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Lucinda discusses the critical importance of employee communication with Sally Pritchett, CEO of Something Big, a creative communications agency.  Sally shares her insights on the evolving landscape of workplace communication, the challenges of information overload and the changing expectations of employees who seek transparency and authenticity from their leaders. They also explore the significance of trust in organisations, the need for two-way dialogue rather than one-sided communication, and the role of HR in fostering a culture of engagement KEY TAKEAWAYS Effective employee communication is crucial in today's workplace, where employees expect to be engaged and informed about the organisation's purpose and values, rather than just being told what to do. Transparency and authenticity in communication are essential for fostering trust between leaders and employees. Leaders should acknowledge uncertainties and focus on the organisation's core values to provide stability during challenging times. Organisations should prioritise genuine conversations over monologue-style communication. Engaging employees in dialogue can lead to better understanding and collaboration, rather than simply broadcasting messages. The choice of language in communication can significantly impact employee perception. Using inclusive and relatable language helps employees feel acknowledged and valued, while jargon or corporate speak can create disconnect and distrust. BEST MOMENTS "We need to bring people on the journey. They don't just come because we gave them a job and we're paying them at the end of the month." "I think the best thing [leaders] can do is to say, we don't have a crystal ball. We don't have the answers to what the future looks like." "If you keep telling your kids to stop bickering, what you get is more bickering. Look at what is the main conversation going on in your business." "Treating employees like adults is an absolute must, in my opinion. I think that's often where we fail." VALUABLE RESOURCES Something Big - https://somethingbig.co.uk/our-story/ The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠   ⁠The HR Uprising LinkedIn Group⁠ ⁠How to Prioritise Self-Care (The HR Uprising)⁠ ⁠How To Be A Change Superhero - by Lucinda Carney⁠ HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠   ⁠www.changesuperhero.com⁠ ⁠www.hruprising.com⁠            Get your copy of How To Be A Change Superhero by emailing at ⁠[email protected]⁠ CONTACT SALLY LinkedIn: https://www.linkedin.com/in/somethingbig/ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠ Email: ⁠[email protected]⁠ Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Lucinda welcomes suicide prevention expert, Jessi Beyer, to discuss the critical yet often overlooked topic of suicide prevention in the workplace.  Jessi shares her personal journey into this field, stemming from a life-changing experience in high school, and emphasises the importance of equipping non-mental health professionals, particularly HR practitioners, with the tools to recognise and respond to signs of distress among colleagues. The conversation also introduces the LIFE model—Listen, Inquire, Form a safety plan, and Eliminate lethal means—as a practical framework for supporting individuals in crisis. KEY TAKEAWAYS The LIFE model consists of four key steps: Listen, Inquire, Form a safety plan, and Eliminate lethal means. This framework helps non-mental health professionals effectively support individuals in crisis. Dramatic changes in behaviour, appearance, and substance use can indicate someone is struggling. It's important to be aware of these signs and to actively check in with colleagues who may be exhibiting such changes. Effective communication is crucial in supporting someone in distress. Key skills include reflection, minimal encouragers, mirroring, open-ended questions, summary statements, and the use of silence to create a safe space for sharing. In high-stress situations, such as someone threatening self-harm, the focus should be on slowing down the conversation, building rapport, and listening actively, while also ensuring that professional help is called. BEST MOMENTS "It's those people that are kind of those frontline supports, it's friends, it's family members, it's colleagues that are going to be the people that recognise suicidal ideation first."  "If you can do those four things, you will be able to handle and de-escalate the vast majority of suicidal or mental health crises that you might encounter in your workplace."  "One of the biggest risk factors for suicide is feeling like you don't have people around you."  "If you can combine some of those statistics of like, it's here and it's costing us something, sometimes that's enough to change the tides in an organisation that doesn't think they need to care about mental health." VALUABLE RESOURCES Jessi Beyer - https://jessibeyerinternational.com/ The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠   ⁠The HR Uprising LinkedIn Group⁠ ⁠How to Prioritise Self-Care (The HR Uprising)⁠ ⁠How To Be A Change Superhero - by Lucinda Carney⁠ HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠   ⁠www.changesuperhero.com⁠ ⁠www.hruprising.com⁠            Get your copy of How To Be A Change Superhero by emailing at ⁠[email protected]⁠ CONTACT JESSI Website: https://jessibeyerinternational.com/ LinkedIn: https://www.linkedin.com/in/jessierinbeyer/ Instagram: https://www.instagram.com/itsjessibeyer/ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠ Email: ⁠[email protected]⁠ Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Lucinda welcomes Tabbin Almond, author of "Bottling Up Trouble," to discuss the impact of alcohol in the workplace.  