PJ Tips Podcast Leading Business Change

This podcast isn’t just for those in construction or infrastructure. If you’re working with teams, suppliers, or external partners, you’ll take away many practical lessons. At the heart of it all is a fundamental question: Are we just delivering projects, or are we building something that truly matters? Join me in this thought-provoking discussion with John Pelton MBE. Whether you’re leading a business, managing projects, or driving transformation, this episode will challenge the way you think about leadership, purpose, and project success. Listen now and discover how to build better businesses through culture, leadership, and purpose. When it comes to delivering major projects - such as Crossrail, London's Olympic Park and HS2 what really makes the difference - contracts or culture? Contracts set the rules, but culture determines whether those involved actually work together to get things done. In this episode, I sit down with John Pelton MBE, an experienced leader in infrastructure and major projects, to talk about why culture can be more powerful than contracts and how purpose-driven leadership transforms project delivery. With a military background and a wealth of experience in complex projects, John has seen first hand how a clear purpose can align teams, reduce conflict, and drive success—even in industries that seem dominated by legalities, contracts, and cost pressures. He shares insights on how defining and communicating purpose can break down silos, encourage collaboration, and help teams push beyond just making money to create real impact. John also introduces a brilliant leadership model - Competing Values Framework by Quinn & Cameron -   that helps leaders inspire their teams, navigate challenges and deliver better results. Whether you're leading construction projects, digital transformations, or internal change initiatives, his perspective on ‘sharing’ in multi-stakeholder environments is invaluable. When multiple contractors, suppliers, and teams are involved, success depends on open communication, shared ideas, and a commitment to a collective goal—not just ticking boxes and delivering on individual contracts. One of the standout moments in our conversation is John's exploration into the Rocky Flats project, a complex and high-stakes initiative that defied expectations by finishing ahead of schedule. Rocky Flats was the most contaminated nuclear plant in the US, it was an environmental disaster and the site of rampant worker unrest. Although it was estimated that it would take 70 years and $36 billion to clean up and close the facility. Its now a wildlife refuge, the project is running 60 years ahead of schedule and $30 billion under budget. What lessons can businesses take from it? We explore how a clear sense of purpose, strong leadership, and a collaborative culture made it one of the most remarkable project success stories. This podcast isn’t just for those in construction or infrastructure. If you’re working with teams, suppliers, or external partners, you’ll take away many practical lessons. At the heart of it all is a fundamental question: Are we just delivering projects, or are we building something that truly matters? Join me in this thought-provoking discussion with John Pelton MBE. Whether you’re leading a business, managing projects, or driving transformation, this episode will challenge the way you think about leadership, purpose, and project success. Listen now and discover how to build better businesses through culture, leadership, and purpose. #Leadingbusinesschange #purpose #culture #contracts #construction #infrastructure #buildingprojects #projects #transformation

Will Men Ever Understand the Menopause? They Must—Or Face the Consequences Menopause isn’t just a “women’s issue.” It’s a human issue. It affects careers, relationships, businesses, and the economy. Yet, far too many men remain unaware, uncomfortable, or worse—dismissive. And that ignorance comes at a cost. In this episode, I chat with Sally Higham, an expert in talent acquisition, HR and employer branding, who’s on a mission to change the conversation around menopause—especially in the workplace. For many women, menopause is a life-altering transition that can last years. Symptoms range from brain fog and fatigue to anxiety and crippling joint pain. But here’s the kicker—80% of women say menopause impacts their work, and many leave their jobs due to lack of support. Businesses that ignore this reality risk losing experienced, talented employees. Sally shares her own journey—how she discovered she was in menopause after a routine scan in Singapore, and how she navigated the challenges that followed. She explains why some businesses have started addressing menopause while others still don’t know how. With over a billion women expected to be menopausal or postmenopausal by 2030, this is not a conversation we can afford to avoid. For men, the challenge is clear: we have to get educated. Whether it’s supporting a partner, a colleague, or a friend, we must do better. That means listening, learning, and stepping up. Ignorance is no longer an excuse. So, if you’ve ever found yourself unsure how to approach menopause—or worse, pretending it’s not your problem—this episode is for you. Because understanding menopause isn’t about ‘being nice’—it’s about being a better leader, partner, and human being. Let’s talk.

In this episode of PJ TIPS, I’m joined by Natalie Rogers, Chief People Officer, and Oliver Stockdale, Head of Talent Development at N Brown Group, the online retail and financial services business behind brands like Jacamo. We explore the realities of business change, focusing on Agile Transformation—what it is, why it matters, and thechallenges of shifting from a traditional catalogue retailer to a digital-first business. Natalie unpacks the human side of change, including the role of culture and leadership, while Oliver shares how Agile is shaping N Brown’s future. We discuss the friction between old and new ways of working, defining the right culture, and why getting senior buy-in iscritical. If you're leading change, tackling Agile, or just tryingto get people on board, this episode is packed with insights and practical takeaways. Listen in and lead change better. #leadingbusinesschange #agile #transformation #PJTips #Retail #OnlineRetail #DigitalTransformation #Culture

