Episodes

  • How AI is Reshaping Roles and Redefining Job Security

    How AI is Reshaping Roles and Redefining Job Security
    Oct 12 2025
    Jivan looks at the transformative impact of artificial intelligence (AI) on the workforce, highlighting both the opportunities and challenges it presents. Drawing on insights from notable figures like Ulrika Johnson and Senator Bernie Sanders, she highlights the stark divide emerging between those empowered by AI and those at risk of being left behind KEY TAKEAWAYS AI is rapidly transforming the job landscape, with predictions that it could displace millions of jobs across various sectors, including fast food, teaching, accounting, and healthcare, within the next decade. The emergence of AI is creating a divide in the workforce, where some individuals are empowered and enhanced by AI, while others face uncertainty, exclusion, or replacement. Rather than outright replacing humans, AI is reshaping roles by taking over predictable tasks, allowing humans to focus on more complex and profound responsibilities, leading to what is termed the "great unbundling of work." The rapid integration of AI into the workforce may exacerbate existing inequalities, particularly for non-office workers, and could lead to broader societal issues such as social unrest and a breakdown of trust within communities. HR professionals need to adopt a strategic approach to AI integration by focusing on culture, inclusivity, and transparency, ensuring that all workers, including frontline and part-time employees, have access to digital upskilling and support as AI becomes more prevalent in the workplace. BEST MOMENTS "AI is rewriting the rules for work and taking away the future of our young people." "For young professionals, that means AI isn't going to take your job, but someone who knows how to use AI better probably will." "AI is handling the predictable, which means that it's freeing humans up to handle the profound." "The transition is going to be painful, uneven, and probably, in societal terms, unfair." "If AI is a new colleague, then non-knowledge workers deserve an introduction, not just a redundancy notice." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: jivan@fiverivers-consulting.com www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/
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    16 mins
  • Navigating Hypergrowth - With Dimitri Coumbias, CHRO, Finera PSP

    Navigating Hypergrowth - With Dimitri Coumbias, CHRO, Finera PSP
    Oct 5 2025
    In this episode, Jivan sits down with Dimitri Coumbias, CHRO at Finera, a rapidly growing fintech start-up. They delve into the challenges and opportunities that arise during periods of hypergrowth, emphasising the critical importance of maintaining company culture amidst rapid scaling. Dimitri shares insights on the intentionality required in hiring practices, the significance of preserving the organisation's cultural DNA, and the role of leadership in fostering a collaborative environment. KEY TAKEAWAYS As companies experience rapid growth, maintaining the essence of their original culture is crucial. Leaders must be precise when preserving the cultural DNA while allowing it to evolve naturally. In a hypergrowth environment, every hire must be intentional. A single bad hire can have significant ripple effects on team alignment and overall momentum, making it essential to prioritise cultural fit and alignment with company values. The active participation of the leadership team, including founders and C-suite executives, is vital in shaping and maintaining company culture. Their energy and vision help to keep the culture alive and aligned with the organisation’s goals. Embracing technology, particularly AI, can enhance job satisfaction by automating mundane tasks, allowing employees to focus on more strategic and fulfilling work. This can lead to increased engagement and retention. Regular leadership summits and open communication channels are essential for aligning the team with the company’s vision and values. This helps to ensure that as the organisation grows, everyone remains connected to the core purpose and culture. BEST MOMENTS "Every hire has to be intentional because of the impact they're going to bring." "Culture doesn't stand still, especially during hypergrowth. It either gets shaped deliberately or it drifts accidentally." "We're looking at an array of candidates that can add value based on skill." "You have to ensure that every hire lands, and once they do land, the production can assist with and generate the impact." "Be really thoughtful with your hiring. Build leadership muscle." GUEST BIO Dimitri has more than a decade of global HR leadership experience across fintech, technology, oil & gas. He has led teams through M&As, rapid scale-ups, and cultural transformations. Dimitri started in law but quickly found his passion in people and culture, building a track record of aligning HR strategy with business growth across Europe, Africa, and the Middle East. Today, he’s focused on shaping modern HR practices that drive performance, inclusion, and trust while advising CEOs and leadership teams on the people's side of scaling businesses. dimitrisc@finera.com www.finera.com HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR consultant, she offers bespoke consultancy to help companies navigate transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Jivan Dempsey FCIPD GMBPsS | LinkedIn jivan@fiverivers-consulting.com www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR
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    48 mins
  • The Dual Approach to Effective Networking

    The Dual Approach to Effective Networking
    Sep 28 2025
    Jivan investigates the often daunting topic of networking, transforming it from a source of anxiety into a powerful tool for career and business advancement and, importantly, personal branding in a physical and digital world. She shares insights on how effective networking can unlock hidden job and business opportunities by fostering meaningful connections. Jivan emphasises the importance of reframing networking as a two-way exchange focused on curiosity and genuine interest in others, rather than a transactional endeavour. KEY TAKEAWAYS A significant percentage of jobs are filled through networking rather than traditional job applications. Building connections can help you tap into the hidden job market and increase your chances of landing opportunities. Every interaction contributes to your personal brand. Engaging in conversations, sharing insights, and being visible in your industry helps shape how others perceive you and can lead to career and business advancement. Instead of viewing networking as a daunting task, approach it as an opportunity to connect, listen, and learn from others. Focus on building genuine relationships rather than just collecting contacts. Networking should be about giving rather than taking. Offer value in your conversations, whether through sharing insights, resources, or making introductions, to create goodwill and memorable interactions. Both online and in-person networking have unique advantages. Use virtual platforms to connect globally and maintain relationships, while leveraging face-to-face interactions to build trust and create memorable moments. BEST MOMENTS "Networking isn't just about awkward events, small talk or collecting business cards. It's one of the most powerful tools you have for shaping your career." "Most jobs aren't filled because someone has applied cold through some kind of job board. They're filled through networks, through recommendations, through referrals." "When people build a brand about themselves, they actually are projecting their own satisfaction and therefore they feel more confident and they feel more employable." "Networking is not about take, take, take. It's about connecting, being curious, listening, and finding some common ground." "The more you do, the less scary it's going to feel. And before you know it, your network isn't just a list of names." Email info@fiverivers-consulting.com for a copy of our FREE guide "Networking Like A Pro" HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke HR services to help companies navigate HR that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Let's connect: Jivan Dempsey FCIPD GMBPsS | LinkedIn Email: jivan@fiverivers-consulting.com www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/
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    21 mins
  • People First: The Power of Axiometrics to Quantify Company Culture with Andrea Burns

