Susan Steele

I'm Robin, and in this new series, ‘Why Use an Executive Coach’, I'll share how executive coaching can transform your leadership skills. I work with leading companies like Microsoft, Freshfields, and the NHS. My goal? To help leaders communicate better, find clarity in projects, and build confidence. Stay tuned to learn how coaching can help you become a stronger, more effective leader. #ExecutiveCoaching #LeadershipDevelopment #ProfessionalGrowth #LeadershipSkills #Management

19

5 Comments

How good that we are opening the conversation about menstrual cycles and menopause, especially in the workplace ♀️ On the latest Wellbeing Provocateur Series I really enjoyed an energetic chat with Tracy Minnoch-Nuku as she shared her personal story that led her to being the passionate menopause expert that she is today 🙌 We discussed midlife, sexy ageing and health span and talked about how workplaces can support women going through the different stages of menopause. Tracy said “What women want more than anything is an understanding of what the problem is. To have their business say we're going to have this conversation, just that changes the culture. Women feel understood that they have a moment occasionally, but still know they’re really good at their job”. Here are the top tips we discussed on how workplaces can support women through all stages of pre to post menopause: 💄Education – what is menopause, what are the symptoms, and how can we support our women 💄Bring in an expert – Tracy has a couple of excellent workshops including MENOPAUSE 101 and MENOPAUSE HEALTH 💄Watch these sessions together – We were super stoked to hear a Wellbeing Lead at Contact Energy screened the live webinar it their cafeteria. What a cool way to raise awareness and have group chats about a topic like this. We ❤️ this! 💄Set up a Teams (Slack or similar) group internally for menopause support so that women can ask questions and share ideas 💄Nominate a menopause champion/s in the workplace – possibly someone who’s gone through the experience (good and bad) 💄In an office environment, women are likely to be challenged with thermogenic issues of heat and cold so provide the option to be able to move around 💄Bathrooms stocked with period support because there can be menstrual challenges as women go through perimenopause 💄Check out the episode on Diary of a CEO with Mindy Pelz – she talks about working with the menstrual cycle and she also speaks to Cynthia Thurlow who goes as far to say as women shouldn't even be working the week before their period! 💄Track your cycle or menopausal symptoms – I’ve noticed a cyclical pattern that the week before my period I really struggle presenting, showing up, giving, facilitating so I try to schedule work that I can do behind the scenes with fewer meetings and working in my comfy pants (ok that’s more like everyday 😆) 💄Reduce the stigma – Nicky and I have open chats about where we're at in our cycles. If it’s close to our cycle and we’re struggling I'll just say let’s leave it for tomorrow. Or like I openly disclosed on the webinar, when you’re ovulating go hard and smash them goals! Don’t miss out on invitations to future Wellbeing Provocateur Webinars, sign up to our newsletter here ▶️ https://lnkd.in/gcE74Y_z #MenopauseAtWork #WorkplaceMenopause #MenopauseAwareness #MenopauseSupport #ReducingtheStigma #WorkplaceWellbeing #InclusiveWorkplace #WellbeingFirst #WellbeingTick

36

5 Comments

I was reflecting today on several recent conversations I have had where people had been promised something in relation to their career. This has happened to me in the past too. Phrases such as ‘You are the obvious successor to the role…just wait for the position to open up.’ or ‘You will be the next (Director/VP/President)…we just need to wait for the reorganization to take place..’ The thing is, I believed what was said. I sat in a role for months (and in one instance, years) waiting for something to happen. 🤷 What I came to realize is: 🔷It doesn’t cost people anything to promise something. They would/could keep dangling the carrot in front of me with little or no commitment (or real intention) of fulfilling the promise. 🔷I lived in the hope that this will come true because I believed that I ‘deserved’ it, so it will happen…. 🔷When the promise was not realized, usually there was logical reasons provided, that I could rationalise, so I continued with the belief that something will happen in the future…. 🔷The person ‘promising’ something may have had a positive intention in what they were saying but sometimes it is about making themselves feeling good (as a leader) (and offering some hope) than about the person they are making promises to. 🔷Hanging in there (and not taking action) is draining and took the focus away from my own development and growth (because I believed it was already in progress.) So where does this leave us? 🤔 It strikes me that I would have benefited at the time (of being promised something) from asking myself some hard questions. Questions such as ‘What else can you do to improve, if the belief in you from others is not really there?’ And ‘What is really within your control here that will help you progress?’ The hard reality was that the ‘promise’ led to inaction (from me), with increasing feelings of frustration sapping my enthusiasm for my work, and I became stuck in my role. I had inadvertently passed the responsibility of my career onto others. If I were to advise my younger self on this topic now, I would say if someone ‘promises’ you something, the most helpful thing you can do, is to acknowledge it (politely) of course but to continue with your own plan and growth efforts. Do not get distracted with the illusion that this will come true and thereby put more energy into the ‘daydream’ rather than the reality of your position. At the end of the day, we have a finite amount of energy to invest in ourselves and our growth, so it is far better to invest it in the direction of our choosing, rather than becoming a passenger in our own journey and end up either stuck where we are waiting for another person to start the car, or we end up down a road that we didn’t choose…and the destination is disappointing.. ------------------------------------------------------- Hi, I'm Emma and I talk about leadership and teams. DM me for support with your career. #leadership #promises #growth #development #careerpath

