Have you ever felt like you are working in a complex, yet primitive place? You are not alone. Drew Jones is a cultural anthropologist and workplace strategy consultant who studies workplaces through the lens of anthropology.  In this episode we explore the overlap between business and cultural anthropology and the importance of understanding and influencing organizational culture.  Drew emphasizes the need for creating conditions for culture to develop organically, and provides examples of companies with successful organic cultures.  In the latest episode of the People Impact podcast, Lisa Dempsey explores with Drew Jones the primitive yet complex space of the modern day workplace.  ⚒️The Power of Intentionality and Autonomy Jones emphasizes the importance of intentionality across an organization, highlighting how empowering individuals to manage their own energy and output can lead to greater effectiveness. He stresses the need for intentionality from the top down to the shop floor, with everyone taking responsibility for their own actions. ⚒️ Balancing Autonomy and Community Addressing the challenge of balancing conflicting human needs for autonomy and community, Jones points out that giving employees choice over when and where they work is crucial. He advocates for a commitment to start with choice and build workplaces and teams around peer-to-peer self-organization and radical accountability. ⚒️ Encouraging Innovation and Experimentation Jones suggests implementing an innovation program that allows employees to dedicate time to coming up with new ideas for internal processes, products, or services. He believes that providing time for innovation teams to use their creative brains can lead to valuable contributions to the business. This approach also aligns with the idea of fostering autonomy and experimentation in the workplace. ⚒️ The Importance of Choice and Collaboration By fostering a culture that values choice, collaboration, and experimentation, leaders can create environments where employees can thrive and contribute meaningfully to the organization. There is genuine value and potential for employees to flourish when given the opportunity to contribute to the organization in meaningful ways. For more insights on empowering organizational culture through intentionality and autonomy, be sure to tune in to the People Impact podcast and explore Drew Jones's work in workplace design and cultural anthropology. More about Drew Jones:  Website ⁠⁠https://www.drewjones.co LinkedIn ⁠⁠⁠⁠https://www.linkedin.com/in/amjonesphd/ Order “The “Open Culture Handbook ⁠⁠https://amplifypublishinggroup.com/product/nonfiction/business-and-finance/leadership-and-management/the-open-culture-handbook/ More about People Impact: Lisa Dempsey – ⁠https://www.linkedin.com/in/lisakdempsey/⁠ - ⁠https://www.leadershiplabs.eu⁠ And a new Co-host TO BE ANNOUNCED SOON! Reach us at ⁠[email protected]⁠

Have you ever paused and asked yourself “where did I learn that belief” with the powerful follow up of “AND IS IT TRUE?” In this insightful episode Joshua Berry  and Lisa dive into the concept of limiting beliefs and the impact they have on personal and professional growth. Joshua shares his personal journey of recognizing and overcoming limiting beliefs, and the impact it had on his life and career.  Joshua also shares practical tools and approaches he uses as a seasoned advisor to help individuals challenge and overcome their limiting beliefs.  🛠️ Practical Tools for Overcoming Limiting Beliefs Hypotheses and Experiments: Joshua introduces a practical approach that combines the principles of innovation with the exploration of culture and human potential. By formulating hypotheses and conducting experiments, individuals can gain insights into their limiting beliefs and explore new possibilities. Self-Reflection Questions: Joshua emphasizes the importance of self-reflection by encouraging individuals to ask themselves key questions such as where they learned a particular belief, its validity, and the gains and losses associated with holding onto that belief. Creating Hypotheses for Change: By challenging existing beliefs and creating hypotheses for change, individuals can take proactive steps towards integrating new behaviors and practices into their lives. 🩵 The Power of Choice and Compassion Empowering Individuals: in our conversation we highlight the significance of placing individuals in the space of choice, allowing them to evaluate the costs and benefits of their beliefs and decide whether they want to continue holding onto them. Practicing Compassion: Joshua emphasizes the need for self-compassion and grace, acknowledging that every belief, whether limiting or empowering, comes with its own set of gains and losses. By approaching beliefs with understanding and compassion, individuals can navigate their personal growth journey with greater ease. 🚀Embracing Change and Authenticity Shifting Perspectives: The discussion encourages individuals to challenge the "we have to do this because" mindset and explore the underlying beliefs that drive their actions. By examining the reasons behind their choices, individuals can gain clarity and make informed decisions. Daring to Be Naive: Joshua and Lisa conclude the conversation by emphasizing the importance of embracing authenticity and shedding limiting beliefs. By daring to be naive and open to new possibilities, individuals can unlock their full potential and lead more fulfilling lives. More about Joshua Berry:  Website ⁠https://joshuaberry.com LinkedIn ⁠https://www.linkedin.com/in/joshberrygphr/ Order "Dare to be Naive" ⁠https://joshuaberry.com/dare-to-be-naive/⁠ More about People Impact: Lisa Dempsey – ⁠https://www.linkedin.com/in/lisakdempsey/⁠ - ⁠https://www.leadershiplabs.eu⁠ And a new Co-host TO BE ANNOUNCED SOON! Reach us at – ⁠[email protected]⁠

