HR Hacks & Halos

In this final episode of Season 1, Jivan takes a look back at the various powerful themes explored throughout the season, including the impact of NDAs on silencing victims, the challenges of toxic leadership, and the importance of emotional vulnerability in the workplace. Make sure you stay tuned for Season 2, as Jivan continues her deep dive into the future of HR. KEY TAKEAWAYS The podcast highlighted the detrimental effects of non-disclosure agreements (NDAs) that silence victims of sexual assault, emphasizing the need for policy changes to promote justice and transparency in the workplace. Discussions around toxic leadership behaviours, such as bullying and gaslighting, contrasted with the qualities of effective leaders who demonstrate empathy, accountability, and kindness, underscoring the need for a cultural shift in leadership styles. The episode on crying at work reframed tears as a form of data that signals underlying issues within workplace culture, advocating for the recognition of emotional vulnerability as a strength rather than a weakness. Conversations around LGBTQ+ rights and the importance of inclusion emphasised that fostering a diverse workplace is not merely an HR initiative but a daily leadership responsibility that contributes to overall workplace happiness and acceptance. BEST MOMENTS "When I started this podcast, I really wanted to give a voice to people like myself that had been silenced by systems, by NDAs, by fear, by power imbalance." "Tears aren't a weakness. They're data. They help us understand what's going on in our businesses." "Nobody chooses to wake up in the wrong body, right? Nobody chooses to be that unhappy with your body that you choose to be a different body." "Inclusion isn't just an HR initiative. It's a daily act of leadership." "If season one was all about calling out some of the problems, season two is going to be all about building those solutions." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Jivan looks at the transformative impact of artificial intelligence (AI) on the workforce, highlighting both the opportunities and challenges it presents. Drawing on insights from notable figures like Ulrika Johnson and Senator Bernie Sanders, she highlights the stark divide emerging between those empowered by AI and those at risk of being left behind KEY TAKEAWAYS AI is rapidly transforming the job landscape, with predictions that it could displace millions of jobs across various sectors, including fast food, teaching, accounting, and healthcare, within the next decade. The emergence of AI is creating a divide in the workforce, where some individuals are empowered and enhanced by AI, while others face uncertainty, exclusion, or replacement. Rather than outright replacing humans, AI is reshaping roles by taking over predictable tasks, allowing humans to focus on more complex and profound responsibilities, leading to what is termed the "great unbundling of work." The rapid integration of AI into the workforce may exacerbate existing inequalities, particularly for non-office workers, and could lead to broader societal issues such as social unrest and a breakdown of trust within communities. HR professionals need to adopt a strategic approach to AI integration by focusing on culture, inclusivity, and transparency, ensuring that all workers, including frontline and part-time employees, have access to digital upskilling and support as AI becomes more prevalent in the workplace. BEST MOMENTS "AI is rewriting the rules for work and taking away the future of our young people." "For young professionals, that means AI isn't going to take your job, but someone who knows how to use AI better probably will." "AI is handling the predictable, which means that it's freeing humans up to handle the profound." "The transition is going to be painful, uneven, and probably, in societal terms, unfair." "If AI is a new colleague, then non-knowledge workers deserve an introduction, not just a redundancy notice." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

In this episode, Jivan sits down with Dimitri Coumbias, CHRO at Finera, a rapidly growing fintech start-up. They delve into the challenges and opportunities that arise during periods of hypergrowth, emphasising the critical importance of maintaining company culture amidst rapid scaling. Dimitri shares insights on the intentionality required in hiring practices, the significance of preserving the organisation's cultural DNA, and the role of leadership in fostering a collaborative environment. KEY TAKEAWAYS As companies experience rapid growth, maintaining the essence of their original culture is crucial. Leaders must be precise when preserving the cultural DNA while allowing it to evolve naturally. In a hypergrowth environment, every hire must be intentional. A single bad hire can have significant ripple effects on team alignment and overall momentum, making it essential to prioritise cultural fit and alignment with company values. The active participation of the leadership team, including founders and C-suite executives, is vital in shaping and maintaining company culture. Their energy and vision help to keep the culture alive and aligned with the organisation’s goals. Embracing technology, particularly AI, can enhance job satisfaction by automating mundane tasks, allowing employees to focus on more strategic and fulfilling work. This can lead to increased engagement and retention. Regular leadership summits and open communication channels are essential for aligning the team with the company’s vision and values. This helps to ensure that as the organisation grows, everyone remains connected to the core purpose and culture. BEST MOMENTS "Every hire has to be intentional because of the impact they're going to bring." "Culture doesn't stand still, especially during hypergrowth. It either gets shaped deliberately or it drifts accidentally." "We're looking at an array of candidates that can add value based on skill." "You have to ensure that every hire lands, and once they do land, the production can assist with and generate the impact." "Be really thoughtful with your hiring. Build leadership muscle." GUEST BIO Dimitri has more than a decade of global HR leadership experience across fintech, technology, oil & gas. He has led teams through M&As, rapid scale-ups, and cultural transformations. Dimitri started in law but quickly found his passion in people and culture, building a track record of aligning HR strategy with business growth across Europe, Africa, and the Middle East. Today, he’s focused on shaping modern HR practices that drive performance, inclusion, and trust while advising CEOs and leadership teams on the people's side of scaling businesses. [email protected] www.finera.com HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR consultant, she offers bespoke consultancy to help companies navigate transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Jivan Dempsey FCIPD GMBPsS | LinkedIn [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

Jivan investigates the often daunting topic of networking, transforming it from a source of anxiety into a powerful tool for career and business advancement and, importantly, personal branding in a physical and digital world. She shares insights on how effective networking can unlock hidden job and business opportunities by fostering meaningful connections. Jivan emphasises the importance of reframing networking as a two-way exchange focused on curiosity and genuine interest in others, rather than a transactional endeavour. KEY TAKEAWAYS A significant percentage of jobs are filled through networking rather than traditional job applications. Building connections can help you tap into the hidden job market and increase your chances of landing opportunities. Every interaction contributes to your personal brand. Engaging in conversations, sharing insights, and being visible in your industry helps shape how others perceive you and can lead to career and business advancement. Instead of viewing networking as a daunting task, approach it as an opportunity to connect, listen, and learn from others. Focus on building genuine relationships rather than just collecting contacts. Networking should be about giving rather than taking. Offer value in your conversations, whether through sharing insights, resources, or making introductions, to create goodwill and memorable interactions. Both online and in-person networking have unique advantages. Use virtual platforms to connect globally and maintain relationships, while leveraging face-to-face interactions to build trust and create memorable moments. BEST MOMENTS "Networking isn't just about awkward events, small talk or collecting business cards. It's one of the most powerful tools you have for shaping your career." "Most jobs aren't filled because someone has applied cold through some kind of job board. They're filled through networks, through recommendations, through referrals." "When people build a brand about themselves, they actually are projecting their own satisfaction and therefore they feel more confident and they feel more employable." "Networking is not about take, take, take. It's about connecting, being curious, listening, and finding some common ground." "The more you do, the less scary it's going to feel. And before you know it, your network isn't just a list of names." Email [email protected] for a copy of our FREE guide "Networking Like A Pro" HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke HR services to help companies navigate HR that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Let's connect: Jivan Dempsey FCIPD GMBPsS | LinkedIn Email: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Today, Jivan interviews Andrea Burns, founder of Catapult Solutions, a company that specialises in creating positive company cultures. Andrea explains how enabling company culture is the key to an organisation's success and shares her personal experiences with toxic work environments. Andrea introduces her unique framework, Axiometrics, which uses a mathematical model to help companies understand and improve their culture. She provides a new way for HR professionals to demonstrate the value of a strong company culture to business leaders. KEY TAKEAWAYS The core concept of a successful culture is that it enables a company's talent to perform at their best. Andrea argues that companies often fail to get the best out of their employees, regardless of how talented they are, because the work environment does not enable them. Andrea's framework, Axiometrics, is based on a mathematical model by Robert S. Hartman, who sought to define "goodness." This framework views culture through three dimensions: purpose (the "why"), practicality (the "how"), and people (the "who"). Everything in the world, including culture, can be broken down into these three areas. Andrea explains that traditional psychometric tools like Myers-Briggs or DiSC are based on inductive reasoning, which means they measure personality and behavior from the outside in. In contrast, her framework uses value science to measure a person's value judgments, providing a deeper understanding of their cognitive capabilities and thinking patterns. BEST MOMENTS "You can have the most superb CV in front of you, but unless you create an environment which nurtures that talent and that person feels confident and valued in order to bring their best selves to the table, then they are not enabled." "Culture is not an end game. It's a living and breathing thing and we as human beings need to be enabled." "We need to understand our people differently." GUEST BIO Andrea Burns is an Executive Coach and Culture Expert, passionate about embedding innovation into business cultures. As Managing Director of Catapult Solutions Ltd and co-author of "Good Culture: Align Your People, Profits & Purpose for the Greater Good" she helps leaders create environments where ideas and people can flourish. [email protected] HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers HR services and bespoke consultancy to help growing businesses navigate change, deliver a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Jivan Dempsey FCIPD GMBPsS | LinkedIn [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

In this episode, Jivan addresses the critical issue of suicide in the workplace, coinciding with World Suicide Prevention Day. Drawing from personal experiences and stark statistics, Jivan emphasises the responsibility of all employees, not just HR professionals, to recognise warning signs and foster a supportive environment. The episode explores the complexities surrounding suicide, including its prevalence among specific demographics and professions, and highlights the importance of open conversations about mental health. KEY TAKEAWAYS Suicide is not just a personal tragedy; it is a significant workplace issue that affects employees and their families. Organisations have a responsibility to address mental health and suicide prevention actively. Employees and managers should be aware of warning signs that someone may be struggling, such as withdrawal from social interactions, changes in routine, or expressions of hopelessness. Early recognition can lead to timely support. It is crucial for organisations to foster a culture where mental health conversations are normalised, and vulnerability is respected. This includes ensuring that employees feel safe to speak up about their struggles without fear of judgment. Organisations should integrate suicide prevention into their health and safety policies, provide training for managers, and improve access to mental health resources, such as Employee Assistance Programmes and Mental Health Champions. Building personal connections and showing genuine care can make a significant difference. Encouraging open dialogue and offering support can help individuals feel less isolated and more willing to seek professional help. KEY MOMENTS "Every year, more than 700,000 people die by suicide worldwide. In the UK, it remains the leading cause of death for men under the age of 50." "Suicide is a tragedy, every case is a tragedy, but it's not just a personal tragedy, it's a workplace issue too." "We can't fix it just with a rah-rah during, say, mental health week or holding up some posters about wellness. It needs real, sustained effort." "If you're hearing some of the things that I've just described, those are certain indicators. Why not take that moment to build a connection?" "This is everyone's problem. Suicide is a human crisis. And because we spend a third of our lives at work, it's a workplace crisis as well." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect: Jivan Dempsey FCIPD GMBPsS | LinkedIn [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

In today's episode, Jivan engages in a thought-provoking conversation with high-performance coach and hypnotherapist Stuart Wade. They explore the critical concept of a Leadership Mindset, delving into the nuances of what it means to lead effectively in today's complex workplace. Stuart shares insights from his extensive experience, highlighting the importance of aligning one's subconscious and conscious mind to foster positive leadership behaviours. KEY TAKEAWAYS A leadership mindset is crucial for effective leadership, as it influences how leaders communicate their vision and interact with their teams. It involves aligning both the subconscious and conscious mind to be the best version of oneself. Hypnotherapy can be a powerful tool for leaders to address limiting beliefs and negative behaviours that may stem from past traumas. By tapping into the subconscious, leaders can rewire their thought patterns and improve their overall effectiveness. Leaders should conduct a self-inventory to identify their strengths and weaknesses. Seeking honest feedback from trusted colleagues can provide valuable insights into their leadership style and areas for improvement. Understanding cultural differences is essential for leaders, especially in global teams. Effective communication and leadership strategies must be tailored to respect and accommodate diverse cultural backgrounds. Leaders should clarify their vision in detail, utilising all senses to visualise it. This clarity not only strengthens their own understanding but also enhances their ability to communicate the vision effectively to their teams, fostering alignment and motivation. BEST MOMENTS "If we are able to get our subconscious mind and conscious mind in alignment, we can be the best possible version of ourselves." "The best leaders are able to balance doing things right with making sure that we're doing the right things." "Our brains don't fully know the difference between what's going on in here and what's going on outside in the real world." "If there's something that's misaligned or some negative thoughts. It's going to creep out into other aspects." GUEST BIO Stuart Wade is a high performance mindset coach, clinical hypnotherapist, and martial artist. He works with business leaders, entrepreneurs, C-suite executives and world-class athletes - high achieving men who, despite their external success, often battle self-doubt, inner pressure, and a persistent sense that something is still missing. [email protected] www.themindcoach.co.uk HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers HR services and bespoke consultancy to help growing businesses navigate change, deliver a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Jivan Dempsey FCIPD GMBPsS | LinkedIn [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

