In this episode of Work’s Not Working… Let’s Fix It! Siân Harrington sits down with Harvard Business Review editor Kevin Evers, author of There’s Nothing Like This: The Strategic Genius of Taylor Swift, to explore what Taylor Swift can teach us about leadership, reinvention and making work actually work.

At first glance it might seem unlikely but Kevin argues that Swift is one of the most strategic thinkers in modern business. She’s mastered brand control, long-term trust and antifragile thinking in a way most organisations only talk about.

In an era where people feel disempowered, stuck in rigid systems and burnt out by constant change Swift’s playbook offers something rare: clarity, conviction and control.

From re-recording her music catalogue to turning setbacks into strategy, Swift’s approach holds powerful lessons for leaders navigating transformation, employee experience and brand loyalty.

Whether you’re a CEO, a people leader or someone questioning how to take back agency in your own career, this conversation will shift how you think about power, trust and the long game in work.

Key Takeaways:

• Reinvention only works if you protect the trust. Swift has changed her genre, aesthetic and tone – without losing her audience. Leaders should take note.
• Owning your story is the new power move. Swift didn’t fight for control – she built her own. That mindset shift applies far beyond the music industry.
• Employee experience needs obsession, not just intention. Swift’s fan loyalty is built through care, consistency and surprise. Most organisations are still stuck at comms plans and pulse surveys.
• Data can’t replace instinct. Swift’s biggest decisions weren’t based on algorithms – they were grounded in clear values and audience understanding.
• Resilience is overrated. Try antifragility. Swift doesn’t just survive hits – she grows stronger from them. That’s a model more leaders need to adopt.
• You can’t build long-term loyalty if you panic every quarter. Swift plays the long game. Business should too.

This episode is about more than Taylor Swift. It’s about taking bold, strategic ownership in a world of broken work models – and reminding ourselves that reinvention is a skill, not a risk.

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In this episode of Work’s Not Working… Let’s Fix It! Siân Harrington sits down with Lord Mark Price – former managing director of Waitrose, deputy chair of the John Lewis Partnership, and now author of Happy Economics – to ask a surprisingly radical question: What if the biggest untapped performance lever in business... is happiness?

In a world obsessed with efficiency, dashboards and productivity hacks, Mark argues that we’ve forgotten a simple truth: people do their best work when they feel good. And yet, too many companies still treat happiness like a perk, not a performance metric.

Drawing on over 40 years in business and a global dataset of over one million employees, Mark shares why the smartest organisations are putting happiness on the balance sheet – and what happens when they do.

Whether you’re a numbers-driven CEO, a disillusioned manager or an HR leader trying to make the case for culture, this episode offers sharp insights, real-world proof and a powerful reminder that everything in your P&L starts with your people.

Key Takeaways:

• Workplace happiness isn’t fluffy. It’s measurable, scalable and commercially essential. Mark explains how companies can use data to drive both wellbeing and performance.
• The UK is bottom of the G20 for both productivity and workplace happiness. That’s not a coincidence but a warning.
• “The answer’s not in the spreadsheet, it’s in your people.” Why obsessing over numbers while ignoring morale is costing companies more than they realise.
• Recognition, information, empowerment. The six science-backed drivers of workplace happiness and why most leaders are focusing on the wrong one.
• Middle management isn't the enemy. Why ripping out human connection in the name of tech is a fast track to disengagement.
• Gen Z isn’t entitled but reacting to a system that no longer serves them. And their refusal to tolerate bad management might just be a wake-up call for the rest of us.

Mark reminds us that building a happy workforce isn’t soft. It’s smart. It’s strategic. And it might just be the future of business.

Interested in insights about people leadership, HR and the future of work?
Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace

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In this episode of Work’s Not Working… Let’s Fix It! Siân Harrington sits down with Josh Drean, workplace futurist and co-author of Employment is Dead, to explore why the traditional employment contract may soon be a relic of the past – and what’s rising to take its place.

