I keep hearing the same pattern in conversations with organisations, no matter what challenge we’re tackling. Whether the topic is leadership development, collaboration, coaching, or assessment, it’s tempting to jump straight to deciding what needs to happen next before really getting to the heart of the issue.Here’s the reality: the behaviour we notice is rarely the problem - it’s usually a clue. When you see performance slipping, some managers lacking confidence, or relationships starting to strain, the surface-level symptom isn’t enough. Beneath that, something in the ecosystem is nudging people in certain directions.For leaders and managers who want a culture where people thrive and perform at their best, the real work is slowing down and asking better questions. Are you treating an individual’s performance as a character flaw, or exploring how the environment shapes their choices? Are your management expectations actually clear? Are you accidentally making things harder than they need to be?I share my way of making sense of these challenges, exploring five core areas - individual, team, leadership, organisation, and environment. When you widen the lens, the right next steps often become much clearer.If you want employees who feel calm, focused, and ready to deliver their best, it’s not about fixing people, but creating the conditions for them to succeed. The quality of your decisions starts with the quality of your curiosity.Resources & ReferencesGet in touch to find out more about The Better Work FrameworkListen to this episode on YouTubeContact details for LisaLinkedIn: lisapsychologyWays to work with me: itstimeforchange.co.uk/tailored-supportJoin The Leadership Lens: itstimeforchange.co.uk/lets-connectEmail me for a friendly chat: [email protected]

Too often, organisations react to signs of stress or slipping performance in management by rolling out the usual training. But what if the real issue lies deeper?Dan Northover, CEO at Handcrafted, joined me for a frank conversation about supporting and developing managers in a way that actually addresses what’s needed on the ground. At Handcrafted, they paused before jumping to training and instead created space for managers to reflect on what their roles actually require, how they feel, and what their teams need from them. That process revealed that while staff were thriving, their managers were absorbing most of the stress - an unsustainable situation for any organisation serious about high-performing teams. We explore why collecting real feedback at every level matters and how honest conversations create the conditions for thriving, not just for the team but, critically, for those leading them. Dan is refreshingly open about his own learning curve as a leader and why vulnerability matters at the top.If you want a workplace where managers are equipped to lead and care for themselves, this episode will help you get beneath the surface, ask better questions, and build a culture that supports lasting wellbeing and genuine performance.More about DanDan Northover (a qualified Chartered Accountant of 11 years) founded Handcrafted and developed it as a part-time volunteer whilst working a senior finance role in the public sector. He’s since completed an MBA, but says he’s probably learned more from fostering and adopting several children, who have taught him about the immense strength people need to overcome traumatic situations in their lives.Get in touch: https://www.handcrafted.org.uk/contact/Resources & References Insight to Action Download: Rethinking Manager Development: A Human-Centred ApproachWatch this episode on YouTubeManagers… Just Managing? with Sarah Cockroft Employee Engagement Guide For Managers - It's Time for Change Rethinking Skills Gaps - It's Time for Change www.handcrafted.org.ukContact details for Lisa LinkedIn: lisapsychologyWays to work with me: itstimeforchange.co.uk/tailored-supportJoin The Leadership Lens: itstimeforchange.co.uk/lets-connectEmail me for a friendly chat: [email protected]

Ever find yourself questioning whether leadership fundamentals have really changed, or if we’re simply in another cycle of bold claims and louder voices?I recently joined Chris Kitchener and Gareth Tennant from the ‘Battling With Business’ podcast and traded places for a challenging conversation in a pub - complete with parking cars and pints!We unravelled whether leadership values like empathy and psychological safety are still as vital as ever, or if hard-nosed approaches really deliver better results. I shared how, amidst the noise of quick wins and rapid change, taking time to define what ‘success’ actually means is what helps leaders and managers nurture work cultures where people can thrive, stay well, and perform at their best.Key moments include:How good leadership isn’t about avoiding tough conversations - it’s about clarity, accountability and connectionWhy performance and wellbeing start with making space for genuine dialogueThe difference between leading for short-term applause or building trust for lasting resultsThe risks of confusing empathy with just being ‘nice’There’s practical insight for anyone who wants to stop firefighting, get beneath the surface, and create conditions where people and business both excel.More about Battling with Business:In the Battling with Business podcast, Gareth Tennant, a former Royal Marines Officer, and Chris Kitchener, a veteran of the software development world, explore ideas and concepts around teams and teamwork, leaders and leadership, and all things in between. It’s a discussion between a former military commander and a business manager, comparing and contrasting their experiences as they attempt to work out what makes teams, leaders, and businesses tick.Get in touch with: Gareth Tennant & Chris KitchenerResources & ReferencesListen to this episode on YouTubeThe Human Factor Behind High-Performing Teams: Why Leadership Isn’t As Easy As It LooksBattling with Business PodcastContact details for LisaLinkedIn: lisapsychologyWays to work with me: itstimeforchange.co.uk/tailored-supportJoin The Leadership Lens: itstimeforchange.co.uk/lets-connectEmail me for a friendly chat: [email protected]

