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In this episode, Scott McInnes is joined once again by Inspiring Change's Sadhbh O'Flaherty to dig into their latest research, Bridging the Connection Gap. Building on last year's Mind the Gap study, where CPOs and CEOs identified disconnection as one of the top barriers to a strong, aligned culture, Scott and Sadhbh went deeper, speaking one-on-one with senior leaders to understand what's really getting in the way of human connection at work today.
Six clear themes emerged from those conversations: busyness, hybrid working, silos, leadership influence, digital overload, and generational differences. Throughout the episode, Scott and Sadhbh unpack each theme with real examples, personal experience, and practical suggestions for how organisations, leaders, and individuals can respond.
The common thread running through it all? Intentionality.
Connection at work doesn't happen by accident, it has to be actively and deliberately built.
Key Takeaways
Culture is infrastructure, not decoration. Connection underpins trust, performance, wellbeing, innovation, and resilience, and its absence is felt even if it can't always be measured.
Busyness has become a badge of honour. Many people feel they need to appear constantly busy to seem productive, which squeezes out time for genuine connection.
Hybrid isn't broken, it's just not intentional. The real issue isn't where people work, but whether teams are deliberate about how, when, and why they connect.
Team commitments matter more than blanket policies. A one-size-fits-all approach to hybrid rarely works; teams need the flexibility to define what connection looks like for them.
Silos aren't inherently bad, deep expertise is valuable, but they need active bridges (empathy, communication, shared touchpoints) to avoid isolation and misalignment.
Leaders have an outsized influence on connection. Connection across a team or organisation is often only as strong as its leadership, but leaders also need empathy, support, and realistic expectations, since they're stretched thin too.
Digital tools haven't delivered better connection, just more channels. Increased digital connectivity often comes at the cost of the human cues (tone, body language, energy) that build real understanding between people.
Generational differences mean different connection needs. With up to five generations now in the workplace, a single approach to connection won't resonate with everyone, open conversations about what people actually want are essential.
Small, consistent steps beat big overnight change. Building connection back into work doesn't require a complete overhaul, just intentional, incremental shifts in how teams already operate.
Timestamps
00:00 – Introduction and episode overview
00:47 – Backstory: the Mind the Gap research and why Inspiring Change revisited disconnection
03:45 – Why culture is "the infrastructure that holds an organization together"
05:17 – How the Bridging the Connection Gap research was conducted and the six themes uncovered
06:41 – Challenge 1: Busyness, the "busy badge of honour" and its impact on connection
12:02 – Challenge 2: Hybrid working, why hybrid isn't the problem, intentionality is
17:43 – The power of team commitments and team-level flexibility
19:20 – Challenge 3: Silos, the value of expertise vs. the need to bridge across teams
24:58 – Challenge 4: Leadership influence, why connection is only as strong as your leaders
28:02 – Clarifying "leaders" as people managers, not just the executive team
31:11 – Challenge 5: Digital, being more "connected" but less genuinely close
37:52 – Challenge 6: Generational differences, five generations, different connection needs
44:11 – Closing thoughts and where to find the full Bridging the Connections Gap reportResources & Links:
Bridging the Connections Gap Report
Mind the Gap Report
Connect with us:
LinkedIn | YouTube | Instagram
Connect with Scott McInnes:
LinkedIn
Connect with Sadhbh O'Flaherty:
LinkedIn
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In this week's episode, Scott McInnes sits down with Christine Armstrong, to dive deep into the critical importance of connection in the workplace. Together they explore how workplace trends have eroded relationships and the role of intentionality in creating a thriving organisational culture.
Christine offers practical strategies to rebuild trust at work and really nurture those vital human connections.
Key Takeaways:
Connection is a deliberate act, not a happy accident
Hierarchical and operational policies inadvertently undermine trust
Connection thrives on small, frequent interactions, not grand initiatives
Trust is the foundation for difficult conversations and authentic connection
The middle layer of work relationships has been lost to societal and organisational shifts
Organisations should design work around human needs, not assumptions of tradition
Simple listening and positive reinforcement are the most cost-effective trust builders
Timestamps:
00:00 Introduction to Connection in the Workplace
02:20 The Importance of Connection
05:20 Impact of COVID on Workplace Connections
08:09 Rebuilding Connections: Strategies and Initiatives
11:39 Creating Learning Moments and Engagement
14:12 Responsibility for Connection in the Workplace
19:50 Navigating Difficult Conversations
23:46 Assuming Positive Intent in Communication
27:02 Meeting Diverse Needs in the Workplace
30:40 Consequences of Weak Connections
35:06 The Power of Listening to Rebuild Connections
Connect with us:
LinkedIn | YouTube | Instagram
Connect with Christine:
LinkedIn | Website
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In this week's episode, Scott is joined by authors Minette Norman and Karolin Helbig as they delve into practical strategies for fostering trust, vulnerability, and inclusion in organisations, and explore the nuances of psychological safety. This episode reveals how small changes can lead to profound shifts in workplace culture.