In this captivating episode of PJ Tips Podcast, I sit down with Mark Preston, Motorsport Director at Lola, to discuss his triumphant return to the world of Formula E. Mark's storied career spans decades, from leading the Super Aguri F1 Team and launching it in record time, to winning the Formula E World Championship as Team Principal at DS Techeetah. Now, as MotorSport Director, he is leading Lola's revival under the ownership of American-based English businessman, Till Bechtolsheimer, returning to Formula E and eyeing a re-entry to Le Mans. Mark shares insights into the dynamic world of motorsports, where leadership, innovation and the pursuit of marginal gains are critical to success. We delve into what makes Mark’s leadership special and his approach to making "winning a science." His return to the Formula E stage is not just a comeback; it’s a masterclass in strategic thinking and execution under the pressure of fast-paced change. What sets Mark apart as a leader is his ability to foster a culture of continuous improvement, making small yet impactful adjustments that drive performance, both on the track and in the boardroom. We also explore the challenges of budget caps in motorsports, drawing parallels to the world of business. Mark provides thought-provoking perspectives on how constraints can foster creativity, making a compelling case for businesses to reframe their mindset around limited resources. Instead of seeing budget limits as a hindrance, Mark emphasizes the importance of maximising resources and finding efficiencies in unexpected areas—whether it’s a procurement strategy or team management. Throughout our conversation, Mark offers valuable lessons in how to lead through ambiguity, adapt to rapid change, and balance risk-taking with reward. He shares stories from his time at McLaren and Arrows, underscoring the fine line between success and failure. His reflections on complacency, risk and strategic intent are must-hear advice for leaders navigating today’s fast-changing and ambiguous business landscape. Tune in for an inspiring and practical look into the mind of a championship winning leader and discover how motorsport lessons can be applied to business success.

Welcome to the Podcast on Leading Business Change, focusing on Intentional Culture Change. This series brings together top business minds to share their real-world experiences in driving meaningful change. This episode is a must-listen for anyone serious about transforming their organisation’s culture.  Our guest, Robert Rigby-Hall, offers a genuinely global perspective on culture change, speaking from New York. With over 30 mergers and acquisitions under his belt, and a career that spans industries and continents, Robert has faced—and overcome—the complex challenges of culture change in high-stakes environments. In this episode, Robert shares insights rooted not in theory but in practical experience. If you’re seeking actionable strategies to lead change in your organisation, this is the conversation you need to hear. What is intentional culture change?For many, culture seems like a vague concept, a "black art." But as Robert reveals, culture is a measurable driver of business success. It goes far beyond casual Friday policies or team-building exercises. In fact, Robert walks us through a case study where deliberate culture change resulted in tangible improvements in key business metrics like Net Promoter Score (NPS), employee engagement, and profitability. Culture isn’t just an afterthought—it’s a strategic necessity.  The difference between business culture and country cultureGlobal leaders often struggle to balance these two, especially when expanding into new markets or managing diverse teams. Robert’s experience across dozens of countries gives him unique insights into how companies can build a brand culture that respects local differences without sacrificing core values. For leaders steering complex mergers or global operations, this episode offers invaluable lessons on unifying teams across borders. Aligning culture with strategy One of the most critical takeaways is how to intentionally shape company culture to align with business strategy. A misaligned culture leads to disengaged employees, poor customer experiences, and stalled growth. Robert’s insights are highly actionable, whether you’re leading a startup or managing a multinational. Employee engagement and profitabilityThere’s a direct link between engaged employees and profitable business outcomes. Research shows that engaged employees lead to happier customers, which translates to better financial performance. Yet, many leaders struggle to create environments where employees feel motivated and empowered. Robert shares clear, data-driven strategies for building a culture that fosters this kind of engagement, leading to better performance across the board.  Intentionality is keyCulture change doesn’t happen by accident. It needs to be deliberate and planned. Leaders must define the desired culture, communicate it, and most importantly, act in ways that reflect it. Robert emphasises that alignment between leadership behaviour and cultural values is crucial for sustained change. It’s not enough to talk about culture—you have to live it. Leadership’s roleAs Robert points out, the CEO and senior leadership team play a pivotal role in setting the tone for the entire organization. If leadership doesn’t live the culture, employees won’t either. Consistency from the top is essential for sustaining a strong, positive culture over the long term. This episode drives home the point that cultural transformation starts at the top. The PJ Tips podcast is designed to give today’s leaders the tools they need to drive effective change—whether that’s cultural, digital, or organisational. Leading change is never easy. It’s often expensive, risky, and full of obstacles. But as Robert demonstrates, with the right approach, culture can become a powerful asset rather than a stumbling block. Join us to discover how intentional culture change can transform your organisation’s performance, people, and profit. And if you’re looking for further help, do get in touch.

An inspiring and insightful conversation with MDL Marina's Managing Director, Michael Glanville. Michael was Voted one of the MOST AMBITIOUS LEADERS in the UK by LDC, and he's certainly one to watch. In this episode of PJ Tips 'Leading Business Change' podcast, Michael and I talk about the Marine Industry, clients, boats, services, property and expectations. So is MDL a marina company, a property investment company, a building business, a landlord or an hotel business - indeed I ask Michael if they have plans to run hotels? Did you know they even have an award winning car park?! I kid you not. With all this going on, how does Michael lead the business. We discuss his top tips for leading and leadership, and he shares openly about his rise through the business to become Managing Director and how he managed those changing relationships. MDL has 18 Marinas in the UK and one in Spain. It has a number of Marinas on the South Coast, including the flagship Ocean Village in Southampton, a number on inland waterways. Whilst they strive to offer an aligned MDL service, the difference in geographies, clients, boats and expectations offers up some interesting challenges which Michael talks us through. Given the significant interest in the environment and sustainability, MDL have a number of projects as part of their Greener Marinas promise, including a greener gym that uses energy from gym bikes to store power in batteries and a project and a native oyster project to clean water in marinas. You can find out more on the MDL website. Because MDL is owned by a family trust, investment is in long term results, sustainability and customer service. Michael talks through some of the differences between PE and family ownership, and praises the company strategy in its forward thinking. Both Michael and I very much hope you enjoy this podcast. #Sustainability #LeadingBuisinessChange #leadership #Culture #MarineIndustry #Investment #BusinessStrategy #CustomerFocus #Oyster #Marinas