29

8 Comments

In recent years, the conversation around menopause and its impact on the workplace has gained significant momentum. With growing attention from the UK government, the Equality and Human Rights Commission (EHRC), and the Women and Equalities Committee, it’s clear that menopause — and female health more broadly — is no longer just a personal health matter. It’s a workplace issue that demands attention and action. The introduction of terms like 'medical misogyny' highlights the historical gaps in addressing women’s health, both in healthcare and professional settings. For many women, the workplace remains an environment where menopause and other female health symptoms — ranging from physical discomfort to cognitive challenges — are misunderstood or ignored. This lack of awareness creates barriers to productivity, retention, and well-being. As organisations are called to action, it’s important to understand what’s at stake. Employers have a legal and ethical responsibility to create inclusive, supportive workplaces. Under the Equality Act 2010, menopause and other female health symptoms may qualify as a disability if they have a substantial and long-term impact on daily activities, triggering a duty for reasonable adjustments. Practical steps for employers include: - Flexible working arrangements: Adjust start and finish times to accommodate fluctuating energy levels. - Comprehensive training: Equip managers to address female health concerns confidently and empathetically. - Policy implementation: Introduce a menopause policy to foster open conversations and offer clear support pathways. Creating a female health framework isn’t just about compliance — it’s an opportunity to lead with empathy and innovation. Companies that take proactive steps not only improve employee well-being but also strengthen retention, productivity, and workplace culture. Whether you’re an employee navigating these challenges or an employer looking to support your team, these conversations matter. If you’d like to explore how to integrate female health support into your workplace, feel free to reach out. Together, we can build inclusive environments where everyone thrives. --- I’m Cassandra Akintoye, founder of Studio HR. At Studio HR, we’re passionate about building resilient, engaged teams through bespoke HR initiatives that drive both people and business success. https://lnkd.in/ehRgknmK https://lnkd.in/eunT_BTc

15

5 mins 34 secs...This describes Helen's experience of working with NLP - and me - over a number of years. Quite detailed, and relevant if you are considering coaching support for yourself, a friend or a family member.

1

“Essentially, because blind people can’t see, we have far lower implicit biases that are predominately triggered by what someone looks like. Blind people have an advantage here.” - Simon Wheatcroft In a world where implicit bias can hinder true talent acquisition, Simon Wheatcroft's insights in my book "Thriving Blind" open eyes to a unique perspective: Blind individuals often possess a unique advantage in recruitment and talent acquisition. Their ability to evaluate candidates without the visual biases that typically influence decision-making can transform and elevate hiring practices. Simon's chapter in "Thriving Blind" is full of eye opening info like this. In fact, my first book is more than just a book about blindness; it's compelling story after story that reshapes perceptions and ignites inspiration. Through the powerful stories and interviews like Simon's, the book showcases the resilience and unique abilities of those living without sight. It'll challenge you to reconsider your own perceived limitations and uncover hidden strengths. Whether you're in HR, management, or simply looking to be inspired, "Thriving Blind" offers valuable lessons on leveraging diverse talents and fostering an inclusive workplace. And there are mega fun stories inside as well! Now you can see why and how I see blindness differently! Get your copy today and start seeing ability in disAbility too! https://lnkd.in/eqtHXsM #ThrivingBlind #UnconsciousBias #DiversityAndInclusion #TalentAcquisition #Inspiration #Resilience #UniqueAbilities #ImplicitBias #AbilityInDIsability #KristinSmedley #disability #workforce #employment #HumanResources