In this episode, you'll discover:· The definition and emotional experience of psychological safety
· The importance of vulnerability and courageous communication for leaders
· How default behaviours and default settings impact team inclusivity
· The role of self-awareness in changing organisational culture
· Micro habits and deliberate experimentation to embed safety practices
· Managing reactions and emotional responses in high-stakes interactions
· The connection between risk-taking, failure, and innovation
· Designing inclusive rituals and meetings to foster belonging
· Practical tips for leaders to create psychologically safe teams today
Timestamps:00:00 - Introduction to psychological safety and why it matters
Resources & Links:
02:26 - Defining psychological safety and its emotional impact
03:01 - The visceral feelings of safety versus threat
10:00 - Turning awareness into default behaviors to reduce exhaustion
13:02 - The role of self-awareness in behavior change
17:15 - The responsibility of senior leaders in setting cultural tone
22:08 - Balancing expertise with vulnerability for authentic leadership
26:36 - Creating space for understanding and curiosity in conversations
32:16 - Embracing risk and failure as catalysts for growth
37:39 - Designing meetings intentionally to foster participation and belonging
40:00 - Closing thoughts and resources· Psychological Safety Playbook
Connect with us:
LinkedIn | YouTube | Instagram
Connect with Minette & Karolin:
Karolin Helbig on LinkedIn | Minette Norman on LinkedIn
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In this episode of Building Better Cultures, Scott McInnes talks to Alan Stracey, a certified ADHD Coach and Founder of WhereFocusGoes, to explore the nuanced world of neurodiversity. They discuss how understanding and accommodating neurodivergent conditions can transform workplace culture and unlock individual potential.
In this episode, you'll discover:
What is neurodiversity and how do neurodiverse conditions manifest?
The importance of language and perception around neurodiversity in workplaces
Practical strategies for supporting neurodiverse colleagues and leaders
The role of coaching, especially ADHD coaching, in empowering high performers
Legal protections and Disclosure: When and how to share a diagnosis
The Manual of Me: A tool for fostering understanding across teams
Timestamps:
00:00 - Welcome & the importance of audience engagement 02:49 - Alan's background and journey to neurodiversity advocacy 04:14 - Personal impact of ADHD diagnosis and newfound understanding 09:15 - Defining neurodiversity and common conditions 10:40 - Social versus medical models of neurodiversity 11:33 - The situational nature of neurodiverse experiences 14:02 - Language and workplace perceptions around neurodiversity 15:35 - Challenges in disclosure and reducing stigma 16:46 - Legal protections and practical steps for disclosure 18:09 - Supporting neurodiverse colleagues: practical tips 20:37 - The Manual of Me: empowering inclusive teams 21:32 - Common misconceptions about coaching and ADHD coaching approach 28:19 - How coaching helps neurodiverse individuals rediscover their brilliance 35:59 - The power of space and time for reflection in coaching 36:20 - Supporting colleagues with neurodiverse conditions and the importance of understandingResources:
Blog for seeking a diagnosis
Blog about reasonable adjustments in the workplace
The Manual of Me
Connect with us:
LinkedIn | YouTube | Instagram
Connect with Alan Stracey:
LinkedIn | Website
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In this episode, Scott McInnes welcomes Wema Hoover, founder of Be Limitless Consulting, to explore the impact of AI on leadership, culture, and work. They discuss how organisations can leverage AI while maintaining a human-centered approach, fostering innovation, and managing change across generations.
In this episode, you'll discover:
The rapid evolution of AI and its influence on the workplace over the past 15 months
Strategies for integrating AI responsibly through clear guardrails and purpose-driven behaviours
The importance of human-centered engagement and curiosity in AI adoption
Cross-generational collaboration and overcoming resistance to change
Practical steps for building resilient, high-performing teams amid technological shifts
The future of human-AI hybrid workforces and maintaining organizational culture
00:00 - Introduction: The rapid pace of AI change and its impact on organisations 02:16 - The hype versus the reality of AI applications in the workplace 03:50 - Building guardrails and foundational policies for responsible AI use 05:27 - Learning from healthcare: AI enhancing human connection 06:34 - The importance of human-centered behaviors in AI integration 08:14 - How to align AI initiatives with purpose and culture 09:19 - Addressing fears of job displacement and focusing on human skills 10:34 - Managing resistance and promoting organisational change for AI adoption 12:17 - Creating cross-generational AI experimentation platforms
Timestamps:Resources:
Leading with Heart in an AI-Driven World
Unlocking The Collective Genius Across Generations By Integrating the 6th Generation, AI
Human-Centered AI in Healthcare Interview with Alex Voskanian
Connect with us:
LinkedIn | YouTube | Instagram
Connect with Wema Hoover:
LinkedIn | Website
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In this week's episode, host Scott McInnes has an insightful conversation with Stephen Baer, founder of Engagency, as they explore the core principles behind building resilient organisational cultures that thrive on trust, purpose, and people-centered leadership.