In this episode, Emma Straughan hijacks my PJ Tips podcast to interview me. Emma decided it was time, I opened up, and shared more about me, and why we started these podcasts. I confess to being nervous!! And its not easy opening up about deeper emotions, purpose and family matters. In the first half we talk business, change and podcasts. In the second half she asks some quick fire - more personal questions - to open me up! Some of it was quite emotional for me. So you get the science side of me and my work, and the intuitive and emotional connection. My beliefs and passion about helping build better businesses and business is well shared. But there's plenty in here you wont know. Huge thanks to Emma Straughan for suggesting it and making me do it. Now you owe me a ride in the Aston Martin DB12 as promised..... By means of a late introduction, Emma totally rocks in the high end and luxury brand world of automotive and change. A specialist in communication, EVP and culture she now helps all manner of businesses and leaders to accelerate change and performance, for good. Love Emma's insight and feedback on me!!! Talk about speaking honestly..... Have a listen, and give us your assessment. #seaswimming #adoption #leadingbusinesschange #purpose #family #fatherandson #culturechange #astonmartin #bentley #premierleaguefootball #financialservices #executivecoach #changemanagement #cancer #heartattack #family #wellbeing #leadingbusinesschange

As it's National Apprenticeship Week, we have recorded a podcast discuss and promote the value of Apprentices in this country, with particular regard to leading business change, bridging the Skills Gap and Digital Transformation. Unlocking the Potential of Apprenticeships: A Journey with Alison Galvin MBE Embark on a transformative voyage as we delve into the world of Apprenticeships with Alison Galvin, MBE, the visionary Chief People Officer at INV Group, a group of cutting-edge technology companies. Join us in this compelling podcast as Alison sheds light on the critical role apprenticeships play in bridging the digital skills gap, especially in the public sector where their impact is most needed. Recent reports from Forbes highlight a staggering 93% of UK businesses grappling with an IT skills gap, with 42% attributing the challenge to the rapid pace of technological advancements. The ever evolving landscape of technology, encompassing artificial intelligence, data analytics, and cloud computing, underlines the urgency of addressing this gap. Training and development deficiencies are cited by 41% of businesses, while 37% identify the lack of relevant educational programs as contributing factors. Against this backdrop, apprenticeships emerge as a powerful solution, presenting a viable strategy to cultivate a skilled workforce and bridge the divide. In this podcast, Alison Galvin shares her invaluable insights, drawing from her role as the driving force behind INV Group's apprenticeship program. Under her leadership, the program has produced a cadre of leaders, including board directors, creating a talent pipeline securing the group's future. Alison's active engagement in the Government's South East 'Apprenticeship Ambassador Network,' her position on the Board of Surrey Chambers of Commerce, and her involvement in the Surrey Skills Leadership Forum and the Enterprise M3 Skills Advisory Panel position her at the nexus of business and government. This unique vantage point enables her to contribute meaningfully to addressing the skills shortage in Surrey across diverse sectors. Tune in to my PJ Tips Podcast to discover Alison's philosophy on recruiting, training, and nurturing apprentices. Gain valuable insights into the culture, strategy, and leadership behaviours that empower apprentices and foster the success of apprenticeship programs. Explore the untapped potential of apprenticeships in the dynamic realm of digital and tech, where businesses struggle to keep pace with rapid change. Alison's firsthand experience includes nurturing senior managers and directors, including two Managing Directors, who ascended through the apprentice program. Is engaging apprentices a sound business decision? According to Alison, the figures speak for themselves, highlighting the mutually beneficial relationship between apprentices and employers. As she unveils the symbiotic advantages, it becomes evident that apprenticeships not only make business sense but are integral to leading transformative business change. Join us in this podcast and unlock the full spectrum of possibilities that the Apprenticeship Scheme holds for both individuals and businesses. #NationalApprenticeshipWeek #NationalApprenticeWeek #NationalApprenticeshipWeek2024 #Government #ApprenticeshipScheme #BuildBetterBusiness #LeadingBusinessChange #DigitalTransformation #Technology #SkillsGap #Education #TalentPool #SuccessionPlanning #Coaching #Culture #Leadership #Strategy #GrowthStrategy