In a world shaped by AI, blockchain, Web3 and an emerging generation of workers questioning everything about how we work, Josh argues that the real disruptor isn’t remote work or the return-to-office debate. It’s that employment itself – rigid, outdated and increasingly ineffective – is being replaced by something entirely new: a fluid, tech-enabled ecosystem of contributors.

From smart contracts to billion-dollar one-person businesses, Josh paints a radical but compelling picture of work’s future and why HR, business leaders and everyday workers need to be paying attention now.

Whether you’re a burned-out employee, a forward-thinking HR leader or a curious CEO wondering how to retain talent in this next era, this episode is packed with insight, foresight, and a dash of provocation.

💡 Key takeaways:

• “Employment is dead.” That’s not a metaphor, Josh believes our existing model of full-time work-for-pay is collapsing. And with Gallup data showing employee engagement at its lowest ever, it’s hard to argue.
• Goodbye jobs, hello contributors. The future of work isn’t about roles and hierarchies but about ecosystems of talent. People won’t want to be controlled. They’ll want to own, contribute and collaborate on their terms.
• The next workforce revolution is powered by AI, blockchain and smart contracts. Think DAOs, not departments. Think output, not hours. Think talent clouds, not talent pipelines.
• Gen Z is not lazy, they’re rejecting broken systems. 79% of leaders say they won’t hire Gen Z. But maybe it’s the system that needs to evolve, not the generation that sees its flaws.
• Hope is the new trust. In a surprise insight from Gallup, it’s not trust employees want most right now, it’s hope. That the future can be different. That their work can matter again.

Josh reminds us that the future of work is coming fast – and the only way to prepare is to start reimagining now.

Interested in insights about people leadership, HR and the future of work?
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In this episode of Work’s Not Working… Let’s Fix It! Siân Harrington sits down with Kate Waterfall Hill, executive coach, leadership expert and creator of Linda, the bad manager, to explore why leadership so often falls short in today’s workplace. With humour and insight Kate reveals why bad managers are everywhere, the hidden causes of their failings and how we can all do better.

From the challenges of managing Gen Z to the traps of accidental managers, Kate offers a refreshingly practical and empathetic approach to leadership. Drawing on her 30+ years of experience she shares actionable advice for HR leaders and managers alike, proving that great leadership isn’t about knowing all the answers but about asking the right questions.

After hearing from Linda, the bad manager, herself we discuss how we can reshape management practices for a changing workforce. And we ask what practical steps can we take to develop leaders who inspire rather than alienate?

Key takeaways:

• The rise of accidental managers: Kate explains why so many managers are promoted without the necessary skills and training, leading to frustration and inefficiency. She offers solutions for HR leaders to break this cycle and set managers up for success.
• Gen Z and the leadership gap: With a workplace culture that values balance and boundaries, Gen Z is pushing back against traditional leadership norms. Kate unpacks the tension between generations and how leaders can adapt to meet new expectations.
• The quiet management crisis: From quiet quitting to quiet unbossing Kate explores how many workers now reject management roles altogether. What does this mean for the future of leadership, and how can we reignite the appeal of leading others?
• Empathy meets authority: Balancing empathy and authority is a cornerstone of effective leadership, yet it remains a challenge for many. Kate shares how leaders can foster trust, clarity, and psychological safety while maintaining accountability.

Kate’s wisdom and wit leave listeners with a key message: great leadership doesn’t have to be a heavy burden. It can be an opportunity to inspire, connect and create positive change for yourself and your team.

Interested in insights about people leadership, HR and the future of work?
Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace

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In this episode of Work’s Not Working… Let’s Fit It! Siân Harrington dives into the complex and often paradoxical relationship between humans and artificial intelligence with Tomas Chamorro-Premuzic, organisational psychologist and author of the provocative book I, Human. Together they unpack the ways AI is reshaping workplaces ­­– and our very minds – for better and worse.

From the alarming economic toll of digital distraction to the rise of "datification" Tomas sheds light on how technology is hijacking attention, narrowing our thinking and making us more predictable. But it’s not all dystopia. Tomas offers hope in the form of practical strategies to stay human in a world increasingly run by machines.

