Explore every episode of the podcast Work's Not Working... Let's Fix It!
Dive into the complete episode list for Work's Not Working... Let's Fix It!. Each episode is cataloged with detailed descriptions, making it easy to find and explore specific topics. Keep track of all episodes from your favorite podcast and never miss a moment of insightful content.
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The Transformation Myth: Why Big Change Fails in Real Life - Tom Kegode
02 Dec 2025
00:44:53
In this episode of Work’s Not Working… Let’s Fix It!, Siân Harrington sits down with Tom Kegode – former People & Places Culture Transformation Lead at Lloyds Banking Group – to challenge one of the most overused ideas in corporate life: transformation.
Despite the slide decks, the roadmaps and the change programmes most organisations aren’t actually transforming. They’re stuck in cycles of exhaustion, over-promising and initiative-fatigue. Tom argues that the real fix lies somewhere very different: evolution.
Across his career – from innovation teams to workforce design to hybrid work strategy –Tom has learned that change doesn’t happen through grand programmes. It happens through curiosity, co-creation and short, sharp experiments that shift how people work in the real world. And sometimes it starts as simply as walking into an executive meeting in a green Adidas track top and a baseball cap – his signature signal of “friendly disruption” designed to open up new conversations.
In this episode, we explore:
Why the idea of “transformation” gives leaders false confidence
How evolution reduces burnout, boosts wellbeing and creates psychological safety
What Tom learned from redesigning Lloyds’ hybrid model – including why the first iteration didn’t work
How “unboxing your week” helps people use office time intentionally
Why learning cultures aren’t built through hours-tracking but through collective, experiential learning
The real lever for culture change: co-creation, agency and protected learning time
What Kenya’s young, optimistic workforce taught Tom about adaptability and the future of work
Why curiosity is a muscle that anyone – at any stage – can build
Whether you’re leading a transformation programme, navigating hybrid work or simply trying to make change stick inside a large organisation, this episode offers practical insight into how work actually evolves and how leaders can make that evolution faster, healthier and more human.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
Sign up for our free fortnightly newsletter on the future of work, human-centric organisations and people-first leadership
In this episode of Work’s Not Working… Let’s Fix It!, Siân Harrington sits down with Steven D’Souza – award-winning educator, executive coach and senior partner at Korn Ferry – to explore a question few leaders dare to ask: what if the problem isn’t our systems or strategies… but ourselves?
Because as Steven explains, every leader carries a “shadow” – the unseen habits, fears and defences that quietly shape decisions, relationships and culture. When ignored, these shadows can derail even the smartest leaders. When understood, they can become a source of wisdom, empathy and real change.
Drawing on psychology, biology, culture and meaning, Steven reveals how our past shows up in the present – from childhood messages that still drive our behaviour, to toxic corporate patterns that reward overconfidence and silence feedback.
Together, we unpack:
Why strength under stress so often becomes a weakness in disguise
How organisational cultures create their own “blind spots” and ethical drift
What leaders can do to confront their shadow and build healthier, more human workplaces.
Key Takeaways
Every leader has a shadow – the part they suppress or deny – and it always shows up at work.
Most derailment isn’t about incompetence but about unexamined patterns under stress.
Toxic culture thrives when leaders reward results and ignore behaviour.
Emotional literacy, self-awareness and courage to receive feedback are core leadership skills.
The future of leadership isn’t perfection – it’s wholeness: knowing both your shadow and your light.
Whether you’re a CEO, manager or HR leader this episode will change how you think about leadership maturity and what it really means to be whole at work.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
Sign up for our free fortnightly newsletter on the future of work, human-centric organisations and people-first leadership
No Silver Bullet: Debunking the Quick Fix In Leadership with Steve Hearsum
21 Oct 2024
00:48:03
In this episode of Work’s Not Working, Siân Harrington sits down with Steve Hearsum to debunk one of the most seductive myths in leadership and organisational change – the myth of the "silver bullet." From tales of vampires and werewolves to the Lone Ranger’s legendary single shot, Steve uses storytelling to explore why leaders are so often tempted by the idea that a single, magical solution can solve their organisation’s most complex problems.
Steve takes aim at quick fixes, challenging the traditional ways leadership development is approached and questioning why companies are still pouring millions into programmes that deliver little more than "better sameness." He highlights the flawed model of consulting firms that run on the backs of "grinders, minders and finders," revealing how this dependency perpetuates superficial change rather than real transformation.
The conversation also tackles the role of AI in organisations, as Steve asks whether AI is being hailed as the next silver bullet – spoiler: it’s not. He explains why our obsession with technological solutions often distracts from addressing the deeper human challenges in leadership and change.
Steve doesn’t shy away from uncomfortable truths, pointing out the existential fear that drives leaders to look for certainty and quick solutions.
Key Takeaways
The Myth of the Silver Bullet: Using metaphors from folklore and myth, Steve explains why the search for a single perfect solution – whether it’s in leadership or AI – fails to address the complexity of organisational challenges.
Grinders, Minders and Finders: Steve critiques the consulting industry’s business model, which prioritises profit over genuine capability-building, creating a cycle of dependency rather than true leadership growth.
The Problem with Performative Leadership Development: Many leadership programmes are disconnected from real-world challenges, focusing on theory rather than practice. Steve advocates for reflexivity and applied learning.
AI: Not the Next Silver Bullet: While AI has potential Steve warns against seeing it as a magic fix for organisational problems. Leaders must focus on how technology supports human intelligence, not replaces it.
Leadership in a Complex World: Effective leadership isn’t about following rigid frameworks, it’s about navigating uncertainty, challenging assumptions, and being willing to step into the discomfort of not knowing.
HR’s Role in Change: HR departments can fall prey to the allure of quick fixes, but they also mirror the wider leadership culture. Steve urges HR to ask uncomfortable quest
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
Sign up for our free fortnightly newsletter on the future of work, human-centric organisations and people-first leadership
People Aren’t Data: How to be an AI Savvy Leader with David De Cremer
24 Sep 2024
00:46:18
In this episode of Work’s Not Working Siân Harrington speaks with AI and leadership expert David De Cremer about the challenges business leaders face when integrating AI into the workplace. They explore how the rush to adopt AI can often miss the mark by focusing too much on technological solutions and not enough on the human elements that make successful AI integration possible.