In this episode, you'll learn:
The true drivers of employee engagement and retention
The role of middle management in fostering a culture of trust
Strategies to communicate purpose and strategy effectively
Leadership behaviours that inspire and empower teams
The impact of organisational culture on financial performance
Practical tips for small organisations to deepen connection
Key Takeaways:
Why the "Velcro vs. glue" analogy is essential for understanding employee retention
Insights into why 79% of employees are disengaged and how to change that
The importance of investing in middle management training and emotional intelligence
How trust and vulnerability in leadership can transform company culture
Real-world examples from Microsoft and Home Depot illustrating leadership's impact on performance
Practical steps for leaders to connect with even the most privacy-focused employees
The secret to storytelling and recognition that boosts engagement internally
Timestamps:
00:00 - Introduction and episode overview
01:23 - Why do people stay or leave organisations? The trillion-dollar engagement question
02:41 - Building organisational loyalty with glue vs. Velcro analogy
03:56 - Why engagement metrics haven't improved over years
04:26 - The three critical components of business success: purpose, strategy, people
05:57 - The importance of investing in middle management and leadership training
06:46 - Cultivating a feedback-rich environment for younger generations
08:43 - How leadership tone from the top influences culture
09:36 - Examples of leadership transformation at Microsoft and Home Depot
11:46 - The power of trust: From conflict to high performance
13:17 - The role of failure as a learning tool in companies like WD-40
14:43 - Leadership styles and cultural impact: Nadella vs. Balmer, Blake vs. Nardelli
16:59 - The importance of authentic leadership and empowering employees
18:08 - Creating psychological safety and facilitating open conversations
21:17 - The role of purpose in engaging both employees and customers
22:19 - How purpose and values cycle through the organization to drive loyalty
24:42 - How organisations can craft authentic purpose
26:27 - Connection versus engagement: which drives better loyalty?
27:36 - The three pillars of emotional engagement: greeting, knowing, growing
30:07 - Connecting with non-involved employees and maintaining empathy
31:58 - Using storytelling to reinforce culture and recognition
34:15 - Practical tips for small organisations to enhance connection and culture
35:32 - How to reach Stephen Baer and further resources
Resources:
Stephen's Book: https://stephenbaer.com/#book-section
Patrick Lencioni - Overcoming The Five Dysfunctions of a Team: A Field Guide: https://www.tablegroup.com/product/overcoming-the-five-dysfunctions-a-field-guide/
Connect with us:
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Connect with Stephen Baer:
LinkedIn | Website | Podcast
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In this special bonus episode, Scott McInnes and his colleague Sadhbh O'Flaherty are joined by Communications Consultant at Gallagher, Maddison Grigsby, to explore the latest insights from the 'State of the Sector' report on internal communications, focusing on the readiness gap, strategic alignment, and human-centric communication. Maddison shares expert advice on improving manager effectiveness, change management, and leveraging AI for better engagement.
Key Takeaways:
The evolution of internal communication practices and the importance of continuous improvement.
The "Readiness Gap": understanding the misalignment between technological potential, leadership expectations, and employee experiences.
Six key risks impacting organisational readiness: audience burnout, budget constraints, line manager effectiveness, information overload, lack of inclusion of communicators in decision-making, and lack of clear direction.
The significance of strategy clarity, shared understanding, and alignment in achieving organizational goals.
The critical role of managers in communication effectiveness and how to empower them with practical tools and frameworks.
Importance of change management versus change communication, and how emotional responses influence organisational change success.
The impact of human-centric approaches, including tone of voice, narrative, and bite-sized content adapted for attention spans.
The persistent neglect of management communication tools and the opportunity for AI to streamline messaging, measurement, and feedback.
The cultural shift needed to support managers and improve communication effectiveness across organisations.