13

#ExecutiveCoaching continues to gain traction. And for good reason. A recent article featured in the Financial Times - suggests yet another milestone has been reached in the 'democratization' of this key #leadershipdevelopment resource. As #coaching becomes available to #NexGen #Leadership in organizations; and #TeamCoaching helps ripple out the benefits to grassroots #leadership - #CEOs #CHROs and Chief #Talent Officers can accelerate building a robust bench strength of #futureready leaders equipped to tackle the #VUCA world of immense challenge AND equally immense opportunity. Would be interested ot hear your thoughts and learning from your experience. https://lnkd.in/gp3QCwwY?

10

Ever felt like you're in limbo, waiting for a "new normal" that just won’t arrive? In these unpredictable times, leaders are struggling to find their footing in what academics call liminal experiences—moments of transition where the familiar breaks, but nothing fully replaces it. The ground keeps shifting, and many are left wondering: How do we lead when everything feels uncertain? Here’s a starting point: 1. Ask the Big Questions: • What do you truly value? Reflect on what really matters and consider what’s worth holding onto. • Where does your organisation stand? Without clarity in purpose, it’s hard to inspire confidence. • How can you guide your team forward? Liminal times can invite experimentation and adaptability. 2. Focus on the Fundamentals: • Step back and take stock. Reaffirm your organisation’s purpose amidst the noise. • Strengthen ties. In tough times, collaboration and connection anchor us. • Hold fast and stay true. In rough seas, knowing your course is key. These steps can offer stability and focus, even when the future is unpredictable. To dive deeper into navigating these turbulent times, read the full article on Vistage.

5

🧠 What is Mental Toughness? Our 2nd Video of the series with Doug Strycharczyk explores the concept further, explaining the 8 Factors. AQR International Can you relate? Let's start the conversation! #leadership #psychology #mentaltoughness #resilience

16

3 Comments

🔍 Unpacking the 'Sick Note Culture' Debate: A Closer Look at the Data 🔍 As a member of the professional community interested in HR and workplace trends, I was drawn to two thought-provoking articles by Gethin Nadin and Richard Murphy. They present different data about the UK's so-called 'sick note culture'—a topic often wrapped in controversy and misinformation. Diverging Perspectives: Gethin Nadin HRZone https://lnkd.in/eyiXrMbK observes: "The average number of days lost to sickness in the UK has been steadily rising, now reaching record highs." Richard Murphy, Funding the Future https://lnkd.in/e-BPXcdY observes: "The situation now is no worse than in 2019. Short-term sickness rates have not changed." Why Does This Matter? ➡️ Policy and Perception: Incomplete or ambiguous data can lead to misguided policies that fail to address the real issues. It also shapes public perception, potentially stigmatising those genuinely in need. ➡️ Media's Role: Sensationalism in media can distort public understanding. It's crucial to look beyond the headlines and understand the data and its implications. 🤔 Reflecting on the Data Quality: The inconsistency and incomplete data reporting by reputable sources highlights a significant gap in our statistical infrastructure, impacting everything from policymaking to public opinion. 💬 Let's Discuss: Have you encountered similar discrepancies in workplace or public health data? What steps can we take to ensure that such crucial data is accurate and reliable? A Personal Note: Reading these articles reminded me how vital it is to question and verify the data presented to us. In my own experience, understanding the real story behind the numbers has often changed my perspective on the issues at hand. However, without these, we may make incorrect assumptions about what is going on. I still have many questions about this data, the context and the impact it's having on government decision making. 📢 Your Insights: I encourage you to read both articles and join this crucial conversation. How do we ensure that our decisions and viewpoints are informed by robust data, and not just headlines? #PublicHealth #HR #DataIntegrity #UKPolitics #WorkplaceWellness