In this episode, Jivan delves into the concept of 'othering', exploring why individuals and groups are often treated as fundamentally different from the norm. Drawing on insights from a previous discussion with Michelle Hartley, Jivan examines the psychological underpinnings of othering, its implications in society, and its pervasive impact within workplace culture. KEY TAKEAWAYS Othering is the act of treating individuals or groups as fundamentally different from oneself, often leading to division and exclusion based on various characteristics such as race, gender, or socioeconomic status. The tendency to other is hardwired into humans as a survival mechanism from our evolutionary past, where distinguishing between "us" and "them" helped assess threats. However, in modern society, this instinct can lead to division and violence. Othering is often exploited by those in power to distract from systemic issues, such as inequality and corporate exploitation, by redirecting public anger towards marginalised groups instead of addressing the root causes of societal problems. Othering manifests subtly in workplaces, leading to biases in hiring, team dynamics, and promotion decisions. This can result in lower employee engagement, higher turnover, and a loss of innovation and productivity. To combat othering, HR professionals should implement interventions beyond awareness training, such as promoting diverse contributions, creating safe spaces for dialogue, and tying inclusion metrics to performance reviews to foster a more inclusive workplace culture. BEST MOMENTS "Othering is when we treat other people or groups as fundamentally different. They're either alien or they're outside the norm or basically they're just not one of us." "Othering reflects power. It's the dominant group who gets to define who's in and effectively who's out." "Every time we make someone the other, we're shrinking the size and the richness of our own experience and of our own community." "It's easier to exclude than to empathise." "When we stop othering, we start building and including." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Jivan holds a thought-provoking conversation with Michelle Hartley, founder of People Sorted, about the UK Supreme Court's ruling on the legal definition of female and its implications for trans rights in society and the workplace. Together they look into the emotional responses elicited by the ruling, the divisive reactions within the community, and the urgent need for HR professionals to respond with empathy and action KEY TAKEAWAYS The UK Supreme Court's decision to define "woman" in strictly biological terms has significant implications for trans rights, particularly affecting transgender women and their access to services and safe spaces. The ruling has sparked polarised reactions within society, with some celebrating it while others express horror and concern over the exclusionary nature of the decision. This division highlights the ongoing tensions surrounding gender identity and rights. Allies play a crucial role in supporting marginalised communities. It is essential for HR professionals and others to advocate for trans rights, create safe spaces, and ensure that trans voices are included in conversations about policies and practices. Small actions, such as using inclusive language, displaying supportive symbols (like rainbow lanyards), and fostering open dialogue, can significantly enhance workplace culture and make individuals feel safe and accepted. BEST MOMENTS "Nobody chooses to wake up in the wrong body. Trans people just want to be happy." "I think we may see that with more of these kind of right-wing behaviours coming in." "When the law starts to decide who really counts as a woman, we need to talk about what that really means for identity." "For me, it's about creating the safe space, but then also holding it and maintaining it." GUEST BIO Michelle brings with her a 20+ year career in HR spanning a wide range of industries from private medical, financial, engineering, hospitality and manufacturing! She has a unique and authentic style often called a breath of fresh air in the HR world! [email protected] A module on EDIB: https://peoplesorted.co.uk/hr-for-hr/find-your-awesome-hr-business-partner/ HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which cost her a job she'd loved.  Listeners are drawn to her insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with Jivan on Linked In: here Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

In this episode, Jivan delves into the pressing issue of age discrimination in the workplace. Drawing on over 20 years of HR consulting experience, Jivan highlights the pervasive stereotypes that affect both older and younger workers alike, emphasising the moral and economic implications of ageism. The discussion covers the alarming decline of older workers in the tech industry, the mental health impacts of age discrimination, and the significant costs to businesses and economies. KEY TAKEAWAYS Age discrimination, or ageism, involves negative attitudes towards older individuals, discriminatory practices against them, and institutional policies that perpetuate stereotypes. It affects both younger and older workers, with harmful stereotypes impacting hiring and workplace dynamics. The tech industry has seen a significant decline in workers over 40, dropping from 60% in 2014 to just over 52% in 2022. This age imbalance not only sidelines experienced talent but also reinforces ageist stereotypes, ultimately affecting product development and workplace diversity. Age discrimination can lead to self-stereotyping among older workers, resulting in lower self-esteem, increased stress, and a cycle of harm that can contribute to depression and burnout. This has broader economic implications, costing billions in lost productivity and tax revenue. Various government reforms, such as the "Get Britain Working Again" white paper and the Age-Friendly Employer Pledge, aim to support older workers through structured re-entry programs and inclusive hiring practices. These initiatives are crucial for addressing the challenges posed by an aging workforce. BEST MOMENTS "Age discrimination is wrong morally, socially, ethically. It's illegal, it's costly for workers, for businesses and for economies." "One in four people think that it doesn't make any business sense to employ someone over the age of 50." "Older adults tend to internalise ageist stereotypes. It creates a cycle of harm where repeated rejections can erode confidence." "IT can either create invisible barriers or it can be a powerful tool for inclusion, depending on how we build and deploy it." "Let's shift corporate culture to really value empathy, cultural insights, and human understanding." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Today, Jivan is joined by HR transformation experts Morgan Duffy and Yaa Kufuor, to discuss the critical topic of HR technology implementation. With a combined experience of over 30 years in the field, they consider the common misconceptions surrounding HR tech, emphasising that it is not merely about automation but also about strategic alignment and user experience. KEY TAKEAWAYS Implementing new HR technology is not just about automation; it serves as an enabler for HR functions to become strategic partners within organisations, adapting to the rapidly changing workforce and business needs. Successful implementation of HR technology requires effective change management. Organisations must recognise that technology alone cannot solve problems; they need to align their processes and workforce to fully leverage the benefits of new systems. Employees now expect a consumer-grade experience from HR technology. This means that systems should be intuitive, easy to use, and efficient, similar to the seamless experiences they encounter in their personal lives. The introduction of AI and advanced HR technology allows organisations to gain quick data insights, which can significantly enhance decision-making and improve overall efficiency in HR processes. There is no one-size-fits-all solution in HR technology. Organisations must conduct thorough assessments of their workflows and pain points to identify the right technology that aligns with their specific needs and future goals. BEST MOMENTS "Tech fixes everything. I think that is something, it's an enabler. It's always an enabler and it's not the solution. You also need to organise your function." "Organisations think, 'Oh, we've got an implementation partner. So we just throw it over the wall, and they'll take care of it.' The reality is, it's a much more two-way street." "The key thing is that whilst you've got the technical implementation happening, you also need the people and the process implementation also happening alongside it." "You can take your time, you can make more value judgments. That's exactly what Oracle have done. They started with a clean sheet of paper." GUEST BIO Morgan Duffy is a Business Development Director bringing extensive experience of delivering modern cloud solutions to address the demands of HR helping deliver tangible business benefits. [email protected] Yaa Kufuor is a Transformation Change Architect specialising in AI and ERP Cloud implementations. Recently featured as one of the "Most Impactful Women Pioneers in Business Transformation and Growth" she’s spent her career bridging the gap between technical teams and business leaders delivering measurable impact. [email protected] HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Jivan Dempsey FCIPD GMBPsS | LinkedIn [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

In this episode, Jivan delves into the contentious return-to-office debate, exploring the underlying power dynamics and trust issues that shape modern workplace culture. Reflecting on the transformative impact of the COVID-19 pandemic, Jivan highlights how remote work became a viable option for many, leading to increased productivity and employee satisfaction. KEY TAKEAWAYS The pandemic forced a rapid transition to remote work, challenging the traditional belief that productivity is tied to physical presence in the office. Many organisations that previously resisted remote work had to adapt quickly, leading to increased productivity and employee satisfaction. A significant gap exists between employee perceptions of productivity while working remotely and managerial beliefs. While 87% of employees felt more productive at home, only 12% of managers agreed, highlighting a lack of trust and inadequate training for leaders in managing hybrid teams. The push for a return to the office can disproportionately affect marginalised groups, including caregivers, disabled workers, and women. Data shows that rigid work patterns can lead to decreased engagement and higher turnover rates among these employees. Effective return-to-office strategies should be based on data and employee feedback rather than mandates. BEST MOMENTS "This isn't just a return to office and productivity debate. This is a podcast about power and privilege and who gets to control the modern workplace." "Many leaders come from a generation where being seen is equal to being trusted." "If remote working worked so well, then why are we even bothering talking about this in 2025?" "Employees, when they're forced back into rigid patterns of work, are 22% less engaged and 15% more likely to be looking elsewhere for opportunities." "The best organisations treat flexible working as a competitive advantage, not just a compliance problem." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

In this inspiring episode, Jivan speaks with Melissa Owusu-Ansah, a former professional athlete who successfully transitioned into the corporate world. Melissa shares her journey from the athletics track to the boardroom, discussing the challenges of shifting identity and the mental resilience required for such a transformation. She reflects on how her experiences in sports shaped her mindset and prepared her for a career in tech sales, emphasising the importance of transferable skills. KEY TAKEAWAYS Understanding the motivation behind a career change is crucial. Reflecting on your "why" can guide your decisions and help you navigate the transition effectively. Skills developed in one area, such as athletics, can be applied to new environments like the corporate world. Recognising and leveraging these transferable skills can enhance your career prospects. A supportive coach or mentor can significantly impact your growth and confidence. They can help you identify your strengths, advocate for you, and guide you through challenges. Women often feel the need to meet a higher percentage of job criteria before applying compared to their male counterparts. Addressing this mindset can empower women to pursue opportunities more confidently. Staying open to new experiences and actively seeking knowledge through conversations, reading, and listening to resources can help you adapt and thrive in a new career path. BEST MOMENTS "I always knew within myself that there was more to me than athletics. I’m sure there’s a lot of things I can do." "Success for me ended up being trying to ensure that I could be at least that 1% or 2% better than the day before." "If you can really sense someone is just buzzing, you kind of feel, I'm going to take a chance on you and you become their champion." "A lot of the C-suite women had actually played sport up until university level, which showed the resilience and determination they developed." "When you know that things aren't working, that's the moment to be honest with yourself and start looking elsewhere." GUEST BIO Melissa, former professional athlete and TEDx speaker, strives to shift perceptions around the benefits of sport principles in the workplace and transferable skills from sports to the corporate world. She's learned the importance of resilience, teamwork, and performance under pressure shaping her mantra: Physically Strong, Mentally Stronger. Email: [email protected] LinkedIn: https://www.linkedin.com/in/melissa-owusu-ansah-7b8a5214a/ HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Email: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

In this episode, Jivan presents a compelling open letter to UK Prime Minister Keir Starmer, critiquing the government's approach to change management and stakeholder engagement. Drawing on over 20 years of experience in HR transformation, Jivan highlights the pitfalls of recent policy decisions, such as the controversial winter fuel payment changes and welfare reforms, which lacked public consultation and transparency. He emphasises the importance of effective communication, empathy, and involving stakeholders in the change process to build trust and avoid backlash. KEY TAKEAWAYS Change management is not just a corporate buzzword; it is a critical discipline that requires a mindset focused on leading people through complex changes effectively. Successful change initiatives depend on engaging stakeholders early and often. Understanding their interests, fears, and motivations is essential to mitigate resistance and build support. Clear, empathetic communication is vital. It’s important to explain the reasons behind changes and to provide information in accessible formats to ensure all affected parties can understand and engage with the process. The need for transparency and consultation is crucial. Rushed decisions without stakeholder input can lead to backlash and loss of trust, highlighting the importance of involving diverse voices in policy-making. Change should be viewed as an ongoing process rather than a one-time event. Regular feedback loops and adjustments based on stakeholder input can help ensure that initiatives remain relevant and effective. BEST MOMENTS "If I were giving the UK government an end-of-year assessment for 2025, it certainly would not be a glowing report card." "You didn't bring your stakeholders on the journey with you." "You can't bulldoze through change. The country wanted change, agreed, and still wants it." "Poor communication, lack of stakeholder engagement. Now, the source has always been attributed to people like McKinsey and the Harvard Business Review." "Good intentions don't change bad outcomes. How you lead change matters just as much as what you are changing." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