Chapters:
00:00 Celebrating 150 Episodes and Reflecting on Growth
01:23 Introduction to the State of the Sector Report and Key Stats
02:25 Focus on the Readiness Gap in Organizations
05:44 Understanding the Six Key Risks Contributing to the Readiness Gap
10:07 The Power of Strategy and Shared Understanding
11:00 Leadership's Role in Clarifying Vision and Strategy
12:29 The Importance of Repetition and Clarity in Communication
12:57 Addressing Change and Emotional Responses in the Workplace
15:01 The Significance of Empathy and Human Emotion in Change Management
15:56 Embracing Continuous Change as the New Norm
17:04 The Skill Set of Change Communications and Internal Comms
18:52 Psychology and Employee Resilience in a Volatile Environment
22:56 The Role of Tone of Voice and Storytelling in Engagement
36:26 The Impact of Human-Centric Communication and Simplicity
42:22 The Power of Storytelling and Narrative in Internal Comms
44:39 The Shift Toward Authentic and Human Tone of Voice
48:57 Leveraging AI for Simplified and Impactful Communication
49:17 Practical Tips for High-Performing Teams and Manager Effectiveness
50:41 The Importance of Listening and Feedback Loops
51:56 Closing Remarks and Resources for Better Internal Communication
Keywords:
internal communication, change management, employee engagement, leadership, AI in HR, communication strategy, organisational change, employee trust, storytelling, human-centric communication
Resources:
State of the Sector Report - https://ajg.com/employeeexperience/state-of-the-sector
Website link with more Information: inspiringchange.ie/stateofthesectorConnect with us:
LinkedIn | YouTube | Instagram
Connect with Maddison Grigsby:
LinkedIn | https://www.ajg.com/employeeexperience/
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In this episode of the Building Better Cultures Podcast, host Scott McInnes speaks with Glenda Kirby, Chief Customer Officer at Poppulo, about the evolving role of leadership communication in a fast-changing workplace.
They explore how trust, transparency, and empathy form the foundation of strong organizational cultures, particularly in a world shaped by hybrid work, constant change, and emerging technologies like AI. Glenda shares practical insights from her experience helping global organizations communicate with millions of employees, as well as lessons from her leadership roles at LinkedIn and Indeed.
You will walk away with actionable ideas on communicating through change, building trust within teams, and developing leadership skills such as clarity under pressure, empathy, and authenticity.
Keywords:
Leadership communication, internal communications, organisational culture, trust in leadership, empathy in leadership, clarity under pressure, employee engagement, hybrid work, change management, communication strategy, workplace culture, leadership development, Poppulo, employee experience.
Key Takeaways:
Trust is built through consistent and transparent communication.
Communication is no longer occasional - it's continuous.
Middle managers are a critical communication channel.
Clarity matters more than ever.
Empathy is a leadership skill that must be developed.
Act on feedback.
Timing and accuracy are essential during change.
Authenticity strengthens culture.
Belonging is becoming increasingly important.
Chapters:
00:00 – Introduction to the episode and guest
01:00 – Glenda Kirby's background and Poppulo's global reach
03:00 – Why trust is central to strong workplace cultures
05:20 – Communication overload and cutting through the noise
08:50 – The growing complexity of leadership roles
12:20 – Why organizations still underinvest in communication skills
15:00 – Simple communication techniques leaders can use immediately
18:50 – The importance of empathy and authenticity in leadership
21:00 – Acting on employee feedback and building trust
24:40 – Understanding how different people receive communication
29:00 – Leading teams through constant organizational change
33:00 – The risk of over-communication during uncertain times
35:40 – Final reflections and leadership quick-fire questions
37:30 – The leadership skills that matter most todayConnect with us:
LinkedIn
YouTube
InstagramConnect with Glenda Kirby:
LinkedIn
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In this episode of the Building Better Cultures podcast, host Scott McInnes is joined by Iain Kirkwood, Chief HRO of EX3, to explore the critical role of people in organisational success. They discuss the importance of clarity in purpose, the necessity of difficult conversations in performance management, and the empowerment of people leaders. The conversation delves into the significance of continuous feedback, the measurement of organisational culture, and the connection between culture and business performance. They also touch on the role of values and behaviors in shaping culture and the importance of a dynamic Employee Value Proposition (EVP).
Keywords:
Organisational culture, employee engagement, leadership, performance management, HR transformation, continuous feedback, employee value proposition, purpose-driven organizations, difficult conversations, accountability
Key Takeaways:
Clarity around company goals is essential for success.
Hiring for attitude is more important than hiring for skills.
Strong leadership is key to aligning people with company objectives.
Difficult conversations are necessary for managing performance.
Empowering people leaders is crucial for organisational success.
Continuous feedback helps in course correction throughout the year.
Culture can impact business performance significantly.
Values should translate into observable behaviors.
An effective EVP should resonate with employees' experiences.
Regularly revisiting the EVP keeps it relevant and engaging.
Chapters:
00:00 Introduction to Building Better Cultures Podcast
01:53 Setting Companies Up for Success Through People
05:16 The Importance of Purpose in Organisations
08:10 Navigating Difficult Conversations with Employees
10:56 Empowering People Leaders for Effective Management
14:03 The Shift Towards Continuous Feedback
19:22 Understanding and Valuing Organisational Culture
20:21 Valuing Organisational Culture
22:00 Impact of Culture on Performance
23:45 Performance Management and Accountability
26:03 The Role of Values in Culture
30:01 Employee Value Proposition (EVP)
34:39 Creating a Positive Work Environment
Connect with us:
LinkedIn
YouTube
InstagramConnect with Iain Kirkwood:
LinkedIn
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In this episode of the Building Better Cultures podcast, Scott McInnes has an insightful conversation with Professor Peter Hawkins, a leading authority in systemic coaching and leadership development. They explore the essential elements organisations need to thrive in the 21st century, emphasising the importance of being purpose-led, stakeholder-centric, and fostering collective leadership. Hawkins discusses the critical role of organisational culture and learning, the dynamics of trust within teams, and the concept of WeQ—collaborative intelligence. The conversation also delves into the nature of connection in leadership and the need for organisations to discover their purpose rather than merely creating it. Hawkins shares practical examples and insights on how organisations can align their efforts to meet the needs of the future, ultimately highlighting the unique contributions that teams can make to drive meaningful change.
