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:

hrhacksandhalos@gmail.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 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:

hrhacksandhalos@gmail.com

jivan@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

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.

olga.vt@sociallearningtalent.com dorrit@kromanns.com

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:

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 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:

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 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:

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 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:

jivan@fiverivers-consulting.com

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

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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:

jivan@fiverivers-consulting.com

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

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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:

jivan@fiverivers-consulting.com

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