bridging the Connections Gap Report 

Mind the Gap Report 

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Connect with Scott McInnes: 

LinkedIn 

Connect with Sadhbh O'Flaherty: 

LinkedIn  

In this week's episode, Scott McInnes sits down with Christine Armstrong, to dive deep into the critical importance of connection in the workplace. Together they explore how workplace trends have eroded relationships and the role of intentionality in creating a thriving organisational culture. 

Christine offers practical strategies to rebuild trust at work and really nurture those vital human connections. 

Key Takeaways: 

• Connection is a deliberate act, not a happy accident 

• Hierarchical and operational policies inadvertently undermine trust 

• Connection thrives on small, frequent interactions, not grand initiatives 

• Trust is the foundation for difficult conversations and authentic connection 

• The middle layer of work relationships has been lost to societal and organisational shifts 

• Organisations should design work around human needs, not assumptions of tradition 

• Simple listening and positive reinforcement are the most cost-effective trust builders 

Timestamps: 

00:00 Introduction to Connection in the Workplace 

02:20 The Importance of Connection 

05:20 Impact of COVID on Workplace Connections 

08:09 Rebuilding Connections: Strategies and Initiatives 

11:39 Creating Learning Moments and Engagement 

14:12 Responsibility for Connection in the Workplace 

19:50 Navigating Difficult Conversations 

23:46 Assuming Positive Intent in Communication 

27:02 Meeting Diverse Needs in the Workplace 

30:40 Consequences of Weak Connections 

35:06 The Power of Listening to Rebuild Connections 

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Connect with Christine: 

LinkedIn |  Website 

In this week's episode, Scott is joined by authors Minette Norman and Karolin Helbig as they delve into practical strategies for fostering trust, vulnerability, and inclusion in organisations, and explore the nuances of psychological safety. This episode reveals how small changes can lead to profound shifts in workplace culture.

·       The definition and emotional experience of psychological safety

·       The importance of vulnerability and courageous communication for leaders

·       How default behaviours and default settings impact team inclusivity

·       The role of self-awareness in changing organisational culture

·       Micro habits and deliberate experimentation to embed safety practices

·       Managing reactions and emotional responses in high-stakes interactions

·       The connection between risk-taking, failure, and innovation

·       Designing inclusive rituals and meetings to foster belonging

·       Practical tips for leaders to create psychologically safe teams today

00:00 - Introduction to psychological safety and why it matters
02:26 - Defining psychological safety and its emotional impact
03:01 - The visceral feelings of safety versus threat
10:00 - Turning awareness into default behaviors to reduce exhaustion
13:02 - The role of self-awareness in behavior change
17:15 - The responsibility of senior leaders in setting cultural tone
22:08 - Balancing expertise with vulnerability for authentic leadership
26:36 - Creating space for understanding and curiosity in conversations
32:16 - Embracing risk and failure as catalysts for growth
37:39 - Designing meetings intentionally to foster participation and belonging
40:00 - Closing thoughts and resources

·       Psychological Safety Playbook

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Connect with Minette & Karolin:

Karolin Helbig on LinkedIn |  Minette Norman on LinkedIn

In this episode of Building Better Cultures, Scott McInnes talks to Alan Stracey, a certified ADHD Coach and Founder of WhereFocusGoes, to explore the nuanced world of neurodiversity. They discuss how understanding and accommodating neurodivergent conditions can transform workplace culture and unlock individual potential. 

In this episode, you'll discover: 

• What is neurodiversity and how do neurodiverse conditions manifest? 

• The importance of language and perception around neurodiversity in workplaces 

• Practical strategies for supporting neurodiverse colleagues and leaders 

• The role of coaching, especially ADHD coaching, in empowering high performers 

• Legal protections and Disclosure: When and how to share a diagnosis 

• The Manual of Me: A tool for fostering understanding across teams 

Timestamps: 

• 00:00 - Welcome & the importance of audience engagement 
• 02:49 - Alan's background and journey to neurodiversity advocacy 
• 04:14 - Personal impact of ADHD diagnosis and newfound understanding 
• 09:15 - Defining neurodiversity and common conditions 
• 10:40 - Social versus medical models of neurodiversity 
• 11:33 - The situational nature of neurodiverse experiences 
• 14:02 - Language and workplace perceptions around neurodiversity 
• 15:35 - Challenges in disclosure and reducing stigma 
• 16:46 - Legal protections and practical steps for disclosure 
• 18:09 - Supporting neurodiverse colleagues: practical tips 
• 20:37 - The Manual of Me: empowering inclusive teams 
• 21:32 - Common misconceptions about coaching and ADHD coaching approach 
• 28:19 - How coaching helps neurodiverse individuals rediscover their brilliance 
• 35:59 - The power of space and time for reflection in coaching 
• 36:20 - Supporting colleagues with neurodiverse conditions and the importance of understanding 

Resources: 

Blog for seeking a diagnosis 

Blog about reasonable adjustments in the workplace 

The Manual of Me

Connect with us: 

LinkedIn  |  YouTube  |  Instagram 

Connect with Alan Stracey: 

LinkedIn |  Website  

In this episode, Scott McInnes welcomes Wema Hoover, founder of Be Limitless Consulting, to explore the impact of AI on leadership, culture, and work. They discuss how organisations can leverage AI while maintaining a human-centered approach, fostering innovation, and managing change across generations. 

In this episode, you'll discover: 

• The rapid evolution of AI and its influence on the workplace over the past 15 months 

• Strategies for integrating AI responsibly through clear guardrails and purpose-driven behaviours 

• The importance of human-centered engagement and curiosity in AI adoption 

• Cross-generational collaboration and overcoming resistance to change 

• Practical steps for building resilient, high-performing teams amid technological shifts 

• The future of human-AI hybrid workforces and maintaining organizational culture 

Timestamps: 

• 00:00 - Introduction: The rapid pace of AI change and its impact on organisations 
• 02:16 - The hype versus the reality of AI applications in the workplace 
• 03:50 - Building guardrails and foundational policies for responsible AI use 
• 05:27 - Learning from healthcare: AI enhancing human connection 
• 06:34 - The importance of human-centered behaviors in AI integration 
• 08:14 - How to align AI initiatives with purpose and culture 
• 09:19 - Addressing fears of job displacement and focusing on human skills 
• 10:34 - Managing resistance and promoting organisational change for AI adoption 
• 12:17 - Creating cross-generational AI experimentation platforms 

Resources: 

• Leading with Heart in an AI-Driven World 

• Unlocking The Collective Genius Across Generations By Integrating the 6th Generation, AI 

• Human-Centered AI in Healthcare Interview with Alex Voskanian 

Connect with us: 

LinkedIn  |  YouTube  |  Instagram 

Connect with Wema Hoover: 

LinkedIn |  Website  

In this week's episode, host Scott McInnes has an insightful conversation with Stephen Baer, founder of Engagency, as they explore the core principles behind building resilient organisational cultures that thrive on trust, purpose, and people-centered leadership. 

In this episode, you'll learn: 

• The true drivers of employee engagement and retention 

• The role of middle management in fostering a culture of trust 

• Strategies to communicate purpose and strategy effectively 

• Leadership behaviours that inspire and empower teams 

• The impact of organisational culture on financial performance 

• Practical tips for small organisations to deepen connection 

Key Takeaways: 

• Why the "Velcro vs. glue" analogy is essential for understanding employee retention 

• Insights into why 79% of employees are disengaged and how to change that 

• The importance of investing in middle management training and emotional intelligence 

• How trust and vulnerability in leadership can transform company culture 

• Real-world examples from Microsoft and Home Depot illustrating leadership's impact on performance 

• Practical steps for leaders to connect with even the most privacy-focused employees 

• The secret to storytelling and recognition that boosts engagement internally 

Timestamps: 

00:00 - Introduction and episode overview 

 01:23 - Why do people stay or leave organisations? The trillion-dollar engagement question 

 02:41 - Building organisational loyalty with glue vs. Velcro analogy 

03:56 - Why engagement metrics haven't improved over years 

04:26 - The three critical components of business success: purpose, strategy, people 

05:57 - The importance of investing in middle management and leadership training 

06:46 - Cultivating a feedback-rich environment for younger generations 

08:43 - How leadership tone from the top influences culture 

09:36 - Examples of leadership transformation at Microsoft and Home Depot 

11:46 - The power of trust: From conflict to high performance 

13:17 - The role of failure as a learning tool in companies like WD-40 

14:43 - Leadership styles and cultural impact: Nadella vs. Balmer, Blake vs. Nardelli 

16:59 - The importance of authentic leadership and empowering employees 

18:08 - Creating psychological safety and facilitating open conversations 

21:17 - The role of purpose in engaging both employees and customers 

22:19 - How purpose and values cycle through the organization to drive loyalty 

24:42 - How organisations can craft authentic purpose 

26:27 - Connection versus engagement: which drives better loyalty? 

27:36 - The three pillars of emotional engagement: greeting, knowing, growing 

30:07 - Connecting with non-involved employees and maintaining empathy

31:58 - Using storytelling to reinforce culture and recognition 

34:15 - Practical tips for small organisations to enhance connection and culture 

35:32 - How to reach Stephen Baer and further resources 

Resources: 

Stephen's Book: https://stephenbaer.com/#book-section 

Patrick Lencioni - Overcoming The Five Dysfunctions of a Team: A Field Guide: https://www.tablegroup.com/product/overcoming-the-five-dysfunctions-a-field-guide/ 

Connect with us: 

LinkedIn  |  YouTube  |  Instagram 

 Connect with Stephen Baer: 

LinkedIn |  Website | Podcast  

In this special bonus episode, Scott McInnes and his colleague Sadhbh O'Flaherty are joined by Communications Consultant at Gallagher, Maddison Grigsby, to explore the latest insights from the 'State of the Sector' report on internal communications, focusing on the readiness gap, strategic alignment, and human-centric communication.  Maddison shares expert advice on improving manager effectiveness, change management, and leveraging AI for better engagement. 

Key Takeaways: 

• The evolution of internal communication practices and the importance of continuous improvement. 