Takeaways:
Organisations must be purpose-led, not profit-led.
Stakeholder-centricity is crucial for modern organisations.
Partnership with stakeholders enhances organizational effectiveness.
Teams should be more than the sum of their parts.
Organisational learning must outpace external changes.
Trust is essential, but addressing mistrust is equally important.
WeQ, or collaborative intelligence, is vital for leadership.
Connection in leadership should focus on shared purpose.
Purpose should be discovered, not created.
Organisational culture is shaped by collective patterns.
Chapters:
00:00 Introduction to the Podcast and Guest
02:13 Essential Elements for Organisations in the 21st Century
05:42 The Importance of Purpose in Organisations
08:25 The Role of Organisational Culture and Learning
12:54 Collective Leadership and Team Dynamics
17:16 Trust and Mistrust in Teams
18:42 The Nature of Team Relationships
22:10 The Concept of WeQ and Collaborative Intelligence
23:13 Connection in the Age of Technology
27:40 Understanding and Defining Purpose
31:30 Leading Towards an Evolving Purpose
37:12 The Unique Contribution of Teams and Organisations
39:47 Organisational Culture and Its Habituated Patterns
41:06 Conclusion and Final Thoughts
Connect with us:
LinkedIn | YouTube | Instagram
Connect with Prof. Peter Hawkins:
LinkedIn | Website - Personal | Website - Company
Keywords:
leadership, organisational culture, purpose, collaboration, team dynamics, coaching, stakeholder engagement, collective intelligence, trust, systemic coaching
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In this week's episode of the Building Better Cultures Podcast, host Scott McInnes sits down with Joe Lalley, author of 'How Curiosity Can Transform Your Career, Your Team, and Your Organisation.' Together, they explore the power of curiosity in transforming careers, teams, and organisations. Tune in to discover practical insights on fostering curiosity, psychological safety, and innovative cultures.
Keywords:
Curiosity, innovation, psychological safety, organizational culture, design thinking, leadership, experimentation, learning from failure, AI, creative thinking
Key Topics:
The definition of curiosity as the desire to go from not knowing to knowing
The role of psychological safety in encouraging curiosity
Patterns of questions that drive innovation and learning
The importance of being close to customers for effective curiosity
The impact of organisational culture on curiosity and experimentation
The risks and rewards of curiosity in the workplace
Practical strategies for leaders to foster curiosity
The influence of childhood and education on curiosity development
The relationship between curiosity and AI in learning and work
How to balance curiosity with decision-making and focus
Takeaways
Curiosity is simply the act of wanting to go from not knowing to knowing.
Psychological safety is essential for fostering curiosity in teams.
Ask open-ended questions that challenge assumptions and explore possibilities.
Being close to the customer enhances the effectiveness of curiosity.
Organisational culture should be built around experimentation and learning.
Shortening feedback cycles accelerates learning and innovation.
Celebrate failures as first attempts in learning to encourage risk-taking.
Leadership modeling of curiosity and experimentation sets the tone.
Use examples and data to demonstrate the value of iterative work.
Encourage questioning and exploration as core organisational behaviours.
Chapters
00:00 Introduction to Curiosity in Organisations
02:53 Defining Curiosity and Its Importance
05:34 Psychological Safety and Curiosity
08:47 Curiosity in Meetings and Organisational Culture
11:29 Learning from Customers and Iterative Processes
14:48 Creating Space for Curiosity in Organisations
17:36 Embedding Curiosity into Organisational Culture
20:29 The Balance of Curiosity and Action
23:27 Practical Steps for Leaders to Foster Curiosity
26:32 The Impact of Technology on Curiosity
29:08 The Future of Curiosity in the Age of AI
Link to Joe's book:
Joelalley.com/book
Connect with us:
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In this week's episode of the Building Better Cultures podcast, Scott McInnes speaks with Kim Bohr, President and COO of Spark Effect, about the critical role of trust in organisations. They discuss the findings from the report 'Trust in Turbulence' which breaks down trust into measurable domains and emphasises its importance as a competitive advantage. The conversation explores how disruptions, such as the return to office policies, impact trust, and how organizations can build and rebuild trust through effective communication and leadership practices.
Takeaways:
Trust is a measurable and critical component of organisational success.