In today’s episode, Jivan delves into the complex topic of crying in the workplace, sparked by a recent incident involving UK Chancellor Rachel Reeves. Jivan explores the mixed reactions to Reeves' emotional display, questioning whether crying at work is a sign of weakness or strength. She argues that tears can signify emotional overwhelm, empathy, or frustration, and highlights the societal conditioning that often labels emotional expression as unprofessional. Jivan outlines the need for a cultural shift in workplaces to embrace vulnerability and emotional intelligence, advocating for leaders to model empathy and create safe environments where employees feel comfortable expressing their emotions. KEY TAKEAWAYS Crying is a natural emotional response that can signify various feelings such as stress, frustration, empathy, or grief. It should not be viewed solely as a weakness but rather as a sign of caring and emotional engagement. Many workplaces have conditioned employees to suppress emotions, equating professionalism with emotional detachment. This outdated view can hinder authentic leadership and employee well-being. The perception of crying varies significantly based on gender and cultural context. Women may be labelled as overly emotional, while men may be praised for showing vulnerability, highlighting a double standard in how emotions are received in the workplace. Organisations should prioritise emotional intelligence training for leaders and managers to help them respond compassionately to emotional situations, including crying. This includes developing skills for recognising and addressing their own emotional triggers. To foster a supportive environment, workplaces should encourage open discussions about emotions and mental health. Recognising crying as a valid emotional response can lead to healthier workplace dynamics and improved employee morale. BEST MOMENTS "When crying is basically a biological, emotional and a social response, it's not always a sign of weakness. It can actually be a sign of something else." "Crying gets weaponised differently depending on gender, on race, and even on culture." "We cry at work because we care. And sadly, we also get judged for it as well." "Crying at work is rarely about weakness. It's often about the pressure, the pain or the passion that has nowhere else to go." "It takes guts to cry in front of others, especially in a culture when you're told not to." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

Today, Jivan sits down with Ameesha Green, founder and CEO of Bookshelf Limited, who shares her journey of leading with kindness in the workplace. Ameesha discusses her upbringing in a single-parent household and how her mother's resilience shaped her values-driven leadership style. They delve into the transformative power of empathy, clear boundaries, and a people-first culture, highlighting how kindness can significantly impact recruitment, retention, and overall workplace morale. KEY TAKEAWAYS Leading with kindness is not just a soft approach; it can be a game-changer in business. It fosters a people-first culture that enhances recruitment, retention, and overall workplace morale. Engaging with team members to understand their definitions of kindness and what they need from a leader is crucial. This personalised approach helps create an inclusive environment where everyone feels valued. While kindness is important, leaders must also focus on business sustainability. Open communication about company challenges and decisions can help maintain trust and transparency with the team. Establishing and adhering to core values from the outset can guide business decisions and foster a culture that attracts like-minded individuals, both employees and clients. Gradually introducing responsibilities and encouraging team members to step out of their comfort zones can build confidence and lead to better performance, demonstrating that kindness can coexist with accountability and growth. BEST MOMENTS "I think for me, it's kind of having that people focus first. Beginning with thinking about other people rather than thinking about the business or profit." "Leading with kindness isn't just a nice-to-have in business, it's a game-changer." "I think it is a really challenging time. But I would hope that, you know, people still continue to display kindness in leadership." "I really do believe that everyone has some wisdom that they can share with people, their individual life story and something in that will inspire others." "It's actually a strategy that really transforms teams and can drive results and create workplaces where your team thrives." Connect with Ameesha https://www.linkedin.com/in/ameesha-green/ HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect with Jivan: (16) Jivan Dempsey FCIPD GMBPsS | LinkedIn Or email: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Today, Jivan is analysing the very public feud between President Trump and Elon Musk as a case study in toxic masculinity and leadership. She explores how their performative conflict and lack of accountability negatively impact workplace culture, employee morale, and brand reputation. Jivan calls on leaders to reflect on the behaviours they reward and to foster healthier, more ethical workplace cultures. KEY TAKEAWAYS The Trump-Musk feud is a prime example of toxic masculinity and performative leadership, where public posturing and personal attacks overshadow professionalism and accountability. Toxic behaviours at the top, such as ego-driven conflicts and lack of vulnerability, don’t just stay with leaders—they cascade down, damaging company culture, morale, and even brand equity. Research shows that toxicity in leadership is a major predictor of employee attrition and lower shareholder returns, with toxic bosses making employees 54% more likely to quit and ego-driven companies seeing a 24% lower return over five years. The public fallout between high-profile leaders can have real business consequences, as seen when $150 billion was wiped off Tesla’s market cap in a single day due to the Twitter spat. True leadership is rooted in vulnerability, emotional honesty, collaboration, and accountability—not dominance or bravado. BEST MOMENTS "In my view, the Trump-Musk bromance and bust-up is a really good case study in toxic masculinity and toxic leadership." "We want our employees, our customers, and our future leaders to feel that our businesses are places where they can actually thrive." "I've got to say that the whole Elon Musk-Trump saga has been a gift for the rest of the world, because we know we can do better and we must do better." "I think it's actually a wake-up call for boards, investors, employees, and especially for us in HR, to ask the kind of questions: What kind of leadership are we actually rewarding? What kind of culture are we actually creating and fostering? Maybe even protecting?" "I think the world has had enough toxic bravado." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect with Jivan on Linked In: here Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

In this episode, Jivan is joined by HR consultant and transformation leader Diana Croitoru to discuss the critical shift from reactive to proactive HR practices. With nearly 30 years of experience, Diana shares her insights on how HR professionals can elevate their roles to become strategic business partners. She highlights the need for HR teams to align with business goals, streamline processes, and embrace a culture of transparency to drive meaningful change within organisations. KEY TAKEAWAYS HR functions should transition from being bogged down by administrative tasks to taking a proactive, strategic role that drives business value. This involves establishing solid HR foundations and focusing on strategic initiatives rather than just daily operations. HR professionals need to adopt a mindset that embraces strategic opportunities rather than waiting for them to be presented. Taking initiative and demonstrating confidence in their capabilities is crucial for HR to be recognised as a valuable business partner. Key skills for HR professionals include coaching, client management, and project management. These skills should be woven together in an agile manner to effectively address business needs and foster strategic conversations. HR professionals must develop financial literacy to engage meaningfully with business leaders. Understanding how the organisation makes money and being able to articulate the ROI of HR initiatives is essential for gaining credibility and support. Effective HR leadership requires a clear vision and consistency in approach. Leaders should strive to maintain a strategic focus and avoid shifting priorities that can undermine the HR function's credibility and effectiveness. BEST MOMENTS "I think it's really important to mention Procter & Gamble and then also the next company that I worked for, which was General Electric." "What I noticed is, you know, there was a lot of push from the business, which I think is a reality of all our work." "We need to shift from making those daily kind of reactive interactions our work plan of the year to what are we going to build?" "There's no more signed HR." "We need to learn how to talk about how stock price works, because I'm in HR and even I understood it." GUEST BIO With experience initially built at P&G and GE, Diana was most recently the Chief HR Officer of Life Styles Healthcare and VP Reward at RWS. Her key strengths are in the areas of global transformation programs as well as building highly engaged HR teams, achieving scores in the high 80s for her Global teams . She has worked and  and led international teams in US, Asian, and European companies. Diana jokes that, as a Chief HR Officer, an interesting compliment she was paid by her CEO was that "this is the first company I've ever worked where people never complain about HR" Connect with Diana on LinkedIn here (19) Diana Croitoru | LinkedIn HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with Jivan on Linked In: here Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

In this episode, Jivan delves into the complex world of tariffs and their far-reaching impacts on businesses, HR practices, and everyday people. Through the lens of John Taylor, a third-generation owner of a UK manufacturing company, the episode explores how recent tariff spikes have affected costs, workforce morale, and local economies. Jivan also discusses the role of HR in navigating these challenges, highlighting strategies for workforce planning, employee well-being, and talent retention.  KEY TAKEAWAYS Tariffs are taxes imposed by governments on imported goods to protect local industries. While they may seem beneficial in theory, they often lead to increased costs for businesses and consumers, ultimately slowing down economic growth. The introduction of tariffs can significantly affect businesses like John Taylor's manufacturing company, leading to increased costs, reduced orders, layoffs, and a decline in employee morale. This creates a ripple effect that impacts local economies and consumer confidence. HR plays a critical role during times of economic uncertainty caused by tariffs. Effective communication, redundancy consultations, and support for affected employees are essential. HR should also advocate for flexible working arrangements and scenario planning to mitigate the impact of tariffs. HR professionals should implement strategies such as workforce planning, wellbeing initiatives, and talent retention efforts to support employees during challenging times. This includes financial literacy sessions and internal mobility pathways to keep talent engaged. HR should be involved in policy discussions to highlight how tariffs affect people, not just the bottom line. By ensuring HR is part of strategic conversations, organisations can better prepare for the implications of tariffs on their workforce and overall business health. BEST MOMENTS "Tariffs do tend to backfire. They can actually increase domestic production by about 15% to 25%, but they can also suppress overall GDP growth by 0.4% to 1.2%." "Tariffs isn't just a tax, it's actually a trigger." "The local pain that he's experiencing around his costs has global echoes because he's had to lay off, sadly, 30% of his factory staff." "If you think about the skills that are going to have to be employed in order to do those jobs, the jobs are going to end up costing businesses more." "You can never communicate enough in a situation like this." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

In this episode, Jivan engages in a thought-provoking conversation with Jeremy Campbell, CEO of Black Isle Group and creator of Nudge AI. They delve into the transformative impact of artificial intelligence (AI) on workplace dynamics, particularly in the realms of human resources (HR) and learning and development (L&D). Jeremy shares insights on how AI can enhance productivity, streamline HR processes, and facilitate behavioural change through innovative tools like Nudge AI.  KEY TAKEAWAYS AI is not about replacing humans but rather about enhancing human capabilities. It allows individuals to evolve alongside technology, focusing on critical thinking and leadership while automating routine tasks. Effective learning and development require small, incremental actions. Tools like Nudge AI help embed learning by providing real-time support and practice opportunities, making it easier for individuals to apply what they've learned in real-world scenarios. AI can significantly streamline HR processes, from automating administrative tasks to enhancing recruitment and engagement strategies. However, the human element remains crucial, as AI cannot replicate the nuances of interpersonal communication and decision-making. Organisations must embrace AI to stay competitive. Those who resist or fail to integrate AI into their strategies risk being left behind as the technology continues to advance and reshape industries. To effectively leverage AI, individuals and organisations should invest in training and resources that enhance understanding and confidence in using AI tools. Practical applications and hands-on experience are essential for maximising the benefits of AI in the workplace. BEST MOMENTS "AI isn't about robots taking over. It's about humans evolving alongside tech, upskilling, experimenting, and leaning into what we do best." "The whole principle of Nudge is really facing the problem that most learning development has, which is that we forget 75% of what we learn within seven days."  "AI doesn't know what it's saying. It's an algorithm, basically searching information and producing it for us." "If you think about the legal profession, anything that's really content heavy but can easily be searched, I think those industries are going to be hit by AI." "You either embrace it, get involved, understand it, and understand the nuance of it, or you risk being left behind." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Jivan explores the pressing issue of non-disclosure agreements (NDAs) in cases of sexual misconduct and abuse, highlighting a significant movement in the UK to ban their use unless specifically requested by the victim. Dempsey discusses the implications of this proposed amendment to the Employment Rights Bill, emphasising the need for justice, accountability, and the empowerment of survivors. Through powerful examples, including the cases of Jimmy Savile and Mohammed Al-Fayed, the episode underscores how NDAs have historically protected perpetrators while silencing victims. Dempsey calls on HR leaders and business owners to take proactive steps in their workplaces, such as auditing NDAs, updating harassment policies, and supporting victims, to foster a culture of transparency and safety. The episode serves as a rallying cry for change, urging listeners to use their voices to challenge the status quo and advocate for a workplace environment where everyone feels safe and heard. KEY TAKEAWAYS Proposed Legislation on NDAs: The UK is considering a bill to ban non-disclosure agreements (NDAs) in cases of sexual misconduct and abuse unless specifically requested by the victim, aiming to empower survivors and hold perpetrators accountable. Historical Context: The use of NDAs has historically protected abusers and allowed institutions to prioritise their reputations over the safety and justice of victims, as seen in high-profile cases like Jimmy Savile and Mohammed Al-Fayed. Global Progress: Other countries, such as the US, Ireland, France, and Germany, are making strides in reforming the use of NDAs, with some states prohibiting them in sexual misconduct cases unless requested by the survivor. Actionable Steps for Businesses: Companies are encouraged to audit their use of NDAs, update harassment policies to ensure transparency, support victims with trauma-informed resources, and foster a culture of accountability and moral courage. Cultural Shift: The proposed bill represents a critical step towards changing workplace culture, emphasising that protecting a company's image should not come at the expense of an individual's well-being or truth, and highlighting the importance of breaking the silence surrounding abuse. BEST MOMENTS "The implications of this change are huge, not just for us, but for every business and for every single person that has ever felt forced into silence." "Silence protects the abusers. NDAs aren't about closure. They're about protection for predators." "If this bill fades into the background or it doesn't get passed, we keep enabling predators in the boardroom, in Parliament, in entertainment, in healthcare." "Make it absolutely crystal clear that any abuse will be investigated and not hidden." "Until we change the laws, predators will continue to count on our silence." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR   This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