• The "Readiness Gap": understanding the misalignment between technological potential, leadership expectations, and employee experiences. 

• Six key risks impacting organisational readiness: audience burnout, budget constraints, line manager effectiveness, information overload, lack of inclusion of communicators in decision-making, and lack of clear direction. 

• The significance of strategy clarity, shared understanding, and alignment in achieving organizational goals. 

• The critical role of managers in communication effectiveness and how to empower them with practical tools and frameworks. 

• Importance of change management versus change communication, and how emotional responses influence organisational change success. 

• The impact of human-centric approaches, including tone of voice, narrative, and bite-sized content adapted for attention spans. 

• The persistent neglect of management communication tools and the opportunity for AI to streamline messaging, measurement, and feedback. 

• The cultural shift needed to support managers and improve communication effectiveness across organisations. 

Chapters: 

00:00  Celebrating 150 Episodes and Reflecting on Growth 

01:23  Introduction to the State of the Sector Report and Key Stats 

02:25  Focus on the Readiness Gap in Organizations 

05:44  Understanding the Six Key Risks Contributing to the Readiness Gap 

10:07  The Power of Strategy and Shared Understanding 

11:00  Leadership's Role in Clarifying Vision and Strategy 

12:29  The Importance of Repetition and Clarity in Communication 

12:57  Addressing Change and Emotional Responses in the Workplace 

15:01  The Significance of Empathy and Human Emotion in Change Management 

15:56  Embracing Continuous Change as the New Norm 

17:04  The Skill Set of Change Communications and Internal Comms 

18:52  Psychology and Employee Resilience in a Volatile Environment 

22:56  The Role of Tone of Voice and Storytelling in Engagement 

36:26  The Impact of Human-Centric Communication and Simplicity 

42:22 The Power of Storytelling and Narrative in Internal Comms 

44:39 The Shift Toward Authentic and Human Tone of Voice 

48:57 Leveraging AI for Simplified and Impactful Communication 

49:17 Practical Tips for High-Performing Teams and Manager Effectiveness 

50:41 The Importance of Listening and Feedback Loops 

51:56 Closing Remarks and Resources for Better Internal Communication 

Keywords: 

internal communication, change management, employee engagement, leadership, AI in HR, communication strategy, organisational change, employee trust, storytelling, human-centric communication 

Resources: 

State of the Sector Report - https://ajg.com/employeeexperience/state-of-the-sector 
Website link with more Information: inspiringchange.ie/stateofthesector 

Connect with us: 

LinkedIn  |  YouTube  |  Instagram 

Connect with Maddison Grigsby: 

LinkedIn  |  https://www.ajg.com/employeeexperience/  

In this episode of the Building Better Cultures Podcast, host Scott McInnes speaks with Glenda Kirby, Chief Customer Officer at Poppulo, about the evolving role of leadership communication in a fast-changing workplace. 

They explore how trust, transparency, and empathy form the foundation of strong organizational cultures, particularly in a world shaped by hybrid work, constant change, and emerging technologies like AI. Glenda shares practical insights from her experience helping global organizations communicate with millions of employees, as well as lessons from her leadership roles at LinkedIn and Indeed. 

You will walk away with actionable ideas on communicating through change, building trust within teams, and developing leadership skills such as clarity under pressure, empathy, and authenticity. 

Keywords: 

Leadership communication, internal communications, organisational culture, trust in leadership, empathy in leadership, clarity under pressure, employee engagement, hybrid work, change management, communication strategy, workplace culture, leadership development, Poppulo, employee experience. 

Key Takeaways: 

• Trust is built through consistent and transparent communication.  

• Communication is no longer occasional - it's continuous.  

• Middle managers are a critical communication channel.  

• Clarity matters more than ever. 

• Empathy is a leadership skill that must be developed.  

• Act on feedback.  

• Timing and accuracy are essential during change.  

• Authenticity strengthens culture.  

• Belonging is becoming increasingly important.  

Chapters: 

00:00 – Introduction to the episode and guest 
01:00 – Glenda Kirby's background and Poppulo's global reach 
03:00 – Why trust is central to strong workplace cultures 
05:20 – Communication overload and cutting through the noise 
08:50 – The growing complexity of leadership roles 
12:20 – Why organizations still underinvest in communication skills 
15:00 – Simple communication techniques leaders can use immediately 
18:50 – The importance of empathy and authenticity in leadership 
21:00 – Acting on employee feedback and building trust 
24:40 – Understanding how different people receive communication 
29:00 – Leading teams through constant organizational change 
33:00 – The risk of over-communication during uncertain times 
35:40 – Final reflections and leadership quick-fire questions 
37:30 – The leadership skills that matter most today 

Connect with us: 

LinkedIn 
YouTube 
Instagram 

Connect with Glenda Kirby: 

LinkedIn 

In this episode of the Building Better Cultures podcast, host Scott McInnes is joined by Iain Kirkwood, Chief HRO of EX3, to explore the critical role of people in organisational success. They discuss the importance of clarity in purpose, the necessity of difficult conversations in performance management, and the empowerment of people leaders. The conversation delves into the significance of continuous feedback, the measurement of organisational culture, and the connection between culture and business performance. They also touch on the role of values and behaviors in shaping culture and the importance of a dynamic Employee Value Proposition (EVP). 

Keywords: 

Organisational culture, employee engagement, leadership, performance management, HR transformation, continuous feedback, employee value proposition, purpose-driven organizations, difficult conversations, accountability 

Key Takeaways: 

• Clarity around company goals is essential for success. 

• Hiring for attitude is more important than hiring for skills. 

• Strong leadership is key to aligning people with company objectives. 

• Difficult conversations are necessary for managing performance. 

• Empowering people leaders is crucial for organisational success. 

• Continuous feedback helps in course correction throughout the year. 

• Culture can impact business performance significantly. 

• Values should translate into observable behaviors. 

• An effective EVP should resonate with employees' experiences. 

• Regularly revisiting the EVP keeps it relevant and engaging.   

Chapters: 

00:00 Introduction to Building Better Cultures Podcast 

01:53 Setting Companies Up for Success Through People 

05:16 The Importance of Purpose in Organisations 

08:10 Navigating Difficult Conversations with Employees 

10:56 Empowering People Leaders for Effective Management 

14:03 The Shift Towards Continuous Feedback 

19:22 Understanding and Valuing Organisational Culture 

20:21 Valuing Organisational Culture 

22:00 Impact of Culture on Performance 

23:45 Performance Management and Accountability 

26:03 The Role of Values in Culture 

30:01 Employee Value Proposition (EVP) 

34:39 Creating a Positive Work Environment 

Connect with us: 

LinkedIn 
YouTube 
Instagram 

Connect with Iain Kirkwood: 

LinkedIn 

In this episode of the Building Better Cultures podcast, Scott McInnes has an insightful conversation with Professor Peter Hawkins, a leading authority in systemic coaching and leadership development. They explore the essential elements organisations need to thrive in the 21st century, emphasising the importance of being purpose-led, stakeholder-centric, and fostering collective leadership. Hawkins discusses the critical role of organisational culture and learning, the dynamics of trust within teams, and the concept of WeQ—collaborative intelligence. The conversation also delves into the nature of connection in leadership and the need for organisations to discover their purpose rather than merely creating it. Hawkins shares practical examples and insights on how organisations can align their efforts to meet the needs of the future, ultimately highlighting the unique contributions that teams can make to drive meaningful change. 

Takeaways: 

• Organisations must be purpose-led, not profit-led. 

• Stakeholder-centricity is crucial for modern organisations. 

• Partnership with stakeholders enhances organizational effectiveness. 

• Teams should be more than the sum of their parts. 

• Organisational learning must outpace external changes. 

• Trust is essential, but addressing mistrust is equally important. 

• WeQ, or collaborative intelligence, is vital for leadership. 

• Connection in leadership should focus on shared purpose. 

• Purpose should be discovered, not created. 

• Organisational culture is shaped by collective patterns. 

Chapters: 

00:00 Introduction to the Podcast and Guest 

02:13 Essential Elements for Organisations in the 21st Century 

05:42 The Importance of Purpose in Organisations 

08:25 The Role of Organisational Culture and Learning 

12:54 Collective Leadership and Team Dynamics 

17:16 Trust and Mistrust in Teams 

18:42 The Nature of Team Relationships 

22:10 The Concept of WeQ and Collaborative Intelligence 

23:13 Connection in the Age of Technology 

27:40 Understanding and Defining Purpose 

31:30 Leading Towards an Evolving Purpose 

37:12 The Unique Contribution of Teams and Organisations 

39:47 Organisational Culture and Its Habituated Patterns 

41:06 Conclusion and Final Thoughts 

Connect with us: 

LinkedIn  |  YouTube  |  Instagram 

Connect with Prof. Peter Hawkins: 

LinkedIn  |  Website - Personal  |  Website - Company

Keywords: 

leadership, organisational culture, purpose, collaboration, team dynamics, coaching, stakeholder engagement, collective intelligence, trust, systemic coaching  

In this week's episode of the Building Better Cultures Podcast, host Scott McInnes sits down with Joe Lalley, author of 'How Curiosity Can Transform Your Career, Your Team, and Your Organisation.' Together, they explore the power of curiosity in transforming careers, teams, and organisations. Tune in to discover practical insights on fostering curiosity, psychological safety, and innovative cultures. 

Keywords: 

Curiosity, innovation, psychological safety, organizational culture, design thinking, leadership, experimentation, learning from failure, AI, creative thinking 

Key Topics: 

• The definition of curiosity as the desire to go from not knowing to knowing 

• The role of psychological safety in encouraging curiosity 

• Patterns of questions that drive innovation and learning 

• The importance of being close to customers for effective curiosity 

• The impact of organisational culture on curiosity and experimentation 

• The risks and rewards of curiosity in the workplace 

• Practical strategies for leaders to foster curiosity 

• The influence of childhood and education on curiosity development 

• The relationship between curiosity and AI in learning and work 

• How to balance curiosity with decision-making and focus 

Takeaways 

• Curiosity is simply the act of wanting to go from not knowing to knowing. 