Disruptions can erode trust in everyday interactions.
Return to office policies must be communicated effectively to maintain trust.
High trust organizations see better performance and retention rates.
Low trust environments lead to increased turnover and disengagement.
Younger generations prioritize alignment of values with their employers.
Technology rollouts can significantly impact trust dynamics.
Managers play a crucial role in translating corporate messages to their teams.
Celebrating achievements fosters a culture of trust and connection.
Rebuilding trust requires transparency and accountability from leadership.
Keywords:
Organisational trust, trust in leadership, building better cultures, trust metrics, employee engagement, return to office, trust and performance, psychological safety, technology and trust, trust rebuilding strategies
Chapters
00:00Introduction to Trust in Organizations
02:04Understanding Trust as a Competitive Advantage
04:24The Impact of Disruption on Trust
08:25Return to Office: Trust and Communication
11:51Linking Trust to Organizational Performance
13:57Low Trust and Its Effects on Culture
16:15Attracting Talent in a Low Trust Environment
18:11Technology's Role in Trust Dynamics
20:50Practical Steps to Build Trust
25:56Celebrating Achievements and Building Connections
29:57Rebuilding Trust After a Breach
Link to the report mentioned in the episode:
Report
Connect with us:
LinkedIn
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Instagram -
Welcome back to a brand-new series of the Building Better Cultures Podcast!
In the first episode of the season, host Scott McInnes is joined by Phil Codd, Managing Director of Expleo in Ireland. They discuss the multifaceted nature of organisational culture, emphasising the importance of aligning leadership and employee cultures. Phil shares insights on employee happiness, effective communication, and the significance of feedback loops in fostering a positive work environment. The conversation also touches on the challenges of hybrid work, the future of organisational culture, and the need for organisations to adapt to a more flexible and inclusive work environments.
Here are some of the key insights from the episode:
· Culture isn't just one thing; organisations have multiple cultures.
· Happy employees lead to happy customers and growth.
· Effective communication is a critical leadership skill.
· Feedback loops are essential for employee engagement.
· Celebrating employee longevity can enhance morale.
· Technology can facilitate continuous feedback in organisations.
· Hybrid work requires new ways of connecting teams.
· Organisational culture is not confined to physical spaces.
· Aligning leadership culture with employee culture is vital.
· Policies should focus on the human aspects of work.
Chapters:
00:00 Introduction to Building Better Cultures Podcast
03:12 Understanding Organisational Culture
09:54 The Importance of Communication in Culture
12:30 Feedback Loops and Employee Engagement
17:29 Flexibility and Hybrid Working Models
23:51 Challenges of Geographic and Hybrid Work
28:58 Future of Work and Cultural Alignment
Keywords: Organisational culture, leadership, employee engagement, communication, feedback loops, hybrid work, employee happiness, culture alignment, workplace dynamics, future of work
Link to the Irish Times article referenced in the podcastConnect with us:
LinkedIn
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Instagram -
Summary
In this episode of the Building Better Cultures podcast, Scott McInnes discusses the challenge of disconnection in the workplace with guests Susie Leacy and Kevin Empey. They explore the impact of remote work on employee connection, the role of leadership in fostering a cohesive culture, and the importance of intentional strategies to build relationships among employees. The conversation also touches on the multi-generational workforce and the need for organizations to adapt their communication and engagement strategies to meet diverse needs. Ultimately, the episode emphasizes that connection is a shared responsibility between leaders and employees, and that fostering a culture of connection is essential for organizational success.
Takeaways
Disconnection is a significant challenge in modern workplaces.
Connection is essential for productivity and resilience.
Leadership plays a crucial role in fostering connection.
Organizations must adapt to maintain engagement in remote work settings.
Intentional strategies are needed to create opportunities for connection.
The multi-generational workforce presents unique challenges and opportunities.
Onboarding processes should focus on building community and connection.
Employees have a role in co-creating workplace culture.
Flexibility in work arrangements comes with shared responsibility.
Connection should be prioritized over merely addressing disconnection.
Chapters
00:00 Introduction to Disconnection in the Workplace
04:47 Understanding the Challenge of Disconnection
09:01 The Importance of Connection in Modern Work
12:03 Bridging the Gap: Building Cohesion and Engagement
16:15 Navigating a Multi-Generational Workforce
21:55 Intergenerational Connections in Care Settings
24:35 Bridging Generational Gaps in the Workplace
29:42 Intentional Onboarding and Cultural Integration
33:06 Creating Community in a Hybrid Work Environment
39:13 Co-Creating Culture: The Role of Employees and Leaders
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Summary
In this episode of the Building Better Cultures podcast, Scott McInnes discusses the challenge of accountability for values with guests Karen Jones and Karen Hackett. They explore the importance of articulating and embedding organizational values, the role of managers in fostering a culture of accountability, and the potential pitfalls of weaponizing values in the workplace. The conversation also touches on the significance of onboarding processes and the need for open communication and feedback within organizations.
