New Archives - Bit Famous

How to ask great questions

How to Ask Great Questions

Questions. We ask them all the time, don’t we? In meetings, in conversations with colleagues, when we’re getting to know clients, and even when we’re networking at events. But how often do we actually stop and think about the questions we’re asking?
When I asked questions for a living, as a journalist on live TV, the quality of the questions was important because it affected the quality of the answers.
But quite understandably most of us just ask questions, in our day to day life, in a natural way. But how about we focus a bit more on crafting great questions? Making it deliberate. Thoughtful. Because when you ask them well, they can change the way people engage with you, the quality of ideas you get back, and ultimately, the results you achieve in your work.
So today, we’re talking about how to ask great questions. Not just any old questions, but the kind that get people thinking, that open up conversations, and help you get better responses.
To do that, I’m going to walk you through three powerful types of questions you can start using right away.
And in the notes section below, there’s a link to a bonus of even more great questions to ask.
Right then, shall we get into it?

Great Job! Why recognition needs a rethink

Great Job! Why recognition needs a rethink. Did you shout ‘great job, team!’ this week, perhaps with a triumphant air punch?
Recognising and appreciating good work is a key leadership skill, but doing it inconsistently can sink morale faster than you can say “project deadline.”
Picture this: you’ve slogged through a tough project, and… nothing. Not a word. Then, a colleague gets applauded for something minor. Annoying, right?
That’s the danger of patchy praise. It leaves people feeling overlooked and unmotivated.
Recognition shouldn’t be a rare event
Appreciation isn’t just for the big wins. It needs to happen consistently and sincerely – whether it’s celebrating a major milestone or acknowledging smaller efforts that keep the wheels turning.
When you only highlight certain achievements, the unspoken message is clear: not all contributions matter. That breeds dissatisfaction and disengagement.

How HR can gain influence at board level – Carolyn Cole

In this episode of the Workplace Confidence Podcast, Penny Haslam talks to Carolyn Cole about how HR leaders can secure a seat at the boardroom table and influence top-level decisions.

Carolyn, a seasoned Chief People Officer with private equity experience, explains why HR is often an afterthought in growing businesses and why it shouldn’t be.

She shares practical tips on stepping up to board level, including why financial acumen matters, how speaking the CEO’s language builds confidence and why understanding budgets and EBITDA earns trust.

We also hear how HR plays a crucial role in mergers and acquisitions, where people strategy can make or break a deal. Her approach? Real conversations instead of endless surveys, ensuring employees feel supported during rapid change.

Carolyn also stresses that mental health support must go beyond training, managers need the confidence to have open conversations.

In this episode, you’ll hear a powerful case for HR as a business driver. How knowing the numbers, building CEO relationships and championing people’s impact on performance can elevate your role, and your organisation. Essential listening for HR professionals who want a bigger voice at the top.

How to say no at work

How to say no at work. Let’s face it, saying no isn’t always easy. Whether it’s a colleague, your boss or that overly enthusiastic friend trying to rope you into something, the pressure to say yes can feel overwhelming.

So, here’s my guide to navigating those tricky situations when you want to confidently say no.

Do you struggle to say no at work?
Some of us just can’t bear the thought of letting anyone down. Often we can find ourselves saying yes to a request just to keep others happy – even if it’s at the detriment of our own happiness or well-being.

This can stem from a strong need to be liked, conflict avoidance or even an ingrained habit of simply prioritising others’ needs above their own.

While it’s a trait rooted in kindness and collaboration – which is lovely – it can lead to burnout, resentment or being taken advantage of if left unchecked. So, what can you do if you are stuck in a cycle of saying yes when you don’t want to?

Beat the self-belief thief

Today, I want to talk about confidence thieves. You know – those people (or moments) that swoop in and swipe your self-belief right out from under you.
They’re real, persistent and they can strike at any time.
But don’t worry, I’ve got some great advice to help you spot them, protect yourself and even bounce back stronger.

What are confidence thieves?
Confidence thieves come in different forms. Sometimes it’s a person – a colleague, a boss or even a so-called friend – who makes a remark that cuts deep, making you question yourself.
Other times, it’s a situation, like a big presentation or an unexpected challenge that rattles your confidence.
And then there’s that little voice in your head, whispering things like, “Who do you think you are?” or “You’re not ready for this.”
Any of these can steal your self-belief if you let them.
It can happen so quickly. One small comment or a brief moment of doubt can snowball into a full-on confidence crisis.
These confidence thieves are lurking everywhere, sometimes where you least expect them.

Visible leadership mistakes and how to avoid them

Visible leadership mistakes and how to avoid them.
Visible leadership isn’t just about being present; it’s about genuinely connecting with your team, being approachable and staying engaged.

But let’s face it, even the best leaders can make mistakes – sometimes an attempt to be more visible can backfire, creating distance instead of connection.

In this blog, I’ll cover some of the common traps and share practical advice on how to avoid them. By the end, you’ll have the tools you need to build real, lasting connections that strengthen your leadership.

How to ask for feedback – dos and don’ts

How to ask for feedback – dos and don’ts. Feedback can be a brilliant work tool. When done right it promotes personal growth, builds confidence and strengthens relationships.
But before you jump in with a casual “How did I do?”, there’s a lot worth considering.
In my latest podcast episode, I share all my top tips on how to ask for feedback. Plus, a story about the worst piece of feedback I ever got during my time in TV – it still makes me wince! Have a listen and feel free to share it with your colleagues.

How to stop saying sorry at work

How to stop saying sorry at work. Are you or your colleagues guilty of saying “sorry” a bit too much at work? You’re not alone – over-apologising is a common habit and it can undermine our authority and confidence without us even realising it.
When we constantly say sorry, we subtly communicate that our needs, ideas or presence are less important.
This habit is regularly an issue for women at work, who may feel the need to apologise just for speaking up or taking up space. It’s a subtle but powerful behaviour that can hold us back professionally.
I was discussing workplace confidence in a webcast this week with 400 colleagues at a global engineering firm and one director admitted she kept finding herself apologising – for asking a question, for interrupting, even for offering her own opinion! It made me think: Why do we say sorry so much, and what can we do about it?

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.

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

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.

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.

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.

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.

Get our awesome email

0330 043 4943