• Psychological safety is essential for fostering curiosity in teams. 

• Ask open-ended questions that challenge assumptions and explore possibilities. 

• Being close to the customer enhances the effectiveness of curiosity. 

• Organisational culture should be built around experimentation and learning. 

• Shortening feedback cycles accelerates learning and innovation. 

• Celebrate failures as first attempts in learning to encourage risk-taking. 

• Leadership modeling of curiosity and experimentation sets the tone. 

• Use examples and data to demonstrate the value of iterative work. 

• Encourage questioning and exploration as core organisational behaviours. 

Chapters 

00:00 Introduction to Curiosity in Organisations 

02:53 Defining Curiosity and Its Importance 

05:34 Psychological Safety and Curiosity 

08:47 Curiosity in Meetings and Organisational Culture 

11:29 Learning from Customers and Iterative Processes 

14:48 Creating Space for Curiosity in Organisations 

17:36 Embedding Curiosity into Organisational Culture 

20:29 The Balance of Curiosity and Action 

23:27 Practical Steps for Leaders to Foster Curiosity 

26:32 The Impact of Technology on Curiosity 

29:08 The Future of Curiosity in the Age of AI 

Link to Joe's book: 

Joelalley.com/book 

Connect with us: 

LinkedIn 
YouTube 
Instagram 

In this week's episode of the Building Better Cultures podcast, Scott McInnes speaks with Kim Bohr, President and COO of Spark Effect, about the critical role of trust in organisations. They discuss the findings from the report 'Trust in Turbulence' which breaks down trust into measurable domains and emphasises its importance as a competitive advantage. The conversation explores how disruptions, such as the return to office policies, impact trust, and how organizations can build and rebuild trust through effective communication and leadership practices. 

Takeaways: 

• Trust is a measurable and critical component of organisational success. 

• Disruptions can erode trust in everyday interactions. 

• Return to office policies must be communicated effectively to maintain trust. 

• High trust organizations see better performance and retention rates. 

• Low trust environments lead to increased turnover and disengagement. 

• Younger generations prioritize alignment of values with their employers. 

• Technology rollouts can significantly impact trust dynamics. 

• Managers play a crucial role in translating corporate messages to their teams. 

• Celebrating achievements fosters a culture of trust and connection. 

• Rebuilding trust requires transparency and accountability from leadership. 

Keywords: 

Organisational trust, trust in leadership, building better cultures, trust metrics, employee engagement, return to office, trust and performance, psychological safety, technology and trust, trust rebuilding strategies 

Chapters 

00:00Introduction to Trust in Organizations 

02:04Understanding Trust as a Competitive Advantage 

04:24The Impact of Disruption on Trust 

08:25Return to Office: Trust and Communication 

11:51Linking Trust to Organizational Performance 

13:57Low Trust and Its Effects on Culture 

16:15Attracting Talent in a Low Trust Environment 

18:11Technology's Role in Trust Dynamics 

20:50Practical Steps to Build Trust 

25:56Celebrating Achievements and Building Connections 

29:57Rebuilding Trust After a Breach 

Link to the report mentioned in the episode: 

Report 

Connect with us: 

LinkedIn 
YouTube 
Instagram 

Welcome back to a brand-new series of the Building Better Cultures Podcast!

In the first episode of the season, host Scott McInnes is joined by Phil Codd, Managing Director of Expleo in Ireland. They discuss the multifaceted nature of organisational culture, emphasising the importance of aligning leadership and employee cultures. Phil shares insights on employee happiness, effective communication, and the significance of feedback loops in fostering a positive work environment. The conversation also touches on the challenges of hybrid work, the future of organisational culture, and the need for organisations to adapt to a more flexible and inclusive work environments.

Here are some of the key insights from the episode:

·      Culture isn't just one thing; organisations have multiple cultures.

·      Happy employees lead to happy customers and growth.

·      Effective communication is a critical leadership skill.

·      Feedback loops are essential for employee engagement.

·      Celebrating employee longevity can enhance morale.

·      Technology can facilitate continuous feedback in organisations.

·      Hybrid work requires new ways of connecting teams.

·      Organisational culture is not confined to physical spaces.

·      Aligning leadership culture with employee culture is vital.

·      Policies should focus on the human aspects of work.

Chapters:

00:00 Introduction to Building Better Cultures Podcast

03:12 Understanding Organisational Culture

09:54 The Importance of Communication in Culture

12:30 Feedback Loops and Employee Engagement

17:29 Flexibility and Hybrid Working Models

23:51 Challenges of Geographic and Hybrid Work

28:58 Future of Work and Cultural Alignment

Keywords: Organisational culture, leadership, employee engagement, communication, feedback loops, hybrid work, employee happiness, culture alignment, workplace dynamics, future of work

Link to the Irish Times article referenced in the podcast

Connect with us:

LinkedIn
YouTube
Instagram

Summary 

In this episode of the Building Better Cultures podcast, Scott McInnes discusses the challenge of disconnection in the workplace with guests Susie Leacy and Kevin Empey. They explore the impact of remote work on employee connection, the role of leadership in fostering a cohesive culture, and the importance of intentional strategies to build relationships among employees. The conversation also touches on the multi-generational workforce and the need for organizations to adapt their communication and engagement strategies to meet diverse needs. Ultimately, the episode emphasizes that connection is a shared responsibility between leaders and employees, and that fostering a culture of connection is essential for organizational success. 

Takeaways 

• Disconnection is a significant challenge in modern workplaces. 

• Connection is essential for productivity and resilience. 

• Leadership plays a crucial role in fostering connection. 

• Organizations must adapt to maintain engagement in remote work settings. 

• Intentional strategies are needed to create opportunities for connection. 

• The multi-generational workforce presents unique challenges and opportunities. 

• Onboarding processes should focus on building community and connection. 

• Employees have a role in co-creating workplace culture. 

• Flexibility in work arrangements comes with shared responsibility. 

• Connection should be prioritized over merely addressing disconnection. 

Chapters 

• 00:00 Introduction to Disconnection in the Workplace 

• 04:47 Understanding the Challenge of Disconnection 

• 09:01 The Importance of Connection in Modern Work 

• 12:03 Bridging the Gap: Building Cohesion and Engagement 

• 16:15 Navigating a Multi-Generational Workforce 

• 21:55 Intergenerational Connections in Care Settings 

• 24:35 Bridging Generational Gaps in the Workplace 

• 29:42 Intentional Onboarding and Cultural Integration 

• 33:06 Creating Community in a Hybrid Work Environment 

• 39:13 Co-Creating Culture: The Role of Employees and Leaders 

Summary 

In this episode of the Building Better Cultures podcast, Scott McInnes discusses the challenge of accountability for values with guests Karen Jones and Karen Hackett. They explore the importance of articulating and embedding organizational values, the role of managers in fostering a culture of accountability, and the potential pitfalls of weaponizing values in the workplace. The conversation also touches on the significance of onboarding processes and the need for open communication and feedback within organizations. 

Takeaways 

• Accountability for values is a significant challenge for many organizations. 

• Values must be articulated and understood to be effectively lived. 

• Creating a culture of feedback is essential for accountability. 

• Managers play a pivotal role in releasing the energy of their teams. 

• Onboarding processes should embed values from the start. 

• Psychological safety is crucial for open conversations about values. 

• Values can be weaponized, leading to defensiveness in feedback. 

• Organizations need to be bold about their current culture and desired future state. 

• Storytelling can help connect employees to organizational values. 

• Time is a critical factor in enabling managers to engage with their teams. 

Chapters 

• 00:00 Introduction to Accountability for Values 

• 01:24 Understanding Organizational Culture 

• 04:18 Insights from the Mind the Gap Report 

• 06:19 Bringing Values to Life 

• 11:03 Accountability in Practice 

• 17:17 Weaponization of Values in the Workplace 

• 22:16 Building a High-Performance Culture 

• 24:53 The Role of Managers in Organizational Success 

• 30:01 Empowering Middle Managers 

• 37:22 The Importance of Storytelling in Leadership 

• 37:49 Effective Onboarding Practices 

Summary 

In this episode of the Building Better Cultures podcast, Scott McInnes discusses the third challenge from the Mind the Gap research report, focusing on the importance of learning and development in organizations. Joined by guests Barbara Carroll and Lisa Melody, they explore the significance of multi-generational workforces, the effectiveness of peer learning, and the critical role of leadership in fostering a culture of continuous learning.

The conversation emphasizes the need for organizations to adapt their training methods and embrace diverse learning opportunities to meet the evolving needs of their employees. In this conversation, Scott McInnes, Lisa Melody, and Barbara Carroll discuss the evolving landscape of learning and development, emphasizing the importance of practical experience, mentoring, and the integration of AI in shaping future skills. They explore how organizations can foster growth through stretch assignments and collaborative decision-making, while also addressing the challenges and opportunities presented by AI in streamlining learning processes. 

📘 Download Mind the Gap Report: https://www.inspiringchange.ie/mindthegap

Takeaways 

• Organizations are grappling with similar challenges in learning and development.
• Learning should be a core value within organizations.
• Different learning methods can enhance employee development.
• Peer-based learning fosters collaboration and accountability.
• Mentoring, including reverse mentoring, is increasingly valuable.
• Leaders must model a commitment to their own learning.
• Creating space for learning is essential for employee development.
• Understanding the 'why' behind training increases motivation.
• Simple interventions can lead to significant improvements in learning.
• Embedding learning in organizational culture is crucial for success. Learning is about practical experience, not just courses.
• The 70-20-10 model emphasizes learning through daily activities.
• Stretch assignments can significantly enhance learning.
• Mentoring plays a crucial role in development.
• Engaging leaders fosters a collaborative culture.
• AI can help identify skills needed for future roles, streamline learning needs assessments and enable more efficient learning material creation.
• Reflection on learning is essential for growth.
• The future of learning will be more personalized through AI. 