As the holiday season approaches, they explore the cultural norms surrounding drinking, particularly in corporate settings, and the challenges faced by individuals struggling with alcohol use. Tabbin shares a personal journey to becoming alcohol-free and highlights the stigma that prevents many from seeking help. KEY TAKEAWAYS There is a pressing need to change workplace cultures that encourage excessive drinking, as many individuals feel pressured to conform to alcohol-related social norms, which can lead to serious personal and professional issues. Individuals struggling with alcohol use often feel shame and stigma, making it difficult for them to seek help. Coaching can provide a supportive environment where they can regain control and learn to live alcohol-free Younger generations, particularly Gen Z, are drinking less and are more aware of mental health issues. As they rise to senior positions, they are likely to influence workplace cultures towards healthier practices Organisations should prioritise inclusivity at events, such as Christmas parties, by providing a wide range of appealing non-alcoholic options and ensuring that alcohol does not dominate the event's focus BEST MOMENTS "There's so much shame and stigma around having a problem with alcohol that they can't ask for help. They fear that if they say they've got a problem, they will be branded forevermore." "The younger generation are much more aware of their mental health and proactive in looking after it. They understand that alcohol can never relieve depression or stress; it can only make them worse." "We need to change the culture. We're encouraged to drink by society, but if someone gets into trouble, it's only the individual's fault." "Think before automatically using alcohol to help people bond at work. Be more creative and ask, 'Isn't there something better we could do?'" VALUABLE RESOURCES The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠   ⁠The HR Uprising LinkedIn Group⁠ ⁠How to Prioritise Self-Care (The HR Uprising)⁠ ⁠How To Be A Change Superhero - by Lucinda Carney⁠ HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠   ⁠www.changesuperhero.com⁠ ⁠www.hruprising.com⁠            Get your copy of How To Be A Change Superhero by emailing at ⁠[email protected]⁠ CONTACT TABBIN LinkedIn - https://www.linkedin.com/in/katherine-tabbin-almond/ Wine to Water Coaching - https://www.winetowatercoaching.com/ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠ Email: ⁠[email protected]⁠ Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Stop treating compliance and HR as an administrative balancing act and find clarity. Join Lucinda on Compliance Culture as she explores why organisational culture is the key to embedding compliance in practice - moving beyond the just avoiding fines attitude to achieve better outcomes for customers, employees, and organisations. Introducing the launch of our brand new spinoff podcast : Compliance Culture. This show is designed specifically for compliance professionals who want to explore trending topics like Consumer Duty and SMCR, but from a more human perspective. We'll be talking to industry experts and real-world professionals so you can relate, gain practical knowledge, and discover tools to make working in compliance easier and more impactful. Important: The HR Uprising podcast isn't going anyway! We will continue as normal with the additional of this new show. Compliance culture is added content we just couldn't keep to ourselves, the conversations were too good not to share. Search for Compliance Culture on your favourite podcast platform, subscribe and give us a rating today! Find Us On Apple Podcasts Spotify Amazon Music And Beyond... Contact Methods Actus - Website | LinkedIn | Instagram | Facebook | YouTube | X The HR Uprising - Join The HR Uprising LinkedIn Community Instagram | Facebook | YouTube | X

Lucinda speaks with data protection expert Sarah Hodgkin-Bates about the critical overlap between HR and compliance, specifically regarding the handling of employee personal data.  