Hey Listeners! Lisa here with a quick update and important request. Tune in to fund out more!

“How did you feel when you realised that?” “I must say, I finally felt happy with it. This is making me happy because this makes sense.” In this new episode we dive deep with Paul ter Wal, a former lawyer turned leadership developer and professional speaker who is reshaping the workplace through his motto, Happiness Makes Money: the well-being of employees isn't just a nice-to-have; it's a must-have for business profitability. Paul shares his development journey from old-school top-down manager to a new shape of leadership. Achieving this isn't about quick fixes; it requires transforming traditional management mindsets focused on control into cultures of support. He realised that he needed to rethink our standard approach to human resources, from treating employees as mere resources to recognizing them as individuals with unique contributions and needs. Leaders asking "How can I help you?" instead of "What should you do?"—this is a simple but immense pivot. Paul experienced that something as casual as walking meetings or coffee chats can break down formalities and encourage genuine dialogue about what each person needs to thrive at work. Reflect upon your core values at work – what are your non-negotiables? Begin implementing supportive strategies within your team. Start conversations that matter in our workplaces. It’s these steps towards understanding and supporting one another that build more engaged teams, successful organizations, happier work lives. More about Paul ter Wal: Website https://paulterwal.com/team LinkedIn https://www.linkedin.com/in/paulterwal/ More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl/ Reach us at [email protected]

The right words at the right time can make all the difference—not just in business but life itself. On this episode, we unravel the concept of radical candour developed by Kim Scott. Radical candour isn't a tool as much as a commitment to authentic conversations that drive meaningful change. It invites us to balance truth with care in the words we use. It is a feedback mechanism and more: a transformative approach to your interactions. We also place radical candour in a cultural perspective; acknowledging that this will pan out differently across cultural (international) contexts where you’ll work together with people from other backgrounds. Radical candour is built on two fundamental principles: caring personally and challenging directly. At its core, it’s about finding the sweet spot where empathy meets honesty. It facilitates an environment where people feel respected enough that they're open to constructive criticism. When leaders care deeply about their team members as individuals (not just as employees) while also having the courage to provide and receive (!) clear, direct feedback—even when it’s uncomfortable—true growth can occur. Shift gears towards more impactful communication. Referenced in this episode: Radical Candor, by Kim Scott https://www.radicalcandor.com/our-approach/ The Culture Map, by Erin Meyer https://erinmeyer.com/books/the-culture-map/ More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl Reach us both at [email protected]

The thing with burnout is… you’re largely unaware of it until it happens to you. When we’re ambitious, we’re driven by goals and metrics. Financial success denoted by things and the balance in your bank account. Who are you, in the journey towards that result you’re aiming for? Julian Reeve shares his experiences and wisdom with us in this episode. He's shaping the way organizations tackle stress and burnout and his story is a deeply human wake-up call for work-life harmony. Julian journeyed from a high-pressure career as music director for Broadway’s "Hamilton" into a role where he now supports organizations and entrepreneurs in managing stress effectively as the founder of Perfect Equilibrium. From massive success to massive burnout to paying it forward, with a responsibility he feels deeply. Essential realisations that he shares with us: detaching his identity from his work and looking at what success truly means focusing on the journey to the results, rather than just the results themselves learning the tools to deal with the psychology of healthy, sustainable achievement Having your identity tied up in your work can drive you towards unsustainable levels of perfectionism. But many people don't think they need to do anything before they reach the pain point. That's the most complex thing about burnout. People don't stop to really understand the pain that they're in, physically and psychologically. This is why Julian’s mission includes inspiring change before reaching critical pain points, with a three-question approach he developed specifically for this purpose. We talk about finding your purpose recalibrating to create equilibrium opening up workplace conversations about burnout And much more. “Figure out how to start talking to yourself as you would do a best friend, because if you can get that right, it really is a super superpower.” Listen to this episode to get inspiration for creating a resilient organizational culture equipped to handle today's fast-paced business environment with gracefulness and agility. And to be well. More about Julian Reeve: Website https://www.julianreeve.com/ LinkedIn https://www.linkedin.com/in/julianreeve Instagram https://www.instagram.com/julian.reeve/ Referenced in this episode: Reframing Perfectionism, the vital need for change – TEDxSantaBarbara https://www.youtube.com/watch?v=mi-kD8_dyKw Perfect Equilibrium https://www.perfectequilibrium.co/ More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl/ Reach us both at [email protected]