Chapters 

• 00:00 Introduction to Mind the Gap Research
• 03:53 The Importance of Learning in Organizations
• 09:48 Dynamic Training and Peer Learning
• 16:14 Multi-Generational Workforces and Mentoring
• 20:04 Leadership's Role in Cultivating Learning Cultures
• 28:05 Redefining Learning and Development
• 33:10 The Role of AI in Future Skills
  
• 43:43 Embracing Change in Learning Environments 

Summary 

In this episode of the Building Better Cultures podcast, Scott McInnes discusses the challenges faced by mid-management in organizations, drawing insights from the Mind the Gap research report. Guests Katy Lumsden and Neil O'Brien share their experiences and perspectives on the evolving roles of managers and leaders, the importance of culture, and the need for effective communication and training. The conversation highlights the significance of psychological safety, resilience, and the necessity for managers to engage in tough conversations while fostering a supportive environment. 

Takeaways 

• The mid-management layer faces unique challenges from both above and below. 

• Commonalities in organizational challenges can provide reassurance and strength. 

• Leadership and management roles are increasingly blurred in modern organizations. 

• Managers need to be equipped with tools to foster culture and engagement. 

• The say-do gap highlights discrepancies between senior leadership intentions and managerial actions. 

• Tough conversations are essential for growth but often avoided due to fear. 

• Psychological safety is misunderstood and misapplied in many organizations. 

• Resilience in younger generations may differ from previous cohorts. 

• Effective management requires understanding individual team members deeply. 

• Training for managers should focus on practical skills for modern challenges. 

Chapters 

00:00 Introduction to Mind the Gap Research 

05:04 The Role of Mid-Management 

08:39 Leadership vs. Management 

16:18 Culture Multipliers vs. Bottlenecks 

21:58 Shifting Mindsets in Management 

23:37 Navigating the Transition from Peer to Manager 

29:42 The Importance of Role Modelling in Leadership 

31:51 Addressing Difficult Conversations 

38:47 Resilience in Leadership and Generational Differences 

44:37 Skills for Modern Leadership in a Hybrid World 

Mind the Gap Research: https://bit.ly/3WMlS4C   

In this episode of Building Better Cultures, Scott McInnes sits down with Denise Black and Denis Doolan to explore the critical role of leadership in shaping organisational culture.

Together, they unpack insights from the Mind the Gap report — highlighting the importance of intentionality, inclusivity, and the need for leaders to embody the culture they wish to create. The conversation delves into the consequences of neglecting culture, the essential capabilities leaders must develop, and the collaborative process of defining a target culture that aligns with organisational strategy.

The episode wraps up with reflections on how leadership drives cultural change and performance across teams.

• Leaders have a disproportionate impact on organisational culture.
• Inclusivity is essential for effective culture creation.
• Culture should be woven into the strategic DNA of the organisation.
• Empathy and active listening are critical leadership skills.
• Culture is not a standalone initiative — it enables all initiatives.
• Intentionality in leadership is crucial for cultural success.
• Feedback from employees is vital in shaping target culture.
• Communication reinforces culture and values.
• Leaders must model the behaviours they wish to see.
• A strong culture leads to better organisational performance.

• 00:00 — Introduction to Leadership and Culture
• 04:28 — Insights from the Mind the Gap Report
• 09:24 — The Role of Leaders in Shaping Culture
• 15:12 — Consequences of Abdicating Culture to HR
• 19:19 — Essential Capabilities for Senior Leaders
• 30:39 — Defining Target Culture
• 37:23 — Impact of Leadership on Cultural Change

📘 Download the Mind the Gap report → bit.ly/4nT9jAo

SUMMARY
In this episode of the Building Better Cultures podcast, Sadhbh O'Flaherty takes over the mic to interview Scott McInnes about his recent research titled 'Mind the Gap.' The research explores the cultural challenges organisations face today, particularly through the lens of Chief People Officers (CPOs) in Ireland.

The conversation delves into the motivations behind the research, key findings, and actionable insights for organisations looking to improve their culture. Key themes include leadership skill and will, the role of managers, the importance of learning and development, accountability for values, and the challenge of disconnection in the workplace. Scott emphasises the need for intentionality in creating a strong organisational culture that aligns with business strategies. 


Mind The Gap Research: http://bit.ly/4gXtNp2 

TAKEAWAYS

• Connection among HR leaders is crucial. 

• Understanding culture challenges requires frontline insights. 

• Leaders set the tone for organisational culture. 

• Everyone in the organization owns the culture. 

• Managers play a key role in translating values to teams. 

• Learning should be prioritized beyond formal courses. 

• Accountability for values strengthens organisational culture. 

• Feedback is essential for personal and professional growth. 

• Intentionality is key in fostering workplace connections. 

• Culture impacts business outcomes significantly. 

CHAPTERS
00:00 Introduction to the Podcast and Research 
02:02 The Motivation Behind the Research 
04:28 Leadership Skill and Will 
06:55 The Manager Factor 
10:54 Skills for Today and Tomorrow 
15:09 Accountability for Values 
20:54 The Challenge of Disconnection 
27:22 Surprises from the Research 
29:18 Connecting Themes to Business Outcomes 
32:34 Actionable Steps for Organisations 

Summary 

In this episode of the Building Better Cultures podcast, Scott McInnes speaks with Catherine Fallon about the critical role of change communication in organizations undergoing transformation. Catherine shares her extensive experience in employee engagement and change management, emphasizing the importance of building trust and aligning stakeholders during periods of change. The conversation explores effective strategies for communicating change, the role of middle management, the significance of storytelling, and the necessity of engaging change agents to foster a supportive environment. Ultimately, the discussion highlights the need for honesty and transparency in communication to ensure successful change implementation. 

Takeaways 

• Change communication is about building trust, not just issuing messages. 

• Effective change communication aligns people towards a common goal. 

• Resistance can cripple change programs if not managed properly. 

• Honesty and transparency are critical in change communication. 

• Middle management plays a vital role in translating change for their teams. 

• Stakeholder analysis is essential to understand different perspectives. 

• Stories can make change relatable and resonate with employees. 

• Engaging change agents helps to influence and support the change process. 

• Regular communication updates are necessary, even if there is no new information. 

• Treating employees like adults fosters a culture of trust and engagement. 

Sound Bites 

• "It's not what you do, it's how you do it." 

• "Change is always going to happen in an organization." 

• "Building trust with the people going through the change." 

• "The worst case is resistance and friction." 

• "You want to know where the pockets of resistance are." 

• "Being honest and open is critical." 

• "Treat your employees like adults and don't infantilize them." 

Chapters 

• 00:00 Introduction to Change Communications 

• 02:51 Catherine Fallon's Career Journey 

• 05:45 The Importance of Change Communication 

• 08:49 Effective Change Communication Strategies 

• 12:09 The Role of Middle Management in Change 

• 15:05 Understanding Stakeholder Perspectives 

• 17:49 The Power of Storytelling in Change 

• 21:04 Engaging Change Agents and Influencers 

• 23:57 Final Thoughts on Honesty in Change Communication 

Summary 

In this episode of the Building Better Cultures podcast, Scott McInnes speaks with Clare Duffield, Assistant Chief Officer for People and Organisational Development at the Police Service of Northern Ireland (PSNI). They discuss the importance of workplace culture, the challenges faced by policing globally, and the insights gained from a cultural audit conducted within PSNI. Clare shares the findings of the audit, highlighting both concerns and strengths within the organisation, and emphasises the need for trust, recognition, and support in fostering a positive culture. The conversation concludes with practical steps for implementing cultural change and the significance of connecting employees to the organisation's mission and purpose. 

Takeaways 

• Workplace culture is about the experience of employees. 

• A clear mission and purpose are essential for organizational culture. 

• Cultural audits can reveal both strengths and weaknesses. 

• Trust and transparency are crucial for employee engagement. 

• Recognition of achievements boosts morale and culture. 

• Leadership visibility fosters trust within the organization. 

• Cultural change requires time and commitment from leadership. 

• Engaging employees in the change process is vital. 

• Understanding the context of culture is important for effective change. 

• Small, incremental changes can lead to significant improvements. 

Sound Bites 

• "Culture is what's it like to work here?" 

• "We have to be able to give back." 

• "Trust starts with human connection." 

• "It's about the person behind the uniform." 

• "One step at a time. Marginal gains." 

• "We need to invest in the police service." 

• "Focus on the why. Why does it exist?" 

Chapters 

• 00:00 Introduction to the Podcast and Guest 

• 02:54 Understanding Workplace Culture 

• 06:02 The Impact of Global Policing Challenges 

• 08:56 Cultural Audit and Its Findings 

• 11:48 Addressing Cultural Concerns 

• 15:11 Positive Aspects of the Workforce 

• 17:55 Building Trust and Support 

• 20:49 Recognizing and Celebrating Achievements 

• 23:45 Practical Steps for Cultural Change 

• 27:02 Looking Forward: Implementing Change 

• 29:58 Final Thoughts on Culture Change 

Summary 

In this episode of the Building Better Cultures podcast, Scott McInnes speaks with Dara Connolly, CEO of Common Purpose Ireland, about the evolving role of leadership in today's organizations. They discuss the importance of connection, self-awareness, and the need for leaders to adapt in a post-COVID world. Dara shares insights on practical strategies for effective leadership, the significance of mentoring, and the impact of good leadership on society. The conversation emphasizes the need for leaders to be open, curious, and engaged in their communities to foster positive change. 

Takeaways 

• Connection is essential for effective leadership. 

• Leaders must adapt to the changing landscape post-COVID. 

• Practical networking is about building genuine relationships. 

• Self-awareness is crucial for leadership development. 

• Surrounding oneself with mentors enhances leadership skills. 

• Creativity can be found in all professions. 

• Good leadership contributes to societal change. 

• Leaders should be open to new experiences and perspectives. 

• Awareness precedes action in leadership decisions. 

• Building trust is fundamental to successful leadership. 

