HR Hacks & Halos (Jivan Dempsey)

In this episode, Jivan chats to Nick James, founder and CEO of Expert Empires about the importance of mindset, emotional intelligence, and resilience in business leadership.

They discuss Nick’s journey from being influenced by Tony Robbins at just 12 years old to becoming a successful entrepreneur who has built, grown and scaled four businesses from zero to seven figures in annual revenue. Nick shares insights on how to build a positive company culture and the significance of surrounding yourself with the right people.

Nick grew Expert Empires from an idea in 2017, to become one of the UK's best-known business events, with over 8,000 previous attendees.

The episode explores how true leadership begins with self-management and the ability to control your own emotional state. With Nick explaining the importance of values in business, how they can shape company culture, and the role they play in recruitment and employee engagement. Highlighting the need for leaders to actively maintain a positive culture and address any toxic elements that may arise.

As a Husband and a Dad, he also shares his tips on balancing positivity with reality and integrating family values into business practices.

Key Takeaways:

• Importance of Leadership and Mindset: Effective leadership requires mastering emotional and mental states, taking ownership, and maintaining self-awareness and balance. Mindset is fundamental to achieving business success.
• Values as a Foundation: Incorporating values into business practices provides alignment, enhances company culture, and improves recruitment success. Regularly discussing and upholding visible values creates a strong framework for decision-making and team engagement.
• The Role of Culture in Success: A positive and well-maintained culture boosts employee engagement and team performance while minimizing the impact of toxic behaviors. It requires ongoing effort and vigilant leadership.
• Learning and Growth: Resilience and the ability to learn from failures are crucial for overcoming business challenges and driving future success. Mentors and models can provide valuable guidance for development.
• Supportive Relationships: Surrounding yourself with supportive people, including mentors and team members, greatly contributes to success. A positive company culture and family values can seamlessly integrate into business practices.
• The Power of Control and Communication: Leaders must control their reactions and approach difficult conversations with clarity. A well-defined set of values simplifies such interactions, fostering alignment and mutual understanding.

About Jivan Dempsey:

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement, she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved.

Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and...

Today, Jivan welcomes Emma Jane Taylor, a serial entrepreneur, radio broadcaster, author, and passionate campaigner for child protection through her charity Project 9010 and the Not My Shame movement. They delve into the critical issue of child sexual abuse, discussing the importance of open conversations and education to empower children and prevent future abuse. Emma Jane shares her personal journey as a survivor, highlighting the need for resilience and support in both personal and workplace environments. She also discusses her upcoming wedding and her innovative fitness program, Disco Shuffle, showcasing her commitment to well-being and advocacy. 

KEY TAKEAWAYS

• Addressing uncomfortable topics, such as child sexual abuse, is crucial for both children and adults. Open dialogue can empower individuals to speak up and seek help, breaking the cycle of silence and shame.
• Educating children about recognizing inappropriate behaviours and understanding concepts like trust and consent is essential. This proactive approach can help prevent abuse and equip children with the tools to protect themselves.
• Many adults who experienced childhood trauma, including sexual abuse, may face mental health challenges in the workplace. Recognizing and addressing these issues can lead to better support systems and improved employee performance.
• Organizations should foster an environment where employees feel safe to express their vulnerabilities. This can lead to a more engaged and productive workforce, as suppressed emotions can hinder individual and team performance.
• Building a supportive community for survivors and encouraging allies to engage in these conversations is vital. Allies can play a significant role in helping survivors feel understood and supported, ultimately contributing to a healthier society.

BEST MOMENTS

"We need to help children protect themselves, giving them a language so that they can understand what permission, awareness, trust looks like."

"If we can help children identify what's right and wrong early enough, they won't repeat behaviours they've come across at home."

"A supported employee is a loyal employee. We need to normalize uncomfortable conversations for everybody."

"If I can leave some hope and protection for children and adults, then that will be something that I know will help me rest in peace."

VALUABLE RESOURCES

www.emmajanetaylor.com

Emma-Jane (EJ) Taylor   | LinkedIn

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at a work event, his subsequent aggression and bullying behaviour impacted her work performance, mental health and eventually cost her a job she'd loved. 

Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her forthcoming book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. 

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to...

In this episode, Jivan delves into the intricacies of resignations, emphasising the importance of HOW to leave a job, especially in high-stakes industries like life sciences and healthcare. Drawing on recent high-profile resignations, such as those of Rosie Duffield and Louise Haig, Jivan contrasts the impact of emotional versus professional exits. She discusses the potential long-term consequences of burning bridges and offers practical steps for a respectful resignation process, including planning an exit, securing a new role, and drafting a professional resignation letter. 

KEY TAKEAWAYS

• How you resign can significantly impact your career, especially in specialised industries where reputations are crucial. Maintaining professionalism during resignation helps preserve future opportunities and relationships.
• Before resigning, reflect on your reasons for leaving and secure your next role if possible. This preparation minimizes disruption and helps maintain your professional reputation.
• Craft a concise resignation letter that focuses on your role, notice period, and gratitude for your experiences. Avoid airing grievances in the letter; save those discussions for an exit interview.
• Employers should use exit interviews to gather insights about employee departures. This feedback can help improve workplace culture and retention strategies, addressing issues like poor leadership and lack of growth opportunities.
• If an employee resigns abruptly or publicly criticizes the organization, it's essential for leadership to respond thoughtfully. This may involve holding all-hands meetings, issuing professional statements, and analyzing the reasons behind the resignation to implement necessary changes.

BEST MOMENTS

"How you resign matters more than you think. It can shape your career for years to come."

"I think perhaps maybe put it in a drawer overnight and then look at it again in the morning."

"You never know when you might need somebody again in the future."

"I think exit interviews are probably a little bit more productive than the resignation letter."

"A resignation, moving on, that's what fixes it, not the I feel great now because I vented at somebody."

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, assaulted by a boss at work and his subsequent aggressive and bullying behaviours which impacted her work performance, mental health and eventually cost her a job she'd loved. 

Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. 

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. 

Please connect with her on Linked In:

Jivan Dempsey FCIPD GMBPsS | LinkedIn

Or send her an email at:

In this episode, Jivan sits down with Mervyn Dinnen, a leading analyst and researcher in HR technology and talent trends. Together, they explore Mervyn's predictions for 2025 and the evolving landscape of HR. They delve into the impact of AI on employee engagement, the ongoing debate around flexible and remote working, and the importance of well-being in the workplace. Mervyn shares insights from recent conferences, highlighting the need for HR professionals to adapt to changing cultural expectations and the significance of human connection in an increasingly tech-driven environment. 

KEY TAKEAWAYS

• AI and generative AI are dominating discussions in HR, with a focus on how these technologies can enhance employee engagement rather than replace enjoyable tasks. There is a concern that AI could take away elements of work that employees find fulfilling.
• The shift towards flexible, hybrid, and remote working arrangements was already in motion before the COVID-19 pandemic, which acted as a catalyst for broader acceptance. Organizations are now grappling with how to balance employee preferences for flexibility with operational needs.
• There is a growing emphasis on employee wellness and mental health, with organizations investing in health tech solutions and support systems to prevent burnout and promote overall wellbeing.
• Modern leadership requires a more inclusive and supportive approach, recognizing the diverse needs and expectations of employees, particularly from younger generations. Leaders must balance decisiveness with empathy and understanding of cultural shifts within the workforce.
• The increasing availability of analytics and data-driven insights allows HR professionals to make informed decisions regarding employee engagement, diversity, equity, inclusion, and overall organizational culture. This trend highlights the importance of understanding employee sentiment and adapting to changing workplace dynamics.

BEST MOMENTS

"The number of breakout sessions I walked past where people are talking about AI, it's clearly the number one topic."

"I think it will change people's tasks, but it's not great to have it taking over some of the bits of the job that they enjoy."

"Leaders need an understanding of how culturally their organizations are changing."

"It's about putting the humanity into human resources."

"I think that there's a bit of an overload of all of these ways to represent this in a way that's more easily digestible."