We often talk about wellbeing, engagement and supporting people at work.But too often, those conversations stay at policy level - or only happen when someone is already struggling.In this episode, I’m joined by Mel Jones, Principal Educational Psychologist at Staffordshire County Council, to explore a simple but powerful approach that one school in Leeds has embedded into everyday practice.Every morning begins with check-ins. Senior leaders check in with each other. Staff check in before the day starts. Teachers check in with their students. And when someone needs additional support, it’s noticed early and responded to with care.It’s proactive, practical and built into how the organisation operates - not treated as an add-on.We explore why this approach works so well from a psychological perspective, what it requires from leaders, and why organisations beyond education could learn a lot from it.Because when people feel seen, understood and supported, performance, communication and resilience all improve.And perhaps the bigger question is this:What could shift in your organisation if checking in with people became part of everyday leadership practice?More about MelMelissa Jones is a principal educational psychologist at Staffordshire County Council and recently completed PhD examining the application of behavioural economics to educational psychology decision-making and evidenced informed practice. She has led service transformation focused on relational, psychologically driven and research informed delivery with the service shortlisted twice for county innovation awards for digital literacy innovation. Previously, she held senior leadership roles in Solihull (specialising in SEMH and exclusion reduction) and Birmingham.Get in touch with Mel: linkedin.com/in/Melissa-JonesResources & ReferencesInsight to Action Download: Embedding Meaningful Check-ins: Moving Beyond Policy to PractiseWatch this episode on YouTubeAfter the Adults Change Book by Paul DixBuilding Inclusive Cultures – Carr Manor Support ServicesContact details for LisaLinkedIn: lisapsychologyWays to work with me: itstimeforchange.co.uk/tailored-supportJoin The Leadership Lens: itstimeforchange.co.uk/lets-connectEmail me for a friendly chat: [email protected]

AI has become a dominant talking point in the world of work, but most of what I see and hear centres around automation, efficiency, and risk. The missing link is what AI means for people - for their growth, their sense of purpose, and how leaders and managers navigate this shift.I sat down with Jon Matthews from The Career Innovation Company to dig beneath the usual headlines. The honesty he brings to the conversation is refreshing. Rather than pretending change isn’t happening, it’s about building trust by being upfront and making people part of the process. That’s what creates buy-in and a foundation for people to thrive.AI offers the potential to clear out repetitive tasks, which sounds ideal in theory, but the crux is how that time gets used. Will it simply result in piling on more? Or could it be the chance for managers and leaders to focus on reflection, real conversations, creativity, and the fundamental ‘why’ behind the work?The role of job crafting stood out for me - not just as a personal tweak to a job description, but as a way for teams to co-create roles that give genuine mastery, meaning, and agency. When people closest to the work can actively reshape it, performance lifts for everyone and you get a culture where employees are engaged and high performing.But none of it works without the right skills. Most managers haven’t been taught how to have career conversations or lead people through ambiguity. AI is the spark for a much broader shift in what’s needed from leaders - curiosity, honesty, and the ability to support people at different career stages.What’s clear is that sustainable performance won’t come from more rules or fixed paths, but from guiding principles that help people embrace the unknown. When organisations and managers choose to focus on honest conversations, supporting skill-building and designing roles together, you end up with a workplace where people feel valued, capable, and ready for whatever comes next. That’s what really gets results.More about JonJon Matthews leads The Career Innovation Company with a focus on helping employers realise the full potential of an adaptable workforce and unlock opportunity for everyone through careers. With three decades’ experience spanning consulting, learning and product innovation, he partners with senior HR leaders to embed scalable solutions that boost engagement, mobility and productivity. Jon has been at the forefront of shaping how careers can transform organisations, convening HR leaders globally to share practice and impact.Get in touch with Jon: [email protected] & ReferencesInsight to Action Download: AI to Create Space for Growth: Career Conversations & Redesigning WorkWatch this episode on YTThe Human Advantage | The Career Innovation CompanyContact details for LisaLinkedIn: lisapsychologyWays to work with me: itstimeforchange.co.uk/tailored-supportJoin The Leadership Lens: itstimeforchange.co.uk/lets-connectEmail me for a friendly chat: [email protected]