 
Chapters 

• 00:00 Introduction to Leadership and Learning 

• 02:45 The Role of Connection in Leadership 

• 05:51 Adapting Leadership in a Post-COVID World 

• 09:10 Practical Tips for Effective Connection 

• 12:12 Building Leader Capability for the Future 

• 14:50 The Importance of Self-Awareness and Mindset 

• 17:58 The Power of Good Leadership in Society 

• 20:52 Final Thoughts on Leadership and Connection 

Sound Bites 

• "Get together, we are stronger." 

• "Creativity is everywhere." 

• "Awareness precedes action." 

• "Do good feels good." 

• "Keep your mind open to opportunities." 

• "Surround yourself with mentors." 

• "A coach, an apprentice, and a Jedi." 

Summary 

In this episode of the Building Better Cultures podcast, Scott McInnes speaks with Lorna McAdoo, head of ESG at Version One, about the importance of organizational culture, the role of ESG in shaping that culture, and strategies for enhancing employee engagement, especially in a post-COVID world. They discuss the significance of listening to employees, integrating ESG into daily operations, and the potential of neurodiversity in the workplace. Lorna emphasizes the need for organizations to be flexible and proactive in creating an inclusive environment that fosters connection and collaboration among employees. 

Key Points

• Culture is hugely important for organizational success. 

• Engagement and culture start from the ground up. 

• ESG initiatives can enhance employee engagement. 

• Creating real reasons for employees to come to the office is essential. 

• Flexibility in work arrangements can tap into diverse talent pools. 

• Listening to employees is key to building a supportive culture. 

• ESG can be a powerful tool for culture building. 

• Organizations need to think outside the box for talent acquisition. 

• The integration of ESG into daily operations is crucial. 

• Neurodiversity should be embraced as a valuable talent pool. 

Chapters 

• 00:00 Introduction to Building Better Cultures Podcast 

• 02:26 Understanding Organizational Culture 

• 06:41 The Role of ESG in Organizations 

• 12:45 Engagement Strategies Post-COVID 

• 18:38 Integrating ESG into Daily Operations 

• 24:53 The Importance of Neurodiversity in the Workplace 

Summary 

In this engaging conversation, the speakers delve into the importance of non-verbal communication in leadership, the journey of a brain hacker, the power of subconscious storytelling, the role of empathy in communication, and the science behind influence through mirroring and rapport. They emphasize that effective leadership requires understanding and harnessing these elements to create a positive organizational culture. In this conversation, the speakers delve into the intricacies of influence, decision-making, resilience, and leadership. They explore how to effectively negotiate by understanding body language and the importance of gut instincts in decision-making. The discussion also emphasizes the need for mental resilience through acceptance and positivity, especially in challenging times. Finally, the speakers highlight the significance of authenticity in leadership, advocating for genuine connections with team members. 

Takeaways 

• 99.9999% of leaders leave communication skills on the table. 

• Leadership is a mindset, not a position. 

• Cultural leadership involves leading teams effectively. 

• Subconscious behaviors drive our actions and decisions. 

• Storytelling is crucial for effective communication. 

• Empathy is essential in today's volatile world. 

• Tactical empathy can enhance leadership effectiveness. 

• Understanding non-verbal communication is vital for leaders. 

• Influence is built on trust and rapport. 

• Effective storytelling involves hooks, tension, and payoffs. Influence can be achieved through understanding and mirroring body language. 

• Trusting your gut instinct can lead to better decision-making. 

• Life is messy, and accepting that can lead to personal growth. 

Chapters 

• 00:00 Unlocking Non-Verbal Communication in Leadership 

• 05:07 The Journey of a Brain Hacker 

• 09:49 The Power of Subconscious Storytelling 

• 14:59 Empathy and Communication in Leadership 

• 20:01 Influence Through Mirroring and Rapport 

• 21:30 The Art of Influence and Negotiation 

• 23:12 Trusting Your Gut: The Role of Instinct in Decision-Making 

• 28:42 Building an Unbreakable Mind: Acceptance and Positivity 

• 37:53 Authenticity in Leadership: The Key to Connection 

Summary 

In this episode, the conversation delves into the intricacies of workplace culture, emphasizing the importance of leadership, purpose, and employee wellbeing. The speakers discuss how culture is shaped by the behaviours tolerated within an organization and the critical role leaders play in modelling desired behaviours. They explore the challenges faced by middle management and the necessity of empowering employees to take charge of their wellbeing. The discussion highlights the need for intentionality in fostering connections and trust within teams, ultimately leading to a stronger organizational culture. 

Takeaways 

• Your culture is defined by the worst behaviour you tolerate.
• Purpose should be central to organizational culture.
• Leaders play a crucial role but are not the sole influencers of culture.
• Middle management faces unique challenges in today's work environment.
• Wellbeing initiatives must be integrated into the organizational culture.
• Building trust is essential for effective communication.
• Employees should be empowered to lead wellbeing initiatives.
• Intentionality in interactions fosters better connections.
• Storytelling can enhance the understanding of purpose in work.
• Giving employees a voice is key to building a strong culture. 

Chapters 

• 00:00 Understanding Workplace Culture
• 03:07 The Role of Purpose in Organizations
• 06:03 Leadership and Culture Dynamics
• 09:00 Middle Management Challenges
• 11:51 Wellbeing in the Workplace
• 14:47 Building Trust and Connection
• 18:11 Empowering Employees for Wellbeing
• 21:04 Creating a Strong Organizational Culture 

Episode Summary 

In this episode of Building Better Cultures, Scott McInnes sits down with Jonathan Reed, CEO of Paddy and Scott's Coffee, to discuss the company's incredible transformation over the past three years. Jonathan shares his journey from employee to owner through a management buyout (MBO) and the challenges he faced in reshaping the organisation's leadership and culture. 

With a strong focus on communication, trust, and a people-first approach, Jonathan highlights how visibility, vulnerability, and fun play crucial roles in creating an engaged and motivated workforce. He also delves into the company's commitment to social impact, ensuring that business success translates into meaningful contributions to coffee-growing communities. 

This episode is packed with insights on leadership, resilience, and the power of responsible commerce to create real change. 

Key Takeaways 

• Transitioning from employee to owner is a profound leadership shift. 

• The MBO process is challenging but ultimately rewarding. 

• Clear communication and trust-building are crucial for a successful transition. 

• Leaders must be visible, present, and engaged with their teams. 

• A great workplace culture includes fun as a key performance indicator. 

• People—not just coffee—are at the heart of Paddy and Scott's business. 

• Strategic planning should involve and empower employees. 

• Vulnerability is a strength, not a weakness, in leadership. 

• Businesses have a responsibility to make a positive social impact. 

• The future of Paddy and Scott's is built on responsible commerce and community support. 

Chapters  

• 00:00 Introduction and Background  

• 08:54 Impact of MBO on Leadership and Culture  

• 19:45 Emphasizing People Over Profit  

• 34:52 Future Vision and Social Impact  

EPISODE SUMMARY

In this episode of Building Better Cultures, Scott McInnes sits down with Jenni Field, CEO of Redefining Communications, to discuss her new book Nobody Believes You and the critical role of credibility in leadership. They explore the eight interconnected practices that define credible leadership and examine how leaders can navigate post-pandemic organisational challenges with empathy, integrity, and self-awareness. 

Jenni shares research-backed insights on how leaders can build trust, foster a supportive culture, and adapt their communication styles to strengthen their credibility. From balancing vulnerability with professionalism to embracing feedback as a tool for growth, this conversation offers practical strategies for leaders looking to inspire confidence and drive meaningful change. 

KEY POINTS

• Credibility is the foundation of leadership—without it, leaders struggle to gain trust and influence. 

• Post-COVID leadership requires a shift towards empathy, integrity, and adaptability. 

• The eight practices of credible leadership work together—leaders must develop all of them to be truly effective. 

• Leaders must be intentional about communication, self-awareness, and feedback to maintain credibility. 

• A strong organisational culture is built through supportive leadership and a clear vision. 

• Empathy is not just an inherent trait—it's a skill that can be developed and strengthened. 

ABOUT JENNI FIELD

Jenni Field is an international speaker, author, podcaster, researcher, and business communications strategist. She specializes in helping teams and leaders use communication to take people and organisations from chaos to calm.  

From Canada to Slovenia, you'll find her talking about credible leadership, relationships at work, and how to be more impactful with your communication.  

A well-respected thought-leader in the communications industry, she is known for her optimistic outlook, energy, and honesty on any stage she is speaking on.  

Jenni's podcast, Redefining Communications with Jenni Field, provides short 15-minute episodes focusing on different business topics and providing advice to help organizations go from chaos to calm.  

In 2021 published her first book Influential Internal Communication.   

Jenni has led several research projects to help organisations tackle some of their biggest challenges; In 2019 she carried out the only research into communication with deskless workers, repeating it in 2023 to see the impact of the pandemic on frontline teams.   

Her research in 2021 explored the role of line managers and in 2023 she researched the different practices that make a leader credible – leading to the publication of Nobody Believes You; Become a Leader People Will Follow.  

SOCIAL LINKS

• Redefining Communications website
• Jenni's LinkedIn
• Instagram: @Jennifield
• X: @mrsjennifield  

REFERENCE LINKS

• Books by Jenni
• Redefining Comms Research Reports 
  
• Redefining Communications Podcast

Episode Summary: 

In this episode of the Building Better Cultures podcast, Scott McInnes interviews Eimear Marrinan, VP of People Experience at HubSpot, about how HubSpot has built and maintained a thriving corporate culture.  

The conversation explores the challenges and opportunities of hybrid work, the role of feedback and transparency, and the importance of intentionality in fostering meaningful employee engagement. Eimear shares practical advice and insights into aligning company values with the needs of employees and customers alike. 

Key Takeaways: 

• HubSpot's culture code acts as a guiding principle for hiring, management, and decision-making. 

• Constructive, candid feedback fosters personal and organisational growth. 

• Remote and hybrid work require intentional strategies for communication, engagement, and productivity. 

• Managers need upskilling and support to lead effectively in dynamic work environments. 

• Culture is an evolving product shaped by data, feedback, and leadership alignment. 

• Aligning leadership around core principles enhances company mission and employee connection. 

• Challenges faced by Big Tech reveal the need to balance employee well-being with business priorities. 