GUEST BIO

Mervyn Dinnen is an analyst, author and commentator on HR, Talent and WorkTech trends. Based in London, UK, he is host of the HR Means Business podcast and the weekly HR Means Business newsletter in which he writes about the ongoing trends and developments in HR. He is an International Keynote speaker and has been recognised as a Top 100 Global Influencer in HR Technology for the last 5 years. He is also co-author of the books Digital Talent and Exceptional Talent.

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, subjected to aggressive and bullying behaviours, impacting her work performance, mental health and eventually cost her a job she'd loved. 

Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and

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:

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

In this episode, Jivan is flying solo, diving into the critical topic of Diversity, Equality, Inclusion, and Belonging (DEIB) within the workplace. Drawing from years of experience in life sciences, healthcare, and pharma, Jivan emphasises the importance of creating environments where all employees feel valued and heard. She discusses the financial and cultural benefits of strong DEIB initiatives, highlighting research that shows how they can drive innovation, enhance decision-making, and improve employee engagement. 

KEY TAKEAWAYS

• Diversity, Equality, Inclusion, and Belonging (DEIB) are essential for creating a workplace culture where employees feel valued, heard, and safe. This is particularly crucial in industries like healthcare and life sciences, where innovation and collaboration are vital.
• Organisations that invest in DEIB initiatives see significant financial benefits, including a 25% increase in profitability and 30% lower turnover rates. These metrics highlight the correlation between strong DEIB programmes and improved business performance.
• For DEIB to be effective, senior leaders must actively champion these initiatives, model inclusive behaviours, and integrate DEIB goals into the organisation's strategic priorities. This includes aligning DEIB objectives with key performance indicators (KPIs) across departments.
• Organisations should openly share their DEIB goals, progress, and challenges to build trust among employees. Regular assessments and feedback mechanisms are necessary to refine DEIB strategies and ensure they remain a priority.
• The concept of belonging is crucial for employee engagement and retention. Creating an environment where individuals feel connected to the organisation enhances their overall experience and strengthens the organisation's impact in its industry.

BEST MOMENTS

"DEIB isn't just a nice to have, it's essential for staying competitive and building a workforce that reflects the global communities we serve."

"Toxic behaviours cost organisations billions in turnover, absenteeism, and lost productivity. It's staggering."

"Companies with strong DEIB programs outperformed others by 25% in profitability and reported 30% lower turnover rates."

"Senior leaders need to see DEIB as a strategic priority, not just something that sits within HR."

"By embedding the notion of DEI, particularly the concept of belonging, you're not only improving the employee experience but also strengthening your industry's impact."

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, assaulted by a boss at work, his aggressive and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. 

Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. 

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. 

Please connect with her on...

In this festive episode of "HR Hacks and Halos," Jivan welcomes her longtime friend Seema Grantham, to discuss her role at BHETA, a trade association for home and garden wares and small domestic appliances. The conversation is filled with light-hearted banter as they reminisce about their 40-year friendship, share holiday plans, and reflect on Seema's recent adventures, including a memorable trip to Peru. Seema highlights the various ways BHETA supports its members, from connecting them with retailers to providing export advice. The episode captures the spirit of the holiday season while emphasising the importance of community and connection in both personal and professional parts of your life. 

KEY TAKEAWAYS

3. Festive Celebrations: The conversation highlights the importance of festive gatherings and traditions, such as hosting on Christmas Eve, annual events like the Strictly Finals party, emphasising the joy of connecting with friends and family during the holiday season.
7. Professional Engagement: The discussion covers the role of BHETA, a trade association that supports members in the housewares and small domestic appliances sector, showcasing its efforts in networking, lobbying, and providing resources for businesses to thrive post-Brexit.
11. Travel Experiences: Personal travel experiences, including a memorable trip to Peru and plans for future travels, illustrate the value of exploring new cultures and the importance of taking time off for relaxation and adventure amidst a busy work schedule.
15. Community and Networking: The significance of community is emphasised through the mention of various industry connections and collaborations, as well as the importance of networking events that help members expand their business opportunities.
19. Work-Life Balance: The dialogue reflects on the challenges of maintaining a work-life balance, particularly during busy periods like the holiday season, while also highlighting the benefits of sharing experiences and staying connected with loved ones.