In this episode, Jivan sits down with AI expert Steve Dorward, an enterprise architect and AI wrangler, to explore the transformative impact of artificial intelligence on the workplace. They look into the distinctions between AI and generative AI, discussing the risks and rewards associated with these technologies, particularly for HR leaders. Steve shares valuable insights on implementing AI responsibly, enhancing employee experience, and the necessity of AI literacy in the workplace. KEY TAKEAWAYS Artificial intelligence (AI) is a broad term encompassing various technologies, while generative AI specifically refers to the ability to create new content from existing data. This distinction is crucial for organisations looking to implement AI solutions effectively. AI ownership should not rest solely with the IT department or CTO. Instead, it requires a collaborative approach involving multiple C-suite roles, including HR, risk management, and data governance, to address the diverse implications of AI on the workforce and organisational policies. As AI becomes more integrated into workplaces, there is a growing expectation for organisations to provide training and resources that enhance AI literacy among employees. This includes understanding the tools available and the ethical considerations surrounding their use. Organisations should start with a clear understanding of their business problems before implementing AI solutions. This involves mapping out business processes, identifying data needs, and selecting appropriate AI tools that align with organisational goals. While generative AI has its applications, the future of AI in the workplace is likely to be driven by automation. This can lead to significant efficiency gains across various sectors, making it essential for organisations to explore and invest in automation technologies. BEST MOMENTS "Generative AI is the ability to create something new from existing content. It’s not just about technology; it’s about how we apply it in the workplace." "I think the real benefit for HRDs is around productivity. If you’re doing low-value pieces of work, you can automate that." "There’s a fear of missing out, but also a fear of making a mistake. Companies need to give people the guardrails to use AI safely." "Sometimes HR can struggle to get the investment in the tools they need, especially when using outdated systems." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

In this episode, Jivan is joined by Lisa Quait, an esteemed coach for women executives, to explore the complex world of workplace dynamics and the unique challenges women face in their careers. Lisa shares insights into the transformative power of reframing thoughts, overcoming limiting beliefs, and the crucial role of a supportive network in pushing through these barriers to achieve career success. Hear how the complexities of gender dynamics play out emotionally and practically, particularly for women balancing motherhood and careers, the shadow of guilt that often accompanies working mothers, and the societal expectations that contribute to self-imposed glass ceilings.  The future of work is evolving, and so must the mindset with which we approach it. By sharing personal stories and real-world experiences, Lisa highlights the importance of challenging these norms and empowering oneself through effective communication and mindset shifts. Lisa also highlights the significance of mentorship and real-world experiences in building confidence, especially for young women entering the workforce. Learn about the challenges of hybrid work environments, and how to advocate for improved communication and interaction to foster supportive workplace dynamics. This episode is a call to arms - to challenge the status quo, share experiences, and connect with a community striving for a more equitable professional landscape.  Key Takeaways: Many individuals, regardless of gender, face invisible barriers such as limiting beliefs, emotional baggage, and societal expectations that hinder their personal and professional growth. Understanding and consciously breaking through these barriers can unlock one's full potential. Personal growth and transformation require self-reflection. Taking the time to understand one's past, examine triggers, and identify emotional challenges is fundamental to moving forward confidently and overcoming self-imposed limitations. Having a support system, whether through coaching, mentorship, or personal connections, can help individuals address challenges, reframe their mindset, and develop actionable strategies to achieve their goals. Building self-confidence and fostering a belief in one’s abilities are crucial to succeeding in interviews, workplace settings, and beyond. These attributes empower individuals to aim higher and confidently tackle challenges regardless of their background or current limitations. In changing work environments (e.g., hybrid work or post-pandemic conditions), fostering a culture of communication, collaboration, and adaptability ensures better engagement, stronger professional relationships, and collective progress. It’s important to provide the younger generation with opportunities to gain real-world experience, practical skills, and mentorship. Encouragement and guidance can help them overcome societal pressures and anxieties, enabling them to lead with confidence and positively contribute to the workforce.  About Jivan Dempsey: Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement, she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Connect with Jivan on LinkedIn: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out: https://bit.ly/3BPZXSR

In this episode, Jivan explores the art of resilience and adaptability with Bobbie King, one of the founders of SQEPtech, a company specialising in HR and people management technology. From her roots in communist Romania to breaking down barriers as a leading figure in the male-dominated tech sector in the UK, Bobbie’s story is a testament to perseverance and innovation. Bobbi shares her insights on the necessity of moving beyond compliance-based training, and how a mentorship network can be a powerful tool for women striving to succeed in challenging environments. With traditional methods  no longer cutting it; we explore the pressing need for innovative training solutions within high-risk sectors like nuclear construction and emergency services. Hear how AI is transforming training practices, ensuring skills are not only learned but retained and applied effectively, and the concept of skill depreciation, with strategies for maintaining workforce proficiency to ensure both safety and effectiveness. At the heart of her leadership at SQEPtech is a culture of open communication and continuous improvement. Bobbie explains the advantages of a flat organisational structure where team members are encouraged to grow, try different roles, and learn from mistakes in a supportive environment.  Key Takeaways: It's crucial for organisations to focus on developing true competencies in their employees rather than just fulfilling compliance requirements. Effective training should ensure that skills are applied in real-world scenarios. Building competencies in employees not only improves their performance but also increases their engagement and retention. Providing opportunities for skill application and growth can reduce turnover rates. AI is a powerful tool in identifying skill gaps and enhancing training effectiveness. AI can support continuous learning and ensure that training investments lead to practical improvements. The importance of resilience, self-belief, and mentorship for women aiming to succeed in male-dominated industries. Building a supportive network is key to overcoming challenges. It's essential for organisations to customise training programs according to their specific needs and contexts. Understanding organisational roles and functions is vital for effective competency management and development. About Jivan Dempsey: Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement, she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Connect with Jivan on LinkedIn: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out: https://bit.ly/3BPZXSR

In this episode, Jivan is joined by Paul Smith, the CIO of Amnesty International UK, and Jack Jarrett, a resourcing advisor from the same organisation, as they explain how artificial intelligence is revolutionising the nonprofit sector, particularly in human rights. Their insights paint a vivid picture of the delicate balance required between leveraging AI's transformative power and addressing the inherent challenges, such as digital divides and cybersecurity concerns. This episode shines a spotlight on the integration of business and technology strategies, urging a thoughtful approach to technology investments that align with mission clarity and effective communication. Discover how AI's dual nature as both a groundbreaking tool and a source of ethical dilemmas, and its expanding influence on HR processes, from enhancing recruitment to automating administrative tasks, while also touching on its ethical implications. We take a closer look at how AI can streamline talent sourcing and recruitment, and raise important questions about privacy and bias, and consider how organisations can harness AI's potential responsibly, ensuring it complements rather than replaces human interaction. As we look at the rapidly evolving digital landscape the rest of the decade is set to bring, the episode concludes with a focus on the ethical adoption of AI within nonprofits, where digital skills are tantamount to unlocking potential opportunities. Noting the importance of collaboration within the open-source community and aligning technology choices with organisational values, particularly in the context of human rights work. Paul & Jack highlight the need for maintaining empathy and trust through human oversight, while encouraging listeners to actively engage with us and share their insights on AI’s impact. Key Takeaways: The integration of artificial intelligence in HR is revolutionizing recruitment processes, enhancing efficiency and effectiveness. Ethical considerations surrounding AI deployment are paramount, particularly in human rights and nonprofit sectors. Collaboration among nonprofits is essential to ensure responsible and ethical use of AI technologies within the sector. AI applications can automate routine HR tasks, allowing human resources teams to focus on more strategic and impactful initiatives. Organisations must prioritise digital literacy and create a culture that embraces technological advancements to maximise AI benefits. AI poses both opportunities and risks, necessitating careful consideration of its implications on privacy and inclusivity in recruitment. About Jivan Dempsey: Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement, she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Connect with Jivan on LinkedIn: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out: https://bit.ly/3BPZXSR

In this episode, Jivan is joined by Mohammad Yasin MP to discuss the increased hostility faced by politicians, the need for better support systems for MPs,  the importance of listening to diverse voices across communities, and the delicate balance between party loyalty and representing constituents' best interests. After more than a decade as a councillor, Mohammad was elected as MP for Bedford and Kempston in 2017, holding the seat in 2019 to become the most marginal Labour seat in the UK. In 2024 he was returned with a majority of almost 10,000. Mohammad provides a unique perspective on how the intersection of politics and workplace culture can drive positive change, especially through the lens of HR, sharing his efforts to help South Asian immigrants navigate complex bureaucratic systems in the UK. We explore the urgent issue of online abuse in politics, including the responsibilities of major technology companies and the role of government intervention, particularly in protecting marginalised groups from discrimination and misinformation. Mohammad also shares his thoughts on employment rights under the Labour government's New Deal for Working People, including transformational changes like the abolition of zero-hour contracts, the push for flexible working arrangements and employment reforms to address homelessness. Whilst acknowledging the challenges and economic implications of Brexit, Mohammad provides some optimism about how political leadership and HR can work together to create meaningful change in society. Key Takeaways: Toxicity Mirrors Wider Workplace Challenges - The hostility and abuse faced by politicians highlight a growing issue seen in many workplaces. Toxicity in environments impacts not only mental well-being but also decision-making and productivity, deterring people from pursuing certain roles. The Role of Social Media in Amplifying Abuse - Online abuse poses significant challenges for public figures and employees alike. Social media platforms are often used to spread misinformation and hate, creating harmful environments. Stricter regulations and safeguards are required to protect individuals from harm. Online Fraud and Data Protection - Individuals, particularly the elderly, are increasingly falling prey to online scams. Fraudulent activities conducted through platforms and communication channels target vulnerable communities, demanding action to enhance cybersecurity and safeguards. Workplace Flexibility and the Importance of Balance - Flexible working arrangements, such as work-from-home options, prove valuable in enhancing employee satisfaction and retention. Employers who embrace creative solutions to accommodate employees' needs are likely to retain a more motivated and dedicated workforce. Emotional and Security Challenges for Those in Public Service - Politicians and public servants face unique challenges, including threats to personal safety and emotional well-being. Support systems, such as wellness programs and security measures, are underdeveloped in many cases, leaving individuals to manage these stressors largely on their own. Work-Life Balance and Its Broader Implications - The importance of work-life balance is highlighted through examples of how fulfilling personal responsibilities alongside professional commitments remains a challenge for many, particularly in high-pressure roles. Employers and institutions must strive to create systems that support both professional productivity and personal well-being. About Jivan Dempsey: Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement, she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Connect with Jivan on LinkedIn: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out: https://bit.ly/3BPZXSR