Chapters: 

• 00:00 Introduction to Building Better Cultures Podcast 

• 07:01 HubSpot's Culture Code and Its Importance 

• 12:05 Feedback and Transparency in Organisational Culture 

• 20:04 Intentionality in Communication and Management 

• 25:44 The Importance of Intentionality in Management 

• 36:01 Balancing Family Culture with Business Needs 

In this episode, Scott discusses the power of storytelling in organisations with Des Moore and Shelly Hayward from The Cumberland Building Society.

They explore the importance of a common narrative during transformation, the co-creation process that engaged employees, and the significance of events like Cumberland Calling in celebrating the organisation's story.

The conversation emphasises the need for authenticity, emotional connection, and the ongoing evolution of the narrative as the organisation continues its journey.

1. Storytelling is critical for effective communication in organisations.
2. A common narrative helps unify employees during transformation.
3. Co-creation of the story fosters ownership and engagement.
4. Emotional connection is key to engaging employees.
5. Leadership involvement ensures authenticity and inspires trust.

• 00:00 Introduction to Storytelling in Organisations
• 02:19 Transformation Journey at Cumberland Building Society
• 07:10 The Importance of a Common Narrative
• 10:34 Co-Creation of the Cumberland Story
• 16:47 Cumberland Calling: Celebrating the Story
• 21:52 Engaging Leaders and Customers in the Narrative
• 27:15 The Positivity: Celebrating Pride in the Organisation
• 32:17 Continuing the Story: Future Directions

Episode Summary 

In this episode of the Building Better Cultures podcast, Scott McInnes welcomes Tim Threipland from FranklinCovey to discuss the critical role of trust in organisational culture and leadership. They explore how trust impacts performance, the effects of the pandemic on work culture, and the importance of intentionality in building high-trust environments. The conversation highlights the need for leaders to extend trust, create psychological safety, and navigate the complexities of hybrid work. Tim emphasises that trust is not just a soft skill but a vital component of business success, urging leaders to focus on measurable outcomes and engage employees in the process of building a trusting culture. 

1. Trust is the cornerstone of effective leadership and thriving organisational cultures.
2. High-trust cultures foster agility, leading to faster decision-making and improved performance metrics.
3. Trust is not just a soft skill—it's a measurable and critical business outcome.
4. The pandemic has spotlighted vulnerabilities in organisational cultures, offering opportunities for growth.
5. Fear-driven, control-oriented leadership erodes trust and limits organisational potential.
6. Psychological safety is the foundation of trust and must be intentionally nurtured within teams.
7. Leaders must actively design and sustain cultures that prioritise trust to achieve long-term success.
8. Employees play a vital role in trust-building by clearly communicating their needs, contributions, and feedback.
9. Trust flourishes through consistent, transparent communication and alignment of expectations.
10. Extending trust as the default approach empowers teams and reinforces a culture of mutual respect.
    
    

Chapters 

00:00 Introduction and Welcome Back
05:02 Understanding Trust in Organizations
11:53 The Impact of the Pandemic on Work Culture
18:01 Navigating Fear and Control in Leadership
25:10 Building High Trust Cultures
29:52 Key Takeaways and Closing Thoughts 

Have you ever witnessed patterns of communication that didn't seem helpful or productive in your teams? Leadership and communication go hand in hand, and who better to unravel this intricate relationship than Marsha Acker. As the CEO of Team Catapult, Marsha understands that there is more to leadership than just technical prowess; it's about understanding people dynamics and creating a safe environment for open and honest communication. 

Throughout the episode, Marsha dives into the complexities of leadership and effective communication within teams, self-awareness challenges and discusses the significant shift from individual to systemic thinking, shedding light on the growing popularity of team coaching.

Key discussions include:

1.     A self-leadership quest: How to work with other humans

2.     An insight into communication dynamics and the four speech acts

3.     Communication patterns in teams and organisations

4.     The principle of bringing offline conversations into the room

5.     Are leaders holding back from being vulnerable at work?

6.     The edge of leaders in navigating fast-paced business environments

7.     Change management: The importance of explaining the why  

8.     The evolution of team coaching and the benefits of coaching as a system

9.     Recommendations for leaders navigating change

Plus lots more!

With a focus on the evolving nature of leadership in today's fast-paced environment, Marsha emphasises the importance of embracing vulnerability and diverse perspectives. This episode will help leaders drive positive change, improve communication, and build better organisational cultures by understanding speech acts, introducing shared language, and focusing on team dynamics.

"It's impossible, I think, for any one person to be able to have all the answers anymore. But yet, I think that's an edge. I think it's leftover from what we believe we think about leaders and what they're supposed to be able to do, to what they need to do today." – Marsha Acker.

ABOUT MARSHA ACKER

LinkedIn: https://www.linkedin.com/in/marsha-acker-3486a72/

Book: https://buildyourmodel.com/

Work: https://teamcatapult.com/

ABOUT SCOTT McINNES: 

Learn more about Scott McInnes, your host and the Founder and Director of Inspiring Change, by clicking here. 

ABOUT WORKVIVO:  

If you're struggling with communications in this time of new hybrid workplace conditions, click here to explore Workvivo, a collaboration platform that offers seamless digital integration. 

If you enjoyed this podcast, please consider clicking here to rate and review it! 

This podcast was proudly produced in partnership with Podlad.com

Can clear communication and the power of the pen have a transformative impact on your business? Absolutely! Get ready to discover all the 'write stuff' as we explore the influence of intentional communication with the founder of High-Value Writing, Erin Lebaqz.

In this episode, Erin takes an in-depth look at how leaders can foster trust, respect, and belonging through thoughtful and deliberate writing, creating an environment where people feel supported and acknowledged. Being a good writer isn't solely about getting your message across; it's also about understanding your audience.

Erin emphasizes the importance of considering different cultures and generations in your writing and unveils the role of emotion, including the surprising credibility boost that can come from emojis.

Key discussions include:

• The power of writing and the cost of miscommunication
• Clarity: The key to confusion-free communication
• Effective communication in a post-pandemic work environment
• Leadership Models: Can written communication impact organisational culture?
• Write like a leader: Tips on mastering intentional writing
• The rising role of emotion in writing
• Writing for you VS writing for others
• The key to unlocking your writing confidence 

Plus lots more!

Erin provides all the tips for avoiding the high cost of miscommunication and shares the secret to boosting your writing confidence, reminding us that writing is situational, which we are all experts on. So, hit play now and get ready to build better cultures through the written word!

"The biggest connection in today's world between writing and business success is employee retention. People leave workplaces when they don't feel happy or appreciated or their growth is cared about. And where do we get those messages, through communication." – Erin Lebaqz.

ABOUT ERIN LEBAQZ

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

Work:

https://www.highvaluewriting.com/

https://www.youtube.com/@HighValueWriting

Get the High-Value Writing book:

https://www.amazon.com/High-Value-Writing-Real-Strategies-Real-World/dp/1667805517

ABOUT SCOTT McINNES: 

Learn more about Scott McInnes, your host and the Founder and Director of Inspiring Change, by clicking here. 

ABOUT WORKVIVO:  

If you're struggling with communications in this time of new hybrid workplace conditions, click here to explore Workvivo, a collaboration platform that offers seamless digital integration. 

If you enjoyed this podcast, please consider clicking here to rate and review it! 

This podcast was proudly produced in partnership with Podlad.com

How does the saying go? Is the glass half full, or is it half empty? Now, apply this to DEI in the workplace, and you'll see our guests, Christiane Bisanzio and Aleksandar Damchevski, challenge this very notion.

In this episode, Aleks and Christi delve into the evolving landscape of DEI, highlighting the progress made and the work that still needs to be done. This episode revolves around their insightful book, The Other 364 Days, and the profound idea that DEI should not be merely a day-long celebration but a year-round commitment in every workplace.

Throughout the discussion, we hear how organisations prioritise external appearances over internal actions, the responsibility of leadership in fostering diversity and inclusion, and the crucial part of setting precise and measurable inclusion goals. Aleks and Christi also reflect on common oversights made during event celebrations like Pride Week and International Women's Day.

Key discussions include:

• The glass half full: A reflection on the progression of DEI
• Are workplaces becoming more divided or more diverse?
• Risk VS Opportunity: The two approaches to DEI
• Who is responsible for driving diverse, equitable and inclusive workplaces?
• The importance of understanding and addressing internal biases and behaviours to create a more inclusive culture
• Key pitfalls hindering the success of organisational DEI Initiatives
• How authenticity can create more hope and drive change
• Is unconscious bias training ineffective?
• The flourishing link between DEI and ESG
• The one simple change that will transform your workplace

"DEI is never a destination. It's always a journey. So this is never ending, it never stops, you have new trends, new topics, new themes coming up, but the overall importance of DEI remains." - Christiane Bisanzio.

ABOUT CHRISTIANE BISANZIO AND ALEKSANDAR DAMCHEVSKI

LinkedIn:

https://www.linkedin.com/in/christianebisanzio/

https://www.linkedin.com/in/aleks-damchevski-he-she-they-b5589b20/

Book: https://www.amazon.com/OTHER-364-DAYS-DIVERSITY-INCLUSION/dp/2839939290

ABOUT SCOTT McINNES: 

Learn more about Scott McInnes, your host and the Founder and Director of Inspiring Change, by clicking here. 

ABOUT WORKVIVO:  

If you're struggling with communications in this time of new hybrid workplace conditions, click here to explore Workvivo, a collaboration platform that offers seamless digital integration. 

If you enjoyed this podcast, please consider clicking here to rate and review it! 

This podcast was proudly produced in partnership with Podlad.com

Workplace culture is as strong as the communication it thrives on and as fragile as a string of miscommunications. Internal communications is the lifeblood of organisations, holding the power to inspire, inform and engage employees. This week, leading internal communications expert and author of 'Me, Myself and IC', Emily Hecker, joins Scott to dive right into its indispensable role in shaping organisational culture and unveiling how communication barriers can stunt growth.