In this PJ Tips Podcast on Leading Business Change, our guest Gwen Stirling Wilkie shares insights, stories and top tips on Beyond Hybrid Working. Gwen has recently published a book Omni-Working, which talks a lot about the need and value of flexibility in work. Not just where we work, but how we work. If you think Omni or Flexible working is tough to achieve in your world, imagine integrating Omni working into a Construction Firm on the building sites. Over the last few years, I have worked with and spoken to many leaders and bosses who (excuse the expression) have their proverbial 'knickers in a twist' over whats right and wrong when it comes to flexible working. Clients such as a Dubai Bank to UK Rail Co are wrestling with this topic. A Top Tip from Gwen is to 'experiment'. You'll hear her use this term a number of times in the conversation. But, as we discuss, do you - and the business - have the leadership skills and underlying culture to encourage and support experimentation. We usefully discuss two levels of Leadership : The strategic level of leadership that vision and strategy for omni working, and The second tier of leaders who have to try and implement the strategy. One could argue there's a third level, and that's leadership of self to live the strategy honestly and effectively, not just in service of self, but in service of the project, team and overall purpose. Given that, in the UK, figures for Performance and Productivity are (relatively) low, we need to upskill (or re-skill) leaders to Lead Business Change. Unfortunately change is most often difficult, expensive , emotional, time consuming .... and failure intensive. How can Omni Working impact on Performance and Productivity? Listen in to hear Gwen's insights and practical tips for Leaders, leading this change. For more insights on Omni Working, connect with Gwen Stirling-Wilkie on LinkedIn and Twitter, and her book is available online : Omni-Working: Work effectively in all ways, from all places. For more insights and top tips on Leading Business Challenge, connect with me PJ Stevens #PJTips #leadingbusinesschange #omniworking #beyondhybridworking #performance #productivity #culture

In this PJ Tips podcast on Leading Business Change, Neil Barrie talks us through the new playbook for 21st century brand building, and shares his purpose to 'challenge leaders to create a positive cultural legacy’. Its a high energy ride, so hang on. It so worth it! Neil was CSO of Chiat Day Los Angeles from 2014-2018, and spent most of his time working on Airbnb. Here he met up with Jonathan Mildenhall and they worked together when Airbnb was just a squiggly logo and helped grow it to the global travel brand we know it as today.   Having left in 2018, they decided to create a business together. A business that would utilise their incredible knowledge of Brand Building for good. TwentyFirstCenturyBrand was born with the mission to launch, build and scale the most influence brands of our time. After 5 years growing their business and helping others do the same, they joined up with Common Interest who now have a 51% stake in the business.   Neil openly discusses why they created 21stCenturyBrand, the good work its done and will do as part of the Common Interest collective. When talking with Neil on this PJ Tips Podcast I got the overwhelming sense of Human, of being Human and Human interest. Indeed, Neil tells us about their core value ‘Ambush with Humanity’, meaning they go out of our way to create a safe space for people to be vulnerable, creative and challenging, both internally and with clients. Neil says it’s so important that people are themselves, not who they think they ‘should’ be. This bears out in his views on ‘discuss the undiscussable’ and how to create a safe space for leaders to do this. Purpose flows through the conversation. When asked about TwentyFirstCenturyPurpose, Neil offers surprising insights. He talks about seeking a deeper purpose above that of their vision, and that they went away for a few days with the team who decided on ‘Challenging leaders to create a positive cultural legacy’ as their leading purpose. I had heard people use the term ‘explosion of creativity’ and I was buzzing with energy talking to Neil, which makes more sense when you hear why sold shares to Common Interest and join the collective. Its all about partnering with other businesses with a common interest and services that combined can add more value. The term collective brilliance springs to mind. By working with Common Interest they can expand services whilst remaining true to themselves, their skills and brand.   I referred to it as a merger in the conversation, and it’s not that. It’s more of a purposeful coming together. Given the successes Neil and the team have enjoyed to date, one can only imagine the good they can do in the next period. Here’s some of the questions that Neil answers in this podcast: What is brand and what isn’t it Definition of brands How do you build a brand with particular regard to people and behaviours How does a brand help you in tougher economic times and pressures    #LeadingBusinessChange #PurposeLedBrands #BusinessForGood #Failure #GrowthStrategy #CollectiveBrilliance #Brand #BrandBuilding #21stCenturyBrands #Culture #CultureChange #Legacy    

In this PJ Tips podcast, I talk Sport, Leadership and Sustainability with the Worlds Greenest CEO, Henry Staelens. Having sold a couple of businesses, Henry became the youngest football club CEO when he took over at Forest Green Rovers. Henry has very clear views on leadership and sustainability, and since recording this, has started a new challenging role as CEO at Ice Hockey UK - why, because of the massive potential he sees. Forest Green Rovers were once described as the hippie club everybody hated, but the world has moved on and Forest Green Rovers are a global phenomenon leading the way in sustainability in football, and are 'everyone's second favourite club'. Hundreds of Clubs and Businesses have been to see FGR, ho are a model for change, even Wimbledon has been to visit the tiny Gloucester Club. In the conversation Henry talks about Wimbledon's famous Strawberries and Cream, and their trial of Strawberries and Vegan Cream. The results might surprise you. Check out their Green Code work. Henry believes in leadership and accountability, not micromanagement and establishes a 'belief system that’s bigger than just on the pitch'. He's highly motivated, purpose led and had a very clear mission & strategy at FGR. It was about being the Worlds First where they could, such as having the worlds first vegan/organic pitch. They believe in the notion of do it first, then tell people you’ve done it! Rather than tell them about ideas or plans you have to XYZ in 2030 and then fail to execute. You can feel the innovation and intention in Henry's comments and insights.  So does this mean other Football Clubs are typically lazy or slow to change? FGR does more with less – they are over achievers by their own admittance and in the nicest possible sense.  They have bigger audience than any club of its size. Indeed they have 120 international fan clubs. Made profit every year including Covid; Hospitality has grown 300%  and fan numbers grown by 400%. This impacts on the fan experience, income, sponsors and merchandise. FGR have some amazing sponsors. Henry talks about Quorn who were their biggest sponsors and who are now middle tier as new sponsors have come onboard. This has happened as sponsors have bought into the vision and purpose. There's no greenwashing at FGR. And they have been careful with new sponsors, checking their green behaviours and governance. So with this in mind, I ask about their relationship with Innocent Smoothies, owned by Coca Cola. The response might surprise you. So what does sustainability mean and does it make good business sense.  Sustainability takes a culture, decisions and investment. But it seems that at FGR it does indeed make great business sense. People (fans) buy into consistency and authenticity. So dont just have one Carbon Neutral Game and then revert to BAU, make sustainability BAU. Is Forest Green Rovers a Football Club or Small business? The main product is still football. They have a green stadium, but its still about football. However they are nimble, agile and able to make fast decisions. When Henry joined there was great potential to do more with what they had. The combination of Leadership and Change , was brought about in 2010 when FGR nearly went bust, and Dale Vince invested. He realised it needed more than money, it needed leadership and to be run properly and sustainably. Culture plays an important part in any committed change. And the overall role of Culture, on and off the pitch is key in FGR. So if FGR can change and become 'green', why cant the likes of Newcastle? Henry talk about football have a wonderful opportunity to lead sustainability in Sport. We talk about Culture, how to build and create and we talk about managing people, personalities and roles, including the relationships with Owners and Managers and how that helps or hinders Clubs.    Henry's Top Tip: Change can feel hard and cumbersome. However – do the right thing, and change and commercial value will come.