In this episode, Jivan is joined by Alison Dunn, a prominent social activist and leader of the Society Matters Group which incorporates Citizens Advice Gateshead, to explore the North/South inequality that exists in the UK and the potential impact of devolution.  Alison’s journey with Citizens Advice Gateshead began in 2007 when she joined as Service Delivery Manager. By 2012, she was appointed Chief Executive Officer, spearheading the charity’s growth from a £1.4m turnover to over £4m. Under her leadership, the organisation has become a national and local leader in delivering free, impartial advice, information, and advocacy services, recognised for innovative approaches to tackling complex community needs.  Alison shares insights from her extensive work in the North East of England, highlighting the challenges faced by the region, such as infrastructure deficits and government policy shortcomings. She discusses the evolving demand for Citizens Advice services and how her team has implemented innovative solutions, including a four-day work week, to adapt to community needs and prioritise staff engagement. Alison also reflects on the importance of collaboration within the voluntary sector and the role of leadership in fostering an adaptive organisational culture, especially in the wake of the COVID-19 pandemic. A Community Champion recognised during HRH Queen Elizabeth's 90th birthday celebrations, Alison continues to drive a value-driven approach to fighting poverty and inequality while championing organisational change and development in the voluntary sector. Key Takeaways: Advocate for Equity in Your Community: Recognise and address the inequalities within your own community or workplace. Whether it’s advocating for better opportunities, improved infrastructure, or fairer policies, taking a stand against injustice can lead to meaningful change. Explore Flexible Work Innovations: Consider bold initiatives like a four-day workweek to improve employee well-being, retain talent, and boost productivity. Success requires clear goals, phased implementation, and collaboration with employees to ensure alignment with organisational needs. Make Services Accessible: Meeting the needs of diverse communities often means making services or support more accessible. Whether it's expanding operating hours, offering flexible solutions, or delivering services directly in the community, adaptability can significantly increase impact. Lead with Values and Collaboration: Embrace leadership styles that prioritise transparency, curiosity, and accountability. Cultivate a workplace culture where people feel valued and inspired to contribute, and partner with others to amplify impact—it’s impossible to tackle big challenges alone. Balance Technology and Humanity: As you explore the efficiencies that technology can offer, such as artificial intelligence, ensure that humanity and connection remain central to your services or business. People-first practices make a lasting difference in both customer and employee satisfaction. Be Ready to Evolve: Growth requires adaptability. Whether you're leading an organisation or navigating personal challenges, being open to change, taking calculated risks, and learning from missteps can set the stage for progress and resilience. About Jivan Dempsey: Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement, she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Connect with Jivan on LinkedIn: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out: https://bit.ly/3BPZXSR

In this insightful episode, Jivan chats to Alison Abu-Sonubi, an accomplished HR professional with extensive experience in recruitment, performance management, and policy development. They discuss cultural shifts in professional environments, often labeled as "woke," and their impact on organisational policies, insights into job satisfaction in HR roles and potential career pathways for HR professionals, the future of professional standards and the relationship between ethical leadership and organisational culture.      Alison has worked globally, assisting with HR infrastructure development in the Middle East and supporting international charities. In her current roles as a Panel Chair for the Judicial Appointments Commission and panel member for the Mayor's Office for Policing and Crime, she is deeply involved in upholding professional and ethical standards.   The episode explores the pivotal role of the Nolan Principles in shaping ethical standards within public office, and the challenges of upholding ethical behaviour amidst increasing public scrutiny, particularly concerning the growing awareness and reporting of misconduct such as domestic violence. Alison provides a nuanced perspective on balancing coaching and disciplinary processes to maintain integrity in professional settings, while addressing the emotional and practical complexities involved.   Key Takeaways: The Importance of Ethical Standards: Upholding ethical standards in professional settings is crucial for maintaining public trust and accountability. Whether through established principles or personal values, ethical leadership creates a foundation for integrity in any organisation. Awareness Drives Change: Increased public awareness of issues like misconduct, discrimination, or unethical behaviour leads to more people speaking out. Creating a culture where individuals feel safe and supported to report concerns is key to fostering positive environments. Balancing Discipline and Personal Growth: In professional settings, it's essential to strike the right balance between addressing unacceptable behaviour with discipline and providing opportunities for personal development and coaching. Tailoring responses to fit the situation helps individuals and organisations grow. HR’s Role in Shaping Culture: HR professionals play a vital role in transforming workplace cultures by building systems, defining policies, and facilitating conversations around inclusion, diversity, and fair treatment. Positive change begins with clear and actionable guidelines. Adapting Career Paths to Your Strengths: Career development doesn’t have to follow a conventional trajectory. Finding what aligns with your strengths, whether through leadership, project-focused work, or niche roles, can lead to long-term fulfilment and impactful contributions to your organisation or industry. About Jivan Dempsey: Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement, she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Connect with Jivan on LinkedIn: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out: https://bit.ly/3BPZXSR

In this episode, Jivan chats to Nick James, founder and CEO of Expert Empires about the importance of mindset, emotional intelligence, and resilience in business leadership. They discuss Nick’s journey from being influenced by Tony Robbins at just 12 years old to becoming a successful entrepreneur who has built, grown and scaled four businesses from zero to seven figures in annual revenue. Nick shares insights on how to build a positive company culture and the significance of surrounding yourself with the right people. Nick grew Expert Empires from an idea in 2017, to become one of the UK's best-known business events, with over 8,000 previous attendees. The episode explores how true leadership begins with self-management and the ability to control your own emotional state. With Nick explaining the importance of values in business, how they can shape company culture, and the role they play in recruitment and employee engagement. Highlighting the need for leaders to actively maintain a positive culture and address any toxic elements that may arise. As a Husband and a Dad, he also shares his tips on balancing positivity with reality and integrating family values into business practices. Key Takeaways: Importance of Leadership and Mindset: Effective leadership requires mastering emotional and mental states, taking ownership, and maintaining self-awareness and balance. Mindset is fundamental to achieving business success. Values as a Foundation: Incorporating values into business practices provides alignment, enhances company culture, and improves recruitment success. Regularly discussing and upholding visible values creates a strong framework for decision-making and team engagement. The Role of Culture in Success: A positive and well-maintained culture boosts employee engagement and team performance while minimizing the impact of toxic behaviors. It requires ongoing effort and vigilant leadership. Learning and Growth: Resilience and the ability to learn from failures are crucial for overcoming business challenges and driving future success. Mentors and models can provide valuable guidance for development. Supportive Relationships: Surrounding yourself with supportive people, including mentors and team members, greatly contributes to success. A positive company culture and family values can seamlessly integrate into business practices. The Power of Control and Communication: Leaders must control their reactions and approach difficult conversations with clarity. A well-defined set of values simplifies such interactions, fostering alignment and mutual understanding. About Jivan Dempsey: Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement, she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Connect with Jivan on LinkedIn: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out: https://bit.ly/3BPZXSR

In today's episode, Jivan sits down with Kevin Antao, a former CIO at Amnesty International and now a freelance consultant in the not-for-profit sector. They discuss the challenges charities face in leveraging technology and data, the innovative role of a digital trustee, and the importance of organizational culture in driving change. Kevin shares his insights on the impact of AI, the necessity for the not-for-profit sector to have a voice in geopolitical technology discussions, and how charities can adapt and thrive in a rapidly changing environment. KEY TAKEAWAYS The role of a digital trustee is emerging as a vital position within nonprofit organizations, focusing on leveraging technology and data to enhance operations and outreach, particularly in engaging younger audiences. Transitioning from the for-profit to the nonprofit sector can provide a deeper sense of purpose and fulfilment, as individuals find it easier to connect with missions that aim to address social issues and improve lives. Nonprofits often encounter challenges related to cost, capability, capacity, and culture, especially in the context of the current cost of living crisis. Addressing these challenges requires innovative thinking and a focus on building organizational culture. Effective use of data and technology is crucial for nonprofits to thrive. Organizations must prioritize data management to harness the potential of AI and improve supporter experiences, ensuring they remain competitive in a rapidly changing landscape. The nonprofit sector must have a voice in broader discussions about technology and its implications, particularly regarding safeguarding and ethical considerations. Engaging in these conversations is essential for shaping policies that affect vulnerable populations. BEST MOMENTS "I think capability is at the top of the tree, and I actually think cost is down the bottom of the tree." "We need to make sure that their insight is built into the solutions that we're coming in with." "Organizational culture is very difficult to change. It takes time, but it’s always going to be the same common themes here." "The non-profit sector has some of the best scenarios to go away and work these things out in." "If you can do that, and just make sure you follow your passion, it’s an amazing thing." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

In this episode, Jivan sits down with Mervyn Dinnen, a leading analyst and researcher in HR technology and talent trends. Together, they explore Mervyn's predictions for 2025 and the evolving landscape of HR. They delve into the impact of AI on employee engagement, the ongoing debate around flexible and remote working, and the importance of well-being in the workplace. Mervyn shares insights from recent conferences, highlighting the need for HR professionals to adapt to changing cultural expectations and the significance of human connection in an increasingly tech-driven environment.  KEY TAKEAWAYS AI and generative AI are dominating discussions in HR, with a focus on how these technologies can enhance employee engagement rather than replace enjoyable tasks. There is a concern that AI could take away elements of work that employees find fulfilling. The shift towards flexible, hybrid, and remote working arrangements was already in motion before the COVID-19 pandemic, which acted as a catalyst for broader acceptance. Organizations are now grappling with how to balance employee preferences for flexibility with operational needs. There is a growing emphasis on employee wellness and mental health, with organizations investing in health tech solutions and support systems to prevent burnout and promote overall wellbeing. Modern leadership requires a more inclusive and supportive approach, recognizing the diverse needs and expectations of employees, particularly from younger generations. Leaders must balance decisiveness with empathy and understanding of cultural shifts within the workforce. The increasing availability of analytics and data-driven insights allows HR professionals to make informed decisions regarding employee engagement, diversity, equity, inclusion, and overall organizational culture. This trend highlights the importance of understanding employee sentiment and adapting to changing workplace dynamics. BEST MOMENTS "The number of breakout sessions I walked past where people are talking about AI, it's clearly the number one topic." "I think it will change people's tasks, but it's not great to have it taking over some of the bits of the job that they enjoy." "Leaders need an understanding of how culturally their organizations are changing." "It's about putting the humanity into human resources." "I think that there's a bit of an overload of all of these ways to represent this in a way that's more easily digestible." GUEST BIO Mervyn Dinnen is an analyst, author and commentator on HR, Talent and WorkTech trends. Based in London, UK, he is host of the HR Means Business podcast and the weekly HR Means Business newsletter in which he writes about the ongoing trends and developments in HR. He is an International Keynote speaker and has been recognised as a Top 100 Global Influencer in HR Technology for the last 5 years. He is also co-author of the books Digital Talent and Exceptional Talent. HOST BIO Jivan Dempsey has first hand experience of workplace toxicity. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, subjected to aggressive and bullying behaviours, impacting her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

In this festive episode of "HR Hacks and Halos," Jivan welcomes her longtime friend Seema Grantham, to discuss her role at BHETA, a trade association for home and garden wares and small domestic appliances. The conversation is filled with light-hearted banter as they reminisce about their 40-year friendship, share holiday plans, and reflect on Seema's recent adventures, including a memorable trip to Peru. Seema highlights the various ways BHETA supports its members, from connecting them with retailers to providing export advice. The episode captures the spirit of the holiday season while emphasising the importance of community and connection in both personal and professional parts of your life.  KEY TAKEAWAYS Festive Celebrations: The conversation highlights the importance of festive gatherings and traditions, such as hosting on Christmas Eve, annual events like the Strictly Finals party, emphasising the joy of connecting with friends and family during the holiday season. Professional Engagement: The discussion covers the role of BHETA, a trade association that supports members in the housewares and small domestic appliances sector, showcasing its efforts in networking, lobbying, and providing resources for businesses to thrive post-Brexit. Travel Experiences: Personal travel experiences, including a memorable trip to Peru and plans for future travels, illustrate the value of exploring new cultures and the importance of taking time off for relaxation and adventure amidst a busy work schedule. Community and Networking: The significance of community is emphasised through the mention of various industry connections and collaborations, as well as the importance of networking events that help members expand their business opportunities. Work-Life Balance: The dialogue reflects on the challenges of maintaining a work-life balance, particularly during busy periods like the holiday season, while also highlighting the benefits of sharing experiences and staying connected with loved ones. BEST MOMENTS "Every workplace can be transformed when we challenge the bad and celebrate the good." "I wanted to do something different. It's Christmas. Just general chit-chat really." "If you are thinking of joining BHETA and you've got some home and garden wares or small appliance kind of business, I think you'll be truly well looked after." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, assaulted and bullied at work which impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or email at: [email protected] [email protected] Resources: HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