David argues that leaders are often overwhelmed by AI’s potential and mistakenly delegate the responsibility to tech experts, which results in a lack of alignment between AI’s use and the organisation’s business goals. He highlights the need for an "AI-enabling" culture, where AI serves human intelligence rather than replacing it, and stresses that ethical and human-centred approaches are essential for long-term success.
Throughout the conversation David shares practical strategies for fostering a balanced approach to AI adoption, ensuring that it augments human creativity and decision-making. He also touches on how leaders can upskill their teams, manage the risks of over-reliance on AI and avoid the pitfalls of treating people as mere data points.
Key Takeaways
AI as an enabler, not a replacement: David emphasizes that AI should be seen as a tool to support human decision-making rather than something that diminishes human involvement. Leaders must create AI-enabling cultures that put people first.
Leadership’s role in AI adoption: Leaders often feel disconnected from AI implementation, delegating it to tech teams. David highlights the importance of leaders being AI-savvy, actively participating in the process and aligning AI use with business goals.
Human-centred leadership: The conversation underscores that AI adoption should not reduce employees to data points. Ethical upskilling and clear communication about AI’s role are critical to maintaining trust and employee engagement.
Balancing innovation with responsibility: David warns of the dangers of rushing into AI adoption due to competitive pressures. Thoughtful implementation that considers both the opportunities and challenges of AI is key to realising its benefits.
Soft skills in the AI era: As AI takes on more technical tasks, soft skills like empathy, creativity and collaboration become even more important. Leaders must foster these skills in themselves and their teams to thrive in an AI-driven future.
About David De Cremer
Professor David De Cremer is a world-renowned expert in leadership and organisational transformation in the AI era and author of
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
Sign up for our free fortnightly newsletter on the future of work, human-centric organisations and people-first leadership
Five Generations, One Workforce: Fixing Leadership for a Multi-Generational Future with Paul Anderson-Walsh
28 Aug 2024
00:48:28
In this episode of Work’s Not Working, Siân Harrington and inclusion expert Paul Anderson Walsh explore the challenges of managing five generations in the workplace and the need for adaptive leadership. They highlight the different expectations and perspectives of each generation, from Traditionalists to Gen Z, and the impact of these differences on work and leadership styles.
The conversation touches on biases and stereotypes associated with different generations and discusses five key approaches: guided leadership, mentoring, participation and recognition, hands-off leadership and coaching support. They also touch on the specific challenges faced by Generation X and the potential impact of Generation Alpha in the future – and look at examples of companies successfully adapting their approach.
Key Takeaways
Intergenerational differences: The varying expectations and values across different generations in the workplace, from traditionalists to Generation Z, and the upcoming Generation Alpha. Paul highlights that each generation has distinct views on work, career growth and institutional trust.
Leadership adaptation: Paul emphasizes the importance of inclusive leadership that is personalized to meet the needs of each generation. He argues against a one-size-fits-all approach and advocates for hyper-personalized leadership strategies, which he refers to as "one-size-fits-one."
Observational leadership: The concept of "observational leadership," which he describes as a balance between maintaining strategic oversight ("Eyes On") while empowering employees to operate independently ("Hands Off"). This approach aims to respect the autonomy of each generation while ensuring they feel supported.
Leadership styles for different generations: Different leadership styles tailored to each generation, from mentoring for mature workers to transparency and integration for Generation Z. Paul emphasizes the need to adjust leadership strategies based on the generational composition of the workforce to foster collaboration and innovation.
Practical recommendations: The discussion concludes with practical advice for leaders and HR professionals on how to better support a multi-generational workforce. This includes adopting reciprocal mentoring programmes, establishing shadow boards to involve younger employees in strategic decision and focusing on resourcing employees as individuals rather than merely managing them as resources.
About Paul Anderson-Walsh
Paul Anderson-Walsh is the CEO of ENOLLA Consulting, a consultancy helping organisat
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
Sign up for our free fortnightly newsletter on the future of work, human-centric organisations and people-first leadership
From Cog in Machine to Human at Work: Why Victorian Beliefs are Holding Us Back with Blaire Palmer
30 Jul 2024
00:41:51
In this episode of Work’s Not Working, Siân Harrington speaks with Blaire Palmer about the outdated Victorian beliefs and practices still influencing modern workplaces. Despite technological and societal advancements, many organizations remain entrenched in old paradigms, treating employees like second-rate machines. Blaire argues that these antiquated beliefs prevent true evolution in work practices, affecting everything from productivity measurements to hierarchical structures.
The discussion explores how these outdated practices impact employee engagement and wellbeing and introduces the concept of organizational citizenship versus autonomy. Blaire shares insights on fostering a more trusting and human-centric work environment and delves into the necessity for radical shifts in leadership approaches.
Key Takeaways:
Outdated Victorian beliefs: Many organizations still operate under Victorian-era work paradigms that emphasize productivity and efficiency over human-centric approaches. Practices like clocking in and out, hierarchical structures and time and motion studies were developed during the Industrial Revolution and continue to influence modern workplaces.
Impact on employee engagement: Treating employees like machines and imposing strict processes hinder their ability to perform their best work. Genuine engagement requires organizations to create environments where employees can find meaning and purpose in their work.
Organizational citizenship vs autonomy: Blaire introduces the concept of organizational citizenship, which emphasizes belonging and responsibility over self-centered autonomy. Trust is essential in fostering a culture of citizenship, where employees feel valued and empowered to contribute.
Challenges in shifting work practices: The pandemic highlighted the potential for more flexible work arrangements but many organizations reverted to old practices. Leaders need to push decision-making down the organization and support employees in developing their decision-making skills.
Practical steps for leaders: Leaders should envision the legacy they want to leave and take brave steps to create more human-centric workplaces. Addressing core tensions in the organization and involving employees in problem-solving can lead to meaningful changes. Encouraging autonomy and trust by refraining from making all decisions and pushing responsibilities down to employees.
About Blaire Palmer
Blaire Palmer is a former BBC journalist turned organizational culture and leadership specialist. She has worked with numerous organizations over the past 24 years, helping t
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
Sign up for our free fortnightly newsletter on the future of work, human-centric organisations and people-first leadership
The Glass Cliff: How We’re Setting Women and Global Majority Men Up For Leadership Failure with Sophie Williams
23 May 2024
00:43:38
In this episode Siân Harrington speaks to Sophie Williams about the concept of the glass cliff, where women and marginalized groups are often hired in leadership roles when a business is already underperforming, setting them up for failure. It delves into the impact of the glass cliff on women in the workplace, the reasons behind it and the implications for organizations. The discussion also covers practical advice for HR leaders and individuals to mitigate the glass cliff and create more inclusive work environments.
Key takeaways:
Women are now in regression, not progression, around the world
The glass cliff phenomenon sets up women and marginalized groups for failure by hiring them in leadership roles during times of organizational crisis
The impact of the glass cliff extends beyond individual experiences to the broader implications for workplace diversity and organizational culture
The Great Break-Up: why women in leadership positions are leaving organizations
The need for organizations to create more inclusive work environments and recognize the value of diverse leadership perspectives
Practical steps for both HR leaders and individuals to mitigate the effects of the glass cliff
About Sophie Williams
Sophie Williams is the author of the new book The Glass Cliff, which draws on almost 20 years of research from around the world on The Glass Cliff phenomenon. She is a former global Leader at Netflix and has held the titles of COO and CFO in London advertising agencies. Williams is also author of Millennial Black & Anti-Racist Ally, a TED Speaker, the voice behindInstagram’s@OfficialMillennialBlack, and part of the UN Women UK’s delegation to the Commission of the Status of Women conference in 2023 and 2024.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
Sign up for our free fortnightly newsletter on the future of work, human-centric organisations and people-first leadership
From Frankenstein Managers to Operational Coaches: The Power of Questions with Laura-Ashley Timms
23 Apr 2024
00:40:19
In this episode Siân Harrington speaks to Laura Ashley-Timms about the importance of asking good questions as a management superpower. Laura highlights the challenges faced by managers in today's complex and rapidly changing work environment and the need to reinvent the traditional command and control culture of management. She introduces the concept of the Frankenstein manager, who is made up of bits and pieces of knowledge and experience, and explains why organisations are not set up to ask the right questions. Laura presents a practical framework for developing the superpower of asking questions and driving action, and shares the results of a research study that demonstrates the effectiveness of operational coaching.
Key Takeaways
75% of bosses are accidental managers with no formal training in people management or leadership
Employee engagement is stagnating, with only 23% of global employees being engaged
Accidental managers are ill-equipped to deal with the complex and rapidly changing work environment
The traditional command and control culture of management needs to be reinvented to focus on asking powerful questions
Operational coaching, which involves an inquiry-led approach and asking the right questions, can drive performance and productivity increases
A research study found that managers who underwent operational coaching increased the time they spent coaching by 70% and improved their skills in all management competencies
Operational coaching can lead to positive organisational outcomes, such as improved retention and increased employment
Asking powerful questions will become even more important in the age of AI, as it is crucial for getting the most out of AI and making informed decisions.
About Laura Ashley-Timms
Laura Ashley Timms is the chief operating officer of performance consultancy Notion and an expert on how to leverage operational coaching behaviours across organisations to drive commercial results and improve productivity and engagement levels. She has helped leaders and managers in over 40 countries to implement the award-winning STAR® Manager programme, has been recognised as one of the UK’s top executive coaches and as one of 40 outstanding global women. More recently she is co-author of management bestseller The Answer is a Question.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
Sign up for our free fortnightly newsletter on the future of work, human-centric organisations and people-first leadership
It's Not the What, It's the Why. Steps to Evidence-Based HR: Rob Briner
28 Mar 2024
00:43:49
In this episode, Siân Harrington speaks with Rob Briner about the challenges and benefits of adopting an evidence-based approach in HR. They discuss the focus on HR fads and the need to shift towards a more informed and effective HR practice. They explore the role of data and analytics in evidence-based HR and the mindset and skills required to implement this approach. They also highlight areas of HR that are poorly evidenced and discuss how taking an evidence-based approach can lead to more meaningful, healthy, inclusive and sustainable work.
Key takeaways
· Why HR fads are often ineffective and can be corrosive to the profession
· How evidence-based HR involves looking at multiple sources of evidence, including data, personal experience, stakeholder input and scientific research
· Challenges in implementing an evidence-based approach
· How data and analytics play a crucial role in evidence-based HR but it is important to consider the quality and relevance of the data
· Areas of HR that are poorly evidenced include diversity and inclusion, employee engagement and leadership development
· Some organisations are leading the field in evidence-based HR but there is still a need for more widespread adoption
· Taking an evidence-based approach can help make work more meaningful, healthy, inclusive and sustainable by focusing on what is important and making better-informed decisions.
· Three steps to help you start on the journey towards an evidence-based approach.
About Rob Briner
Rob is professor of organizational psychology at Queen Mary, University of London and associate research director at Corporate Research Forum (CRF). He is also currently a visiting professor of evidence-based HRM at Birkbeck (University of London) and professor at Oslo Nye Høyskole. He was previously co-founder and scientific director of the Center for Evidence-Based Management and has held positions at the Institute for Employment Studies, London School of Economics, King’s College (University of London), Bath University and University of Edinburgh. For more information on his recent work with the Corporate Research Forum on evidence-based HR please check out the Evidence-Based HR Knowledge Hub.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
Sign up for our free fortnightly newsletter on the future of work, human-centric organisations and people-first leadership
The Innovation Misstep. Redirecting Focus for Meaningful Outcomes: Cris Beswick
09 Feb 2024
00:40:10
In this episode, Siân Harrington speaks to innovation expert Cris Beswick about misconceptions about innovation and how the way we approach it today is not delivering the outcomes businesses want.
Cris emphasises that innovation is not just about new products or technology. He defines innovation as the introduction of new or different solutions that solve genuine problems and add value. He highlights the importance of innovation in today's rapidly changing business landscape and explains why it is crucial for organisations to focus on it.
Cris also addresses the challenges in approaching innovation, the role of leadership and the need for a culture of innovation. And he shares practical steps for leaders to foster innovation within their organisations.
Key takeaways:
Innovation is not just about new products or technology; it is about introducing new or different solutions that solve genuine problems and add value
Innovation is vital for organisations to thrive and stay competitive in today's rapidly changing business landscape
Organisations needs to focus on how owns, drives and contributesto the innovation agenda
Why does everyone blame the 'permafrost' middle manager? Managers are frozen by the system around them
Innovation should not be limited to a specific department or team; it is a capability that should be embraced by everyone in the organisation
You can't build a culture of innovation, so what do we mean by that phrase? Building a culture of innovation requires a clear purpose, conscious leadership decisions and alignment of processes, practices, behaviours and culture
Why HR needs a seat at the innovation table
Practical steps you can take to become more innovative.
About Cris Beswick
Cris Beswick is a leading thinker and strategic advisor on innovation leadership and culture and a pioneer in the field of measuring corporate innovation maturity. He’s the co-founder of innovation advisory firm Outcome and best-selling author of Building a culture of Innovation.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
Sign up for our free fortnightly newsletter on the future of work, human-centric organisations and people-first leadership
The ROI of Empathy. How Compassionate Leaders Drive Business Results: Michael Jenkins
03 Nov 2023
00:42:34
In this episode of Work's Not Working... Let's Fix It, Siân Harrington and acclaimed thinker Michael Jenkins, author of Expert Humans: Critical Leadership Skills for a Disrupted World, explore why a blend of altruism, empathy and compassion is key to transforming today's workplace into a thriving, humane environment where individuals and organizations can succeed together.
Today's workplaces, more often than not, lack these essential qualities. Transactional relationships, metrics-driven evaluations and mechanistic tasks can sometimes make us forget the genuine human connections that form the essence of a thriving organisation. Yet, evidence suggests those who embrace compassion who understand and act upon it, are the ones more likely to climb the professional ladder, to earn higher incomes and to contribute more profoundly to their organisations
Just imagine a workplace where the heart meets the machine, where compassion intertwines with technology to create a harmonious, productive environment. In this age of AI let's not forget our intrinsic human advantage, our ability to care, connect and create meaningful relationships. This is what Michael calls being expert human.
Key takeaways
Importance of compassion and empathy: Why these traits are crucial in the workplace for fostering a humane environment conducive to growth and how 'expert humans' leverage care, connection and meaningful relationships
Digital transformation and disruptors: How AI, the pandemic, inequality, sustainability and trust are disrupting modern society, plus the "tyranny of the algorithm" and why being an expert human matters more than ever
ACE Model - Altruism, Compassion, Empathy: An explanation of the ACE model and what each of these traits mean in practice
How you can personally develop altruism, compassion and empathy: Practical approaches to enhancing your personal empathy and your organizational compassion
ROI of Empathy and Compassion Training: How to develop the business case for empathy and compassion training
Real-life business implementations: Hear how organizations are using ACE
Practical steps for leaders: The first three steps you should take to become a compassionate and empathetic leader
About Michael Jenkins
Michael Jenkins, born in Malaysia, has had a distinguished career across continents. A Durham University alumnus with advanced studies from Nanzan University, he's worked at Toyota and was a director at INSEAD. A former CEO of Roffey Park leadership institute, he founded Expert Humans and partners with the Future
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
Sign up for our free fortnightly newsletter on the future of work, human-centric organisations and people-first leadership
Let's Call Time on Greenwashing: From ESG Compliance to Sustainable Performance with Dean Sanders
27 Sep 2023
00:41:53
Sustainability has become a top agenda item for organizations globally. But many get stuck in a compliance rut, missing real opportunities for innovation and competitive edge. In this episode Dean Sanders tells Siân Harrington how leaders can move their organizations from box–ticking to transformational and profitable sustainability.
As chief enterprise officer at ESG consultancy Anthesis Dean has decades of experience guiding major brands and multinationals. He believes we’re at a pivotal "reality of now" moment. The data shows shocking resource depletion and climate impacts. But there’s still time to act, if leaders can shift mindsets and strategy.
Key takeways:
The difference between sustainability and sustainable performance. The latter views sustainability through the lens of business strategy and competitive advantage, not just compliance
Many businesses get stuck in compliance mode, box-ticking to meet regulations. This is the "day one" survival mentality
Leaders need a "day two" mindset – re-approaching sustainability as an opportunity for innovation, new partnerships and strategic advantage. This requires entrepreneurial spirit, social purpose and grit
People/HR functions have a key role in attracting talent who care about purpose and embedding sustainability across the organization's culture. But accountability must sit with senior leaders
Have optimism backed by science/evidence. Many sustainable businesses are growing underground and will shoot up. Focus on your purpose and the few material sustainability issues where you can drive real change
On a personal level, find your purpose and role in serving others. Challenge short-termism and selfishness. Derive joy from having a positive impact.
The urgency of sustainability issues calls for a pivot from compliance to performance, from survival mode to seizing opportunities. This is a time for radical innovation, not incremental change. HR leaders have an obligation to foster the leadership mindsets, organizational culture and human capabilities to lead on sustainability – and gain competitive edge. Listen now to find out what role you can play in making your organization a true sustainability leader.
About Dean Sanders
Dean is chief enterprise officer at global sustainability consultancy group Anthesis and founder and chairman of GoodBrand, a corporate social innovation consultancy. He believes imagination and courage and a commitment to serve the common good are the hallmarks of the wise leaders of the future. Prior to establishing GoodBrand Dean held a number of international marketing and sales positions at Kraft Fo
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
Sign up for our free fortnightly newsletter on the future of work, human-centric organisations and people-first leadership
What if one job isn't enough anymore? - Michael Moran
01 Oct 2025
00:41:34
In this episode of Work’s Not Working… Let’s Fix It!, Siân Harrington sits down with Michael Moran, founder of 10Eighty, career coach, former CEO and author of Going Portfolio, to explore why the ‘job for life’ is over and what comes next.
Michael argues that clinging to one job as a source of security is no longer realistic and may even put us at risk. Instead, the future of work is portfolio: combining paid projects, community contribution and personal time to build freedom, purpose and resilience.
From redundancy to burnout, from generative AI to cost-of-living pressures, more of us are working in multiple ways to make careers add up. And yet most organisations remain slow to adapt, risking talent, innovation and wellbeing.
In this candid and practical episode Michael shares:
Why job security is a myth today and how real security comes from designing your own path
How portfolio careers are reshaping wellbeing, purpose and engagement at every stage of life
The three practical steps you can take now to start building a sustainable multi-strand career.
Whether you’re an HR leader rethinking talent models, a manager considering your next move, or simply someone who feels one job isn’t giving you enough this episode will spark new thinking about what work can be.
💡 Key Takeaways
The ‘job for life’ is gone. Portfolio careers are the rising alternative.
Employers who ignore this trend risk losing top talent, innovation and agility.
Security today comes from skills, networks and self-investment.
Portfolio work can boost wellbeing but only with planning and discipline.
Three essentials: plan ahead, invest in yourself and build your network.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
Sign up for our free fortnightly newsletter on the future of work, human-centric organisations and people-first leadership
How to Use Humour and Improv to Communicate in a VUCA World: Neil Mullarkey
05 Sep 2023
00:47:23
In this episode of Work's Not Working... Let's Fix It, Siân Harrington chats to celebrated comedian and communications expert Neil Mullarkey about why we need to improve communication in the workplace and the potential of improvisation as a tool for doing so.
Neil recounts his journey from teaming up with Mike Myers in the 1980s and co-founding the Comedy Store Players to exploring how improvisation can enhance workplace collaboration. Delving into the business realm, he emphasizes how crucial 'soft skills' like listening and adaptability have become, especially with research highlighting the lack of communication skills in modern work environments. In fact, poor communication has been estimated to cost businesses dearly in terms of productivity.
Key takeaways:
Modern communication platforms (eg emails, WhatsApp, Teams) have increased, leading to confusion and overwhelm
Pandemic lockdown revealed an abundance of formal communication but a lack of informal communication, affecting rapport-building
The importance of oracy: the ability to express oneself fluently in speech.
Key improv skills: the philosophy of 'Yes, and,' where one listens, accepts and then adds to the conversation.
From LAGER to LASER: tools to approach improvisation
Tips for improving virtual collaboration
In a fast-changing world, predictability is a myth; leaders should be prepared for uncertainty
How to bridge the gap between structured strategy and spontaneous adaptability
How leaders can develop an 'In the Moment' mindset
Humour's role in work today
Siân and Neil do some live improv!
If you want to cultivate environments where effective communication fosters productivity, creativity and confidence - or you want to build these skills - then this episode is for you.
About Neil Mullarkey
Neil is a communication expert based in London, UK. He has delivered hundreds of keynotes and workshops to various organizations across the world in 25 countries and counting including Microsoft, KPMG, WPP, Saatchi & Saatchi, Vodafone, EY, Google, Deloitte and GSK. He is a guest speaker at London Business School, London Business Forum and Bayes Business School.
He is also a prominent comedian. He performs weekly with the Comedy Store Players, Europe’s top improv troupe which he co-founded in 1985 and often appears on TV and radio shows such as QI and The Pentaverate. He has also appeared in two Austin Powers movies. He is author of In the Moment: Build your confidence, communi
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From Unconscious Exclusion to Conscious Inclusion - How to Avoid the Traps and Make Real Progress: Catherine Garrod
17 Jul 2023
00:42:08
In this episode, Siân Harrington interviews Catherine Garrod, author of Conscious Inclusion: How to ‘do’ EDI one decision at time who helped entertainment company Sky become the Most Inclusive Employer in the UK, about why, despite billions of dollars of investment, little progress has been made in the area of diversity, equity and inclusion (DEI) in organizations.
We discuss the importance of inclusion in the workplace, the challenges organizations face in creating more inclusive cultures and the practical steps they can take to make progress. We also talk about the traps that organizations can fall into when trying to create more inclusive cultures and how to avoid these traps to make real progress towards inclusion.
Key takeaways:
Inclusion is not about ticking boxes or meeting quotas. It's about creating a workplace where everyone feels valued, heard and involved
There are three main traps that organizations can fall into when trying to create more inclusive cultures: fear, accountability and the illusion of inclusion
The first step to creating a more inclusive culture is to start with inclusion, not diversity
Create a clear plan for inclusion and track progress regularly
Identify the good things that you're already doing and the gaps that need to be filled
Be aware of the challenges of flexible working and the evolution of technology and how to ensure that these changes are inclusive for everyone.
If you're interested in learning more about how to make your organization more inclusive, then this episode is for you.
About Catherine Garrod
Catherine is the founder of Compelling Culture and author of Conscious Inclusion: How to ‘do’ EDI one decision at time. She led Sky to become the Most Inclusive Employer in the UK, with 80% of teams increasing their diversity. Now as a consultant, she combines the power of listening, employee engagement, diversity and inclusion, to make the complex simple. And collaborate
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
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Turbocharge Innovation Through Psychological Safety: Daniel Strode
17 May 2023
00:35:00
In this podcast, Siân Harrington interviews Daniel Strode about the connection between culture, innovation and a growth mindset, emphasising the importance of psychological safety in fostering a growth mindset within organisations.
Dan argues that culture is the primary factor driving innovation, regardless of business size or type. He highlights the rapid pace of technological advancements in the Fourth Industrial Revolution and the need for companies to innovate daily to stay relevant and competitive.
Daniel discusses eight consistent principles for creating a culture of innovation:
Rethinking business models
Fostering creativity with constraints
Embracing a growth mindset
Leveraging the wisdom of crowds
Embracing technology
Hire well
Putting your people first
Ensuring leadership participation in culture.
He stresses the significance of culture in shaping behaviour and mindset, defining it as "the way we do things around here when no one is looking" and emphasising the importance of caring for all stakeholders.
Dan discusses the impact of a growth mindset on individuals and organisations, highlighting the importance of taking risks, learning from failure and embracing change. He offers advice to overcome the challenges of creating a culture of psychological safety, where employees feel safe to take risks, share ideas and engage in open dialogue.
He concludes by encouraging individuals to try new things and embrace new experiences as a way to develop a growth mindset. He advises organisations to implement structured feedback models, create safe spaces for open debate and learn from successful leaders to improve psychological safety and foster a culture of growth and innovation.
About Daniel Strode
Daniel Strode is head of culture for Banco Santander – a 200,000 strong global bank – where he leads the global effort to implement a strong common culture across the whole workforce. For the past five years his culture work sees him cross 32 different countries globally, implementing “The Santander Way” and embedding the culture across a range of activities.
Dan is also an academic, teaching at universities and business schools around the world including Madrid’s IE Business School in Spain, and Bologna Business School in Italy. His main topics of teaching focus on how to create cultures where innovation can thrive, how to lead in the digital era, and, how to give and receive world class feedback.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
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Solving the Productivity Puzzle. Is Tech the Solution? Natasha Wallace
27 Apr 2023
00:31:58
Productivity growth has slowed down in many economies since the global financial crisis of 2008. Despite advances in technology and investment in workforce training and development, productivity growth has remained low, puzzling economists and policymakers. Wages are stagnant or declining.
Traditionally technology has been the primary driver of productivity gain – and today technology is advancing at an exponential rate. So why aren’t we seeing the growth we would expect? Is it that too often technology in the workplace today is a distraction? Are there just too many tools? And what about the dark side of tech, such as employee surveillance? What is its impact on productivity?
In this episode international people operations partner Natasha Wallace discusses:
• Why it is so hard to solve the productivity puzzle • What makes a highly productive organisation? • New research which identifies the most important differences between high and low productivity organisations • Are new ways of working helping or hindering productivity? • Employee monitoring - a necessary evil or productivity shackle? • Using technology to improve productivity • The importance of a strong and inclusive culture • Natasha's personal productivity tip
Natasha Wallace is the international people partner at ClickUp, an all-in-one workplace productivity platform that flexes to the way that people want to work.
She joined the ClickUp team to do what she does best – making sure people feel valued and supported in their roles and driving business initiatives. As a seasoned professional with over eight years of experience working with global technology companies, Natasha has spent time honing her skills in many areas of HR including employee development, performance management, organisational design and wellbeing at work.
With an LLB Law degree specialising in employment and discrimination law, and a post-grad certificate in international law, Natasha decided to bring her legal know-how to the world of HR, where she could use her expertise to help companies build a people-focused strategy. She says she likes to help scale regions in hypergrowth businesses.
ClickUp is currently valued at $4 billion and has some 8 million users across 1.6 million teams. Natasha is part of the EMEA team, which has around 200 people and serves nearly 600,000 teams.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
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Stop Focusing on Job Credentials. Start Fitting Work to People: Josh Bersin
16 Mar 2023
00:36:54
Companies today are failing at a record pace. In 1958 the average age of a company on the S&P500 stock index was 61. Today it is 18. It is predicted that within the next five years three-quarters of S&P500 companies will have disappeared.
Artificial intelligence and automation is everywhere. But, rather than automating us out of work, these technologies are taking the more repetitive bits away from our jobs. The result is that more and more jobs are becoming hybrid – they combine skillsets that never used to be included in the same job. To keep up with the pace of automation we need to keep upskilling.
Meanwhile, while we may be hearing about large scale layoffs in some companies, many organisations are struggling to fill roles.
Global future-of-work thought leader Josh Bersin discusses:
• Why we should be talking about work, not jobs • Why humans are the only appreciating assets in a business so just cutting staff is a false economy • How companies are tearing up the traditional job descriptions and entry paths to work, such as degrees, and what they are doing instead • What do we as workers need to do to keep our skills up to date? • Where human resources fits into this debate
Josh Bersin founded corporate learning, talent management and HR research and advisory company Bersin & Associates in 2001, selling it to Deloitte in 2012. On retiring from Deloitte in 2018 he went on to launch the Josh Bersin Academy for HR and learning and professionals. In 2020 he brought together a team of analysts and advisors to form The Josh Bersin Company, which undertakes research and advises companies in areas such as HR technology, employee experience and diversity equity and inclusion.
Josh is a prolific blogger with more than 860,000 followers on LinkedIn and frequently appears in top business publications. He recently published a book Irresistible: The Seven Secrets of the World’s Most Enduring Employee-Focused Organizations which is based on thousands of interviews with innovative leaders at the world’s best-run organizations, revealing the secrets of success of more than 5,000 companies he and his team have been researching.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
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We're Not Getting Enough Opportunity to Grow at Work: Whitney Johnson
03 Mar 2023
00:40:15
The pandemic gave many of us a time to reflect on what we wanted from life and where our values lay. So it’s perhaps no surprise organizations were suddenly faced with what became known as The Great Resignation in 2021. This was the trend in which employees voluntarily resigned from their jobs in what appeared to be a mass exodus as they rethought their work conditions, careers and long-term career goals.
One of the reasons cited for the Great Resignation has been the lack of career advancement opportunities. We’re not getting enough opportunity to grow in work. But is this the fault of organisations or ourselves?
Top #10 Business Thinker Whitney Johnson reveals the forces that are stopping us from growing, the six stages of growth – including Explorer and Collector - and how we can use this to chart our growth.
Whitney Johnson is the CEO of Disruption Advisors, a tech-enabled talent development company. She was named a 2021 Top #10 Business Thinker by Thinkers50, and is a globally recognized thought-leader, keynote speaker, executive coach, and consultant. A LinkedIn Top Voice since 2019 with 1.8 million followers, Whitney has a passion for personal disruption, helping individuals transform their lives, careers, teams, and companies. Her LinkedIn Learning course Fundamentals of Entrepreneurship has been viewed more than 1 million times.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
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Leadership is Broken. Creativity is the Answer: Rama Gheerawo
01 Feb 2023
00:35:55
Everything we are taught about leadership today is wrong, says Rama Gheerawo. Traditional models of leadership are broken and outdated. We need more creative leadership – leadership that speaks the language of business but also the language of humanity. That is more empathetic, expansive and communal rather than outdated frameworks driven by the tired rhetoric of management and business run on the whole by men. In this episode we discuss how we can fix leadership.
Rama is an international and inspirational figure within design and was named a 2018 Creative Leader by Creative Review alongside Paul Smith and Björk. Now Director of the Helen Hamlyn Centre for Design, he uses design to address issues around age, ability, gender and race. He sits on a number of advisory boards and committees for awards, universities and organisations such as the UK Design Council, The International Association for Universal Design, the Design Management Institute, The Bhavan Institute for Indian Culture and the RSA Decolonising Design Initiative.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
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Let's Bring Love Back into the Workplace: Marcus Buckingham
01 Feb 2023
00:38:19
We have designed love out of the workplace, to the detriment of us and our organisations. We're not building work that helps each of us to thrive. To love our work. So how much of our day should we spend doing things we love? Why does this enable us to become more creative, innovative, collaborative and resilient? Plus what are the 'seven devils' we need to watch out for?
Marcus Buckingham is the author of two of the best-selling business books of all time, has two of Harvard Business Review’s most circulated, industry-changing cover articles, and is the author of nine books including Love + Work. He talks to award-winning business journalist Sian Harrington.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
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In this episode of Work’s Not Working… Let’s Fix It!, Siân Harrington sits down with Farley Thomas, former global MD at HSBC, CEO coach and co-founder of leadership edtech firm Manageable, to flip the script on leadership.
What if the biggest lever for performance isn’t the CEO’s vision but the team manager’s next conversation?
Farley argues that while organisations obsess over strategy, status and C-suite charisma, they’re missing what really drives culture, engagement and results: everyday conversations. intentional, human dialogue.
In this refreshingly honest and practical episode Farley shares:
Why “fetishising” top leaders blinds us to where the real action happens
How undertrained managers quietly shape, or sabotage, engagement
Why conversations are culture and how to make them count
And how his five-part CLICK framework helps turn accidental managers into confident conversation leaders
Whether you’re a burned-out middle manager, a CEO wondering why change isn’t sticking or an HR leader tired of empty engagement plans this one will shift your lens and spark some powerful new thinking.
Key Takeaways
Most performance doesn’t come from the top. It comes from how line managers lead daily conversations.
The “fetishisation” of the C-suite is part of the problem. Status isn’t the same as influence.
80% of first-time managers get no training. This is not just a gap but a performance risk.
Culture is just a series of conversations. It’s all about how people talk at work.
The CLICK model is a simple but powerful tool: Connect, Landscape, Insight, Challenge, Key points.
Exploration and curiosity are the missing muscles. Most managers jump to answers rather than better questions.
Blanket mandates don’t fix hybrid work. The fix lies in team-level agency and better conversations.
Conversations are becoming harder and more vital. In a world of Slack, AI and burnout the human touch matters more than ever.
Packed with stories, practical tools and research-backed insights. A must-listen for people leaders at every level.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
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What If the Office Is the Problem? Prithwiraj Choudhury
29 Jul 2025
00:48:17
In this episode of Work’s Not Working… Let’s Fix It!, Siân Harrington sits down with Prithwiraj Choudhury, professor at the London School of Economics and bestselling author of The World is Your Office, to challenge our most stubborn assumption: that work must happen in the office.
Raj has spent the past decade studying ‘work from anywhere”’ and the myths that stop companies from unlocking its full potential. And his research is clear: innovation doesn’t require water coolers, culture isn’t confined to cubicles and productivity doesn’t improve with proximity.
From the myth of hybrid to the rise of digital twins and personal AI bots, Raj offers bold ideas and practical tools for designing work around people, not places.
Whether you’re an HR leader making the case for flexibility, a manager grappling with hybrid or a CEO still clinging to office mandates, this episode will challenge your assumptions and expand your thinking.
Key Takeaways
The return to office is often a disguised layoff strategy – with no proven productivity gains and high attrition costs.
Hybrid isn’t a strategy, it’s often a lazy compromise. Most models ignore the power of monthly or quarterly in-person time.
Water cooler myths are wrong. Real innovation needs diverse collisions, not just random chats in the office.
Work from anywhere boosts inclusion. Smaller towns, caregivers and introverts all benefit – when systems are well designed.
Digital twins and AI bots are expanding the meaning of remote work. From hospitals to factories, even frontline roles can now be more flexible.
Managers must evolve from monitors to leaders. Surveillance kills trust. Outcomes, not hours, are the real measure of performance.
HR’s role is critical. From business case to experimentation, work from anywhere needs intentional design and not default settings.
Packed with research, real-world case studies and practical tips – this episode is essential listening for anyone rethinking how work works.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
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In this episode of Work’s Not Working… Let’s Fix It! Siân Harrington sits down with Harvard Business Review editor Kevin Evers, author of There’s Nothing Like This: The Strategic Genius of Taylor Swift, to explore what Taylor Swift can teach us about leadership, reinvention and making work actually work.
At first glance it might seem unlikely but Kevin argues that Swift is one of the most strategic thinkers in modern business. She’s mastered brand control, long-term trust and antifragile thinking in a way most organisations only talk about.
In an era where people feel disempowered, stuck in rigid systems and burnt out by constant change Swift’s playbook offers something rare: clarity, conviction and control.
From re-recording her music catalogue to turning setbacks into strategy, Swift’s approach holds powerful lessons for leaders navigating transformation, employee experience and brand loyalty.
Whether you’re a CEO, a people leader or someone questioning how to take back agency in your own career, this conversation will shift how you think about power, trust and the long game in work.
Key Takeaways:
Reinvention only works if you protect the trust. Swift has changed her genre, aesthetic and tone – without losing her audience. Leaders should take note.
Owning your story is the new power move. Swift didn’t fight for control – she built her own. That mindset shift applies far beyond the music industry.
Employee experience needs obsession, not just intention. Swift’s fan loyalty is built through care, consistency and surprise. Most organisations are still stuck at comms plans and pulse surveys.
Data can’t replace instinct. Swift’s biggest decisions weren’t based on algorithms – they were grounded in clear values and audience understanding.
Resilience is overrated. Try antifragility. Swift doesn’t just survive hits – she grows stronger from them. That’s a model more leaders need to adopt.
You can’t build long-term loyalty if you panic every quarter. Swift plays the long game. Business should too.
This episode is about more than Taylor Swift. It’s about taking bold, strategic ownership in a world of broken work models – and reminding ourselves that reinvention is a skill, not a risk.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
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The Answer's Not in a Spreadsheet. It's in Workplace Happiness - Lord Mark Price
28 May 2025
00:50:27
In this episode of Work’s Not Working… Let’s Fix It! Siân Harrington sits down with Lord Mark Price – former managing director of Waitrose, deputy chair of the John Lewis Partnership, and now author of Happy Economics – to ask a surprisingly radical question: What if the biggest untapped performance lever in business... is happiness?
In a world obsessed with efficiency, dashboards and productivity hacks, Mark argues that we’ve forgotten a simple truth: people do their best work when they feel good. And yet, too many companies still treat happiness like a perk, not a performance metric.
Drawing on over 40 years in business and a global dataset of over one million employees, Mark shares why the smartest organisations are putting happiness on the balance sheet – and what happens when they do.
Whether you’re a numbers-driven CEO, a disillusioned manager or an HR leader trying to make the case for culture, this episode offers sharp insights, real-world proof and a powerful reminder that everything in your P&L starts with your people.
Key Takeaways:
Workplace happiness isn’t fluffy. It’s measurable, scalable and commercially essential. Mark explains how companies can use data to drive both wellbeing and performance.
The UK is bottom of the G20 for both productivity and workplace happiness. That’s not a coincidence but a warning.
“The answer’s not in the spreadsheet, it’s in your people.” Why obsessing over numbers while ignoring morale is costing companies more than they realise.
Recognition, information, empowerment. The six science-backed drivers of workplace happiness and why most leaders are focusing on the wrong one.
Middle management isn't the enemy. Why ripping out human connection in the name of tech is a fast track to disengagement.
Gen Z isn’t entitled but reacting to a system that no longer serves them. And their refusal to tolerate bad management might just be a wake-up call for the rest of us.
Mark reminds us that building a happy workforce isn’t soft. It’s smart. It’s strategic. And it might just be the future of business.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
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Employment Is Dead. What Comes Next Will Change Everything - with Josh Drean
29 Apr 2025
00:44:14
In this episode of Work’s Not Working… Let’s Fix It! Siân Harrington sits down with Josh Drean, workplace futurist and co-author of Employment is Dead, to explore why the traditional employment contract may soon be a relic of the past – and what’s rising to take its place.
In a world shaped by AI, blockchain, Web3 and an emerging generation of workers questioning everything about how we work, Josh argues that the real disruptor isn’t remote work or the return-to-office debate. It’s that employment itself – rigid, outdated and increasingly ineffective – is being replaced by something entirely new: a fluid, tech-enabled ecosystem of contributors.
From smart contracts to billion-dollar one-person businesses, Josh paints a radical but compelling picture of work’s future and why HR, business leaders and everyday workers need to be paying attention now.
Whether you’re a burned-out employee, a forward-thinking HR leader or a curious CEO wondering how to retain talent in this next era, this episode is packed with insight, foresight, and a dash of provocation.
💡 Key takeaways:
“Employment is dead.” That’s not a metaphor, Josh believes our existing model of full-time work-for-pay is collapsing. And with Gallup data showing employee engagement at its lowest ever, it’s hard to argue.
Goodbye jobs, hello contributors. The future of work isn’t about roles and hierarchies but about ecosystems of talent. People won’t want to be controlled. They’ll want to own, contribute and collaborate on their terms.
The next workforce revolution is powered by AI, blockchain and smart contracts. Think DAOs, not departments. Think output, not hours. Think talent clouds, not talent pipelines.
Gen Z is not lazy, they’re rejecting broken systems. 79% of leaders say they won’t hire Gen Z. But maybe it’s the system that needs to evolve, not the generation that sees its flaws.
Hope is the new trust. In a surprise insight from Gallup, it’s not trust employees want most right now, it’s hope. That the future can be different. That their work can matter again.
Josh reminds us that the future of work is coming fast – and the only way to prepare is to start reimagining now.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
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Why Great Workers Become Bad Managers with Kate Waterfall Hill
08 Jan 2025
00:42:51
In this episode of Work’s Not Working… Let’s Fix It! Siân Harrington sits down with Kate Waterfall Hill, executive coach, leadership expert and creator of Linda, the bad manager, to explore why leadership so often falls short in today’s workplace. With humour and insight Kate reveals why bad managers are everywhere, the hidden causes of their failings and how we can all do better.
From the challenges of managing Gen Z to the traps of accidental managers, Kate offers a refreshingly practical and empathetic approach to leadership. Drawing on her 30+ years of experience she shares actionable advice for HR leaders and managers alike, proving that great leadership isn’t about knowing all the answers but about asking the right questions.
After hearing from Linda, the bad manager, herself we discuss how we can reshape management practices for a changing workforce. And we ask what practical steps can we take to develop leaders who inspire rather than alienate?
Key takeaways:
The rise of accidental managers: Kate explains why so many managers are promoted without the necessary skills and training, leading to frustration and inefficiency. She offers solutions for HR leaders to break this cycle and set managers up for success.
Gen Z and the leadership gap: With a workplace culture that values balance and boundaries, Gen Z is pushing back against traditional leadership norms. Kate unpacks the tension between generations and how leaders can adapt to meet new expectations.
The quiet management crisis: From quiet quitting to quiet unbossing Kate explores how many workers now reject management roles altogether. What does this mean for the future of leadership, and how can we reignite the appeal of leading others?
Empathy meets authority: Balancing empathy and authority is a cornerstone of effective leadership, yet it remains a challenge for many. Kate shares how leaders can foster trust, clarity, and psychological safety while maintaining accountability.
Kate’s wisdom and wit leave listeners with a key message: great leadership doesn’t have to be a heavy burden. It can be an opportunity to inspire, connect and create positive change for yourself and your team.
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
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Lost in the Machine: Reclaiming Humanity in the Age of AI with Tomas Chamarro-Premuzic
27 Nov 2024
00:41:22
In this episode of Work’s Not Working… Let’s Fit It! Siân Harrington dives into the complex and often paradoxical relationship between humans and artificial intelligence with Tomas Chamorro-Premuzic, organisational psychologist and author of the provocative book I, Human. Together they unpack the ways AI is reshaping workplaces – and our very minds – for better and worse.
From the alarming economic toll of digital distraction to the rise of "datification" Tomas sheds light on how technology is hijacking attention, narrowing our thinking and making us more predictable. But it’s not all dystopia. Tomas offers hope in the form of practical strategies to stay human in a world increasingly run by machines.
For HR and people leaders this episode raises critical questions: How do we use AI to amplify – not replace – our humanity? And how can we build workplaces where empathy, creativity and critical thinking thrive amidst the algorithms?
Key Takeaways
AI: A Weapon of Mass Distraction: Tomas calls out AI’s role in fuelling multitasking and digital addiction. He reveals how this distraction costs the US economy $650 billion annually, far outweighing other workplace challenges like absenteeism and turnover.
The Datification of Work: AI thrives on big data but Tomas warns that in making us more efficient it also risks making us more robotic. The challenge for leaders: How do we embrace AI without losing our human unpredictability?
The Rise of Digital Narcissism: Technology has amplified cultural narcissism, entrenching us in filter bubbles that feed our biases. Tomas explains how this impacts leadership, fostering groupthink, weakening cognitive diversity and creating workplace polarisation.
The Paradox of Productivity: While AI boosts efficiency it can also encourage intellectual laziness, leaving us unprepared to think critically or independently. Tomas advocates for rediscovering analogue connections and injecting humanity back into our daily routines.
Practical Actions for HR Leaders: Tomas urges HR to focus on three priorities:
Upskilling mid-level managers to handle AI’s complexities.
Humanising workplace cultures to counterbalance AI’s dominance.
Cultivating curiosity and experimentation to adapt to AI’s evolving potential.
Tomas leaves listeners with a powerful challenge: Don’t become a robot. As AI increasingly mimics humanity, we must double down on what makes us unique – our empathy, creativity and ability to
Interested in insights about people leadership, HR and the future of work? Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace
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