They examine the importance of setting a company culture of transparency and cooperation by properly managing data protection, and discuss the legal frameworks governing data (GDPR/Data Protection Act 2018), how to manage access to different types of employee records (e.g., payroll vs. disciplinary), and the challenges organisations face with complex areas like Subject Access Requests (SARs) and the proper retention of sensitive data. KEY TAKEAWAYS Being transparent about how employee data is used, often via separate employee privacy notices, builds a positive, co-operative company culture and a better employee brand. A core principle of data protection is to minimise access. Access should only be given to individuals who strictly need it for their job or role (e.g., payroll staff, but not the whole accounts team). Subject Access Requests (SARs) are often raised during complaints to create stress. Organisations must have a clear procedure and recognise that a SAR must be fulfilled within one month, as failure to comply could lead to regulatory body involvement. Data protection classifies certain types of personal data (like protected characteristics under the Equality Act 2010 or biometric data from CCTV) as 'special category data,' requiring elevated security measures like encryption and limited access. BEST MOMENTS "If you get your data protection right, you are creating a spirit of transparency and cooperation." "A basic principle of data protection is to minimise access. So you would only give access to people that strictly need it for their job or role." "Subject Access Requests... are usually raised because someone has a complaint or a grievance and they're looking to gather evidence or to create stress and hassle." "If you are challenged by an employee, you must be able to give them an open and honest answer about how you're using your data and why you're using it." VALUABLE RESOURCES The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠   ⁠The HR Uprising LinkedIn Group⁠ ⁠How to Prioritise Self-Care (The HR Uprising)⁠ ⁠How To Be A Change Superhero - by Lucinda Carney⁠ HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠   ⁠www.changesuperhero.com⁠ ⁠www.hruprising.com⁠            Get your copy of How To Be A Change Superhero by emailing at ⁠[email protected]⁠ CONTACT SARAH LinkedIn - https://www.linkedin.com/in/sarah-hodgkin-bates-35a035177/ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠ Email: ⁠[email protected]⁠ Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Lucinda speaks with Kate Fletcher, founder of FutureX Leaders, about the evolving landscape of leadership and the emotional challenges leaders face today.  They discuss the findings of recent research highlighting that a significant number of leaders feel pressured to perform rather than be their authentic selves, leading to emotional exhaustion, and highlight the importance of intentional leadership practices and the value of community in navigating the complexities of modern organisational life KEY TAKEAWAYS A significant number of leaders (90%) feel pressured to perform rather than be their authentic selves, leading to emotional exhaustion for nearly 70% of them. This highlights the need for better support systems for leaders to manage their emotional well-being. There is a growing recognition that leadership must evolve to be more human-centric, focusing on adaptability, emotional fluency, and psychological safety. This shift is essential for leaders to navigate the complexities and uncertainties of today's business environment. FutureX Leaders emphasises the value of peer support and connection. Regular interactions within peer cohorts foster trust, belonging, and accountability, allowing leaders to share experiences, solve problems collaboratively, and learn from one another. Traditional classroom-based leadership training is deemed ineffective. FutureX Leaders advocates for a more practical approach, where leaders engage in real-time learning and practice, enabling them to apply concepts directly to their work environments. BEST MOMENTS "90% of leaders feel the pressure to perform rather than actually show up as who they really are." “What we need is a real shift towards much more human leadership... about adaptability, emotional fluency, psychological safety." "Classroom-based leadership development just doesn't work. People need something frequent, regular, that's about the practice of leadership." "If you are exhausted at work, then that actually feeds over into your home life as well." VALUABLE RESOURCES The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠   ⁠The HR Uprising LinkedIn Group⁠ ⁠How to Prioritise Self-Care (The HR Uprising)⁠ ⁠How To Be A Change Superhero - by Lucinda Carney⁠ HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠   ⁠www.changesuperhero.com⁠ ⁠www.hruprising.com⁠            Get your copy of How To Be A Change Superhero by emailing at ⁠[email protected]⁠ CONTACT KATE LinkedIn - https://www.linkedin.com/in/katefletcher-ceo-mentor/ Substack - https://substack.com/@thekatefletcher ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠ Email: ⁠[email protected]⁠ Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Lucinda is joined by special guest Matthew Adam, to look at the concept of systemic psychotherapy, exploring how its principles, rooted in understanding the interconnected nature of relationships within a system, are highly relevant to organisational leadership.  