In today's fast-paced corporate world, the term ‘toxic work culture’ is more than just a buzzword; it's a reality that can deeply impact both individual well-being and organizational health. This deep dive into workplace dynamics ties together the recognition that toxicity isn't just about individual burnout or interpersonal conflicts; it can be embedded in structures and policies with ripple effects that shape our daily work lives. From one bad apple or a single poor manager, to performance reviews fostering unhealthy competition or leadership strategies that inadvertently fuel burnout, all levels of toxicity issues deserve noticing. Leadership is key—whether it’s managers with formal leadership or the personal leadership leveraged from any position, this is about taking the responsibility and opportunity to address toxicity. There are ways to choose (personal) leadership in how you show up when you find toxicity at each of these levels. How do you, personally, want to be around each other and the organization? How do you want other people to be around each other and the organization? As we peel back the layers involving toxic work cultures, and the interplay between them, the goal isn't merely survival within these spaces but transformation so they become places where thriving is possible for all involved. More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl Reach us both at [email protected]

What is your work in the world? Irene Riad is a multinational, multicultural executive coach and organizational culture coach (ICF PCC) who specializes in leadership transformation, complex drama recovery coaching and Jungian psychology coaching. She is also the founder of SIGHTcet, the Self Mastery Coaching Institute. Her mission is supporting leaders to live their legacy through their work: the authentic expression of the whole of who you are. With her coachees she peels a little bit more of the onion, going deeper into all the dimensions of their experiences of their culture and how they identify as a person. Born and raised in Saudi Arabia, with parents from Egypt, and having lived in Britain and Albania, Irene brings all the diversity of those cultures into her work and perspective. She recognizes that we take away pieces of culture when we meet friends or have extended family in various cultures as well. The beliefs, traditions, needs, habits interwoven in every culture. And this impacts how we see the world. From experience, Irene knows that we often don’t realise what we’ve absorbed from different cultures into who we individually are. We are all a mosaic made from pieces of culture. With a growing awareness about that, we can start to choose what pieces we individually want to highlight in our lives. ‘What is it really that I believe in and want to bring into my life now?’ Irene’s focus is on growing self-mastery, the outcome of which is your authentic self, in mind, body and soul. And so, the process of growing into our authentic self involves this diversity of culture. Exploring when various pieces are widely different, sometimes in conflict. Identifying and then integrating them. It takes some practice, Irene acknowledges, yet it is an opportunity for renewal and reawakening of your personal leadership, your chosen way of expressing yourself in the world. A world where cultures meet and blend, around and within us. More about Irene Riad: Website https://www.sightcet.com/ LinkedIn https://www.linkedin.com/in/irene-riad/ SIGHTcet company page https://www.linkedin.com/company/sightcet-the-self-mastery-coaching-institute/ Instagram https://www.instagram.com/sightcet/ More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl/ Reach us both at [email protected]