This episode is packed to the brim with wisdom as Emily reveals how to gain buy-in from senior leaders and master the art of storytelling to drive your business forward. Emily also shares her advice on making internal comms a core business priority, highlighting the need for clear communication expectations within organisations.

Key discussions include:

• Falling in love with the process of storytelling and creating narratives.
• How to master internal communications.
• The role of internal communication in shaping organisational culture.
• The three tiers of communicators within an organisation. 
• The key to empowering employees to become better communicators.
• Identifying what effective communication looks like.
• The impact of the global COVID-19 pandemic on internal communications.
• Don'y shy away from success: The importance of showcasing successes to prove value. and gain leadership buy-in.
• How to provide support to leaders to become effective communicators.
• The three critical elements of effective communication.  
• Plus lots more!

Emily is the embodiment of the power of storytelling, weaving her journey from a writing enthusiast to a corporate communication maestro. This episode is a masterclass on how communication can make or break your workplace culture. So, If you are ready to take the first step towards a more robust, interconnected, and engaged workplace culture, this is a must-listen for you!

"Internal communication is the lifeblood of organisations. Many studies show how it influences productivity, performance and satisfaction, all of which are key components to shaping culture." – Emily Hecker.

ABOUT EMILY HECKER:

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

Work: https://www.emily-hecker.com/

Book: https://www.emily-hecker.com/book

ABOUT SCOTT McINNES: 

Learn more about Scott McInnes, your host and the Founder and Director of Inspiring Change, by clicking here. 

ABOUT WORKVIVO:  

If you're struggling with communications in this time of new hybrid workplace conditions, click here to explore Workvivo, a collaboration platform that offers seamless digital integration. 

If you enjoyed this podcast, please consider clicking here to rate and review it! 

This podcast was proudly produced in partnership with Podlad.com

Get ready to blast your workplace culture into new heights with the valuable guidance of this week's special guest, Eric Stone. Eric is the founder of Clear Path Ventures and an acclaimed author who promises to enlighten your understanding of aligning organisational behaviour with values. 

Throughout the discussion, Eric lays out the five pillars of employee engagement and reveals the correlation between increased employee engagement levels and customer loyalty. Eric also tackles the challenge of maintaining a vibrant culture in remote work settings, emphasising the importance of open communication, ongoing training, and recognition. This episode is an invaluable resource for anyone keen on cultivating a thriving and sustainable culture within their organisations.

Key discussions include:

• A non-complicated rundown of workplace culture
• Five factors to foster a high-performing culture 
• The hiring process: What a character test can reveal
• Measuring organisation culture: An introduction to the six-point inspection
• How employee empowerment can lead to a sustained and unique culture
• The power of sharing stories within an organisation 
• Are your employees performing in sync with company values?
• Is organisational culture maintainable in a hybrid working world?
• The consequences of mandatory office returns
• The importance of being intentional in designing and communicating culture

Plus lots more!

"Any time you have shared values and beliefs, that tends to create really good behaviours. Excellent behaviours over a consistent period of time lead to desirable outcomes." – Eric Stone.

ABOUT ERIC STONE:

LinkedIn: https://www.linkedin.com/in/eric-stone-clear-path/

Work: https://clearpathventures.com/

EPISODE RESOURCES:

Book: Jumpstart Your Workplace Culture by Eric Stone

https://www.ericdstone.com/

ABOUT SCOTT McINNES: 

Learn more about Scott McInnes, your host and the Founder and Director of Inspiring Change, by clicking here. 

ABOUT WORKVIVO:  

If you're struggling with communications in this time of new hybrid workplace conditions, click here to explore Workvivo, a collaboration platform that offers seamless digital integration. 

If you enjoyed this podcast, please consider clicking here to rate and review it! 

This podcast was proudly produced in partnership with Podlad.com

Are you ready to transform your workplace into a haven of well-being? If so, buckle up as Brian Crooke, founder of Workplace Well-being Ireland and Course Director of the Postgrad Certificate in Workplace Wellness at Dublin's Trinity College, guides us through the ever-evolving landscape of workplace well-being. 

From his journey as a 'recovering' management consultant to becoming a well-being advocate, Brian reveals the power of understanding and implementing well-being at the workplace and how it is intrinsically linked to an organisation's vision and business objectives. Brian also delves into the magic of storytelling, the importance of leaders role-modelling healthy behaviours and creating a culture of permission.

Key discussions include:

1.     Workplace health promotion: Your well-being goes beyond physical health

2.     The three pillars of well-being

3.     The importance of aligning well-being initiatives with an organisation's vision and objectives

4.     Building a culture of health: Connecting hard data with human stories

5.     CEOs leading the way: How leaders are fostering supportive working environments

6.     How to set up a well-being champion network for continued success

7.     Incentivising and recognising change agents to drive business performance

8.     A spotlight on Irish businesses promoting and sustaining well-being

9.     How you can start improving workplace well-being

Plus lots more!

This episode is your essential roadmap to transform your workplace into a well-being hub. Brian generously shares invaluable advice on how to kick-start your well-being journey, offers his blueprint for establishing champion networks destined for success and reveals the inspiring Irish businesses leading the way.

"Start with why. Why is this important to you and your organisation? I always try and align what an organisation is doing, from a well-being perspective with their organisation's vision, and business objectives." – Brian Crooke.

ABOUT BRIAN CROOKE:

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

Work: https://www.workwellireland.ie/

EPISODE RESOURCES:

Article: Harry Goddard, CEO of Deloitte Ireland
https://www.linkedin.com/pulse/i-didnt-have-call-read-email-from-work-2-months-harry-goddard/

See Change - Irish organisation dedicated to ending mental health stigma

https://seechange.ie/

ABOUT SCOTT McINNES: 

Learn more about Scott McInnes, your host and the Founder and Director of Inspiring Change, by clicking here. 

ABOUT SINÉAD EGAN:

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

ABOUT WORKVIVO:  

If you're struggling with communications in this time of new hybrid workplace conditions, click here to explore Workvivo, a collaboration platform that offers seamless digital integration. 

If you enjoyed this podcast, please consider clicking here to rate and review it! 

This podcast was proudly produced in partnership with Podlad.com

Ever wondered what the secret sauce is for enhancing performance and productivity? Well, wonder no more as culture change catalyst, author and leadership coach Lily Woi is here to unveil how to drive change and boost your working environment.

Lily is no stranger to working with multinational companies to drive change and transformation and believes that creating an environment that fosters high performance and productivity requires a people-centred approach. Throughout this discussion, Lily highlights the importance of focusing on people and acknowledging that they are the core of an organisation's success, creating a unified vision for organisational success and building bridges of trust.

Key discussions include:

1.     An introduction to Lily Woi

2.     Striking a balance between high-performance and people-centred organisations

3.     Business transformation: the top-down and bottom-up approach

4.     Vulnerability in leadership: the benefits and the risks of being a vulnerable leader

5.     The key to setting up a culture of alignment and the crucial role of internal communications

6.     The value of autonomy, empowerment and accountability in the workplace

7.     How to avoid the cycle of failure

8.     Ways to become a more transparent leader

Plus lots more!

Lily's leadership and organisational transformation expertise provide a wealth of knowledge for any business looking to improve its culture. Hit play now to learn how to empower, engage and excel from Lily's valuable experience and insights.

"Creating a more human-centred approach is often the key to enhancing performance and productivity. You are not able to have a high-performing organisation if you don't focus on your people. They are core to your success."– Lily Woi.

ABOUT LILY WOI:

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

Work: https://lilywoicoaching.com/

ABOUT SCOTT: 

Learn more about Scott McInnes, your host and the Founder and Director of Inspiring Change, by clicking here. 

ABOUT WORKVIVO:  

If you're struggling with communications in this time of new hybrid workplace conditions, click here to explore Workvivo, a collaboration platform that offers seamless digital integration. 

If you enjoyed this podcast, please consider clicking here to rate and review it! 

This podcast was proudly produced in partnership with Podlad.com

Are you striving to become a more courageous leader, challenge the status quo and drive innovation? If so, this latest episode with Joanna Howes, International Coach of the Year and founder of The Change Creators, is for you as we delve into leading with courage, igniting your self-awareness, unlocking high performance and empowering others.

We understand that knowing where to turn for guidance can be challenging if you're in a leadership role and feeling overwhelmed, and that's why Joanna is here to help. Joanna dives deep into the attributes of courageous leadership, from empowering others and being vulnerable to taking action and creating clarity. Key discussions include:

• An introduction to Joanna Howes
• Courageous leadership: stepping into the courageous zone 
• What does a courageous leader look like? 
• The relationship with yourself and the importance of looking within 
• The role of courage when driving change in an organisation 
• Unlocking strength through vulnerability and setting clear expectations 
• Leadership 101: the art of communication and listening
• Is there a difference between high-performance and high achievers? 
• The value of a growth mindset and why protecting your energy is vital 
• How you can become more courageous today

Plus lots more!

With the right mindset and guidance, any leader can learn to be brave and create a better culture in their workplace. Hit play now and get ready to learn how you can transition from a reliant leader to an effective one and get the insights you need to grow and become a courageous leader.

"So many leaders think everyone can read their mind and see the world. When you accept they can't, it's your responsibility as a leader to paint the picture for them and understand them so they can move forward with you. It takes more time, but it does mean you'll get the results." - Joanna Howes.

ABOUT JOANNA HOWES:

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

Work: https://thechangecreators.com/

ABOUT SCOTT: 

Learn more about Scott McInnes, your host and the Founder and Director of Inspiring Change, by clicking here. 

ABOUT WORKVIVO:  

If you're struggling with communications in this time of new hybrid workplace conditions, click here to explore Workvivo, a collaboration platform that offers seamless digital integration. 

If you enjoyed this podcast, please consider clicking here to rate and review it! 

This podcast was proudly produced in partnership with Podlad.com

Are leaders blaming employees for their own failures? In today's rapidly changing corporate landscape, establishing a strong company culture is more important than ever. Companies that fail to create a sense of purpose and passion risk losing talented employees and alienating consumers. That's where Sonya Shelton comes in. As the CEO and founder of Executive Leadership Consulting, Sonya helps fast-growth companies connect their business strategy with their company culture to maintain growth.