Skills gaps are being talked about in boardrooms everywhere right now, but I think we need to look far deeper than recruitment statistics or the latest government target. It’s not just about how quickly you can hire or how many apprenticeship schemes you’ve got going - it’s about what your workplace stands for, and the environment you’re creating for people to grow and truly engage.A thriving organisation isn’t filled by accident. What’s really shaping the capability pipeline? If we want high-performing teams, we have to consider how leadership, education, industry, and even the earliest childhood experiences all connect. Charlotte Harris from Nicholsons joined me for a conversation that stretched from government forestry targets and primary school curriculums, to the reality of recruiting and retaining people in the green sector.There’s huge value in nurturing potential from within. That means valuing a diversity of backgrounds, creating workplaces where everyone from Gen Z to seasoned experts can learn from each other, and making sure there’s proper support for people moving into management. Too often, people become ‘accidental managers’ without the tools or mindset to succeed – and we miss the chance to build leadership capability for the future.Charlotte has a keen eye for what actually helps people thrive at work - clear expectations, self-awareness, and a workplace culture where feedback is welcomed up and down the ladder. There are some brilliant prompts here for anyone who wants to step back from firefighting and really understand the bigger picture.Getting leadership and culture right isn’t glamorous, but it makes all the difference to wellbeing, engagement and performance. If you want people to flourish, you need more than recruitment drives and bolt-on initiatives - you need a company that listens, learns, and adapts together.More about CharlotteCharlotte Harris is an Associate Director of People at Nicholsons, an environmental consultancy and contracting practice with offices in Oxfordshire, Northamptonshire and Gloucestershire. She is passionate about people-first culture and balancing kindness and inclusion with productivity and accountability to drive commercial success.Charlotte works within a wonderful People Team who help to deliver the key concepts discussed in this podcast.Get in touch with Charlotte: https://www.nicholsonsgb.com/contact-us/Resources & ReferencesInsight to Action: Beyond Skills Gaps: Building a Culture Where People ThriveWatch this episode on YouTubeHear me discuss the widening manager capability gap: Five People ChallengesFind out where some of your gaps lie with this resource: The Intentional Performance GuideLeadership Insights for a Changing World – Oxfordshire Business Summit Free eBook CIPD: Effective people managers: An evidence reviewClosing skill gaps from within: the case for internal mobility (CIPD Podcast)Investors in People whitepaper: The Broken LadderContact details for LisaLinkedIn: lisapsychologyWays to work with me: itstimeforchange.co.uk/tailored-supportJoin The Leadership Lens: itstimeforchange.co.uk/lets-connectEmail me for a friendly chat: [email protected]

How do you become an employer of choice in a busy, ever-shifting work climate, where people are under pressure and their capacity for work already feels stretched?That’s the question I explored with Robin Rogers, Director of Economy and Place at Oxfordshire County Council.What I found compelling speaking with Robin is how local authorities are wrestling with exactly the same workplace questions as charities and private organisations. Employing talented people is not about a slick strapline or offering the highest salaries, especially when you’re up against rising living costs and competing employers in a vibrant local economy.It’s so easy to reach for the usual ideas around flexibility or development, yet what matters most is the experience people have, day in and day out - the sense that their work genuinely has an impact and is part of something bigger.Robin offers a window into how you can create space for purpose, openness and compassion, whilst support never slips into indulgence. It’s about leaders who show up, who are present, and who care enough to hold themselves and others to account, not out of habit or control but out of genuine commitment to performance and wellbeing.We talk challenging tradition, rethinking career paths, and how proactively supporting your teams makes a real difference to retention, reputation and, crucially, the everyday energy of your organisation.It also means telling honest stories - warts and all, sometimes scrappy, but always anchored in place, people, and pride. That’s how you become an employer people actively choose, not fall into.The practical insights and generosity in Robin’s leadership are a reminder that good work culture starts with leaders who are willing to model what they want to see, listen before acting, and keep people at the heart of decisions. Some valuable provocations for any leader or manager who wants to create a place where people can, and do, thrive.More about RobinRobin Rogers is the Director of Economy and Place at Oxfordshire County Council. His portfolio includes strategic and statutory planning, place shaping and regeneration, climate action, energy, economic development and innovation. Previous Oxfordshire roles have included Head of Strategy and as the Programme Director for the county’s COVID Response. His 20-year career in local government has focussed on place-based strategy and transformation, with prior posts in Southampton and the London Borough of Southwark. Robin is a school governor and trustee of a local homelessness charity and in 2010 was a Churchill Fellow.Get in touch with Robin: [email protected] & ReferencesInsight to Action: What It Means to Be an Employer of ChoiceWatch this episode on YouTubeThe Heart of Modern Leadership (itstimeforchange.co.uk)Building Cultures (itstimeforchange.co.uk)People First for Business Success (itstimeforchange.co.uk)Contact details for LisaLinkedIn: lisapsychologyWays to work with me: itstimeforchange.co.uk/tailored-supportJoin The Leadership Lens: itstimeforchange.co.uk/lets-connectEmail me for a friendly chat: [email protected]

