The HR Uprising Podcast

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/