BEST MOMENTS

"Every workplace can be transformed when we challenge the bad and celebrate the good."

"I wanted to do something different. It's Christmas. Just general chit-chat really."

"If you are thinking of joining BHETA and you've got some home and garden wares or small appliance kind of business, I think you'll be truly well looked after."

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, assaulted and bullied at work which impacted her work performance, mental health and eventually cost her a job she'd loved. 

Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. 

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. 

Please connect with her on Linked In:

Jivan...

In this very first episode of HR Hacks and Halos, Jivan Dempsey delves into the critical issue of toxic workplace cultures and the detrimental effects they have on employees and organizations alike. With over 20 years of experience in HR, Jivan shares a personal story of overcoming a harrowing experience with a bullying boss, highlighting the importance of speaking out against bad behaviours in the workplace. 

KEY TAKEAWAYS

• A significant portion of our lives is spent at work, making it essential for employees to feel happy, safe, and valued in their work environment. Toxic workplace cultures can lead to negative outcomes for both employees and employers.
• Working in a toxic environment can severely affect an employee's motivation, morale, and mental health, while also harming a company's productivity and overall success.
• Jivan shares a personal story of experiencing workplace bullying and assault, highlighting the long-term effects of such trauma on mental health and career.
• There is a need to call out bad boss behaviours and workplace toxicity to foster a more positive and productive work culture. Everyone involved in the workplace suffers from a toxic environment.
• Jivan's aim is to create a community where listeners can share their stories and seek advice on workplace issues, emphasizing the importance of speaking out against toxic behaviours and supporting one another.

BEST MOMENTS

"We should also be happy at work. Don't we all deserve to be content? Enjoy our work in an environment that we feel safe."

"Millions of us work in a toxic culture, face unreasonable demands, not feeling listened to, or perhaps just scared, anxious, or just feeling disempowered."

"If you're an employee, working in a toxic environment is going to affect your motivation, your morale, and ultimately your mental health."

"I was on this awful kind of toxic cycle and I didn't know how to get off. It cost me my job and I had loved that career very much."

"Now I'm speaking out, now I'm calling it out, and by sharing my story. It's so important to do something about it."

HOST BIO

Jivan Dempsey has first-hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at a work event, his subsequent aggression and bullying behaviour impacted her work performance, mental health and eventually cost her a job she'd loved. 

Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her forthcoming book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. 

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate cultural shifts to create healthier, happier, and more inclusive workplaces for all. 

Please connect with me on Linked In:

Jivan Dempsey FCIPD GMBPsS | LinkedIn

Or send me an email at:

jivan@fiverivers-consulting.com

www.fiverivers-consulting.com

Are you working in a toxic...

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 |...

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:

In this episode, Jivan welcomes performance coach Mark Dinardo, who shares his transformative journey from a secure career in the IT industry to managing his own health and wellness clinic. Mark discusses the toxic workplace dynamics he experienced, including the challenges of advocating for his team's well-being amidst rigid performance metrics and calibration processes. He reflects on the personal toll of stress and burnout, which ultimately led him to reassess his career path. 

KEY TAKEAWAYS

• Toxicity in the workplace can stem from rigid processes and a lack of understanding of individual contributions, leading to stress and burnout among employees. It's crucial for organizations to recognize the unique value each team member brings rather than forcing them into a standardized performance curve.
• Personal health and well-being are paramount. The transition from a high-stress job to a focus on health and wellness can be a transformative experience, highlighting the need for individuals to prioritize their mental and physical health over job security.
• Encouraging open discussions about stress, burnout, and work-life balance is essential. Managers should advocate for their teams and seek to implement supportive initiatives, even when faced with resistance from higher management.
• Individuals should explore personal outlets outside of work, such as hobbies or community activities, to decompress and manage stress. Engaging in activities that bring joy can help mitigate the negative effects of a toxic work environment.
• Sometimes, a significant life event or realization can prompt a career change. Recognizing when a job no longer aligns with personal values or well-being is crucial, and individuals should be open to pursuing new paths that better suit their passions and health.