Using a 5x5 model framework—which balances five essential team functions against five common team dysfunctions—they examine the active, proactive process required to foster a healthy, high-performing organisational culture. KEY TAKEAWAYS Systemic psychotherapy focuses on relationships and the interconnected nature of elements within a system, similar to how an ecosystem or a family operates, and this thinking is highly applicable to improving organisational systems. The 5x5 model addresses the "five dysfunctions of a team" by balancing them against five essential team functions, providing an active, hands-on framework for improving team dynamics and performance. Working on the model creates a positive, multi-modal, and circulatory impact across the organisation, meaning that strengthening one area simultaneously enhances all other areas due to the interconnected nature of the system. The starting point for implementing the model is encouraging a reflective space where leaders address questions about how they can improve and what they would like to do differently, moving from a problem-saturated focus to a strength-based position. BEST MOMENTS "Systemic psychotherapy is really about relationships. It's about how do we understand the interconnected nature of the elements that comprise a system and how they interact with each other." “Dysfunction doesn't have to mean dysfunctional" "Working on one particular area, you're positively impacting all of the others simultaneously." "We sometimes have to define our structure so that not only are we addressing team dynamic, but we're also introducing agility and flexibility." VALUABLE RESOURCES The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠   ⁠The HR Uprising LinkedIn Group⁠ ⁠Mastering Motivation with Rob Lion (The HR Uprising)⁠ ⁠How To Be A Change Superhero - by Lucinda Carney⁠ HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠   ⁠www.changesuperhero.com⁠ ⁠www.hruprising.com⁠            Get your copy of How To Be A Change Superhero by emailing at ⁠[email protected]⁠ CONTACT MATTHEW LinkedIn - https://www.linkedin.com/in/matthew-adam1/ 5x5 Website - http://www.the5x5model.com/ For Consulting - http://www.systemicsolutionsconsulting.co.uk/ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠ Email: ⁠[email protected]⁠ Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Lucinda is joined by allyship expert Julie Kratz, who discusses her research on why people with power often disengage from conversations about diversity and inclusion, feeling either "threatened" or "irrelevant."  Together they explore her latest book, which outlines a "use fear as fuel" strategy and introduces a framework for building allyship programs. Julie stresses that everyone has power and a social responsibility to champion inclusion, arguing that strong allyship is less about transactional "doing" and more about building meaningful relationships that lead to personal fulfilment, better team dynamics, and positive organisational change. KEY TAKEAWAYS Many people in positions of power, particularly white men, do not believe conversations about diversity and inclusion are meant to include them, often fuelled by fears of status loss, irrelevance, or the belief that allyship offers "all risk, no reward." Everyone has power, and the first step to becoming an effective ally is to build a strong "allyship why" rooted in the understanding that humans are a social species whose survival and happiness depend on collaboration and helping one another. Effective allyship involves moving beyond individual action to creating systemic change, which includes building highly customised allyship programs that focus on key behaviours like modeling and storytelling to make inclusive practices contagious. Organisations need to focus on building inclusive policies (e.g., caregiving leave, pay equity) and objective hiring and promotion processes to minimise bias, as people are often judged on potential (if they resemble current leadership) or actual performance (if they are different). BEST MOMENTS "The first step that I offer is really building your allyship why. Like why do you want to be helpful to other people?" "Power's not bad, it's what you do with it that matters. And so don't you want to be on the good side of history, like don't you want to be the one that's standing up to social issues, even if it doesn't impact you?" "The more you are look and act like the C-suite leader, that again is predominantly white male, the more you have proxy to power." "Modelling plus storytelling. So I can model the behaviour, and you could be like, 'Yeah, that's great for Julie, but that doesn't really work for me and my style.' But what if I told you a story in addition to that, that you could kind of see yourself in?" VALUABLE RESOURCES The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠   ⁠The HR Uprising LinkedIn Group⁠ ⁠How to Prioritise Self-Care (The HR Uprising)⁠ ⁠How To Be A Change Superhero - by Lucinda Carney⁠ HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠   ⁠www.changesuperhero.com⁠ ⁠www.hruprising.com⁠            Get your copy of How To Be A Change Superhero by emailing at ⁠[email protected]⁠ CONTACT JULIE Her LinkedIn- ⁠https://www.linkedin.com/in/juliekratz/⁠ The Next Pivot Point Website - ⁠https://www.nextpivotpoint.com/ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠ Email: ⁠[email protected]⁠ Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Lucinda looks at the critical role of organisational culture in driving high performance and compliance, emphasising that culture, often defined as "the way we do things around here," significantly influences employee engagement, behaviour, and decision-making.  