“As a leader, it’s about the actions you take, not the words you use.” This was one of the references that Emma Hardaker-Jones makes in the podcast. Its big and brave as are many of the other insights and information she shares about herself as leader, the business and the changing face of leadership today. Emma is Group HR Director at Legal & General, though her title might better be described as Chief of Stuff. Since joining Legal & General in 2017, her role has expanded to include internal communications, sustainability, real estate investments as well as sitting on the board of the housing business that L&G bought in 2018.  How does she manage all the projects whilst keeping her health, sanity and effectiveness high - she reveals all in our chat. In the podcast, Emma talks to us about the bravery of leaders today, the changes required in leaders and leadership, and gives some insights into the changing leadership at the top at L&G as Chief Executive of Legal & General, Nigel Wilson, is to retire after more than a decade leading Britain’s largest asset manager and insurance group. L&G, which manages £1.5tn worth of assets for clients, including workplace pension schemes, is now on the hunt for a successor. Will Emma be that successor - I ask the question. Presumably there's a bunch of in-fighting from people in the business who want that CEO job? And how will the business manage if an 'outsider' is recruited into the most senior leadership role. Imagine trying to follow Nigel Wilson. Emma gives an authentic overview of this situation, how to manage the business, protect people's investments and lead Changing Leadership. Emma offers some wonderfully personal and professional insights, such as why she joined L&G, how its purpose from 1836 of creating a better society lives in todays culture, and where they are today and why they will exist in the future? Today L&G are a leading financial services group and major global investor, safeguarding people's financial futures around the world with over 10,000 staff and £1.5TRN AUM So what does leadership and the Bravery of a Leader mean to Emma - and how does she live it. 2021 was a tough year for Emma and she talks through the realisation and changes that had to be made, and how well she and the business maturely embraced this. Her insights include how to and why to make space for self and the importance of self maintenance. This level of leadership has proved a benefit to L&G and had a positive impact on her family. It takes courage to change and one of Emma's top tips, which she heard elsewhere is that Leaders need to ‘’watch the feet, not the lips’’. What are people doing, not just saying - are they staying in the business or exiting to pastures new? She is clear on what did leaders do well in pandemic,  what behaviours do we want to preserve and will this help. The notion of 'we may not get it right' is inspiring. Emma talks openly about the ebb and flow of Engagement, and lessons hey learned about to treat people and importance or power of listening. As a result of extensive listening - and an increase in staff engagement - Emma and the team at three key points to work on:  Work life balance        Tech Get things done easily The first two may be more obvious in this day and sage, but what about the third? Getting things more easily is perhaps common sense, but then again, does it happen, or are too many of us making things more complicated, more difficult than needs be. I can name some businesses where people thrive on making things tough, to look important and valuable for their own purposes. Emma shares what this means to L&G and broader community. Finally we look at how not only do Leaders need to drive and lead change in organisation, but how to create and maintain shifts in culture and behaviours. The landscape is constantly shifting  Thanks to Emma and Legal & General. #Leadership #LeadingBusinessChange #Bravery #Change #Culture #ChangingLeadership      