BEST MOMENTS

"I felt I had a duty to care for those people and to look out for them, but just got a sense that it was obviously jarring with too many people."

"Sometimes the whole point of a calibration exercise is meant to have a much wider helicopter view of all of the ratings, but it has to work for everybody."

"It was only through taking a break from that that I realized how much stress I'd built up in myself, it took the point of actually coming to that final health crisis."

"Pain doesn't just come from nothing. Pain is manifesting from emotions, different situations. And once we uncover what that actually is, we can do something about it."

"No one actually deserves to be working in an environment where it is so toxic that they're not actually enjoying it."

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. 

Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. 

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience...

In today's episode, Jivan engages in a thought-provoking conversation with leadership coach and educator Penny de Valk about the critical role of leadership in shaping company culture. They explore the dynamics between male and female leadership styles, the importance of trust and psychological safety in the workplace, and the shared responsibility of both leaders and employees in fostering a positive work environment. Penny shares her insights on the characteristics of effective leaders, the significance of self-awareness, and the detrimental effects of toxic leadership behaviours.

KEY TAKEAWAYS

• Leaders are crucial in defining and influencing company culture. Their behaviours and decisions set the tone for how things are done and felt within the organization.
• Building trust takes time and consistency. It involves transparency, showing genuine interest in team members, and creating an environment where mistakes are seen as learning opportunities rather than failures.
• Employees also play a vital role in shaping company culture. They should feel empowered to speak up about toxic behaviours and contribute to a positive work environment.
• Effective leadership can be developed through self-awareness, active listening, and the ability to adapt one's leadership style to different situations. Leaders should focus on their strengths and seek to complement them with the skills of their team.
• While there may be stereotypes about different leadership styles between genders, the focus should be on collaboration and the ability to take charge when necessary. Both men and women can exhibit a range of leadership qualities that contribute to a healthy workplace.

BEST MOMENTS

"I think sometimes women will default to collaboration, and that can often be a really good thing as opposed to competition."

"Leaders are the owners and the creators of culture and climate. All of your behaviours, all of your statements, everything is amplified."

"Trust takes ages to build and it's just about the consistency and transparency of our behaviours, and it takes seconds to break."

"It's not just the leaders; it's about taking agency and actually calling it out themselves in terms of finding a voice."

"I don't believe leaders are born; they're all made. Our self-management is the quality of our leadership."

ABOUT THE GUEST

Penny de Valk

Fuelling Women Leaders

T: +44 (0)7768 410592

pennydevalk.com

penny@pennydevalk.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 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...

In this episode, Jivan sits down with Jacqueline Cripps, author of "Managing Millennials." They discuss the unique values and expectations of millennials in the workplace, exploring why this generation is often misunderstood and maligned. Jacqueline shares insights from her decade-long experience in workforce management, emphasizing the importance of understanding millennials' needs for flexibility, purpose, and feedback. 

KEY TAKEAWAYS

• Millennials are projected to make up 75% of the global workforce by 2025. It's crucial for organizations to understand their values, needs, and how to effectively manage and motivate them to ensure business success.
• Negative stereotypes about millennials often stem from misunderstandings and biases held by older generations. It's important to recognize that each generation has different experiences and expectations shaped by the societal context in which they grew up.
• Millennials value flexibility, autonomy, and work-life integration. Organizations that fail to adapt to these preferences risk losing talent, as many millennials are willing to leave jobs that do not accommodate their needs for a more flexible work environment.
• Millennials seek meaningful work and want to make a difference. Organizations should align their values with those of millennials, focusing on corporate responsibility, sustainability, and inclusivity to attract and retain this generation.
• Open communication and regular feedback are essential for engaging millennials. Managers should encourage millennials to articulate their needs and provide support for their growth, while millennials should take responsibility for expressing their expectations in the workplace.

BEST MOMENTS

"We are the now generation. By 2025, we're going to make up about 75% of the global workforce. Unless you're getting to know who we are, there's a big risk around the continuation of success for businesses."