In this episode, Jivan delves into the intricacies of resignations, emphasising the importance of HOW to leave a job, especially in high-stakes industries like life sciences and healthcare. Drawing on recent high-profile resignations, such as those of Rosie Duffield and Louise Haig, Jivan contrasts the impact of emotional versus professional exits. She discusses the potential long-term consequences of burning bridges and offers practical steps for a respectful resignation process, including planning an exit, securing a new role, and drafting a professional resignation letter.  KEY TAKEAWAYS How you resign can significantly impact your career, especially in specialised industries where reputations are crucial. Maintaining professionalism during resignation helps preserve future opportunities and relationships. Before resigning, reflect on your reasons for leaving and secure your next role if possible. This preparation minimizes disruption and helps maintain your professional reputation. Craft a concise resignation letter that focuses on your role, notice period, and gratitude for your experiences. Avoid airing grievances in the letter; save those discussions for an exit interview. Employers should use exit interviews to gather insights about employee departures. This feedback can help improve workplace culture and retention strategies, addressing issues like poor leadership and lack of growth opportunities. If an employee resigns abruptly or publicly criticizes the organization, it's essential for leadership to respond thoughtfully. This may involve holding all-hands meetings, issuing professional statements, and analyzing the reasons behind the resignation to implement necessary changes. BEST MOMENTS "How you resign matters more than you think. It can shape your career for years to come." "I think perhaps maybe put it in a drawer overnight and then look at it again in the morning." "You never know when you might need somebody again in the future." "I think exit interviews are probably a little bit more productive than the resignation letter." "A resignation, moving on, that's what fixes it, not the I feel great now because I vented at somebody." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, assaulted by a boss at work and his subsequent aggressive and bullying behaviours which impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

In this episode, Jivan is flying solo, diving into the critical topic of Diversity, Equality, Inclusion, and Belonging (DEIB) within the workplace. Drawing from years of experience in life sciences, healthcare, and pharma, Jivan emphasises the importance of creating environments where all employees feel valued and heard. She discusses the financial and cultural benefits of strong DEIB initiatives, highlighting research that shows how they can drive innovation, enhance decision-making, and improve employee engagement.  KEY TAKEAWAYS Diversity, Equality, Inclusion, and Belonging (DEIB) are essential for creating a workplace culture where employees feel valued, heard, and safe. This is particularly crucial in industries like healthcare and life sciences, where innovation and collaboration are vital. Organisations that invest in DEIB initiatives see significant financial benefits, including a 25% increase in profitability and 30% lower turnover rates. These metrics highlight the correlation between strong DEIB programmes and improved business performance. For DEIB to be effective, senior leaders must actively champion these initiatives, model inclusive behaviours, and integrate DEIB goals into the organisation's strategic priorities. This includes aligning DEIB objectives with key performance indicators (KPIs) across departments. Organisations should openly share their DEIB goals, progress, and challenges to build trust among employees. Regular assessments and feedback mechanisms are necessary to refine DEIB strategies and ensure they remain a priority. The concept of belonging is crucial for employee engagement and retention. Creating an environment where individuals feel connected to the organisation enhances their overall experience and strengthens the organisation's impact in its industry. BEST MOMENTS "DEIB isn't just a nice to have, it's essential for staying competitive and building a workforce that reflects the global communities we serve." "Toxic behaviours cost organisations billions in turnover, absenteeism, and lost productivity. It's staggering." "Companies with strong DEIB programs outperformed others by 25% in profitability and reported 30% lower turnover rates." "Senior leaders need to see DEIB as a strategic priority, not just something that sits within HR." "By embedding the notion of DEI, particularly the concept of belonging, you're not only improving the employee experience but also strengthening your industry's impact." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, assaulted by a boss at work, his aggressive and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

In this episode, Jivan welcomes performance coach Mark Dinardo, who shares his transformative journey from a secure career in the IT industry to managing his own health and wellness clinic. Mark discusses the toxic workplace dynamics he experienced, including the challenges of advocating for his team's well-being amidst rigid performance metrics and calibration processes. He reflects on the personal toll of stress and burnout, which ultimately led him to reassess his career path.  KEY TAKEAWAYS Toxicity in the workplace can stem from rigid processes and a lack of understanding of individual contributions, leading to stress and burnout among employees. It's crucial for organizations to recognize the unique value each team member brings rather than forcing them into a standardized performance curve. Personal health and well-being are paramount. The transition from a high-stress job to a focus on health and wellness can be a transformative experience, highlighting the need for individuals to prioritize their mental and physical health over job security. Encouraging open discussions about stress, burnout, and work-life balance is essential. Managers should advocate for their teams and seek to implement supportive initiatives, even when faced with resistance from higher management. Individuals should explore personal outlets outside of work, such as hobbies or community activities, to decompress and manage stress. Engaging in activities that bring joy can help mitigate the negative effects of a toxic work environment. Sometimes, a significant life event or realization can prompt a career change. Recognizing when a job no longer aligns with personal values or well-being is crucial, and individuals should be open to pursuing new paths that better suit their passions and health. BEST MOMENTS "I felt I had a duty to care for those people and to look out for them, but just got a sense that it was obviously jarring with too many people." "Sometimes the whole point of a calibration exercise is meant to have a much wider helicopter view of all of the ratings, but it has to work for everybody." "It was only through taking a break from that that I realized how much stress I'd built up in myself, it took the point of actually coming to that final health crisis." "Pain doesn't just come from nothing. Pain is manifesting from emotions, different situations. And once we uncover what that actually is, we can do something about it." "No one actually deserves to be working in an environment where it is so toxic that they're not actually enjoying it." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

In this episode Jivan welcomes Jeanette Linfoot, a former corporate CEO turned entrepreneur and mentor, to discuss her extensive career and insights on leadership, workplace culture, and the significance of diversity, equity, and inclusion (DEI) in business. Jeanette shares her journey from the corporate world, where she held high-level positions in the travel and hospitality sectors, to her current role as an advisor and mentor. Jeanette emphasizes the need for open communication, employee feedback, and the co-creation of values to foster a positive workplace culture.   KEY TAKEAWAYS An organization's tone is primarily set by its leadership. Effective leaders are critical in shaping workplace culture and ensuring that core values are communicated and lived throughout the organization. Regular and transparent communication is essential for fostering trust and teamwork within an organization. While progress has been made in DEI initiatives, significant work remains across various dimensions, including gender, LGBTQ+, disability, and social mobility. Organizations must actively work to create equal opportunities for all. A hands-on leader who engages directly with teams and customers can provide valuable insights into the organization's culture and performance. For values to be effective, they must be co-created with input from employees at all levels.   BEST MOMENTS "I think the environment has shifted. And I think all businesses need to adapt to what is important to their teams in today's world, not the world of 20 years ago." "You have to have male allies. You can't do it otherwise. It doesn't work." "If one of our values is honesty, then are we calling out when we see dishonesty? You have to align the values with a set of behaviors." "If leaders are approachable and leaders have a human side to them... that pays dividends in terms of how you are with your employees." "You need to be able to have... a process for any of these situations as of when they come up."   HOST BIO Jivan Dempsey has first hand experience of workplace toxicity. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

In this episode, Jivan Dempsey interviews Christina Robinson, the CEO of Green Umbrella Marketing, who shares her inspiring journey from the hospitality industry to becoming a successful business owner. Christina discusses the importance of values in business leadership and how she fosters a thriving company culture by understanding and aligning with her team's strengths and aspirations. Christina reflects on her experiences with mentorship, the challenges of transitioning from employee to owner, and the significance of creating an inclusive environment where team members feel valued and empowered.   KEY TAKEAWAYS The importance of aligning personal and organizational values is crucial for fostering a strong company culture. Engaging the team in identifying and owning these values can lead to a more cohesive and motivated workforce. A strong sense of curiosity drives personal and professional growth. Actively seeking knowledge and understanding gaps in skills can lead to better performance and innovation within a business. Recognizing that each team member has unique challenges and strengths is essential. Tailoring support to meet individual needs, whether through mentorship or flexible work arrangements. Open and honest communication is vital in addressing issues within a team. Asking the right questions and being prepared for any response fosters an environment where employees feel safe to share their struggles. True leadership involves caring deeply about team members and understanding their journeys. Building connections and providing support can empower individuals to grow and thrive.   BEST MOMENTS "I always say I'm known for three things: marketing, mindset, and mischief. And hopefully the mischief will become apparent as we go through this." "When you understand people, it's amazing the conversations you have... it's not just about the business and the marketing; it's also about who they are as a person." "You can't use a cookie cutter approach because that isn't going to work... they haven't spent long enough really getting to understand what the individual wants." "I always want people that come into my team to start here and leave there. If you are the same person when you left as when you started, I'm not a good leader." "It's about what resources can we put in place? Every organization should have something in place, even if it's your mental health first aider."   HOST BIO Jivan Dempsey has first hand experience of workplace toxicity. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

In this episode, Jivan welcomes life coach and author Angela Allan-Burns, also known as Ang, to discuss the profound challenges of navigating divorce and its impact on the workplace. Ang shares her personal experiences of a lengthy divorce process and emphasizes the emotional toll it can take on productivity and mental health. Through her podcast, "Do I Really Hate Men?", she aims to support individuals, particularly women, in rebuilding their lives post-divorce and highlights the importance of emotional support and flexibility from employers.  KEY TAKEAWAYS Divorce can significantly affect an individual's productivity and mental health, making it challenging to maintain focus and performance at work. Employees going through a divorce should feel encouraged to communicate their situation to their employers or line managers, as this can lead to necessary support and flexibility in the workplace. Employers should consider implementing flexible work arrangements to accommodate employees dealing with personal crises, such as divorce, to help reduce absenteeism and improve overall well-being. Many individuals experience feelings of shame and guilt when going through a divorce, which can prevent them from seeking help or sharing their struggles with colleagues and managers. Prioritizing self-care is crucial for individuals navigating divorce. Taking time for oneself can lead to better emotional health, which ultimately benefits both the individual and their children. BEST MOMENTS "Divorce could go on a long time. Mine went on just short of six years. It was a long time of strife and difficulty." "You have to look after yourself. If you don't look after yourself, you can't look after your children." "A broken home is a home where there is fighting going on every night and control issues and abuse." "Sometimes it's not going to work for them nor for someone going through a divorce who needs to be somewhere for their children." "Divorce is like a new beginning. It really is... it's taken me to this point where I can really help other people." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  CONTACT Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or email at: [email protected] [email protected] HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR www.fiverivers-consulting.com

In this episode, Jivan engages in a thought-provoking conversation with leadership advisor Olga Vtorushina and Dorrit Kromans board professional about their upcoming book, "Board Dynamics," set to be published in the first quarter of 2025. The discussion delves into the often misunderstood role of boards within organisations, highlighting their overarching responsibilities, the importance of diverse voices, and their critical influence on company culture and decision-making. Olga and Dorrit share insights on how boards can foster productive environments, address diversity and inclusion challenges, and ensure all members feel empowered to contribute. [email protected]  [email protected]  KEY TAKEAWAYS Boards hold the overall responsibility for an organization, including strategic direction, compliance, and hiring C-level executives, while maintaining a boundary that prevents them from engaging in operational work. Diverse boards, in terms of gender, age, and background, lead to more productive discussions and decision-making.  The chairperson plays a crucial role in fostering a healthy board environment by ensuring that all voices are heard and that the meeting is productive.  Due to existing dynamics, new board members often face challenges in asserting their voices.  Boards significantly influence organizational culture and decision-making processes. By addressing underlying issues and fostering open communication.   BEST MOMENTS "The board is the overall responsible. They are responsible for the right strategy, for compliance, and for hiring most of the C-level executives." "I always think about the board meeting itself as how productive that should be for any important decision to come out." "When you have a very homogeneous board, you don’t really need to think about how to speak. But when you start to have diversity, you need to listen differently." "New people have a tendency to observe, to listen in, to think they are still here to learn, but their contribution is important." "The chair's most important task is to make sure something intelligent is happening at the meeting."   HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

In this episode, Jivan welcomes Feng Shui therapist Cathi Hargarden to discuss the transformative power of Feng Shui in the workplace. Cathi shares her extensive experience of over 30 years in the field, addressing common scepticism surrounding Feng Shui and emphasizing its potential to create more welcoming and productive environments. They both explore how the energy of a space can influence health, relationships, and overall well-being, as well as practical tips for integrating Feng Shui principles into various work settings, from traditional offices to manufacturing environments.   KEY TAKEAWAYS Feng Shui principles can significantly enhance workplace environments, making them more welcoming and productive by manipulating the energy and layout of the space. The perception of Feng Shui as "woo-woo" often stems from its historical association with the elite in feudal societies. The energy of a space is influenced by its history and the people who have occupied it. This "predecessor energy" can affect current occupants' well-being, finances, and relationships. Incorporating colour, art, and pleasant aromas in workspaces can uplift mood and productivity. Individuals can take charge of their workspaces, even in less flexible environments like call centres.   BEST MOMENTS "Feng Shui is about how you manipulate the environment, teaching people to change their surroundings for their health, well-being, and overall good wealth." "Everything in our life is a pattern. If we don't clear these patterns, we are living out other people's experiences." "The power of feeling and frequency affects us all the time. It's not always something you can see or hear; it's a feeling." "If you can find that magic source that binds together profitability and happiness, then actually profitability flows from that anyway." "You can always bring something with you to set up where it's telling you a positive message or a picture of where you see yourself going."   HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