“My mission is to pick apart what women did who have succeeded – and success is defined by making it to the C-suite at these very, very large companies where the deck is stacked against her, but she still made it. And what I found is, these women, even if they don't call it positive emotion, tapped into positive emotion to make it through.” Join us in this conversation with executive coach and three-time best-selling author L. Michelle Smith as we delve into leadership dynamics, corporate culture and the power of authenticity around women, and particularly women of colour. L. Michelle Smith is an executive coach with expertise in applied positive psychology and neuroscience. She shares her insights into the unique challenges faced by – and solutions found by –women of colour in traditionally white male-dominated spaces. L. Michelle recently published "Yes Please, 7 Ways to Say I Am Entitled to the C Suite," which provides valuable tips for women navigating corporate culture and aspiring to climb up the corporate ladder. As someone who started under female senior leadership herself, she observed first-hand how rare it was seeing other women, especially women of colour, occupy similar roles across different companies despite their qualifications matching or surpassing their male counterparts'. This observation, paired with her journalistic background, sparked her to investigate this in-depth. L. Michelle’s approach to women leadership, rooted in evidence-based data, drives strategies for both individuals and organizations. She has made strides in advocating for women's leadership roles within the corporate world, researching and coaching on ways forward into the C-suite. Despite being a 'double outsider,' L. Michelle's resilience led her to success while inspiring others along the way. A testament to this is her eight-year-old daughter who authored a children's companion book highlighting lessons of self-love and strength - values deeply rooted in her work. Central themes throughout the conversation include: Balancing authenticity within structures not designed for diverse leadership. Discomfort that shows up when marginalized individuals exert power or authority. The concept of privilege varying depending on context. The part that healing plays in growing forward More about L. Michelle Smith: Website https://www.lmichellesmith.com/ LinkedIn https://www.linkedin.com/in/lmichellesmith/ The Culture Soup podcast https://www.lmichellesmith.com/culture-soup/ Instagram https://www.instagram.com/lmichellesmith/https://www.instagram.com/lmichellesmith/ Mentioned in this episode: ‘Stop Telling Women They Have Imposter Syndrome’ by Ruchika Tulshyan and Jodi-Ann Burey (Harvard Business Review) https://hbr.org/2021/02/stop-telling-women-they-have-imposter-syndrome Dr Jeff Gardere https://www.drjeffgardere.com/ More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl/ Reach us both at [email protected]

Embracing diversity, equity, and inclusion (DEI) isn't about isolated targets; it needs to be intertwined into every action we take as an organization. The broccoli gets bakes into the casserole to make the whole better and healthier. Maria Morukian works with with people who, whether it's their formal or informal role, lead the systemic change for diversity, equity and inclusion. She also works with organisations to really embed the concepts of equity, justice and inclusion into the organizational fabric. She shares the personal background that shaped her worldview and brought her to this work. Drawing from her multicultural background and experience in systemic change work, Maria gives her perspective on how to embed DEI into the fabric of an organization. and – sorry if you haven’t had dinner yet – we bring in some good cooking metaphors to elucidate the process. She brings up the interesting concept of 'Immunity to Change,' (developed by Lisa Lahey and Robert Kegan) highlighting that DEI isn't merely a technical problem solvable by one-off decisions. DEI isn't about quick fixes but complex, adaptive challenges: hard to identify, which makes them easy to deny. It's more like untangling a knot, requiring us to uncover conflicting commitments in organizational structures and cultures. Pulling back the curtain and asking: what is it that is causing these actions or inactions that are impeding progress toward what we say we want? Elements of organizational structure and culture are reinforced and perpetuated not only because they're easier and better known, but also because they tend to serve a certain segment of the population. Uncovering hidden competing commitments in how organizations are set up and run means recognizing our subconscious actions and beliefs that may inadvertently create an immunity to much-needed change. A workaround that Maria proposes is micro-change: nudges to challenge existing assumptions and initiate change, inch by inch, bite by bite, adding up to big impact. We also delve with Maria into treating DEI as a fundamental part of making big decisions. This means, rather than to treat DEI actions like separate goals, or an ‘add on’ if we happen to have any space (or budget) left, to integrate DEI values into the core of business strategy. Which is where they belong, and have their true impact and benefit. How are you embedding DEI principles into your organization? What would it mean to uncover potentially competing commitments – and integrate them instead? More about Maria Morukian: LinkedIn https://www.linkedin.com/in/maria-morukian/ Website MSM Consulting https://msmglobalconsulting.com/about-maria-morukian/ Podcast: Culture Stew https://open.spotify.com/show/3typAAapfJZ14VL6N811Ob And more about Immunity to Change https://mindsatwork.com/who-we-are/ More about us: Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey - https://www.leadershiplabs.eu Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug - https://www.marjolijnvlug.nl/ Reach us both at [email protected]