Takeaways
Accountability for values is a significant challenge for many organizations.
Values must be articulated and understood to be effectively lived.
Creating a culture of feedback is essential for accountability.
Managers play a pivotal role in releasing the energy of their teams.
Onboarding processes should embed values from the start.
Psychological safety is crucial for open conversations about values.
Values can be weaponized, leading to defensiveness in feedback.
Organizations need to be bold about their current culture and desired future state.
Storytelling can help connect employees to organizational values.
Time is a critical factor in enabling managers to engage with their teams.
Chapters
00:00 Introduction to Accountability for Values
01:24 Understanding Organizational Culture
04:18 Insights from the Mind the Gap Report
06:19 Bringing Values to Life
11:03 Accountability in Practice
17:17 Weaponization of Values in the Workplace
22:16 Building a High-Performance Culture
24:53 The Role of Managers in Organizational Success
30:01 Empowering Middle Managers
37:22 The Importance of Storytelling in Leadership
37:49 Effective Onboarding Practices
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Summary
In this episode of the Building Better Cultures podcast, Scott McInnes discusses the third challenge from the Mind the Gap research report, focusing on the importance of learning and development in organizations. Joined by guests Barbara Carroll and Lisa Melody, they explore the significance of multi-generational workforces, the effectiveness of peer learning, and the critical role of leadership in fostering a culture of continuous learning.
The conversation emphasizes the need for organizations to adapt their training methods and embrace diverse learning opportunities to meet the evolving needs of their employees. In this conversation, Scott McInnes, Lisa Melody, and Barbara Carroll discuss the evolving landscape of learning and development, emphasizing the importance of practical experience, mentoring, and the integration of AI in shaping future skills. They explore how organizations can foster growth through stretch assignments and collaborative decision-making, while also addressing the challenges and opportunities presented by AI in streamlining learning processes.
📘 Download Mind the Gap Report: https://www.inspiringchange.ie/mindthegapTakeaways
Organizations are grappling with similar challenges in learning and development. Learning should be a core value within organizations. Different learning methods can enhance employee development. Peer-based learning fosters collaboration and accountability. Mentoring, including reverse mentoring, is increasingly valuable. Leaders must model a commitment to their own learning. Creating space for learning is essential for employee development. Understanding the 'why' behind training increases motivation. Simple interventions can lead to significant improvements in learning. Embedding learning in organizational culture is crucial for success. Learning is about practical experience, not just courses. The 70-20-10 model emphasizes learning through daily activities. Stretch assignments can significantly enhance learning. Mentoring plays a crucial role in development. Engaging leaders fosters a collaborative culture. AI can help identify skills needed for future roles, streamline learning needs assessments and enable more efficient learning material creation. Reflection on learning is essential for growth. The future of learning will be more personalized through AI.Chapters
00:00 Introduction to Mind the Gap Research 03:53 The Importance of Learning in Organizations 09:48 Dynamic Training and Peer Learning 16:14 Multi-Generational Workforces and Mentoring 20:04 Leadership's Role in Cultivating Learning Cultures 28:05 Redefining Learning and Development 33:10 The Role of AI in Future Skills
43:43 Embracing Change in Learning Environments -
Summary
In this episode of the Building Better Cultures podcast, Scott McInnes discusses the challenges faced by mid-management in organizations, drawing insights from the Mind the Gap research report. Guests Katy Lumsden and Neil O'Brien share their experiences and perspectives on the evolving roles of managers and leaders, the importance of culture, and the need for effective communication and training. The conversation highlights the significance of psychological safety, resilience, and the necessity for managers to engage in tough conversations while fostering a supportive environment.
Takeaways
The mid-management layer faces unique challenges from both above and below.
Commonalities in organizational challenges can provide reassurance and strength.
Leadership and management roles are increasingly blurred in modern organizations.
Managers need to be equipped with tools to foster culture and engagement.
The say-do gap highlights discrepancies between senior leadership intentions and managerial actions.
Tough conversations are essential for growth but often avoided due to fear.
Psychological safety is misunderstood and misapplied in many organizations.
Resilience in younger generations may differ from previous cohorts.
Effective management requires understanding individual team members deeply.
Training for managers should focus on practical skills for modern challenges.
Chapters
00:00 Introduction to Mind the Gap Research
05:04 The Role of Mid-Management
08:39 Leadership vs. Management
16:18 Culture Multipliers vs. Bottlenecks
21:58 Shifting Mindsets in Management
23:37 Navigating the Transition from Peer to Manager
29:42 The Importance of Role Modelling in Leadership
31:51 Addressing Difficult Conversations
38:47 Resilience in Leadership and Generational Differences
44:37 Skills for Modern Leadership in a Hybrid World
Mind the Gap Research: https://bit.ly/3WMlS4C
What People Get Wrong About Psychological Safety: https://hbr.org/2025/05/what-people-get-wrong-about-psychological-safety -
Episode Summary
In this episode of Building Better Cultures, Scott McInnes sits down with Denise Black and Denis Doolan to explore the critical role of leadership in shaping organisational culture.
