Emotion At Work

Introduction: In this episode, we are joined by Molly Whiteside, a psychology student at Nottingham Trent University, to discuss her recent research report, "Am I Being Served?" which explores emotional exploitation in the hospitality industry. With lived experience in the field, Molly delves into the prevalence of economic and verbal exploitation, unsafe working conditions, and the lack of psychological safety faced by young employees. We explore the surprising and often shocking findings from her research, which combines quantitative and qualitative data to paint a vivid picture of the challenges faced by 16-25 year olds in the workplace. From unfair pay and a lack of job security to the gendered nature of harassment, this episode uncovers the root causes of these issues and offers practical advice for young people, managers, and the industry as a whole. Show Notes: Welcome and an Unexpected Question (00:09 - 05:25): We welcome Molly Whiteside to the podcast and kick things off with our signature unexpected question: "What kind of person makes a good seat companion on an aeroplane?". The Motivation Behind the Research (05:26 - 07:50): Molly explains what prompted her to research emotional exploitation in the hospitality industry, drawing from her personal experiences and observations of a lack of psychological safety in the workplace. Surprising Findings and Statistics (07:51 - 12:01): We dive into the most surprising findings from Molly's research, including the high prevalence of exploitation, with around 70% of people having experienced some form of it. We also discuss the demographic focus of the survey, which was on 16 to 25-year-olds. Qualitative vs. Quantitative Data (12:02 - 16:25): Molly breaks down the differences between what the numbers and the stories revealed. While quantitative data showed middle-of-the-road satisfaction with treatment, the qualitative data uncovered a wealth of personal experiences, particularly highlighting the different types of exploitation faced by women compared to men. Job Security, Pay, and Communication (16:26 - 19:56): We explore the statistics around job security, with 35% of participants feeling confident they wouldn't be unfairly dismissed, but 10% feeling the complete opposite. Molly also touches on the disconnect between employees feeling comfortable talking to colleagues but not managers. Recommendations for a Better Workplace (19:57 - 23:43): Molly offers actionable recommendations for young people, managers, and the hospitality industry as a whole. For young people, it's about education and knowing your rights. For employers, it's about creating psychological safety and not letting biases control employee treatment. For the industry, it's a call for more robust policies and training, especially in smaller businesses. What's Next for Molly? (23:44 - 26:12): Molly shares her exciting future plans, including her role in the "Women in Business" society, becoming a "Consent is Everything" workshop facilitator, and starting her own podcast aimed at students. Wrapping Up (26:13 - 28:00): We thank Molly for her invaluable contributions to the podcast and her work with us. Resources: Read the full research report, "Am I Being Served?": https://emotionatwork.co.uk/behind-the-smile-the-hidden-cost-of-hospitality-for-young-workers/ Contact Us: If you're looking to create a more psychologically safe and emotionally intelligent workplace, get in touch with us at hello@emotionatwork.co.uk. You can also connect with Molly here: https://www.linkedin.com/in/mollywhiteside/