She also discusses practical tools for mapping and diagnosing culture, such as Cameron and Quinn's cultural diagnostics and the cultural web, while highlighting the importance of psychological safety in fostering a learning environment KEY TAKEAWAYS Tools such as Cameron and Quinn's cultural diagnostics and the cultural web can help organisations assess their current culture and identify areas for improvement Creating a culture of psychological safety is vital for effective learning and development. Employees should feel comfortable making mistakes, asking questions, and providing feedback without fear of negative consequences. Leaders play a critical role in shaping organisational culture. Their behaviours and values set the tone for the entire organisation. It is important for leaders to model the desired behaviours and encourage ethical decision-making. Compliance is increasingly viewed as a cultural issue rather than just a regulatory requirement. Organisations should embed compliance values into everyday processes and decision-making to ensure that employees understand the importance of compliance beyond mere tick-box exercises. BEST MOMENTS "Culture is so hard to define. It defines how our people show up. It defines what they prioritise, how aligned their actions are, the values they promote." "If we want to drive high performance, we are either pushing against the tide or we're going with it. And the tide in this case is culture." "Psychological safety was the top factor in terms of generating high performance teams." "Culture makes a massive difference. It’s not just about compliance; it’s about whether the people follow things." VALUABLE RESOURCES The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠   ⁠The HR Uprising LinkedIn Group⁠ ⁠How to Prioritise Self-Care (The HR Uprising)⁠ ⁠How To Be A Change Superhero - by Lucinda Carney⁠ HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠   ⁠www.changesuperhero.com⁠ ⁠www.hruprising.com⁠            Get your copy of How To Be A Change Superhero by emailing at ⁠[email protected]⁠ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠ Email: ⁠[email protected]⁠ Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Lucinda examines talent retention and development, building on the previous discussion about attracting talent, and emphasising the importance of creating a high-performance culture that not only draws in great people but also keeps them engaged and motivated. Lucinda explores the evolving definition of talent, highlighting the need for inclusivity and recognising diverse contributions within organisations KEY TAKEAWAYS Talent should not be limited to a select group of high performers or leaders. It encompasses a diverse range of individuals, including specialists, reliable experts, and emerging leaders, highlighting the importance of recognising and harnessing everyone's unique contributions. Organisations often invest heavily in recruitment but neglect onboarding and ongoing development. To retain talent, it's crucial to provide meaningful career opportunities, learning and development options, and a sense of purpose beyond just a pay cheque. The shift to hybrid work has changed how employees engage with their organisations. Companies need to ensure that visibility and performance evaluations are fair and inclusive, avoiding biases that may arise from physical presence in the workplace. Engaging employees in their career development is essential. This involves regular performance conversations that focus on individual aspirations and growth, allowing employees to take an active role in shaping their career paths. BEST MOMENTS "We know that talent is broad. It's about seeking out everybody's talent. Talent is your high-performing specialist... Everyone plays their part." "People want more than a pay cheque. They want purpose, flexibility, growth, and to feel that their career is moving forward." "If you think of a modern talent strategy... it needs to be conscious, intentional, and on their terms as well." "We need to engage the individual in driving their career. People want choice, autonomy, and clarity on how they can grow." "Don't start investing and don't bite off more than you can chew. Start small and then turn those insights into action." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at [email protected] ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: [email protected] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Lucinda examines the critical topic of recruiting and onboarding talent as part of the high-performance series, stressing the fact that attracting and retaining the right people is not merely an HR task but a strategic business priority that requires clarity and collaboration KEY TAKEAWAYS Before starting the recruitment process, it's essential to have a clear understanding of the role's requirements, including necessary skills, behaviours, and cultural fit.  