3

📣 Calling my Cambridge network of entrepreneurs, leaders, artists, students (and anyone inbetween)! 📣 Are you: 👣 In need of a change of scenery? 👣 Looking for new ideas for your career/business/life? 👣 Feeling stuck and need some help getting unstuck? 👣 Inspired to try something new? Or do you just fancy a wander with a group of like minded people? If you answered yes to at least one of the above questions, a Street Wisdom Walkshop could be just the thing for you. And you are in luck, becasue I am hosting one this Friday in Cambridge. It's free to participate and you will get an opportunity to wander around the historic town centre. I will guide you through the Street Wisdom process to help you see yourself, your challenges and opportunities and the world in general through a new les. If this sounds up your street (pun intended), we're meeting at ⌚ 11:45am Friday 17th April. Further details and registration link can be found here: https://lnkd.in/e9MmQucw 👣 What is Street Wisdom? 👣 Street Wisdom is an everyday creative practice you use as you walk. A smart fusion of mindfulness, neuroscience, imagination and wellness, it unlocks our minds and unblocks our creativity with every step. The perfect complement to static meditation, Street Wisdom takes us on a physical journey that not only calms and clears the mind, but opens up the subconscious to new ideas. Not to mention the health benefits of walking outdoors. All without having to travel to exotic climes or retreats. Suddenly, every street is full of inspiration. And whatever our questions, we are finding answers are everywhere. Philip Cowell #streetwisdom #walkshop #cambridge

16

12 Comments

Four very different organisations that demonstrate that living and breathing Diversity, Equity and Inclusion (DEI) in the workplace is possible. Becky Norman, managing director at HRZone, summarises what they specifically do to practice DEI in this article. These organisations have been shortlisted for the #CulturePioneerAwards2024. The winner will be announced on 13 Nov at the Leadership Forum in Central London. Link to book ticket in article. Becky Norman Maddy Christopher HRZone TrainingZone #culturepioneerawards #workculture #DEI #diversity #equity #inclusion #culturechange #change #mentalhealth #safety #belonging #dignity

2

Is this you? '46% of working parents are concerned about their children's mental health costing UK employers £8bn annually due to impact on performance, taking time off or leaving their roles'. Deloitte 2024. If you answered yes, please know that you are not alone. Children don't come with an A-to-Z guide. Parents are not superhuman either needing to juggle the stress and strain of modern living without the benefit of learned skills to navigate it. Their concern for their children shouldn't be surprising. The truth is poor mental health of our children has been coming over the horizon for some time. In Jan 2016, Sir Peter Wanless NSPCC Chief Executive in the UK said: 'It is clear from the hundreds of thousands of calls Childline receives that we have a nation of deeply unhappy children. The pressure to keep up with friends and have the perfect life online is adding to the sadness that many young people feel on a daily basis', Roll forward to Aug 2024. The findings of The Children's Society report show UK teenagers have a happiness recession with 15-year-olds recording the lowest life satisfaction on average across 27 European nations. Particularly affected are girls and those from disadvantaged backgrounds. There are pressures of school absences, long NHS waiting times for mental health support and increases in the cost of living. No child should be hungry. Funding support is not evenly distributed or nearly enough either. The average spend per child by NHS commissioners in England on mental health provision ranged from £34 to £141 in 2021/22. A few thoughts... Children need support in the community earlier so fewer end up in hospital. Older teenage girls are particularly impacted by hospital admissions with 71% of detentions of children under the Mental Health Act. Young people need the opportunity to learn new psychological skills to support their well-being and mental fitness. Adults need to learn more coaching and managing stress skills because the availability of a ‘Good Adult’ is the strongest predictor of good mental health in the lives of young people supporting the development of self-esteem, a sense of belonging and how they cope or do not cope with their difficulties. The absence of a ‘Good Adult’ is harmful as it is significantly related to their levels of depression, suicide, and self-harm at a very vulnerable developmental time when mental health problems emerge in early adolescence peaking in late teens and early twenties. Finding a way to connect, build positive relationships, and navigate through our stress-triggering world together is what is needed now because stress and poor relationships make us physically and mentally ill. That is why I wrote my book 'Understanding Teen Stress & Anxiety; A Parent's Guide To Building Love & Connection. It is for parents and professionals working with young people who want to learn these 'Good Adult' skills. https://lnkd.in/eBjR-3Vk It is time to bring these skills home 💖