We often talk about progress on International Women’s Day, but real progress in our organisations means taking a hard look at what still isn’t working, especially where workplace harassment is concerned. Throwing a policy on the shelf or holding a one-off session misses the point. The reality - which far too many women live, often in silence - should make us all uncomfortable.As leaders and managers, we set the tone. When we treat workplace harassment as just a legal issue, we fail our people. It is a leadership issue, a cultural issue, and for too many, a daily experience that chips away at well-being, confidence, and trust. The recent statistics stagger me: 80% of women on average do not report harassment, many don’t even recognise it at the time, and this is happening in every sector. Power dynamics, exhaustion, and a lack of confidence all play roles - so does a work culture where open conversation isn’t normalised.I’m joined by Prisca Bradley, whose expertise in employment law and discrimination practice is one thing, but it’s her straight-talking focus on actionable responsibility that I value most. Together we get specific - what does meaningful responsibility look like for leaders and managers? How does proactive, ongoing education replace reactive, box-ticking behaviour? What tangible steps can you take, not only to comply, but to ensure your people are supported, seen, and able to thrive?You’ll hear stories, concrete examples, and practical advice on everything from risk assessments to opening up conversations that matter. This is about more than compliance. It’s about leadership that actively builds a culture where employees are safe, engaged, and able to contribute at their best.If you care about high-performing teams and your reputation as an employer, knowing your part in this is essential.More about PriscaHaving been a solicitor and partner in private practice for several law firms, Prisca Bradley decided to set up her own consultancy in 2019 focussing on providing a blend of employment law advice and support and training to organisations and businesses primarily within the education, charity, technology and start-up sectors. She particularly enjoys supporting leaders and managers to develop their skills and working with organisations to create healthy working environments.Get in touch with Prisca: www.bradleyemploymentconsulting.co.ukResources & ReferencesInsight to Action: Tackling Workplace Harassment: Leadership Responsibility in ActionWatch this episode on YouTube7 Superpowers of Women in the Workplace Part 1 - Dr Shawn Andrews (itstimeforchange.co.uk)7 Superpowers of Women in the Workplace Part 2 - Dr Shawn Andrews (itstimeforchange.co.uk)Women’s Equality 50 Years On: Actions for Employers – Prisca Bradley (itstimeforchange.co.uk)3 Inspirational Female Leaders (itstimeforchange.co.uk)Employer 8 Step Guide Preventing Sexual Harassment Work (equalityhumanrights.com)Employers' Initiative on Domestic Abuse (eida.org.uk)Developing a combined measure of domestic abuse, sexual assault and stalking, England and Wales - Office for National StatisticsRetained Partnership InfoContact details for LisaLinkedIn: lisapsychologySign up to be kept in the loop: itstimeforchange.co.uk/jointheclubEmail me for a friendly chat: [email protected]