Treat candidates with respect throughout the recruitment process. Ensure transparent communication, provide timely feedback, and create a human-centred experience to enhance your employer brand. Implement structured interviews with standardised questions to ensure fairness and reduce bias. Use techniques like the STAR model to help candidates articulate their experiences effectively. Maintain engagement with new hires between the acceptance of their offer and their start date. Personalise the onboarding experience to help them feel welcomed and connected to the team, while also setting clear expectations for their role. BEST MOMENTS "Attracting and retaining the right people is so much more than a tick box HR task, isn't it? It's a strategic business priority." "It's about having purpose, understanding what it is that we really need to achieve. It's not about dusting off an old job description." "Job seekers today are savvy. They're not just looking at our job description; they'll be checking out the Glassdoor reviews, LinkedIn presence, maybe company values." "Make sure that the communication around it is real, is personal. It's very interesting because when it's just a massive numbers game, it's quite hard." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at [email protected]  Dr Jo Burrell - https://uk.linkedin.com/in/dr-jo-burrell-04901a96 ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD HR Uprising Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: [email protected] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising Actus Software Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / Twitter

Lucinda discusses the importance of cultivating a learning culture within organisations, emphasising that learning should be embedded in every aspect of organisational life rather than limited to traditional training courses. Drawing on insights from industry experts, the episode explores the concept of psychological safety and its role in fostering an environment where employees feel safe to ask questions, admit mistakes, and challenge the status quo. KEY TAKEAWAYS A learning culture is defined as one where learning is embedded in every aspect of organisational life, moving beyond traditional training courses to create an environment that encourages continuous development and innovation. Creating a psychologically safe environment is crucial for fostering a learning culture. Employees should feel safe to ask questions, admit mistakes, and challenge ideas without fear of embarrassment or punishment. The framework of Environment, Permission, and Culture (EPC) is essential for establishing a learning culture. Organisations need to create the right environment, give employees permission to learn, and cultivate a culture that values learning at all levels. Learning and development initiatives should align with the organisation's strategic goals to ensure that learning is purposeful and contributes to overall business success. This alignment helps justify investment in learning programs. BEST MOMENTS "Having opportunities to learn and grow is one of those key questions when you look at employee engagement." "We need to create this environment where it's okay for people to speak up, to ask questions, to admit mistakes, or admit they don't know the answer without the fear of embarrassment or punishment." "A high-performing learning culture doesn't come from one-off training, sticking plasters, and it doesn't come from ticking boxes." "If you look at where your strategic challenges are for the business, make sure that the L&D is aligned to that." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at [email protected] ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: [email protected] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Lucinda studies the topic of "Reward for Performance: What Really Works?" as part of our high-performance series. She explores the multifaceted nature of rewards, emphasising that while monetary compensation is often the first thought, it is not the only—or necessarily the most effective—motivator for high performance. The discussion covers the importance of defining high performance within organisations, the role of recognition and intrinsic motivators, and the potential pitfalls of performance-related pay. KEY TAKEAWAYS High performance in organisations is not solely defined by output or sales figures. It encompasses behaviours, values alignment, teamwork, and leadership qualities.  Recognition plays a crucial role in motivating employees. Regular, specific, and timely feedback can significantly enhance engagement and performance.  While performance-related pay can motivate high performers, it must be transparent, well-defined, and linked to clear performance expectations.  In environments where financial rewards are limited, organisations can explore non-monetary rewards such as flexible working arrangements, learning opportunities, and personalised recognition.  BEST MOMENTS "High performing organisations are 2.5 times more likely to have aligned performance expectations and recognition systems." "Recognition really does matter. And also, we have to think about intrinsic reward, motivation." "If you look at the evidence around what drives high performance, goal setting with regular feedback is one of the strongest sustainable drivers." "The most effective rewards come from truly understanding what motivates our people." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at [email protected] Lou's Marathon Programme ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: [email protected] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Lucinda welcomes returning guest Dr. Jo Burrell, a clinical psychologist and co-founder of Ultimate Resilience. They delve into the alarming findings of the latest HR Wellbeing Report, which reveals that nearly half of HR professionals are experiencing clinical levels of depression, significantly higher than the general population. With over 1,400 respondents, the report highlights a stark disparity between the mental health struggles faced by HR professionals and the support they receive. Jo discusses the importance of open conversations about mental wellbeing in the HR field, the need for systemic support such as supervision, and practical tips for building resilience. KEY TAKEAWAYS The recent HR wellbeing report revealed that 44% of HR professionals meet the threshold for clinical levels of depression, which is 2.5 times higher than the general population. Additionally, 63% are likely experiencing significant symptoms of burnout. Despite the high levels of suffering, only 13% of HR professionals reported feeling very supported at work regarding their mental wellbeing. This indicates a significant gap between the mental health challenges faced and the support available. There is a "conspiracy of silence" surrounding HR wellbeing, where professionals feel they cannot express their struggles. Encouraging open discussions about mental health and creating a supportive environment is crucial for addressing these issues. Setting clear boundaries between work and personal life is essential for preventing burnout. HR professionals need to be assertive in protecting their time and wellbeing, which includes disconnecting from work after hours. BEST MOMENTS "What we found was 44% of respondents meeting the threshold for clinical levels of depression, which is two and a half times higher than we would expect to see in the general population." "There's a big disparity between the level of suffering and the degree of support that's available for people." "I think there's been a lack of acknowledgement that this has become a profession that is incredibly challenging." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at [email protected]  Dr Jo Burrell - https://uk.linkedin.com/in/dr-jo-burrell-04901a96 ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD HR Uprising Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: [email protected] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising Actus Software Website: https://www.actus.co.uk LinkedIn Instagram Facebook YouTube X / Twitter HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/

Lucinda continues the High Performance HR series by focussing on the critical elements of performance management that drive high performance within organisations. She talks about the importance of clear goals, regular feedback, ongoing development, and a supportive culture in fostering employee engagement and performance. Lucinda also outlines practical strategies for implementing continuous performance management, moving away from traditional annual appraisals to a more dynamic approach that includes regular check-ins and coaching conversations. KEY TAKEAWAYS High performance is driven by clear goals supported by regular, constructive feedback. Engaging employees in setting their own SMART goals significantly enhances their engagement and performance. Moving away from traditional annual appraisals to a culture of ongoing performance conversations is essential. Regular check-ins, goal adjustments, and developmental feedback foster a dynamic and responsive work environment. Ongoing development and coaching are critical for employee engagement and performance. Managers should adopt a collaborative coaching style, encouraging employees to reflect on their performance and identify areas for improvement. Acknowledging high performance behaviours boosts morale and reinforces desired actions. Recognition should be timely and specific to ensure employees feel valued and motivated. BEST MOMENTS "Clear goals supported by regular feedback is the most consistently cited way to achieve high performance." "Continuous performance management is trying to create a culture of ongoing dialogue between managers and employees." "If goal setting is a living, breathing process, it’s not something that’s gathering dust in a drawer for years." "Employees who receive daily feedback from their managers are three times more likely to be engaged than those who receive just annual feedback." VALUABLE RESOURCES The HR Uprising Podcast | Apple | Spotify | Stitcher   The HR Uprising LinkedIn Group How to Prioritise Self-Care (The HR Uprising) How To Be A Change Superhero - by Lucinda Carney HR Uprising Mastermind - https://hruprising.com/mastermind/   www.changesuperhero.com www.hruprising.com            Get your copy of How To Be A Change Superhero by emailing at [email protected] ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - https://www.linkedin.com/groups/13714397/ Email: [email protected] Linked In: https://www.linkedin.com/in/lucindacarney/ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/ HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/