The topic for this podcast is the Value of Boards, and more specifically about value and impact of Non Executive Directors ( NEDs). Are NEDs a waste of money or an essential part of the business? And to help us unpick and better understand it, is Ian Shepherd. Ian is Chairman of the PE-backed retailer Bensons for Beds. Over the last 25 years, Ian has served as CEO, COO and in a number of senior commercial roles for a variety of leading retail, hospitality and media brands including Odeon, Vodafone, Sky and Game where we met 10-12 years ago. Ian is also the author of 2 books on retailing - Reinventing Retail and The Average Is Always Wrong - and writes a weekly newsletter on retail and business topics at Moving Tribes ( movingtribes @ substack.com ) So it is with great pleasure I introduce Ian to you and thank him for his valuable insights and information, and more over his desire to help build better business and businesses. This podcast will interest people who are generally interested in Boards, Board Behaviours, when to have a Board and the principles of Boards. Its fair to say that, should he be minded, Ian could probably deliver very entertaining comedy show on the subject, given his wealth of practical experience and dry humour! More specifically, if you are thinking about whether you need a board, the good and bad of having a board, the ups and downs, want to understand the difference between a Chair of a Private Co, Plc or PE backed organisation, or are thinking about being a NED, this podcast is for you. You may be a shareholder wondering what a board is doing for you, and Ian will help. Ian and I discuss how the world is changing in unprecedented ways: Climate change, Covid, war close to home, financial instability, food costs, high street store closures and energy prices, and in UK we had three Prime ministers in 6 weeks! One might aptly refer to this as #PolyCrisis.  I was fascinated to hear how Ian leads against this backdrop, and given the situation, what part do boards play, or should play in navigating this period?   Boards and DEI (Diversity, Equity and Inclusion) is a topic close to my heart, but more importantly its one I see businesses and boards wrestling with. Ian talks very openly about his thoughts, experiences and suggestions on this matter. As he points out, he doesn't know all the answers, but certainly has some challenging views and sets high standards for himself and the broader NED community. What does a diverse board look and feel like. When is a diverse board not a diverse board? Listen in to Ian's thoughts or send us your views. Topics and questions discussed include: Why and when do we need a board Are NEDs more or less useful than Christmas Tree decorations or Bidets How could or should NEDs add value What is the role of a NED and what isnt it Whats the role of the Chair person, and how does Ian see himself in that space To what degree should the board be involved in ESG Does a Board set the tone or Culture for the business Whats the coasts for the business in getting it wrong when it comes to Boards and NXDs Two questions from listeners: Why do so many companies seek NEDs with FD experience – surely they should be looking for more diverse thinking How much influence should boards have - Ours feel quite disruptive I very much hope you found the views and ideas in this conversation of value.  If you have any questions, views or feed back on this podcast, or want to suggest a guest, please get in touch with me pj @ pjstevens.co.uk #leadingbusinesschange #culturechange #Board #Chairman #PrivateEquity #BusinessGrowth #EDI #NonExecutiveDirectors #BoardBehaviours #ESG #Governance #Shareholders

Our thirst for the freedom to travel at will causes many challenges against the back drop of climate change, behaviours and manufacturing, so how can we solve the multiple challenges and retain our freedom, and at what price? Are Electric Vehicles the answer to our mobility? Whats better for the environment, a new EV or an old 100,000 mile diesel - is new the best option?  Who is responsible for leading and delivering a more sustainable mobility agenda?  Indeed, should car companies selling as many cars as they do? These and other questions are covered in this conversation with guest Ian Digman. Ian is an automotive engineer by education and has spent the last three decades in the industry. He has worked in functions ranging from advance concept development and strategy through to production and marketing. And has worked across Europe, Asia and Middle East in global corporations and small start-ups alike, including time at Ford, Nissan and McLaren. He is now an independent consultant and joined the podcast to share his passion and knowledge of the industry as it goes through a once in a lifetime revolution. I invited Ian because I'm fascinated by the power of collaboration, the eco-system and infrastructure, and equally baffled and challenged by its seemingly lack up connectivity, direction and ownership. Example, charging points placed in areas, such as underground parking where the mobile signal fails, making it a challenge to download the app to use the charger.  I was also hoping he'd tell us about some the superstars and characters in the automotive industry....  the good leaders and the not so good!!  How do leaders need to respond, how will behaviours need to change regarding EV Sustainability as a model for change. In your view, who is doing it well? Do you think people will continue to own cars, will we move to a subscription or rental based model?  Given the unprecedented changes globally, perhaps we will be jumping in and out or Ubers or flying in Jetsons spaceships?  I love ICE cars, the sound of a normally aspirated V12, the whine of a supercharger on a monster V8.....   these emotions are deep in me, but aren't the future. So what is? Ian has a whole bunch of ideas and insights. If you have any questions or feedback, please get in touch with me pj @ pjstevens.co.uk  #futureofmobility #EV #sustainability #rawmaterials #network #socialresponsibility #rangeanxiety #transportationmodel #engineering #projectmanagement #leadingbusinesschange #automotive #cars #mclaren #electricvehicles #leadership #government #carbonneutral #environment   