For HR and people leaders this episode raises critical questions: How do we use AI to amplify – not replace – our humanity? And how can we build workplaces where empathy, creativity and critical thinking thrive amidst the algorithms?

Key Takeaways

• AI: A Weapon of Mass Distraction: Tomas calls out AI’s role in fuelling multitasking and digital addiction. He reveals how this distraction costs the US economy $650 billion annually, far outweighing other workplace challenges like absenteeism and turnover.
• The Datification of Work: AI thrives on big data but Tomas warns that in making us more efficient it also risks making us more robotic. The challenge for leaders: How do we embrace AI without losing our human unpredictability?
• The Rise of Digital Narcissism: Technology has amplified cultural narcissism, entrenching us in filter bubbles that feed our biases. Tomas explains how this impacts leadership, fostering groupthink, weakening cognitive diversity and creating workplace polarisation.
• The Paradox of Productivity: While AI boosts efficiency it can also encourage intellectual laziness, leaving us unprepared to think critically or independently. Tomas advocates for rediscovering analogue connections and injecting humanity back into our daily routines.
• Practical Actions for HR Leaders: Tomas urges HR to focus on three priorities:

1. Upskilling mid-level managers to handle AI’s complexities.
2. Humanising workplace cultures to counterbalance AI’s dominance.
3. Cultivating curiosity and experimentation to adapt to AI’s evolving potential.

Tomas leaves listeners with a powerful challenge: Don’t become a robot. As AI increasingly mimics humanity, we must double down on what makes us unique – our empathy, creativity and ability to connect meaningfully with others.

Interested in insights about people leadership, HR and the future of work?
Seize and shape the future of work with The People Space, a leading digital HR magazine for forward-thinking leaders. We empower you to put people at the heart of work, navigating the evolving intersection of technology, business and human insight. Join us in building a future where people and machines collaborate for a more human-centric workplace

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In this episode of Work’s Not Working, Siân Harrington sits down with Steve Hearsum to debunk one of the most seductive myths in leadership and organisational change – the myth of the "silver bullet." From tales of vampires and werewolves to the Lone Ranger’s legendary single shot, Steve uses storytelling to explore why leaders are so often tempted by the idea that a single, magical solution can solve their organisation’s most complex problems.

Steve takes aim at quick fixes, challenging the traditional ways leadership development is approached and questioning why companies are still pouring millions into programmes that deliver little more than "better sameness." He highlights the flawed model of consulting firms that run on the backs of "grinders, minders and finders," revealing how this dependency perpetuates superficial change rather than real transformation.

The conversation also tackles the role of AI in organisations, as Steve asks whether AI is being hailed as the next silver bullet – spoiler: it’s not. He explains why our obsession with technological solutions often distracts from addressing the deeper human challenges in leadership and change.

Steve doesn’t shy away from uncomfortable truths, pointing out the existential fear that drives leaders to look for certainty and quick solutions.

Key Takeaways

• The Myth of the Silver Bullet: Using metaphors from folklore and myth, Steve explains why the search for a single perfect solution – whether it’s in leadership or AI – fails to address the complexity of organisational challenges.
• Grinders, Minders and Finders: Steve critiques the consulting industry’s business model, which prioritises profit over genuine capability-building, creating a cycle of dependency rather than true leadership growth.
• The Problem with Performative Leadership Development: Many leadership programmes are disconnected from real-world challenges, focusing on theory rather than practice. Steve advocates for reflexivity and applied learning.
• AI: Not the Next Silver Bullet: While AI has potential Steve warns against seeing it as a magic fix for organisational problems. Leaders must focus on how technology supports human intelligence, not replaces it.
• Leadership in a Complex World: Effective leadership isn’t about following rigid frameworks, it’s about navigating uncertainty, challenging assumptions, and being willing to step into the discomfort of not knowing.
• HR’s Role in Change: HR departments can fall prey to the allure of quick fixes, but they also mirror the wider leadership culture. Steve urges HR to ask uncomfortable questions and push for deeper, systemic change.