Long time listeners may well know Phil has a penchant for poetry and the episodes guest leads with it in the work they do. Creator of the Poetry in Business conference and seizing a gap in the market to create the conference she would want to go to, Kate Jenkinson is the guest for this podcast episode. With over 25 years’ experience as an HR director and a lifelong passion for development, Kate brings a unique perspective on how poetry can transform the workplace. The conversation begins with an evocative opening about sunsets, leading into Kate’s reflections on poetry as a form of creative recovery from the efficiency-driven world of corporate life. She shares her journey of weaving poetry into business, the resistance she’s faced, and the communities she’s built along the way. Together, Phil and Kate explore the emotional power of poetry, its role in meaning-making, and its potential to unlock creativity, connection, and wellbeing at work. Kate also shares her pride in a deeply personal collaboration with her daughter, her vision for the future of business poets, and practical steps for listeners to “find their poetry.” The episode closes with Kate performing her poem Hope, a moving reminder of poetry’s ability to inspire resilience and renewal. 🌅 Opening and Poetic Beginnings (00:09 – 06:30) Light-hearted opening question: Kate shares her love of sunsets and their colours as a poetic metaphor for hope Reads a snippet of her poem Hope, written during the pandemic to inspire resilience Agreement to close the episode with the full poem 🖋️ Poetry as Creative Recovery (06:31 – 15:30) Kate describes poetry as her way of processing workplace emotions and staying well Poetry offered her a counterbalance to efficiency-driven corporate environments Neurodiversity and sensitivity shaped her creative needs and love of wordplay Founding the Poetry in Business conference as the event she wished existed 💡 Emotion, Resistance and Transformation (15:31 – 26:30) Poetry as a vessel for the full range of human emotions Resistance from business leaders: “my FD wouldn’t sign off an invoice with poetry on it” Kate’s shift from anger to curiosity when facing scepticism Poetry as transformational: able to shift a disengaged room into connection 🎶 Meaning-Making and Everyday Poetry (26:31 – 39:00) Humans as “meaning-making machines” — poetry as a natural extension of this Links between poetry, music, and lyrics: “if you like music, you already like poetry” The risk that rejecting poetry means rejecting part of our brain’s creative wiring Finding fulfilment at work by discovering “your poetry” 👩‍👧 Personal Pride and Creative Legacy (39:01 – 33:30) Kate’s proudest collaboration: a published mother–daughter project combining her poetry with her daughter’s art during recovery from an eating disorder Her daughter’s journey to becoming a tattoo artist, inspired by embracing creativity as a career path Kate’s own decision to leave corporate HR to focus on development and happiness 📚 Practical Ways to Find Your Poetry (34:31 – 42:30) Visit your local library and explore modern poetry anthologies (e.g. Bloodaxe Books) Attend open mic nights or poetry slams for spoken word experiences Notice moments of flow in your own life and capture them in words Explore the Poetry in Business conference as a condensed toolkit for discovery 🌍 The Future of Business Poets (42:31 – 47:00) Kate’s vision: establishing the Association of Business Poets Normalising poetry in business events alongside photographers and speakers Poetry as a tool for neuro-inclusion and emotional engagement 🌟 Closing Reflections and Performance (47:01 – end) Kate reflects on the surprises of resistance to poetry in business Shares her belief that “words create worlds” — language shapes workplace culture Performs her full poem Hope, closing the episode on a powerful note of resilience and renewal 🔗 Find out more about Kate Jenkinson Poetry in Business Conference (14th November 2025, virtual) Kate's LinkedIn profile https://www.linkedin.com/in/katejenkinsonnextstephr/ Clare Morgan – Author, Academic, Literary Consultant Poetry Pharmacy – The Poetry Pharmacy

Overview In the podcast interview featuring Katie Allen, a specialist inclusion coach and advocate, the discussion begins with a light-hearted opening about different methods of hanging socks, which serves as an illustrative metaphor for varying perspectives on inclusion. Katie shares her transformative journey into the realm of inclusion, emphasizing that understanding diverse experiences is essential and that binary thinking can be limiting. She advocates for practical approaches that encourage open conversations about sensitive topics like racism and sexism, stressing the importance of personal accountability and vulnerability in leadership. Through sharing her own experiences as a pan-romantic asexual, she highlights the often-overlooked aspects of sexual orientation in inclusion efforts. The conversation concludes with actionable steps for fostering inclusive environments, such as seeking feedback from teams, incorporating inclusive practices like closed captions, and reframing language to enhance engagement and cooperation. Overall, the interview serves as a thought-provoking exploration of strategies to create more inclusive spaces that benefit everyone. 🎙️ Introduction and Light-Hearted Opening (00:09 - 06:30) Katie Allen introduced as specialist inclusion coach, consultant, TEDx speaker, and allyship advocate Innocuous opening question about how they hang socks on washing lines reveals different approaches Katie uses an 'octopus' hanger with individual pegs for socks, hanging them in pairs Phil hangs socks from one side at the 'ankle end' to help them dry quicker Discussion creates a moment of connection through similarities and differences, paralleling inclusion concepts 💡 Core Concepts of Inclusion (06:31 - 20:02) Katie explains her journey into inclusion work began at age 36 when she truly understood what it means to be white Listening to Professor Kehinde Andrews explain racialization was eye-opening for Katie Key lesson: Multiple truths can exist at the same time - different experiences can all be valid Binary thinking is unhelpful - the world isn't simply good/bad or right/wrong There's 'no definition of done' in inclusion work - it's an ongoing learning process Intention does not equal impact - good intentions don't change negative impacts 🧠 Practical Inclusion Approaches (20:03 - 35:00) Katie shifted from strategic corporate work to focusing on human conversations about inclusion Many leadership teams struggle to discuss topics like racism, sexism, and homophobia Leaders fear offending others or facing public criticism if they say something wrong Katie emphasizes personal accountability and normalizing vulnerability in learning journeys Recommends starting with 'I' statements and exploring your own knowledge gaps Leaders should model learning publicly to create psychological safety for others 👂 Understanding Different Experiences (35:01 - 50:54) Phil shares experience working with deaf people and learning about deaf culture Katie highlights that 'there's no such thing as normal' - only what we've normalized Creating inclusive environments benefits everyone, not just those with specific needs Non-inclusive environments create emotional and energy costs for excluded people Example: Making application processes flexible helps many people, not just specific groups Discussion of 'I don't see color' statements and why they can be problematic 🌈 Sexual Orientation and Asexuality (50:55 - 01:05:29) Katie explains her identity as asexual - experiencing no sexual attraction Discovered her asexuality later in life after living most of her life thinking she was straight Explains asexuality spectrum and difference between sexual and romantic attraction Identifies as pan-romantic asexual - experiences romantic but not sexual attraction Shares workplace challenges: asexuality often overlooked in inclusion efforts People make hurtful comments like 'you're too attractive to be asexual' Feels seen when people use LGBTQIA+ rather than stopping at LGBT 🔍 Practical Steps for Inclusion (01:05:30 - 01:19:49) Start with self-education and immerse yourself in content outside your comfort zone Ask people in your team what would make them feel more included Example: Adding closed captions to meetings helps everyone, not just those with hearing issues Reframe inclusion as something you're already doing, not an additional task Every touch point with humans (employees, customers, suppliers) involves inclusion work Linguistic tip: Ask 'is there something else?' rather than 'anything else?' to encourage more sharing Using 'would you be willing' instead of 'can you' is more effective for gaining cooperation Here is Katie's LinkedIn Bio https://www.linkedin.com/in/katieallenconsulting/ And her website https://www.katieallenconsulting.com/