The Red Arrows, Britain’s best loved High Performance Team, is the topic for this podcast with guest Red Arrow Mike Ling, MBE. This podcast is about High Performance Teams and Teamwork. Mike shares deep insights into what makes the Red Arrows such a High Performing Team and suggests ways in which businesses can learn from the Red Arrows and improve their business, performance and team work. For many years I have delivered team work, team development and team building sessions for clients - from the Warehouse to the Boardroom - and in these high performance teams sessions, the Red Arrows are regularly held up as a model for high performance. I think the Red Arrows as a team, both on the ground and in the air, is a solid example of a top team. So why is Mike Ling the best of the best? The numbers behind Mike’s RAF and Red Arrows career are truly outstanding. Of his 21 years in the RAF he has completed 10 display seasons in the Red Arrows . In that time he’s flown over 2500 sorties in Red Arrows aircraft, taken part in 700 public displays and flown the famous red Hawk jet in nearly 50 different countries from USA to China. During those ten Seasons of flying in the famous display team he’s held a number of positions in the air and on the ground. He has been Team Supervisor and one of the Synchro Pair. Why do the Red Arrows exist? The quintessentially British brand, was created to promote Britain, in true best of British style. For nearly 60 years the Red Arrows have flown displays of excellence. In this podcast Mike talks about the importance of the Red Arrows work stating the value from the 2016 Great British Campaign supporting British brands – such as Aston Martin and Brompton bikes - in Singapore producing £8BN trade deals on 9 weeks. What are the Hallmarks of High Performance Teams? There’s much talk of the hallmarks or criteria which elevate good teams to high performance teams. But what are these hallmarks?  Typically you hear about Communication, Leadership, Goals and Trust, and these are mentioned in this conversation, along with a few others that you might find interesting. Hearing Mike talk about Pride and Heritage adds a new depth of engagement, whilst his very specific insights into their view of Feedback and Self-Critique takes the notion of ’feedback is the food of champions’, to the next level. Perhaps this is singularly the main hallmark that sets them apart, what do you think? In the high tech world of flying, Mike notes that at times good old fashioned communication wins through. I thoroughly enjoyed the way he compares Social Media and WhatsApp to their WAM communication. Whats WAM, have a listen, it might be the simplest and easiest Top Tip to take from this podcast to help you in your business. What is the Recruitment Process like for Red Arrows and what can business learn from it? After the initial application a number of Pilots are invited to a week long practical process with the Team. In the business world here recruitment is constantly under review and is often a poor process, the Red Arrows have a few top tips to share.  Mike answers questions on: ego, nicknames and how many people are in the Red Arrows team, including the Ground Crew...  How many do you think it is?  Finally there's a piece on personal leadership and resilience, as Mike talks through his 800 mph head on crash and months of rehabilitation. The honest insight must be heard to be believed.  And for fun, who do you think Mike names as his example of a great team, and why?  #Teamwork #HighPerformance #TopTeams #LeadingBusinessChange #Leadership #HighPerformanceTeams #BestOfTheBest #TopGun #TomCruise #RedArrows #BritishBrands #Trade #ForeignTrade #AstonMartin #PJTips #TopTips 

Why businesses must stop trying to empower women, and put their money where their mouth is.  In this provocative, insightful and current conversation with Rebecca Leppard, she tells why we must stop trying to empower women, and what businesses need to focus on. And yes, that means money! No, not just in salaries, but in infrastructure, education, support and even health care.  I can already hear a bunch of blokes cringing. Indeed Rebecca addresses the challenges and discomfort many men might feel talking about this topic, and she does her best to coach 'blokes' through her insights, information and stories. Love or hate it, you'll benefit from it. I certainly did.  No topic seems off limits in the conversation. If you're a Pale, Stale Male, afraid to address women's issues or don't know whether to hold the door open or not, Rebecca has the answers.  'Stop talking about Aunt Flo, grow up, use the proper term.... its not a period, a punctuation mark....  its a menstrual cycle.' She continues to talk about Tampons, Cups and the importance of health care. Though I'm fascinated by the menopause, we agreed to keep that for another day.  She talks about Equity in a truly refreshing way. Does she think Women should be paid the same as Men in Sport, listen in.  More importantly we discuss why investing in Women makes great business sense, and why businesses need to care about DE&I for real.  We talk about: Women's health, well being and child care Equity and Equality  Women in the Boardroom Profitability and business growth, Marketing and Customer base  A couple of questions that listeners asked include..... Is it true that a diverse board makes better decisions …? Mark from a Pharma Co  Why are we still talking about equity in this day and age? When will people see the value in inclusion and outcomes, not just who shouts the loudest…. Julia, Head of Comms, IT co What questions do you have about this topic, let us know. 

In this PJ Tips Leading Business Change podcast, guests David Blower Executive Director at Stonewater Housing Association and Merje Shaw, Design Researcher and Strategist, join me to discuss 'Staying Human: Ethics as an Advantage'  Stonewater is a leading social housing provider, with a mission to deliver good quality, affordable homes to people who need them most. With well over 30,000 homes and 70,000 residents, Stonewater supports many people to have a place they can call home. Given that number of people and range of services and support that Stonewater offers, Artificial Intelligence, Data, Tech and Ethics are high on the agenda. How to enable customers to have a better, more efficient service is central to the Stonewater community. So how can data better inform and improve customer experience.  

Daniel Lamarre, is the long time CEO and now Executive Vice-Chairman of the Board at Cirque du Soleil He is widely regarded as the driver behind Cirque du Soleil's successful global strategy. He named in books and the (Blue Ocean) case study is used in MBA programmes globally. Originally composed of 20 street performers in 1984, Cirque du Soleil Entertainment Group completely reinvented circus arts and went on to become a world leader in live entertainment. Established in Montreal, the Canadian organisation has brought wonder and delight to over 180 million spectators with productions presented in 450 cities in 60 countries. Cirque du Soleil Entertainment Group currently employs 4,000 people, as Daniel will explain, including 1,300 artists, who originate from nearly 50 countries. In the podcast he shares that its like 'the United Nations' in the cafeterias at Cirque. It is worth remember the mission of Cirque du Soleil is to invoke the imagination, provoke the senses and evoke the emotions of people around the world. Can you imagine running 44 shows in a dozen countries, a billion dollar show on earth, and then Covid hit? Daniel talks us through closing the business from 44 shows to zero, but more usefully perhaps, talks about the leadership behaviours during the time they were closed, and how they kept in touch with the several thousand staff and 1,000+ performers  The Mission makes me tingle with excitement, but how do you bring that to life?  Daniel tells us about being a creative powerhouse, about creative friction and some of the elements required to develop creativity in your people, culture and at the heart of your business.  Daniel takes the old adage that without creativity there is no innovation to a new level. He believes that without creativity there is no business. Listen in to find why he believes and what stops people and businesses being creative. Creativity extends far beyond business improvement, it needs to exist at the core of the business. One of the problems I experience with clients is that they hold workshops with the idea that 'now we will be creative'....   Sometimes we get lucky, often we don't. Why? Because creativity is not in their DNA, its not in the Culture. The culture does encourage or enable creative thinking, conversations and ideas.  If you are interested in creative thinking and problem solving, Richard Draisey from McLaren Formula One Team, talks about how the Budget Cap pushed creativity - particular between finance and engineers in the Podcast I recorded with him.  You may be wondering, as was I, how a very human centric business can thrive in a largely digital world. We cover this off in the conversation, with, of course, a reference to creative thinking, developing a view of the future and being constantly open to new ideas.  I would like to thank Daniel Lamarre most dearly for joining me on this global PJ TIPS PODCAST, Leading Business Change, focusing on Creativity and Leadership.  #leadingbusinesschange #creativethinking #blueocean #businessimprovement #strategy #culture  

Nicole Bearne is Head of Internal Communications at Mercedes-AMG Petronas Formula One Team.  Mercedes-AMG PETRONAS Motorsport is the works Formula One Team of Mercedes-Benz and competes in the FIA Formula One World Championship, the pinnacle of world motorsport and the largest annual sporting series in the world. The team has a combined workforce of some 1500 people, based at two world-class technology centres in the UK.  In this PJ Tips podcast she shares how internal communication powers performance at the globally successful Mercedes-AMG PETRONAS Formula One team, one of, if not the most winning teams of all time. Her stories and insights on the importance and power of communication includes how good comms saves time and money, drives up engagement and leads business change, performance and value.   What do you think Internal Communications is and what makes great internal comms? It's the first question(s) I put to Nicole because I sense its not fully understood or valued in businesses. I found listening to the depth and breadth of her answers both educational and exiting. The power that internal communications can unlock in people and performance is very real.  Internal communication informs and circulates information, it encourages collaboration between the participants in the teams and business. It links with the purpose, vision and values, it offers clear insights sharing the right amount of information in the right way.  Listening, it feels like professional internal communications is a mix of many skills, experience, resources and models including Leadership, Management, Psychology, PR, Organisational Change, Feedback, Risk Management, Relationship Awareness, Diversity & Inclusion and Social Sciences. I assumed it would be easy to lead Internal Communications when you're winning, yet Nicole tells us how consistent the work and messaging is whether you're winning or losing. So much of the communication is about how can we improve, what the opportunities are, the goals, strategy, vision and values.   Perhaps internal communications is the antidote to Chinese Whispers, helping reduce misunderstanding, uncertainty, moaning and misinformation across the business. Nicole has many great insights into how well structured and intentional communications adds value to the business from both informal and formal perspective.  Does every business have or need dedicated internal communications professional? If you are an SME owner, leader or director without a well thought through internal comms process, might like to this to this chunk of the podcast.  The purpose of my podcasts is to inform and inspire others to lead business change, more efficiently and effectively, through the practical insights and stories of credible experienced leaders in their field. Time and time again I say how privileged I feel to meet and talk with leaders, how amazing they are..... and how inspirational and valuable their insights are, and they keep on coming with Nicole Bearne.  In closing, Nicole shares some very personal insights into personal change, brought about through Covid. She talks about decluttering your wardrobe - metaphorical and actual - and making space for joy. We both talk about the notion of decluttering your behaviours, clearing out behaviours that are no longer fit for purpose, simply don't fit or are no longer appropriate, especially given changes during and post CV.  I have suits I may never wear in business again, should I keep them or throw them out. Is that the same with behaviours I no longer need?  Thanks for listening to my PJ Tips Podcast with Nicole Bearne from the Mercedes-AMG PETRONAS F1 team on Leading Business Change through the power of Internal Communications. #People #Communications #Performance #CSuite

Why HR Cannot be responsible for Organisational Culture, with Vindou Duc.  Vindou joins us from Switzerland for this PJ Tips Podcast, where she is based and runs her Consulting business. Vindou has nearly 30 years global business experience ranging from Formula One to Pharmaceuticals with companies such PwC and Novartis.  She left corporate life a few years ago, and set up Next Step Management Consultancy, with the mission to help you lead your organization through its business transformation, from the 'inside out'. I invited Vindou to join us as she has both a broad Global view of Culture and in-depth practical experience of culture change in its own right, and as part of transformational programmes. I wanted to get her views on:  The current challenges that businesses face regarding understanding their current culture and defining the future desired culture The stats that show a big gap between what C Suite think culture is and the reality of the employee experience Why many business leaders struggle to get to grips with culture The frustrations that occur when the business gives culture to HR HR is, in many respect, a service provider, a central support service concerned with Tupe, Pensions, policies, procedures, holiday pay, tribunals and the like....  therefore how on earth can HR be expected to lead a culture change when they don't have the time, resources or authority to do so. They need help....   In this new world, HR needs to be developed to be a facilitator of change, becoming a partner and advisor to the board and business. One of the challenges I see, is that HR are being rebranded as People and Culture, but that doesn’t make it so. I can rebrand myself as a Formula Driver or Play Boy tomorrow….. but I'm sorry to say I lack most of the resources to deliver anything other than disappointment If HR is not responsible for CULTURE…. Who is? Vindou offers answers, insights and top tips to help you on your culture journey.  #culture #change #transformation #culturechange #organisationculture #leadingbusinesschange #pjtips #potential #businessimprovement