55

61 Comments

Leadership Diaries 12 June'24 Last week, I was facilitating a "Leading through organizational change" program for a group of senior managers across EMEA for a large tech company. #Activelistening popped up as one of the key skills in navigating organisational #change. Yet we get trapped into judgement due to our own pressures and biases. 1. How to listen to someone who is resisting change? 2. How to practice inclusive listening when multiple generations in your team are navigating change differently? 3. How to listen to someone who is being laid off due to change? Well, the answers are not simple. As leaders and employees, we are continuously learning and adapting our #listening skills in these situations. Amy Gallo suggests trampoline listener technique. Giving the speaker's thought 1. Height 2. Acceleration 3. Energy 4. Amplification So, how to be a “trampoline” listener. Ask yourself - 1. How do I usually listen? 2. Why do I need to listen right now? 3. Who is the focus of attention in the conversation? What works? Challenges? Amy’s video - https://lnkd.in/e7g6BPsj #leadingchange #listeningskills #leadershipcoaching #careercoaching #careertransition

21

Change. The one constant in life. Here's how Solici, a division of Cambridge Healthcare Research (CHR) which provides strategic competitive intelligence, embraced change with their teams: "By using Belbin, we aimed to foster greater self-awareness and improve collaboration, ensuring that everyone could see how their unique contributions fit into the bigger picture." Read the full story via the link in the comments, and contact us if you would like to use Belbin with your teams. #change #embracingchange #belbin #teamwork

11

2 Comments

Breaking the Glass Ceiling: Overcoming the Challenges of Elevating Your Career as a Senior Professional Woman For many senior professional women, the dream of stepping into a CEO role or climbing from FTSE 500 to FTSE 200, or even FTSE 100, feels both within reach and yet frustratingly elusive. Whether you're a manager aiming for a senior leadership position or already in the C-suite looking for that next big leap, the path can often feel obstructed by invisible barriers. The Challenges: Not Being Taken Seriously: Despite your expertise and experience, you may feel that your voice is not fully valued or heard in leadership spaces. Proving Yourself Constantly: Exhaustion sets in when you're always striving to prove your worth, especially in environments where your competence should already be recognised. Feeling the Pressure to 'Act Like a Man': Many women feel they need to suppress their natural leadership style and adopt a more masculine persona to succeed, which can lead to burnout and dissatisfaction. But here's the truth: You can break through these barriers while staying true to yourself. How My Programme Will Help You Rise, Realign, and Radiate: As an Intuitive Alignment Coach and Positive Global Disrupter, I work with professional women like you who are ready to take the next step in their careers and live without sacrificing authenticity, health, or happiness. Rise: The first step is about reclaiming your energy and strength, rising above the stress, and overcoming the self-doubt that holds you back. I help you step into your power by clearing the mental clutter and refocusing on what truly matters for your growth. Realign: This is where you deeply reflect on your values, goals, and actions to ensure they are in alignment. Instead of conforming to expectations or acting inauthentically, you'll discover how to lead with integrity, aligning your decisions with your true self and professional aspirations. Radiate: Once you’re in alignment, the impact is undeniable. You'll radiate confidence, joy, and fulfilment, shining brightly in both your personal and professional life. This is where success becomes sustainable, because you're no longer pretending to be someone else, you're leading with purpose and authenticity. The Result? You’ll not only succeed in securing the career you’ve been working so hard for, whether that’s reaching the C-suite or becoming a CEO, and you'll do so while remaining true to yourself. No more burnout, no more pretending, just a fulfilling, authentic leadership journey where you are seen, heard, and valued. Ready to Rise, Realign, and Radiate in Your Career? I would love to have a chat and explore how my programme can help you break through the glass ceiling, lead with authenticity, and achieve the fulfilling and successful career you desire. Let’s connect and make it happen! #CareerDevelopment #WomenInLeadership #AuthenticLeadership #PositiveDisruption