Episode Summary: In this episode of the Emotion at Work podcast, host Phil Willcox dives into the integral role of emotion in building and sustaining high-performing teams. Following on from the previous discussion on meetings, accountability, relationships and decision-making, Phil shifts focus to four additional critical areas: communication, wellbeing, recognition and performance. With emotion woven throughout these elements, Phil shares insights and actionable advice for creating environments where people feel safe, optimistic, and confident. Phil explores: How communication strategies—formal and informal—impact team dynamics and project outcomes. The significance of emotional wellbeing, particularly in high-pressure environments, and practical ways to support it. The power of recognition and fostering a culture of appreciation to amplify team collaboration. The emotional foundation of performance and how feelings shape outcomes and success. Expect reflective questions to challenge your thinking and help embed emotion-led practices in your own team. What’s Next? Future episodes promise to expand on these themes with expert guests, including High Performing Teams coach Kim Brosnan and clients who've embraced the emotion-led blueprint. Look forward to hearing their stories and experiences. Contact Information: For feedback, questions, or to connect with Phil on phil@emotionatwork.co.uk

Emotion at Work Podcast – High-Performing Teams: Part 1 In this episode, Phil Willcox explores the critical role of emotions in fostering high-performing teams. This is the first part of a mini-series that delves into the essence of high performance and how emotions drive it. What’s in This Episode? Phil dives deep into: Emotion-Driven Performance: Why emotions are at the heart of high-performing teams and the idea that "you can't think your way into high performance." Blueprint for High-Performing Teams: Introducing a framework developed through extensive work with construction industry teams, with insights shared to test and apply more broadly. Key Levers for High Performance: Covering four out of eight factors from the blueprint: Meetings – Using the "POST" approach (Purpose, Outcome, Structure, Timing) to ensure meetings propel performance forward. Accountability – Clarifying roles and responsibilities to drive efficiency and effectiveness. Decision-Making – Leveraging strategies like premortems to anticipate and navigate challenges effectively. Relationships – Building trust, support, and constructive challenge to strengthen team dynamics. Reflection Prompts Throughout the episode, Phil poses thought-provoking questions to encourage deeper reflection, such as: Are your meetings designed to enhance or hinder performance? How clear are accountabilities within your team? What would a premortem reveal about your decision-making? Are relationships in your team rooted in trust, support, and compassion? A Glimpse Ahead This mini-series will continue with a focus on the remaining four levers: Well-being, Performance, Recognition, and Communication.

In this episode, Lizzi, our Emotion at Work Marketing Manager, sits down with Ross Garner and Anna Barnett from The Mind Tools for L&D podcast to explore their ground breaking research into management practices.   Together, they explore the recent study, conducted in partnership with YouGov, which gathered data across 12 industries. The research uncovered some key insights into the realities of management today.   The study identified 12 core management capabilities essential for success: delegation, goal setting, transparent communication, coaching, active listening, recognition, inclusive leadership, trust, social sensitivity, self-awareness, self-regulation and empathy. Notably, empathy was linked to a 34% increase in team innovation.   The conversation also touches on the significance of happiness and satisfaction in the workplace. Research shows that employee satisfaction is associated with better long-term performance and happy employees are more likely to engage in self-driven learning.   Tune in to gain insights into the future of management and discover how to create leadership that drives performance and innovation.   Links   Building Better Mangers Report: https://www.mindtools.com/thought-leadership/reports/building-better-managers/   Anna mentions working with Michelle Ockers: https://michelleockers.com/   Anna Barnett LinkedIn: https://www.linkedin.com/in/anna-barnett-phd/?originalSubdomain=uk   Ross Garner LinkedIn: https://www.linkedin.com/in/ross-garner-8594a341/?originalSubdomain=uk   Mind Tools L&D podcast: https://www.mindtools.com/podcast/l-d/   

During Episode 79 of the podcast, Phil interviews Rachael Edmondson-Clarke, an expert in leadership, psychology and biology, who highlights the role of emotions in the workplace.   The conversation begins with the significance of emotional intelligence, highlighting Rachael's personal experiences with warmth and connection, particularly with her children, along with her insights on the use of psychology and biology in leadership. They discuss Rachael's own burnout and recovery journey, stressing the need for recognising early signs, taking breaks and practicing self-care.   The episode further explores the value of appreciative feedback, effective communication strategies, and the importance of curiosity in learning. As the discussion wraps up, Rachael shares thoughts on creating meaningful connections, balancing validation and prioritising physical well-being alongside mindset.   Links Rachael’s LinkedIn: https://www.linkedin.com/in/rachaeledmondsonclarke/

In this episode, Phil Willcox talks to Tarek Kamil, founder and CEO of Cerkl Broadcast to explore AI in modern communication and employee engagement. Tarek discusses experimentation in driving innovation within organisations, while Phil discusses the powerful emotion of fear and how fear of failure can hurt innovation. Together, they examine how organisations can shift their perspective, viewing employees as valuable assets rather than liabilities.   Links   Episode 50 – Emotion at Work in the Imposter Phenomenon - https://emotionatwork.co.uk/episode-50-emotion-at-work-in-the-imposter-phenomenon/   Episode 36 – Emotion at Work in Learning Evaluation with Jim Kirkpatrick - https://emotionatwork.co.uk/episode-36-emotion-at-work-in-learning-evaluation-with-jim-kirkpatrick/   Cerkl Broadcast: https://cerkl.com/   Tarek Kamil LinkedIn: https://www.linkedin.com/in/tkamil   Tarek Kamil at TEDx: Passion: A Means of Avoiding the Zombie Apocalypse: https://www.youtube.com/watch?v=hneUfWKARUU

In this episode, our host Lizzi Philokyprou, Emotion at Work Community and Marketing Manager talks to Fay Nicholls, a seasoned HR professional turned qualified coach with over 14 years of experience. Fay shares her thoughts on navigating emotions in the workplace and they discuss Fay's personal journey, including her transition to a coaching career focused on helping others find their voice and embrace their identities, particularly introversion.   The conversation concludes with practical advice for introverts in traditional workplaces, highlighting the importance of deep listening and perspective-taking in enhancing workplace dynamics. With actionable tasks for listeners, the episode highlights the transformative power of coaching.   Links:   Fay Nicholls LinkedIn: https://www.linkedin.com/in/fay-nicholls/ Nancy Kline - Time To Think: Nancy Kline - Time to Think  

In this episode of the Emotion at Work podcast, Simon Blake, CEO of Mental Health First Aid England, shares insights on the intersection of work and well-being.   The discussion emphasises the vital role of connection, purpose, and relationships in creating positive workplace environments, revealing that a significant percentage of managers rise to their roles by circumstance rather than design.   Simon identifies key strategies for creating mental health in the workplace, including considerate design of roles and open communication.   The episode highlights the importance of vulnerability in conversation, offers practical phrases for clearer discussion and encourages a shift in focus towards joy and fulfilment instead of stress management at work, alongside recommendations for further reading to enrich understanding of workplace mental health.   Links   Simon Blake LinkedIn: https://www.linkedin.com/in/simonblake/   Mental Health First Aid UK: https://mhfaengland.org/individuals/   Research paper - Managers feel the Pinch Managers_Feel_The_Pinch_Report_PDF-2.pdf (emotionatwork.co.uk)   Kim Scott's book - Radical Candor  Radical Candor: Fully Revised and Updated Edition: How to Get What You Want by Saying What You Mean: Amazon.co.uk: Scott, Kim: 9781529038347: Books   Brene Brown - Anxiety, Calm, and Over-/Under-Functioning - Brené Brown (brenebrown.com)   Find Your Why by Simon Sinek - Find Your Why: A Practical Guide for Discovering Purpose for You and Your Team: Amazon.co.uk: Mead, David, Docker, Peter, Sinek, Simon: 9780143111726: Books   Desert Island Discs - BBC Radio 4 - Desert Island Discs   Podcast series A Muslim & A Jew - A Muslim & A Jew Go There Podcast Series – Apple Podcasts