Together, they unpack insights from the Mind the Gap report — highlighting the importance of intentionality, inclusivity, and the need for leaders to embody the culture they wish to create. The conversation delves into the consequences of neglecting culture, the essential capabilities leaders must develop, and the collaborative process of defining a target culture that aligns with organisational strategy.
The episode wraps up with reflections on how leadership drives cultural change and performance across teams.
Key Takeaways Leaders have a disproportionate impact on organisational culture. Inclusivity is essential for effective culture creation. Culture should be woven into the strategic DNA of the organisation. Empathy and active listening are critical leadership skills. Culture is not a standalone initiative — it enables all initiatives. Intentionality in leadership is crucial for cultural success. Feedback from employees is vital in shaping target culture. Communication reinforces culture and values. Leaders must model the behaviours they wish to see. A strong culture leads to better organisational performance. Chapters 00:00 — Introduction to Leadership and Culture 04:28 — Insights from the Mind the Gap Report 09:24 — The Role of Leaders in Shaping Culture 15:12 — Consequences of Abdicating Culture to HR 19:19 — Essential Capabilities for Senior Leaders 30:39 — Defining Target Culture 37:23 — Impact of Leadership on Cultural Change Resources📘 Download the Mind the Gap report → bit.ly/4nT9jAo
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SUMMARY
In this episode of the Building Better Cultures podcast, Sadhbh O'Flaherty takes over the mic to interview Scott McInnes about his recent research titled 'Mind the Gap.' The research explores the cultural challenges organisations face today, particularly through the lens of Chief People Officers (CPOs) in Ireland.The conversation delves into the motivations behind the research, key findings, and actionable insights for organisations looking to improve their culture. Key themes include leadership skill and will, the role of managers, the importance of learning and development, accountability for values, and the challenge of disconnection in the workplace. Scott emphasises the need for intentionality in creating a strong organisational culture that aligns with business strategies.
Mind The Gap Research: http://bit.ly/4gXtNp2TAKEAWAYS
Connection among HR leaders is crucial.
Understanding culture challenges requires frontline insights.
Leaders set the tone for organisational culture.
Everyone in the organization owns the culture.
Managers play a key role in translating values to teams.
Learning should be prioritized beyond formal courses.
Accountability for values strengthens organisational culture.
Feedback is essential for personal and professional growth.
Intentionality is key in fostering workplace connections.
Culture impacts business outcomes significantly.
CHAPTERS
00:00 Introduction to the Podcast and Research
02:02 The Motivation Behind the Research
04:28 Leadership Skill and Will
06:55 The Manager Factor
10:54 Skills for Today and Tomorrow
15:09 Accountability for Values
20:54 The Challenge of Disconnection
27:22 Surprises from the Research
29:18 Connecting Themes to Business Outcomes
32:34 Actionable Steps for Organisations -
Summary
In this episode of the Building Better Cultures podcast, Scott McInnes speaks with Catherine Fallon about the critical role of change communication in organizations undergoing transformation. Catherine shares her extensive experience in employee engagement and change management, emphasizing the importance of building trust and aligning stakeholders during periods of change. The conversation explores effective strategies for communicating change, the role of middle management, the significance of storytelling, and the necessity of engaging change agents to foster a supportive environment. Ultimately, the discussion highlights the need for honesty and transparency in communication to ensure successful change implementation.
Takeaways
Change communication is about building trust, not just issuing messages.
Effective change communication aligns people towards a common goal.
Resistance can cripple change programs if not managed properly.
Honesty and transparency are critical in change communication.
Middle management plays a vital role in translating change for their teams.
Stakeholder analysis is essential to understand different perspectives.
Stories can make change relatable and resonate with employees.
Engaging change agents helps to influence and support the change process.
Regular communication updates are necessary, even if there is no new information.
Treating employees like adults fosters a culture of trust and engagement.
Sound Bites
"It's not what you do, it's how you do it."
"Change is always going to happen in an organization."
"Building trust with the people going through the change."
"The worst case is resistance and friction."
"You want to know where the pockets of resistance are."
"Being honest and open is critical."
"Treat your employees like adults and don't infantilize them."
Chapters
00:00 Introduction to Change Communications
02:51 Catherine Fallon's Career Journey
05:45 The Importance of Change Communication
08:49 Effective Change Communication Strategies
12:09 The Role of Middle Management in Change
15:05 Understanding Stakeholder Perspectives
17:49 The Power of Storytelling in Change
21:04 Engaging Change Agents and Influencers
23:57 Final Thoughts on Honesty in Change Communication
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