"The media tends to be quite negative about millennials and about Gen Zs. Do you know where that comes from?"

"I think some of these stereotypes come out of a bias around, well, I've lived this way. Therefore, everybody else should be doing exactly the same thing."

"Millennials have a different view. We're very purpose-oriented. If we feel stagnant or floundering, then this is where we start to come disengaged."

"There's no shame in actually saying, I've done everything I can; actually, it's time to move on."

VALUABLE RESOURCES

www.jacquelinecripps.com

hello@jacquelinecripps.com

Jacqueline Cripps | LinkedIn

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at a work event, his subsequent aggression and bullying behaviour impacted her work performance, mental health and eventually cost her a job she'd loved. 

Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her forthcoming book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her expertise and dedication...

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...

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:

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:

In today's episode, Jivan sits down with Kevin Antao, a former CIO at Amnesty International and now a freelance consultant in the not-for-profit sector. They discuss the challenges charities face in leveraging technology and data, the innovative role of a digital trustee, and the importance of organizational culture in driving change. Kevin shares his insights on the impact of AI, the necessity for the not-for-profit sector to have a voice in geopolitical technology discussions, and how charities can adapt and thrive in a rapidly changing environment.

KEY TAKEAWAYS

• The role of a digital trustee is emerging as a vital position within nonprofit organizations, focusing on leveraging technology and data to enhance operations and outreach, particularly in engaging younger audiences.
• Transitioning from the for-profit to the nonprofit sector can provide a deeper sense of purpose and fulfilment, as individuals find it easier to connect with missions that aim to address social issues and improve lives.
• Nonprofits often encounter challenges related to cost, capability, capacity, and culture, especially in the context of the current cost of living crisis. Addressing these challenges requires innovative thinking and a focus on building organizational culture.
• Effective use of data and technology is crucial for nonprofits to thrive. Organizations must prioritize data management to harness the potential of AI and improve supporter experiences, ensuring they remain competitive in a rapidly changing landscape.
• The nonprofit sector must have a voice in broader discussions about technology and its implications, particularly regarding safeguarding and ethical considerations. Engaging in these conversations is essential for shaping policies that affect vulnerable populations.

BEST MOMENTS

"I think capability is at the top of the tree, and I actually think cost is down the bottom of the tree."

"We need to make sure that their insight is built into the solutions that we're coming in with."

"Organizational culture is very difficult to change. It takes time, but it’s always going to be the same common themes here."

"The non-profit sector has some of the best scenarios to go away and work these things out in."

"If you can do that, and just make sure you follow your passion, it’s an amazing thing."

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. 

Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. 

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. 

Please connect with her on Linked In:

In this episode, Jivan engages in a thought-provoking discussion with social media marketing expert Kieran Kevan about the complexities surrounding diversity, equality, and inclusivity (DEI) initiatives in the workplace. They explore whether these initiatives inadvertently discriminate against men, particularly white men, and how this sentiment may contribute to a more toxic work culture.

KEY TAKEAWAYS

• Diversity, Equality, and Inclusivity (DEI) initiatives aim to support underrepresented groups in the workplace, such as women, ethnic minorities, and LGBTQ+ individuals, who have historically faced barriers to advancement.
• There is a growing sentiment among some white men that DEI initiatives may be disadvantaging them, leading to feelings of exclusion. This highlights the need for open conversations about inclusivity that address the concerns of all employees.
• Navigating cultural differences in global organizations is crucial. What may be acceptable in one region could be offensive in another, making it essential for companies to develop policies that respect diverse cultural norms.
• Emphasizing diversity is not only a moral imperative but also a business strategy. Diverse teams can lead to better decision-making, increased innovation, and improved financial performance, making it beneficial for all employees, including white men.
• It is important to foster an environment where all employees feel comfortable discussing DEI issues without fear of backlash. Open conversations can help bridge gaps in understanding and promote a more inclusive workplace culture.

BEST MOMENTS

"I think going through different areas of my career, how people are treated and how people are seen is always interesting and is always very important."