12

18 Comments

How to measure effectiveness of DEI interventions/activities/strategies? According to a Syndio Workplace Equity Trends Report, over 90 % of companies have some form of DEI goals, but most don’t have concrete plans to achieve them. A CIPD UK employer survey finds 1 in 4 employers with a DEI strategy does not evaluate its effectiveness. Without a DEI Theory of Change to connect activities to outcomes, organisations that DO measure something, often focus on measuring what is easiest – inputs – rather than outcomes that reflect real impact. For example, a survey by Salary.com shows that while DEI progress is reportedly a measurable objective for leadership in more than a third of US organisations, DEI success is indeed measured largely by inputs: - 31.5% by number of 'diverse' employees - 12.5% by number of DEI initiatives - 16.2% by participation in DEI initiatives/programmes - 2.7% by sourcing of 'diverse' candidates - 2.3% by size of budgets While these may be useful indicators, all bar ‘diverse employees' are inputs which tell us nothing about the actual outcomes for and experiences of marginalised groups, or whether change is occurring. Measuring inputs without considering outcomes can give organisations a false sense of progress. We might have a huge DEI budget but if most of it is spent on marketing – is this a measure of real success? We might measure 100 % participation in a DEI training programme – but what if the outcome of that programme is confusion and apathy? Measuring success by inputs risks giving a false sense of progress 𝐚𝐧𝐝 mask deeper issues marginalised groups face, diverting attention away from the structural reforms that are essential for creating equitable environments. 𝐈𝐧𝐬𝐭𝐞𝐚𝐝, 𝐨𝐫𝐠𝐚𝐧𝐢𝐬𝐚𝐭𝐢𝐨𝐧𝐬 𝐬𝐡𝐨𝐮𝐥𝐝 𝐟𝐨𝐜𝐮𝐬 𝐨𝐧 𝐨𝐮𝐭𝐜𝐨𝐦𝐞𝐬 𝐭𝐡𝐚𝐭 𝐦𝐞𝐚𝐬𝐮𝐫𝐞 𝐢𝐦𝐩𝐚𝐜𝐭 💡 Examples of high level outcomes we might measure instead, include tracking whether; - Marginalised employees experience higher rates of promotion than before - Pay gaps are narrowing - Retention rates are improving for Marginalised employees These are outcome-based measures that reflect real change in the system, rather than simply tracking activities. Does this sound familiar? Here is how to pivot: 𝐓𝐡𝐞 𝐁𝐄𝐒𝐓 𝐰𝐚𝐲 𝐭𝐨 𝐝𝐞𝐯𝐞𝐥𝐨𝐩 𝐨𝐮𝐭𝐜𝐨𝐦𝐞 𝐛𝐚𝐬𝐞𝐝 𝐦𝐞𝐚𝐬𝐮𝐫𝐞𝐬 𝐢𝐬 𝐭𝐨 𝐠𝐞𝐭 𝐲𝐨𝐮𝐫 𝐓𝐡𝐞𝐨𝐫𝐲 𝐨𝐟 𝐂𝐡𝐚𝐧𝐠𝐞 𝐟𝐨𝐫 𝐃𝐄𝐈 𝐢𝐧 𝐩𝐥𝐚𝐜𝐞. We (Hanna Naima McCloskey and I) lay out how to go about developing a useful Theory of Change for DEI in our White Paper - and we also lay out our own Fearless Futures Theory of Change for DEI which you can take and use wholesale or build upon! If this post resonated or sparked your thinking, the white paper is free to download and my DMs are open to discuss https://lnkd.in/edXtihsK

37

8 Comments

Sharing an interesting article in the October CIPD People Management magazine with key highlights from the recent MAD (Make a Difference) World Summit Conference 2024. Key takeaways from article and summit include: Top talent is demanding better support in the workplace around mental health and wellbeing. Leaders recognise it is ok to sometimes not be ok and wellbeing needs a high priority focus with inclusive, preventative approaches. Challenges will affect all of us at some point in life.   Let’s train the workforce, not just the managers on this important topic.  Wellbeing ambassadors, champions, advocates and mental health first aiders can all be employees and not just managers or HR. This creates a peer-to-peer support that can create true psychological safety for an individual and help embed wellbeing throughout the organisational culture with a clearly defined holistic Wellbeing Strategic Plan and not just "sticking plaster solutions". The powerful connection between EDI and wellbeing is also highlighted. Managers cannot be experts in everything. It is also clear that every one of us has faced or will face personal challenges in work and life, and it continues to be important to remove any negative stigma around these challenges and when you do need to turn to someone that they know exactly how to signpost confidently. None of us are immune. But there is always hope and optimism with the right support. Let’s keep important conversations around wellbeing going strong with knowledge and support at every level. #strategicwellbeing #wellbeingawareness #removestigma #mentalhealth #wellbeing4all #leadershipwellbeing #HRtraining

27

5 Comments

Band-Aid initiatives don't make employees happy. It takes real systematic change. Employees need to know they are valued and that the company they work for values them enough to do the tough work of changing culture and training to ensure a psychosocial safe environment is a given. This is not an easy or quick fix. It takes forward-thinking leadership and commitment. However, the leaders and their companies who embrace this change will see the benefits and attract and retain the best employees. #psychosocialsafety #leadership

2