In this episode, Sonya provides practical insights into the importance of empowering employees, promoting collaboration, and clarifying internal communications and shares the leadership model that all leaders should be aware of, the Red Thread model. Key discussions include:

• An introduction to Sonya Shelton
• The triangle of culture, leadership and strategy
• How leaders can help employees align with business strategies
• The pandemic wake-up call: the connection to purpose
• The five P's of the Red Thread Leadership Model
• The power of collaboration within a company
• How decision-making can impact teams and individuals within an organisation
• The key to creating intentionality and a positive workplace culture
• Leadership problems: What leaders need to stop doing right now
• How to help people align to strategy

Plus lots more!

Sonya's expertise and guidance are invaluable for any company striving to build a better culture. Tune in now to discover how to make meaningful connections between your business strategy and company culture and how to empower your employees to be passionate about the company's purpose.

"Helping people understand why they're doing what they're doing, and how it's going to help them in their job and help the company ultimately, they'll be on board. If you're putting rules in place, just for the sake of it, and they don't really see the point, they're either not going to do it, or they're not going to be engaged."– Sonya Shelton.

ABOUT SONYA SHELTON:

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

Work: https://executiveleader.com/sonya-shelton/

ABOUT SCOTT: 

Learn more about Scott McInnes, your host and the Founder and Director of Inspiring Change, by clicking here. 

ABOUT WORKVIVO:  

If you're struggling with communications in this time of new hybrid workplace conditions, click here to explore Workvivo, a collaboration platform that offers seamless digital integration. 

If you enjoyed this podcast, please consider clicking here to rate and review it! 

This podcast was proudly produced in partnership with Podlad.com

Have you ever wondered how we can approach life as an adventure? In the world of work, a sense of adventure can mean embracing change and uncertainty, taking risks, and being open to new experiences and opportunities. Joining Scott this week to delve into the adventure of leadership and unleashing your inner explorer is Polar explorer and executive coach Sue Stockdale. 

With a focus on self-awareness, adaptability, grounding and resilience, Sue emphasises the importance of an adventurous mindset, being comfortable with discomfort and risk-taking, and inspiring teams to drive positive change. Key discussions include: 

• An introduction to Sue Stockdale 

• Why you should never be a psychological slasher 

• Fostering a sense of adventure in the working environment  

• The characteristics of an adventurous mindset  

• The importance of self-awareness in business  

• How to navigate through change in the workplace  

• The power of honesty and vulnerability  

• The telling signs of overconfidence 

• The elastic band of resilience   

Plus lots more! Whether you are a leader navigating change or an individual seeking personal growth, this episode offers valuable insights and actionable tips for achieving your goals and building better cultures. 

"Inspiration is often an underutilised skill that leaders are not using best to inspire people to change. When our leader is there supporting and encouraging us and sharing and recognising the belief in our potential, that inspires you to want to up your game and do your best for your leader.." – Sue Stockdale.  

ABOUT SUE STOCKDALE: 

LinkedIn: https://www.linkedin.com/in/suestockdale/
Work: https://suestockdale.com/  

 
ABOUT SCOTT:  

Learn more about Scott McInnes, your host and the Founder and Director of Inspiring Change, by clicking here.  

ABOUT WORKVIVO:   

If you're struggling with communications in this time of new hybrid workplace conditions, click here to explore Workvivo, a collaboration platform that offers seamless digital integration.  

If you enjoyed this podcast, please consider clicking here to rate and review it!  

This podcast was proudly produced in partnership with Podlad.com  

Have you ever had to deal with miscommunications in the workplace? 

Are you struggling to keep up with the sheer number of emails you receive daily?

Joining Scott this week is communication expert Kim Arnold to shed light on how to connect more effectively.  

Kim delves into the world of email communication, explores the impact of poor email etiquette, and shares insights on the use of concise language, tone of voice, accuracy, and the increasing use of emojis in emails. Keep an ear out for Kim's must-know tips on creating a more human tone that fosters connections and relationships. Key discussions include: 

• An introduction to Kim Arnold
• The problems poor email etiquette is creating in business today
• The impact of COVID-19 on business communication 
• The overlooked skill of effective writing 
• The importance of embracing feedback  
• Generational approaches to communication
• Do emojis belong in business communications? 
• Top tips for mastering your work emails  

And more!  

"We tend to move into formal posh, I've got my top button done up, I've got my jacket on, and I'm not going to crack a smile here. And people are starting to realise that that doesn't always create relationships. It doesn't create connections. It doesn't build bridges with people because we sound like robots." – Kim Arnold.  

ABOUT KIM ARNOLD:

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

Work: https://www.kimarnold.co.uk/  

 
ABOUT SCOTT:  

Learn more about Scott McInnes, your host and the Founder and Director of Inspiring Change, by clicking here.  

ABOUT WORKVIVO:   

If you're struggling with communications in this time of new hybrid workplace conditions, click here to explore Workvivo, a collaboration platform that offers seamless digital integration.  

If you enjoyed this podcast, please consider clicking here to rate and review it!  

This podcast was proudly produced in partnership with Podlad.com  

We've all heard that knowledge is power—but in the age of the internet, is knowledge still enough? Special guest Katja Schleicher, founder of Impact Communications Coaching, is here to teach us more about the shift from knowledge to emotional selling proposition and the importance of communication in an age of digital media. Get ready to find out how to make your message stand out in the sea of noise and learn techniques for crafting effective communication.  

Key discussions include: 

• An introduction to Katja Schleicher
• Why effective communication in leadership is essential
• The biggest barriers to communicating effectively 
  
• The art of saying extraordinary things with ordinary words
  
• Creating space for psychological safety 
  
• The importance of storytelling in business 
  
• The key to measuring the effectiveness of communication 
  
• How to ignite your communication skills today!  

Plus, lots more! 

Katja's advice is essential for any leader looking to build better cultures and connect with their audience more deeply. Listen for practical tips on improving your communication skills and making a lasting impact in your organisation. 

"Knowledge is not an advantage anymore. Knowledge is a commonality. The difference between success and being mediocre as a company is how you get your message across." – Katja Schleicher.   

ABOUT KATJA SCHLEICHER: 

1. LinkedIn: https://www.linkedin.com/in/interviewtraining/ 
   
2. Work: https://www.interview-training.eu/en/ | https://www.katjaschleicher.com/  

ABOUT SCOTT:  

• Learn more about Scott McInnes, your host and the Founder and Director of Inspiring Change, by clicking here.  

ABOUT WORKVIVO:   

If you're struggling with communications in this time of new hybrid workplace conditions, click here to explore Workvivo, a collaboration platform that offers seamless digital integration.  

If you enjoyed this podcast, please consider clicking here to rate and review it!  

This podcast was proudly produced in partnership with podlad.com 

Do you strive to create an open and honest workplace culture? Author, leadership expert and communication coach Jay Williams is here to share his insights on building a culture of open, honest, and timely communication through the powerful feedback loop. Jay emphasises the importance of emotional engagement and alignment in organisations and offers strategies for developing a solid core in middle management.  

Key discussions include: 

• An introduction to Jay Williams
• A career shift: When a super worker becomes a supervisor
• Engagement in the workplace and the role of employee alignment
• The key components to leaders driving alignment within an organisation
• How feedback is imperative for success
• The power of a thought leader within an organisation
• The framework for receiving effective feedback  

Plus, lots more! 

This episode offers solutions for executives looking to improve their communication and management skills. So if you are ready to create a more peaceful, collaborative, and productive workplace culture, hit play now! 

"I think there is a conversation to be had with your people about how they define success and moving up in the organisation. Because there's a direct correlation between how happy they will be and a happy employee equals a more productive employee." – Jay Williams.   

ABOUT JAY WILLIAMS: 

• https://www.jaywilliamsco.com/ 
• https://www.jaywilliamsco.com/books  

 
ABOUT SCOTT:  

Learn more about Scott McInnes, your host and the Founder and Director of Inspiring Change, by clicking here.  

ABOUT WORKVIVO:   

If you're struggling with communications in this time of new hybrid workplace conditions, click here to explore Workvivo, a collaboration platform that offers seamless digital integration.  

If you enjoyed this podcast, please consider clicking here to rate and review it!  

This podcast was proudly produced in partnership with podlad.com 

Are you aware of the three employee archetypes? The Keeper, the Leaper, and the Sleeper?

If not, prepare to learn about them and how best to engage them. Greg Offner Jr. – speaker, coach and consultant is here to share his fascinating insights on the psychology of change in organizations and how to disrupt the norm to create sustainable change.  

Drawing on his experience as a duelling piano performer, Gregory intertwines principles used in the world of piano bars with the business world to make work more enjoyable. Gregory shares the importance of prioritizing skill development and the need for a culture shift that starts from the top but is endorsed and expected at all company levels.  

Key discussions include: 

• Taking the irk out of work!
• The importance of disrupting the norm in business
• How to become the organization that everyone wants on their resume
• Employee advocacy and the rise of boomerang employees
• The power of incentives in the workplace  

Plus, lots more! 

If you are eager to learn how to create a culture of engagement and enjoyment while improving your organization's bottom line, this episode is a must-listen for you!  

"Work is eight hours if we're lucky of our life every day. And not everybody gets to do something they love. But couldn't you at least like it? I mean, what's wrong with trying to make work a little more likable? And so that's what I do." – Gregory Offner Jr.  

ABOUT GREGORY OFFNER JR: 

LinkedIn: https://www.linkedin.com/in/gregoryoffnerjr/
Work: https://www.gregoryoffner.com/  
 
ABOUT SCOTT:  

Learn more about Scott McInnes, your host and the Founder and Director of Inspiring Change, by clicking here.  

ABOUT WORKVIVO:   

If you're struggling with communications in this time of new hybrid workplace conditions, click here to explore Workvivo, a collaboration platform that offers seamless digital integration.  

If you enjoyed this podcast, please consider clicking here to rate and review it!  

This podcast was proudly produced in partnership with podlad.com