In this episode, Jivan welcomes entrepreneur and mentor Gary Das, who shares his extensive journey in the financial services industry. Gary reflects on his early experiences as a business owner, discussing the mistakes he made and the lessons learned that shaped his management style. He emphasizes the importance of creating a culture where team members feel empowered to take ownership of their roles, likening his team to a sports team rather than a family.  KEY TAKEAWAYS Emphasizing the importance of having a team that can thrive autonomously, allowing individuals to take ownership of their roles and responsibilities, which fosters a sense of intrapreneurship. Recognizing that different team members require different motivational strategies, akin to parenting, where understanding individual triggers can lead to better management and performance. Most business challenges stem from process issues rather than people problems. Establishing clear systems and processes can help streamline operations and reduce reliance on individual performance. Personal growth and development, including learning from past mistakes and understanding emotional intelligence, are crucial for effective leadership and management. Encouraging a culture where team members can challenge ideas and provide feedback fosters a collaborative environment, leading to better decision-making and innovation. BEST MOMENTS "I think I just have a habit of being a massive doer. When I say and commit to something verbally, it's basically already done." "I try and recruit people who have that same mindset. Your job is to be the best player in that position." "It's about the culture again, as you were saying, and also the values, isn't it? Either that person's going to fit in or they're not." "Most problems in a business are a process problem, because if you take the process and you document it, then you can systemize the majority of that." "You need to remove ego and encourage them to be autonomous. They're going to make mistakes, but that's where they become entrepreneurial." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

In this episode, Jivan delves into the detrimental effects of micromanagement on company culture and employee well-being. She outlines the common behaviours of micromanaging bosses, such as constantly seeking updates, failing to delegate, and taking credit for team successes while deflecting blame for failures. Jivan emphasises the importance of trust, autonomy, and constructive feedback in fostering a positive work environment. She offers practical do's and don'ts for both micromanaging bosses and employees dealing with such leadership styles, encouraging open conversations to disrupt negative patterns.   KEY TAKEAWAYS Micromanagers often hover over their team, constantly ask for updates, and second-guess decisions, which can lead to poor mental and physical health among employees. Managers need to trust their team's competence and give them the autonomy to complete their tasks without constant oversight. This fosters a healthier work environment and encourages team members to take ownership of their work. Delegating tasks is crucial for preventing burnout and bottlenecks. Managers should empower their team members to make decisions and contribute, rather than doing everything themselves. Constructive feedback should be balanced with praise. Constant criticism can demoralise team members, so it's important to recognize and celebrate their accomplishments. Managers should remain open to feedback and avoid defensiveness when challenged. Accepting constructive criticism is vital for personal growth and improving management styles.   BEST MOMENTS "If you are a micromanaging boss, your intentions might be good, but micromanaging behaviour can be incredibly frustrating and really demoralising." "Don't keep constantly asking for updates. If your team is competent, you don't need to be kept in the loop on every single tiny detail." "Delegation isn't a sign of weakness. Start to empower your team and focus on the bigger picture." "Always pointing out mistakes, even minor ones, can be incredibly demoralising and can undermine your team's confidence." "If you are that boss, stop taking credit for your team's accomplishments. Acknowledge your team for the successes that it has."   HOST BIO Jivan Dempsey has first-hand experience of workplace toxicity and bad boss behavior. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, assaulted by a boss at a work event, his subsequent aggression and bullying behavior impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist, and speaker, she offers bespoke consultancy and programmes to help companies navigate cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with Jivan on LinkedIn: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com   https://www.amazon.co.uk/HR-Change-Managers-Handbook-Transformation/dp/1738547906 Are you working in a toxic environment? Take our free quiz to find out https://emea01.safelinks.protection.outlook.com/?url=https%3A%2F%2Ffiverivers-consulting.com%2Fis-your-business-a-toxic-work-environment%2F&data=05%7C02%7C%7Cf54c5d5d12754c93f5ab08dcd3f70262%7C84df9e7fe9f640afb435aaaaaaaaaaaa%7C1%7C0%7C638618305080551188%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C0%7C%7C%7C&sdata=fBhf1BfELju3%2FrXtUyJbVNv5GTFSOJ0AWed81uMTjz4%3D&reserved=0   HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation

In this episode, Jivan welcomes psychotherapist Wendy Castelino to discuss the critical topic of managing mental health in the workplace. They explore the detrimental effects of toxic work cultures on employee well-being. Wendy shares four compelling examples from her practice, including the challenges faced by employees after workplace accidents, incidents of violence, inflexible working hours for single parents, and the lack of mental health support.  KEY TAKEAWAYS Toxic work environments can lead to significant mental health issues, including anxiety and post-traumatic stress disorder (PTSD), particularly when employees experience accidents or violence at work. Organizations have a responsibility to provide adequate support and reasonable adjustments for employees dealing with mental health challenges, such as flexible working hours for single parents or trauma-informed care for those who have experienced workplace incidents. HR and management should take ownership of health and safety policies and ensure they are implemented effectively. Open communication and ongoing support can help employees feel valued and reduce feelings of anger or betrayal. Employee Assistance Programs (EAPs) can provide crucial support for employees facing mental health challenges. Confidentiality in these programs is essential, as it allows employees to seek help without fear of repercussions from their employers. Organizations that adopt flexible working arrangements and actively listen to their employees' needs can foster a more inclusive and productive work environment, ultimately benefiting both the employees and the organization. BEST MOMENTS "9 times out of 10, it's not their fault. It's some kind of faulty machinery or a poor health and safety process." "There is an onus on business owners and on HR to actually change that." "It's how you work with that person in a different way to try to support them to go back to their original job." "If the trauma memory is gone, then that's such a big step in the person moving back to work as well." "Sometimes it just takes a little bit of creativity to make our jobs more flexible to accommodate different needs." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, being assaulted by her boss at work and how his subsequent aggression and bullying behaviour impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies with HR transformation and navigate cultural shifts to create healthier, happier, and more inclusive workplaces for all.  You can connect with her on LinkedIn: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or email at: [email protected]   RESOURCES: HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation Are you working in a toxic environment? Take our free quiz to find out https://emea01.safelinks.protection.outlook.com/?url=https%3A%2F%2Ffiverivers-consulting.com%2Fis-your-business-a-toxic-work-environment%2F&data=05%7C02%7C%7Cf54c5d5d12754c93f5ab08dcd3f70262%7C84df9e7fe9f640afb435aaaaaaaaaaaa%7C1%7C0%7C638618305080551188%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C0%7C%7C%7C&sdata=fBhf1BfELju3%2FrXtUyJbVNv5GTFSOJ0AWed81uMTjz4%3D&reserved=0 www.fiverivers-consulting.com

Jivan explores the controversial actions of Labour leader Sir Keir Starmer, discussing whether his recent decision to suspend seven MPs for voting against the party line constitutes workplace bullying or a necessary display of leadership. Dempsey discusses the political dynamics at play, including the historical tensions between Starmer and the left-wing faction of the party, as well as the implications of the two-child benefit cap on families in poverty. She examines the definition of workplace bullying, contrasting it with Starmer's approach to managing his team and driving change. The episode also offers practical advice for listeners who may be experiencing bullying in their own workplaces, emphasising the importance of documentation and seeking support. Tune in for a thought-provoking discussion on leadership, accountability, and the complexities of workplace culture. KEY TAKEAWAYS Workplace Bullying vs. Tough Leadership: The discussion centres around whether Keir Starmer's actions in suspending MPs for voting against party lines constitute workplace bullying or if he is simply demonstrating strong leadership in managing his team. Political Dynamics: The situation is complicated by the existing tensions between Starmer and left-leaning MPs who are loyal to Jeremy Corbyn, suggesting that personal and political motivations may be influencing the narrative around Starmer's leadership style. Child Benefit Cap Debate: Jivan highlights the controversy surrounding the two-child benefit cap, with a call for its removal due to its impact on child poverty, while also acknowledging the complexities of political decision-making and affordability. Advice for Employees Facing Bullying: There are many practical steps you can take if you are experiencing bullying at work, including keeping records of incidents, seeking advice, and avoiding resignation to maintain the ability to pursue legal action if necessary. BEST MOMENTS "The narrative since the vote yesterday has actually moved to Keir Starmer taking down seven of his own MPs for daring to go against Labour." "Is Keir Starmer really a bully, or is he simply trying to manage his team?" "When you're driving culture change, it can increase stress and conflict, and maybe behaviours can be perceived as coercive and bullying." "I think what he has shown is toughness, but of course, I'm not there. I don't know. It's what I perceive from the outside in." "If you're being bullied at work, there are a number of things that I would recommend that you do." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at a work event, his subsequent aggression and bullying behaviour impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her forthcoming book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with me on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send me an email at: [email protected]   www.fiverivers-consulting.com Are you working in a toxic environment? Take our free quiz to find out https://emea01.safelinks.protection.outlook.com/?url=https%3A%2F%2Ffiverivers-consulting.com%2Fis-your-business-a-toxic-work-environment%2F&data=05%7C02%7C%7Cf54c5d5d12754c93f5ab08dcd3f70262%7C84df9e7fe9f640afb435aaaaaaaaaaaa%7C1%7C0%7C638618305080551188%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C0%7C%7C%7C&sdata=fBhf1BfELju3%2FrXtUyJbVNv5GTFSOJ0AWed81uMTjz4%3D&reserved=0   HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation

In this episode, Jivan engages in a thought-provoking discussion with social media marketing expert Kieran Kevan about the complexities surrounding diversity, equality, and inclusivity (DEI) initiatives in the workplace. They explore whether these initiatives inadvertently discriminate against men, particularly white men, and how this sentiment may contribute to a more toxic work culture. KEY TAKEAWAYS Diversity, Equality, and Inclusivity (DEI) initiatives aim to support underrepresented groups in the workplace, such as women, ethnic minorities, and LGBTQ+ individuals, who have historically faced barriers to advancement. There is a growing sentiment among some white men that DEI initiatives may be disadvantaging them, leading to feelings of exclusion. This highlights the need for open conversations about inclusivity that address the concerns of all employees. Navigating cultural differences in global organizations is crucial. What may be acceptable in one region could be offensive in another, making it essential for companies to develop policies that respect diverse cultural norms. Emphasizing diversity is not only a moral imperative but also a business strategy. Diverse teams can lead to better decision-making, increased innovation, and improved financial performance, making it beneficial for all employees, including white men. It is important to foster an environment where all employees feel comfortable discussing DEI issues without fear of backlash. Open conversations can help bridge gaps in understanding and promote a more inclusive workplace culture. BEST MOMENTS "I think going through different areas of my career, how people are treated and how people are seen is always interesting and is always very important." "We can't replace you because we need to hit this quota, but you're actually really good for this job." "You've had 200 years of good stuff, so you're getting 200 years of bad stuff now." "If 70% of their study feel that white men feel that all they want is to feel wanted, then actually it's a very valid point that we need to be taking on board." "Controversy causes conversation and conversation is always good, especially for an algorithm, especially on social media." VALUABLE RESOURCES Kieran Kevan | LinkedIn www.kierankevancoaching.com [email protected] HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at a work event, his subsequent aggression and bullying behaviour impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her forthcoming book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with me on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send me an email at: [email protected]   www.fiverivers-consulting.com Are you working in a toxic environment? Take our free quiz to find out https://emea01.safelinks.protection.outlook.com/?url=https%3A%2F%2Ffiverivers-consulting.com%2Fis-your-business-a-toxic-work-environment%2F&data=05%7C02%7C%7Cf54c5d5d12754c93f5ab08dcd3f70262%7C84df9e7fe9f640afb435aaaaaaaaaaaa%7C1%7C0%7C638618305080551188%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C0%7C%7C%7C&sdata=fBhf1BfELju3%2FrXtUyJbVNv5GTFSOJ0AWed81uMTjz4%3D&reserved=0 HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation

In today's episode, Jivan engages in a thought-provoking conversation with leadership coach and educator Penny de Valk about the critical role of leadership in shaping company culture. They explore the dynamics between male and female leadership styles, the importance of trust and psychological safety in the workplace, and the shared responsibility of both leaders and employees in fostering a positive work environment. Penny shares her insights on the characteristics of effective leaders, the significance of self-awareness, and the detrimental effects of toxic leadership behaviours. KEY TAKEAWAYS Leaders are crucial in defining and influencing company culture. Their behaviours and decisions set the tone for how things are done and felt within the organization. Building trust takes time and consistency. It involves transparency, showing genuine interest in team members, and creating an environment where mistakes are seen as learning opportunities rather than failures. Employees also play a vital role in shaping company culture. They should feel empowered to speak up about toxic behaviours and contribute to a positive work environment. Effective leadership can be developed through self-awareness, active listening, and the ability to adapt one's leadership style to different situations. Leaders should focus on their strengths and seek to complement them with the skills of their team. While there may be stereotypes about different leadership styles between genders, the focus should be on collaboration and the ability to take charge when necessary. Both men and women can exhibit a range of leadership qualities that contribute to a healthy workplace. BEST MOMENTS "I think sometimes women will default to collaboration, and that can often be a really good thing as opposed to competition." "Leaders are the owners and the creators of culture and climate. All of your behaviours, all of your statements, everything is amplified." "Trust takes ages to build and it's just about the consistency and transparency of our behaviours, and it takes seconds to break." "It's not just the leaders; it's about taking agency and actually calling it out themselves in terms of finding a voice." "I don't believe leaders are born; they're all made. Our self-management is the quality of our leadership." ABOUT THE GUEST Penny de Valk Fuelling Women Leaders T: +44 (0)7768 410592 pennydevalk.com [email protected] HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at a work event, his subsequent aggression and bullying behaviour impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her forthcoming book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with me on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send me an email at: [email protected]   www.fiverivers-consulting.com Are you working in a toxic environment? Take our free quiz to find out https://emea01.safelinks.protection.outlook.com/?url=https%3A%2F%2Ffiverivers-consulting.com%2Fis-your-business-a-toxic-work-environment%2F&data=05%7C02%7C%7Cf54c5d5d12754c93f5ab08dcd3f70262%7C84df9e7fe9f640afb435aaaaaaaaaaaa%7C1%7C0%7C638618305080551188%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C0%7C%7C%7C&sdata=fBhf1BfELju3%2FrXtUyJbVNv5GTFSOJ0AWed81uMTjz4%3D&reserved=0 HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation

Today, Jivan welcomes Emma Jane Taylor, a serial entrepreneur, radio broadcaster, author, and passionate campaigner for child protection through her charity Project 9010 and the Not My Shame movement. They delve into the critical issue of child sexual abuse, discussing the importance of open conversations and education to empower children and prevent future abuse. Emma Jane shares her personal journey as a survivor, highlighting the need for resilience and support in both personal and workplace environments. She also discusses her upcoming wedding and her innovative fitness program, Disco Shuffle, showcasing her commitment to well-being and advocacy.  KEY TAKEAWAYS Addressing uncomfortable topics, such as child sexual abuse, is crucial for both children and adults. Open dialogue can empower individuals to speak up and seek help, breaking the cycle of silence and shame. Educating children about recognizing inappropriate behaviours and understanding concepts like trust and consent is essential. This proactive approach can help prevent abuse and equip children with the tools to protect themselves. Many adults who experienced childhood trauma, including sexual abuse, may face mental health challenges in the workplace. Recognizing and addressing these issues can lead to better support systems and improved employee performance. Organizations should foster an environment where employees feel safe to express their vulnerabilities. This can lead to a more engaged and productive workforce, as suppressed emotions can hinder individual and team performance. Building a supportive community for survivors and encouraging allies to engage in these conversations is vital. Allies can play a significant role in helping survivors feel understood and supported, ultimately contributing to a healthier society. BEST MOMENTS "We need to help children protect themselves, giving them a language so that they can understand what permission, awareness, trust looks like." "If we can help children identify what's right and wrong early enough, they won't repeat behaviours they've come across at home." "A supported employee is a loyal employee. We need to normalize uncomfortable conversations for everybody." "If I can leave some hope and protection for children and adults, then that will be something that I know will help me rest in peace." VALUABLE RESOURCES www.emmajanetaylor.com Emma-Jane (EJ) Taylor   | LinkedIn HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at a work event, his subsequent aggression and bullying behaviour impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her forthcoming book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with me on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send me an email at: [email protected]   www.fiverivers-consulting.com Are you working in a toxic environment? Take our free quiz to find out https://emea01.safelinks.protection.outlook.com/?url=https%3A%2F%2Ffiverivers-consulting.com%2Fis-your-business-a-toxic-work-environment%2F&data=05%7C02%7C%7Cf54c5d5d12754c93f5ab08dcd3f70262%7C84df9e7fe9f640afb435aaaaaaaaaaaa%7C1%7C0%7C638618305080551188%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C0%7C%7C%7C&sdata=fBhf1BfELju3%2FrXtUyJbVNv5GTFSOJ0AWed81uMTjz4%3D&reserved=0 HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation

Today, Jivan welcomes guest Chloe Bisson, a serial entrepreneur and book publisher, to discuss the critical topic of employee mindset in the face of toxic workplaces. With alarming statistics highlighting the impact of workplace toxicity on productivity and mental health, Chloe shares her personal journey from a successful corporate career to overcoming severe clinical depression. She emphasizes the importance of resilience, self-awareness, and the tools she developed to navigate challenges.  KEY TAKEAWAYS Resilience develops over time through facing challenges. Embracing discomfort and leaning into challenges can strengthen one's ability to withstand future difficulties. Having a toolkit for mental health is essential. This can include journaling to express feelings and creating a "happy list" of quick activities that can provide distraction and uplift mood. Surrounding oneself with inspiring individuals, whether through books, podcasts, or social media, can provide motivation and perspective during tough times. Learning from others' experiences can help normalize personal challenges. It's important to differentiate between seeking comfort and exercising courage. Challenging oneself to step out of comfort zones can lead to personal growth and resilience. Understanding when to step away from a toxic environment is crucial for mental well-being. Sometimes, leaving a situation is necessary to prioritize one's health and happiness. BEST MOMENTS "I found out through lots of therapy and a lot of work that the person I was striving to be wasn't actually me. It was who I thought I had to be." "Who asks those sort of questions in a corporate world?" "If I can't stomach that, let me create my own world, my own ecosystem, my own business." "Every time I've had a struggle in business, the tools that I was given right back at the beginning of the depression still help me." VALUABLE RESOURCES Chloë Bisson | LinkedIn www.chloebisson.com [email protected] HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at a work event, his subsequent aggression and bullying behaviour impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her forthcoming book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with me on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send me an email at: [email protected]   www.fiverivers-consulting.com Are you working in a toxic environment? Take our free quiz to find out https://emea01.safelinks.protection.outlook.com/?url=https%3A%2F%2Ffiverivers-consulting.com%2Fis-your-business-a-toxic-work-environment%2F&data=05%7C02%7C%7Cf54c5d5d12754c93f5ab08dcd3f70262%7C84df9e7fe9f640afb435aaaaaaaaaaaa%7C1%7C0%7C638618305080551188%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C0%7C%7C%7C&sdata=fBhf1BfELju3%2FrXtUyJbVNv5GTFSOJ0AWed81uMTjz4%3D&reserved=0 HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation

In this episode, Jivan sits down with Jacqueline Cripps, author of "Managing Millennials." They discuss the unique values and expectations of millennials in the workplace, exploring why this generation is often misunderstood and maligned. Jacqueline shares insights from her decade-long experience in workforce management, emphasizing the importance of understanding millennials' needs for flexibility, purpose, and feedback.  KEY TAKEAWAYS Millennials are projected to make up 75% of the global workforce by 2025. It's crucial for organizations to understand their values, needs, and how to effectively manage and motivate them to ensure business success. Negative stereotypes about millennials often stem from misunderstandings and biases held by older generations. It's important to recognize that each generation has different experiences and expectations shaped by the societal context in which they grew up. Millennials value flexibility, autonomy, and work-life integration. Organizations that fail to adapt to these preferences risk losing talent, as many millennials are willing to leave jobs that do not accommodate their needs for a more flexible work environment. Millennials seek meaningful work and want to make a difference. Organizations should align their values with those of millennials, focusing on corporate responsibility, sustainability, and inclusivity to attract and retain this generation. Open communication and regular feedback are essential for engaging millennials. Managers should encourage millennials to articulate their needs and provide support for their growth, while millennials should take responsibility for expressing their expectations in the workplace. BEST MOMENTS "We are the now generation. By 2025, we're going to make up about 75% of the global workforce. Unless you're getting to know who we are, there's a big risk around the continuation of success for businesses." "The media tends to be quite negative about millennials and about Gen Zs. Do you know where that comes from?" "I think some of these stereotypes come out of a bias around, well, I've lived this way. Therefore, everybody else should be doing exactly the same thing." "Millennials have a different view. We're very purpose-oriented. If we feel stagnant or floundering, then this is where we start to come disengaged." "There's no shame in actually saying, I've done everything I can; actually, it's time to move on." VALUABLE RESOURCES www.jacquelinecripps.com [email protected] Jacqueline Cripps | LinkedIn HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at a work event, his subsequent aggression and bullying behaviour impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her forthcoming book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with me on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send me an email at: [email protected]   www.fiverivers-consulting.com Are you working in a toxic environment? Take our free quiz to find out https://emea01.safelinks.protection.outlook.com/?url=https%3A%2F%2Ffiverivers-consulting.com%2Fis-your-business-a-toxic-work-environment%2F&data=05%7C02%7C%7Cf54c5d5d12754c93f5ab08dcd3f70262%7C84df9e7fe9f640afb435aaaaaaaaaaaa%7C1%7C0%7C638618305080551188%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C0%7C%7C%7C&sdata=fBhf1BfELju3%2FrXtUyJbVNv5GTFSOJ0AWed81uMTjz4%3D&reserved=0 HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation

In this very first episode of HR Hacks and Halos, Jivan Dempsey delves into the critical issue of toxic workplace cultures and the detrimental effects they have on employees and organizations alike. With over 20 years of experience in HR, Jivan shares a personal story of overcoming a harrowing experience with a bullying boss, highlighting the importance of speaking out against bad behaviours in the workplace.  KEY TAKEAWAYS A significant portion of our lives is spent at work, making it essential for employees to feel happy, safe, and valued in their work environment. Toxic workplace cultures can lead to negative outcomes for both employees and employers. Working in a toxic environment can severely affect an employee's motivation, morale, and mental health, while also harming a company's productivity and overall success. Jivan shares a personal story of experiencing workplace bullying and assault, highlighting the long-term effects of such trauma on mental health and career. There is a need to call out bad boss behaviours and workplace toxicity to foster a more positive and productive work culture. Everyone involved in the workplace suffers from a toxic environment. Jivan's aim is to create a community where listeners can share their stories and seek advice on workplace issues, emphasizing the importance of speaking out against toxic behaviours and supporting one another. BEST MOMENTS "We should also be happy at work. Don't we all deserve to be content? Enjoy our work in an environment that we feel safe." "Millions of us work in a toxic culture, face unreasonable demands, not feeling listened to, or perhaps just scared, anxious, or just feeling disempowered." "If you're an employee, working in a toxic environment is going to affect your motivation, your morale, and ultimately your mental health." "I was on this awful kind of toxic cycle and I didn't know how to get off. It cost me my job and I had loved that career very much." "Now I'm speaking out, now I'm calling it out, and by sharing my story. It's so important to do something about it." HOST BIO Jivan Dempsey has first-hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at a work event, his subsequent aggression and bullying behaviour impacted her work performance, mental health and eventually cost her a job she'd loved.  Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her forthcoming book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with me on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send me an email at: [email protected]   www.fiverivers-consulting.com Are you working in a toxic environment? Take our free quiz to find out https://emea01.safelinks.protection.outlook.com/?url=https%3A%2F%2Ffiverivers-consulting.com%2Fis-your-business-a-toxic-work-environment%2F&data=05%7C02%7C%7Cf54c5d5d12754c93f5ab08dcd3f70262%7C84df9e7fe9f640afb435aaaaaaaaaaaa%7C1%7C0%7C638618305080551188%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C0%7C%7C%7C&sdata=fBhf1BfELju3%2FrXtUyJbVNv5GTFSOJ0AWed81uMTjz4%3D&reserved=0 HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation