Gender pay gap and workplace well-being at the NFU

Tackling the gender pay gap and promoting well-being at the NFU – Catherine Cooper

Workplace Confidence Podcast – Tackling the gender pay gap and promoting well-being at the NFU with Catherine Cooper.

In this episode, we chat with Catherine Cooper, Director of People at the National Farmers Union, who is on a mission to foster inclusivity and tackle the gender pay gap at NFU. Catherine brings her passion for people and culture to the forefront, sharing her strategies for supporting employees and members through challenging times like Brexit, COVID-19, and the war in Ukraine.

Catherine discusses the NFU’s approach to closing the gender pay gap, focusing on empowering women, promoting flexible working and ensuring fair and unbiased recruitment.

She also opens up about her personal journey with confidence and imposter syndrome and how these experiences shape her leadership style today. From creating connection through “Tea Together” events to implementing agile working policies, Catherine is all about making sure everyone at NFU feels valued and supported.

Workplace Confidence Podcast

Building a legacy, leading with empathy and purpose at Property Tectonics – Esther Brady

Workplace Confidence Podcast – Building a legacy, leading with empathy and purpose at Property Tectonics with Esther Brady. In this episode, Penny Haslam is in conversation with Esther Brady, Managing Director of Property Tectonics, a property and construction consultancy known for blending professional services with innovative software solutions.

Esther shares her journey from working on reception to leading the company, highlighting how her unconventional path and commitment to servant leadership have shaped her approach to business and people management.

Esther talks about the unexpected challenges she faced when her father, the company founder, passed away, thrusting her into the role of MD amidst personal grief and a shifting business landscape. She reflects on how these experiences boosted her confidence, driving her to lead with empathy, foster a strong workplace culture and ensure her team feels valued and supported.

How do you lead very clever people?

How to lead smart people at Signature Discovery – James Edgar

How to lead smart people.

This became the topic of my conversation with James Edgar, Chief People Officer at Signature Discovery an outsourced provider of early-stage drug discovery services for biotech and pharma companies. Roughly 80% of his thousand colleagues have a PhD.

You can hear the conversation here:

According to James leading very clever people is both a “privilege and a challenge.” When you’re leading people who are experts in their field – brilliant minds in their own right – he says, “The pressure can feel different.”

This is because you aren’t just responsible for getting the job done. You’re responsible for creating an environment where their intelligence can truly shine.

Women in professional services

Redefining success for women in law and leadership – Jane Ayaduray

Workplace Confidence Podcast – From accidental D&I leader to global change-maker with Jane Ayaduray.

In this episode, Penny Haslam is joined by Jane Ayaduray, Director of Global Diversity and Inclusion at a leading global law firm. Jane shares her unconventional journey into the world of diversity and inclusion, a path she stumbled upon by accident when she mistakenly applied for a job she didn’t realise was in D&I. From this unexpected start, Jane has forged a successful career championing diversity, equity and inclusion across multiple industries and continents.

Jane reflects on her diverse roles, from working in Singapore and Dubai with Standard Chartered to leading D&I at BNP Paribas and now in her current role, where she’s focused on fostering an inclusive culture and supporting senior women lawyers globally.

Workplace Confidence Podcast

People centric business at P3 People Management – Charlotte Dean

Workplace Confidence Podcast – Building people centric businesses at P3 People Management with Charlotte Dean.

In this episode, Penny Haslam talks with Charlotte Dean, founder of P3 People Management, about her journey from the corporate world to supporting small and medium-sized businesses with their people strategies. Charlotte shares how she started P3 with a passion for working with companies that truly value their people and how her approach has evolved to focus on those who see their employees as more than just resources but as integral to their brand and success.

Charlotte discusses the importance of understanding a company’s culture and values and how she helps organisations become more people-centric by asking the right questions and encouraging curiosity. She emphasises the need for businesses to invest in self-awareness and personal development, not just for leaders but for all team members, to foster a workplace environment where everyone can thrive.

Workplace Confidence Podcast

What is ESG? People, planet, purpose at Davies – Gillie Fairbrother

Workplace Confidence Podcast – What is ESG? People, planet, purpose at Davies with Gillie Fairbrother.

In this episode, Penny Haslam chats with Gillie Fairbrother, Global Responsible Business Officer at Davies a professional services and technology company. Gillie shares her unconventional journey from media and wellness into the corporate world, now leading ESG initiatives with a focus on making businesses more viable and sustainable.

Gillie describes her role as being an “air traffic controller” for responsible business practices across Davies and explains how she reframes ESG – often seen as a corporate buzzword – into something more tangible and relatable: People, Planet, and Purpose. She believes that this approach not only covers environmental sustainability but also addresses the financial and operational viability of the business.

Workplace Confidence Podcast

Disrupting higher education and empowering people at UA92 – Ian Turner

Episode 1: Workplace Confidence Podcast – Disrupting higher education and empowering people at UA92 with Ian Turner.

In this episode, Penny Haslam speaks with Ian Turner, Chief of People and Place at UA92 (University Academy 92). Ian shares how UA92, co-founded by Gary Neville and the Class of 92 footballers alongside Lancaster University, is revolutionising higher education by focusing on social mobility and accessibility. With initiatives like the Make It For Real campaign, UA92 helps remove financial and logistical barriers, offering bursaries, tech support and even meals to students from lower socioeconomic backgrounds.

Ian reflects on the rapid growth of UA92, from just 80 students in 2019 to around 1,400 today, driven by its mission to make education accessible for all. He discusses the challenges of scaling up in a traditional sector and how UA92’s culture of being “fired up,” deliberately different and inclusive guides their approach.

Penny and Ian delve into Ian’s career journey from sales to HR, highlighting his passion for developing people and fostering a culture where everyone is empowered to lead. Ian shares his approach to making HR more than just a transactional function, emphasising the importance of visibility, human connection, and embedding himself within the organisation.

Throughout the conversation, Ian offers insights on leading with empathy, overcoming imposter syndrome and creating a workplace where people feel valued and fired up. Tune in to hear how Ian is driving UA92’s mission forward, fostering a culture of inclusivity and passion and what it takes to be a visible, authentic leader in today’s evolving world of work.

The power of reflective practice

The power of reflective practice

Do your people think, reflect and succeed? The power of reflective practice.
I’d like to introduce you to another free and straightforward idea that will supercharge professional life for you and your colleagues.
It’s called ‘reflective practice’ – also known as journaling or, in super simple terms, writing down your thoughts and writing down what you think about your thoughts.
It can have a surprisingly powerful impact.
The practice is commonly used by healthcare, education and social work professionals, but trust me, its’ benefits can transform any workplace.

Make listening your organisation's superpower

Make listening your organisation’s superpower

What do meetings look like in your organisation? Is it just a few people speaking while most stay silent? Do people interrupt, talk over each other, pinch ideas, or mansplain?
Perhaps the culture is that the leaders or the most experienced have all the best ideas, and it’s everyone else’s job just to shut up and listen.
Create a thinking environment in your meetings
I’ve got some great tips and advice about listening for you to share with your colleagues. It’s all about consistently putting listening into practice to create more sustainably successful and productive meetings, where:
You tap into genuine creativity and fantastic ideas by making listening a priority.
People feel heard and positive about themselves because they’ve made genuine contributions and solved problems together.
As a leader, you’re seen as more coach-like, empathetic, and approachable.
So, as ever in the Workplace Confidence newsletter, it’s about the HOW. How do you create a culture of meetings where listening is a priority? I suggest these three ground rules, which you should explain to everyone at the beginning of each meeting.

Workplace Confidence Podcast

Coming up on the Workplace Confidence Podcast

Coming up on the Workplace Confidence PodcastBonus episodeComing up on the Workplace Confidence Podcast. In this special bonus episode, I’m giving you a sneak peek at the incredible conversations we’ve lined up. Think of it as your first taste of the engaging and insightful discussions that are coming your way.Listen nowWorkplace Confidence PodcastListen to all episodesComing up on the Workplace …

Can you just say a few words?

Could you just say a few words please?
Ever been asked that, or had to ask it of someone else?
It’s for that moment in an office, when there’s a ‘leaving do’ – a team member is retiring, going on maternity leave, moving on to another department or a new job somewhere else – and it’s someone senior’s job to mark the occasion with a small speech-ette.
But it can fall a bit flat, can’t it? We’ve all witnessed it. The departing person feels unappreciated, the team are embarrassed. And you’ve missed an opportunity to communicate culture and to show how valuable your people actually are.
So let’s get on top of these moments as leaders, make the most of the chance to be visible and ultimately make them more meaningful.

Visible leadership: The coffee strategy

Being visible as a leader is hugely important. Visible leaders can engage others, share key messages, values, and behaviours – making your job a bit easier, perhaps?
It’s a huge topic, so today I’m giving you just one thing that you and your colleagues can adopt to be more visible and more confident. The challenge of networking
I regularly hear frustrations from my clients about leaders and emerging talent sticking to their silos, not sharing their worth, and failing to build a network.
I wasn’t proactive in making connections when I was an employee, which slowed down my career progress and made me feel cut off from the ‘big picture’ at work.
Most people aren’t strategic network builders, which is a shame because nothing beats getting support, know-how, and a chance to be visible in front of a wider group.
When we hear ‘network’, we often think of ‘networking’ – not instantly appealing, I have to say.

be yourself at work

Being yourself at work, how hard can it be?

This time, I’m delving into a topic close to my heart: feeling like you can’t be your authentic self at work.
It’s a common issue, and thinking back to my career at the BBC, I certainly had times when I played small and held back on sharing ideas.
A former boss once told me to “intellectualise more!” Ironically, I had no clue what he meant. The effort of trying to be something I wasn’t left me stressed, tired and grappling with bouts of burnout.
I often felt misunderstood by colleagues and unable to contribute fully. A square peg in a round hole, with plenty of good old imposter syndrome thrown in for good measure!
All of these feelings come at a cost, with broader implications for you, your colleagues and your organisation:
Mental health: Anxiety, stress, depression and burnout.
Productivity: When people aren’t themselves, they’re short on ideas, less innovative and unable to solve problems.
Succession planning: When people play small their performance suffers. Talent may hold back on showcasing their genuine strengths and talents, making it hard to spot future leaders.
Relationships and communication: Inauthenticity can lead to mistrust and weakened professional relationships, poor communication and grievances.

How to interrupt like a pro

How to interrupt like a pro

How to interrupt like a pro. This time, I’m sharing insights on a slightly less celebrated but incredibly useful skill – interrupting!
Far from being a breach of etiquette, having colleagues who know how to interrupt appropriately is essential.
Confidently interrupting (and accepting interruptions) without causing offence saves time and enhances collaboration and productivity.
The art of interrupting
Interrupting isn’t about cutting people off – it’s about steering a conversation constructively. Instead of the awkward ‘um’ or ‘excuse me,’ opt for confident and clear interjections.
A well-timed “Thank you for that insight, let’s hold on to that thought and move on,” can seamlessly shift the discussion without dampening the speaker’s spirit.

The phrase that kills workplace ideas, innovation and collaboration

The phrase that kills workplace ideas, innovation and collaboration

You may have noticed in your meetings when ideas are introduced they often don’t progress – this could be because people are mentally shutting them down by answering an idea with the words, “No, but…” 

It’s amazing how just changing a word when we respond can make a huge difference.

Instead, if colleagues reply, “Yes, and…” It can be more productive and help people expand their thinking.

This approach is useful for everyone, particularly if you’re leading a session aimed at developing ideas.

Watch my video for an example of this in action.

Workplace mastermind groups - Solving problems and building networks from Penny Haslam on Vimeo.

Workplace mastermind groups

Introduction: What is a workplace mastermind group?

I want to share an idea with you that’s commonly associated with business owners. Actually, I think it’s something that should be more regularly used in the workplace. That is, mastermind groups at work so your people can solve their problems confidently and build wider networks across the organisation. 

There are loads of reasons why they’re brilliant, and often their outcomes are phenomenal in a way that you’d never expect. I’ll go into those in a little more detail in a minute, but a mastermind group is sometimes also known as an action learning set or peer-to-peer mentoring. 

Women in professional services

Women in professional services: 10 key strategies for career progress

Women in professional services: 10 key strategies for career progress. When you want to progress at work, it’s not simply a case of just being good at your job. Let’s assume you’ve got that covered.

Advancing your career requires a shift in the way you get seen by the people who matter to you and your career.

You could call that developing your ‘personal brand’. But don’t stop there. Get the cut through you need, to be highly thought of for opportunities by adding the word ‘profile’.

Ask yourself, what am I doing to progress my personal brand profile? Where am I being seen? And am I just hoping for the best? And if that made you a little uncomfortable then you probably need to take action or remain a best-kept secret.

The following list gives you 10 tried and tested, highly effective ways to showcase your expertise and the value you bring.

And remember, it’s not what you know, or who you know. It’s who knows you…

Shh… The silent workplace confidence crisis

The silent workplace confidence crisis. In my experience, workplace issues around self-doubt are rarely discussed. They’re seen as a private, personal burden to bear.
But I would say confidence is a people problem we can all work to resolve. And it’s a bonus to do so, because confident individuals can build confident organisations, that can fulfil their purpose.
So, the solution is to actively support colleagues to re-establish their confidence and thrive in the workplace.

5 Warning signs that your team needs executive coaching

Bit Famous works with businesses and organisations to help them communicate with confidence.By Penny HaslamMD and Founder – Bit FamousExecutive CoachingDiscover our world-class coachingLet’s talkBook a no-obligation discovery call5 Warning signs that your team needs executive coaching. This guide offers a clear understanding of five key signs that indicate a team, or team members, might need executive coaching.  Written for …