"We can't replace you because we need to hit this quota, but you're actually really good for this job."

"You've had 200 years of good stuff, so you're getting 200 years of bad stuff now."

"If 70% of their study feel that white men feel that all they want is to feel wanted, then actually it's a very valid point that we need to be taking on board."

"Controversy causes conversation and conversation is always good, especially for an algorithm, especially on social media."

VALUABLE RESOURCES

Kieran Kevan | LinkedIn

www.kierankevancoaching.com

kieranjameskevan@outlook.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 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...

In this episode Jivan welcomes Jeanette Linfoot, a former corporate CEO turned entrepreneur and mentor, to discuss her extensive career and insights on leadership, workplace culture, and the significance of diversity, equity, and inclusion (DEI) in business. Jeanette shares her journey from the corporate world, where she held high-level positions in the travel and hospitality sectors, to her current role as an advisor and mentor. Jeanette emphasizes the need for open communication, employee feedback, and the co-creation of values to foster a positive workplace culture.

KEY TAKEAWAYS

• An organization's tone is primarily set by its leadership. Effective leaders are critical in shaping workplace culture and ensuring that core values are communicated and lived throughout the organization.
• Regular and transparent communication is essential for fostering trust and teamwork within an organization.
• While progress has been made in DEI initiatives, significant work remains across various dimensions, including gender, LGBTQ+, disability, and social mobility. Organizations must actively work to create equal opportunities for all.
• A hands-on leader who engages directly with teams and customers can provide valuable insights into the organization's culture and performance.
• For values to be effective, they must be co-created with input from employees at all levels.

BEST MOMENTS

"I think the environment has shifted. And I think all businesses need to adapt to what is important to their teams in today's world, not the world of 20 years ago."

"You have to have male allies. You can't do it otherwise. It doesn't work."

"If one of our values is honesty, then are we calling out when we see dishonesty? You have to align the values with a set of behaviors."

"If leaders are approachable and leaders have a human side to them... that pays dividends in terms of how you are with your employees."

"You need to be able to have... a process for any of these situations as of when they come up."

HOST BIO

Jivan Dempsey has first hand experience of workplace toxicity. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. 

Listeners are drawn to her raw honesty and insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. 

As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. 

Please connect with her on Linked In:

Jivan Dempsey FCIPD GMBPsS | LinkedIn

Or email at:

hrhacksandhalos@gmail.com

Today, Jivan welcomes guest Chloe Bisson, a serial entrepreneur and book publisher, to discuss the critical topic of employee mindset in the face of toxic workplaces. With alarming statistics highlighting the impact of workplace toxicity on productivity and mental health, Chloe shares her personal journey from a successful corporate career to overcoming severe clinical depression. She emphasizes the importance of resilience, self-awareness, and the tools she developed to navigate challenges. 

KEY TAKEAWAYS

• Resilience develops over time through facing challenges. Embracing discomfort and leaning into challenges can strengthen one's ability to withstand future difficulties.
• Having a toolkit for mental health is essential. This can include journaling to express feelings and creating a "happy list" of quick activities that can provide distraction and uplift mood.
• Surrounding oneself with inspiring individuals, whether through books, podcasts, or social media, can provide motivation and perspective during tough times. Learning from others' experiences can help normalize personal challenges.
• It's important to differentiate between seeking comfort and exercising courage. Challenging oneself to step out of comfort zones can lead to personal growth and resilience.
• Understanding when to step away from a toxic environment is crucial for mental well-being. Sometimes, leaving a situation is necessary to prioritize one's health and happiness.

BEST MOMENTS

"I found out through lots of therapy and a lot of work that the person I was striving to be wasn't actually me. It was who I thought I had to be."

"Who asks those sort of questions in a corporate world?"

"If I can't stomach that, let me create my own world, my own ecosystem, my own business."

"Every time I've had a struggle in business, the tools that I was given right back at the beginning of the depression still help me."

VALUABLE RESOURCES

Chloë Bisson | LinkedIn

www.chloebisson.com

hello@chloebisson.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 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...

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