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 jivan@fiverivers-consulting.com 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. stuart@themindcoach.co.uk 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 jivan@fiverivers-consulting.com 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: jivan@fiverivers-consulting.com 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! michelle@peoplesorted.co.uk 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: jivan@fiverivers-consulting.com 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: jivan@fiverivers-consulting.com 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. morgan.duffy@ekalsolutions.com 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. yaakufuor@gmail.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 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 jivan@fiverivers-consulting.com 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: jivan@fiverivers-consulting.com 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: melissa.owusu-ansah@docebo.com 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: jivan@fiverivers-consulting.com 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: jivan@fiverivers-consulting.com 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: jivan@fiverivers-consulting.com 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: jivan@fiverivers-consulting.com 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: jivan@fiverivers-consulting.com 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: jivan@fiverivers-consulting.com 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: jivan@fiverivers-consulting.com 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: jivan@fiverivers-consulting.com 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: jivan@fiverivers-consulting.com 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: jivan@fiverivers-consulting.com 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: jivan@fiverivers-consulting.com 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: jivan@fiverivers-consulting.com 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: jivan@fiverivers-consulting.com 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