Getting people right means getting business right - and I’m always drawn to conversations about the human factor at work. I’m joined by Alex Rae, CEO at Wise Investments, whose insights cut through the noise about future-proof organisations and put real emphasis on what matters - people.We dig into preparedness and possibility as a lens for leadership. Forget any notion that leaders should have all the answers - Alex is clear about building teams that can weather uncertainty, adapt, and thrive without being reliant on a single individual. That kind of culture isn’t about complicated strategies. It’s the result of leaders who trust their people, keep the conversation open, and invest in genuine relationships across their business.You’ll hear us unpack the difference between simply reacting to change and leading with intention. We talk openly about the risks for teams when rapid change leaves people feeling overwhelmed or unsure about their place. Alex shares how Wise Investments face these challenges head-on, through both practical and emotional support, with practices that reinforce resilience and belonging. The social committee, well-being initiatives, and everyday conversations aren’t just nice extras - they’re essential foundations for high performance.Leadership is about balancing care and challenge. The best managers help their teams grow by keeping things simple, staying present, and making room for continuous learning. None of this is about tick-box exercises - it’s active, ongoing, and firmly embedded in Wise’s culture.If you’re wondering how to build a workplace where people feel secure, valued, and ready for whatever comes next, this conversation offers plenty to reflect on. Download the free resource in the show notes and join me in thinking about how prepared, and how hopeful, we really are for the future of work.More about Alex:Alex Rae grew up in Sweden and moved to the UK aged 15. Five years later she started working at Wise Investment and 25 years later she's still there. Alex has an 18 year old daughter and outside of work she loves seeing friends and going out for dinner.Get in touch here: wiseinvestment.co.ukResources & ReferencesInsight to Action: Preparedness, Possibility, and People - How Leaders Build Resilient Teams Watch this episode on YouTubeOxfordshire Business Summit EbookRetained Partnership InfoContact details for Lisa LLoyd:LinkedIn: lisapsychologyWebsite: itstimeforchange.co.ukSign up to be kept in the loop: itstimeforchange.co.uk/jointheclubEmail me for a friendly chat: [email protected]

'HR data' - for many, those two words conjure up images of spreadsheets, reporting for the sake of it, or endless discussions about what to count and who even cares.But what if we stopped treating ‘people data’ as just another extra or admin task, and instead saw it as essential for understanding what really makes our teams tick?I sat down with Lorna Moles, director of Farrell HR, to unpick why so many HR professionals - and leadership teams more broadly - struggle to move beyond reporting the basics. We explored how HR data, when used purposefully, can be the backbone of good decision-making, strategic storytelling, and building credibility in the boardroom.What stood out for me was that data isn’t just numbers - it’s people’s stories, frustrations, ideas, and what gets in the way of them being at their best.If we really want to create a work culture where employees thrive and managers feel equipped to lead well, we need to spend as much time listening to what people are telling us (in conversations, feedback, and lived experience) as we do looking at the headline numbers.A big theme was curiosity - not taking data at face value, but asking what lies beneath. It means drilling beyond ‘how many’ to really notice the patterns, the outliers, the “why”. That’s when data moves from being a tick-box exercise to something alive and genuinely useful for managers, leaders, and the whole organisation.Of course, none of this matters if we don’t communicate well. Lorna and I both agree - it’s far too easy to stop at “here’s the report”. True impact begins when we work together to make sense of the data, ask the right questions, and use it to support people, not just measure them.If you’re a leader, HR professional, or manager wanting your workplace to perform at its best, start by asking how you use your people data. Is it an afterthought - or a springboard for conversations that drive real change?This conversation is a reminder to see beyond the spreadsheet and get under the surface of what’s really going on.More about Lorna:Lorna Moles runs FARRELL HR, harnessing over 20 years of in-house experience to help organisations transform workplace culture, future-proof their teams and navigate HR challenges with clarity and compassion.She offers flexible, tailored HR support - whether you need core HR services, strategic advice or project-based help during periods of growth or change.With FARRELL HR, businesses benefit from senior-level HR expertise without the overhead of hiring in-house: from policy and procedures to performance management, restructuring, talent planning and employee engagement.Get in touch here: www.farrellhr.co.ukResources & ReferencesInsight to Action: Making Data Matter: How HR Can Build Influence Through Storytelling and Insightful ReportingWatch this episode on YouTubeExplore barriers to some data-collection approaches and a number of different methods that provide the opportunity to capture everyone’s voice: Never Just a Survey – Kieran Innes, StribeFind out where you and your team are at and what's needed to shift the dial on performance data: High Performance AcceleratorA Guide to HR Data Insights That Drive Real Results (www.thehrdirector.com)Retained Partnership InfoContact details for Lisa LLoyd:LinkedIn: lisapsychologyWebsite: itstimeforchange.co.ukSign up to be kept in the loop: itstimeforchange.co.uk/jointheclubEmail me for a friendly chat: [email protected]