Throug

Interested in insights about people leadership, HR and the future of work?
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In this episode of Work’s Not Working Siân Harrington speaks with AI and leadership expert David De Cremer about the challenges business leaders face when integrating AI into the workplace. They explore how the rush to adopt AI can often miss the mark by focusing too much on technological solutions and not enough on the human elements that make successful AI integration possible.

David argues that leaders are often overwhelmed by AI’s potential and mistakenly delegate the responsibility to tech experts, which results in a lack of alignment between AI’s use and the organisation’s business goals. He highlights the need for an "AI-enabling" culture, where AI serves human intelligence rather than replacing it, and stresses that ethical and human-centred approaches are essential for long-term success.

Throughout the conversation David shares practical strategies for fostering a balanced approach to AI adoption, ensuring that it augments human creativity and decision-making. He also touches on how leaders can upskill their teams, manage the risks of over-reliance on AI and avoid the pitfalls of treating people as mere data points.

Key Takeaways

• AI as an enabler, not a replacement: David emphasizes that AI should be seen as a tool to support human decision-making rather than something that diminishes human involvement. Leaders must create AI-enabling cultures that put people first.
• Leadership’s role in AI adoption: Leaders often feel disconnected from AI implementation, delegating it to tech teams. David highlights the importance of leaders being AI-savvy, actively participating in the process and aligning AI use with business goals.
• Human-centred leadership: The conversation underscores that AI adoption should not reduce employees to data points. Ethical upskilling and clear communication about AI’s role are critical to maintaining trust and employee engagement.
• Balancing innovation with responsibility: David warns of the dangers of rushing into AI adoption due to competitive pressures. Thoughtful implementation that considers both the opportunities and challenges of AI is key to realising its benefits.
• Soft skills in the AI era: As AI takes on more technical tasks, soft skills like empathy, creativity and collaboration become even more important. Leaders must foster these skills in themselves and their teams to thrive in an AI-driven future.

About David De Cremer

Professor David De Cremer is a world-renowned expert in leadership and organisational transformation in the AI era and author of

Interested in insights about people leadership, HR and the future of work?
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In this episode of Work’s Not Working, Siân Harrington and inclusion expert Paul Anderson Walsh explore the challenges of managing five generations in the workplace and the need for adaptive leadership. They highlight the different expectations and perspectives of each generation, from Traditionalists to Gen Z, and the impact of these differences on work and leadership styles.

The conversation touches on biases and stereotypes associated with different generations and discusses five key approaches: guided leadership, mentoring, participation and recognition, hands-off leadership and coaching support. They also touch on the specific challenges faced by Generation X and the potential impact of Generation Alpha in the future – and look at examples of companies successfully adapting their approach.

Key Takeaways

• Intergenerational differences: The varying expectations and values across different generations in the workplace, from traditionalists to Generation Z, and the upcoming Generation Alpha. Paul highlights that each generation has distinct views on work, career growth and institutional trust.
• Leadership adaptation: Paul emphasizes the importance of inclusive leadership that is personalized to meet the needs of each generation. He argues against a one-size-fits-all approach and advocates for hyper-personalized leadership strategies, which he refers to as "one-size-fits-one."
• Observational leadership: The concept of "observational leadership," which he describes as a balance between maintaining strategic oversight ("Eyes On") while empowering employees to operate independently ("Hands Off"). This approach aims to respect the autonomy of each generation while ensuring they feel supported.
• Leadership styles for different generations: Different leadership styles tailored to each generation, from mentoring for mature workers to transparency and integration for Generation Z. Paul emphasizes the need to adjust leadership strategies based on the generational composition of the workforce to foster collaboration and innovation.
• Practical recommendations: The discussion concludes with practical advice for leaders and HR professionals on how to better support a multi-generational workforce. This includes adopting reciprocal mentoring programmes, establishing shadow boards to involve younger employees in strategic decision and focusing on resourcing employees as individuals rather than merely managing them as resources.

About Paul Anderson-Walsh

Paul Anderson-Walsh is the CEO of ENOLLA Consulting, a consultancy helping organisations create a culture of human inclusion. The focus of Paul’s

Interested in insights about people leadership, HR and the future of work?
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