    People First: The Power of Axiometrics to Quantify Company Culture with Andrea Burns
    Sep 21 2025
    Today, Jivan interviews Andrea Burns, founder of Catapult Solutions, a company that specialises in creating positive company cultures. Andrea explains how enabling company culture is the key to an organisation's success and shares her personal experiences with toxic work environments. Andrea introduces her unique framework, Axiometrics, which uses a mathematical model to help companies understand and improve their culture. She provides a new way for HR professionals to demonstrate the value of a strong company culture to business leaders. KEY TAKEAWAYS The core concept of a successful culture is that it enables a company's talent to perform at their best. Andrea argues that companies often fail to get the best out of their employees, regardless of how talented they are, because the work environment does not enable them. Andrea's framework, Axiometrics, is based on a mathematical model by Robert S. Hartman, who sought to define "goodness." This framework views culture through three dimensions: purpose (the "why"), practicality (the "how"), and people (the "who"). Everything in the world, including culture, can be broken down into these three areas. Andrea explains that traditional psychometric tools like Myers-Briggs or DiSC are based on inductive reasoning, which means they measure personality and behavior from the outside in. In contrast, her framework uses value science to measure a person's value judgments, providing a deeper understanding of their cognitive capabilities and thinking patterns. BEST MOMENTS "You can have the most superb CV in front of you, but unless you create an environment which nurtures that talent and that person feels confident and valued in order to bring their best selves to the table, then they are not enabled." "Culture is not an end game. It's a living and breathing thing and we as human beings need to be enabled." "We need to understand our people differently." GUEST BIO Andrea Burns is an Executive Coach and Culture Expert, passionate about embedding innovation into business cultures. As Managing Director of Catapult Solutions Ltd and co-author of "Good Culture: Align Your People, Profits & Purpose for the Greater Good" she helps leaders create environments where ideas and people can flourish. andreaburns@catapult-solutions.co.uk HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers HR services and bespoke consultancy to help growing businesses navigate change, deliver a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Jivan Dempsey FCIPD GMBPsS | LinkedIn jivan@fiverivers-consulting.com www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR
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    57 mins
  • When Silence Hurts: Suicide, Work, and the Role of HR

    When Silence Hurts: Suicide, Work, and the Role of HR
    Sep 14 2025
    In this episode, Jivan addresses the critical issue of suicide in the workplace, coinciding with World Suicide Prevention Day. Drawing from personal experiences and stark statistics, Jivan emphasises the responsibility of all employees, not just HR professionals, to recognise warning signs and foster a supportive environment. The episode explores the complexities surrounding suicide, including its prevalence among specific demographics and professions, and highlights the importance of open conversations about mental health. KEY TAKEAWAYS Suicide is not just a personal tragedy; it is a significant workplace issue that affects employees and their families. Organisations have a responsibility to address mental health and suicide prevention actively. Employees and managers should be aware of warning signs that someone may be struggling, such as withdrawal from social interactions, changes in routine, or expressions of hopelessness. Early recognition can lead to timely support. It is crucial for organisations to foster a culture where mental health conversations are normalised, and vulnerability is respected. This includes ensuring that employees feel safe to speak up about their struggles without fear of judgment. Organisations should integrate suicide prevention into their health and safety policies, provide training for managers, and improve access to mental health resources, such as Employee Assistance Programmes and Mental Health Champions. Building personal connections and showing genuine care can make a significant difference. Encouraging open dialogue and offering support can help individuals feel less isolated and more willing to seek professional help. KEY MOMENTS "Every year, more than 700,000 people die by suicide worldwide. In the UK, it remains the leading cause of death for men under the age of 50." "Suicide is a tragedy, every case is a tragedy, but it's not just a personal tragedy, it's a workplace issue too." "We can't fix it just with a rah-rah during, say, mental health week or holding up some posters about wellness. It needs real, sustained effort." "If you're hearing some of the things that I've just described, those are certain indicators. Why not take that moment to build a connection?" "This is everyone's problem. Suicide is a human crisis. And because we spend a third of our lives at work, it's a workplace crisis as well." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect: Jivan Dempsey FCIPD GMBPsS | LinkedIn jivan@fiverivers-consulting.com www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/
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    21 mins
  • "Hypnotherapy" for Leadership Growth

    "Hypnotherapy" for Leadership Growth
    Sep 8 2025
    In today's episode, Jivan engages in a thought-provoking conversation with high-performance coach and hypnotherapist Stuart Wade. They explore the critical concept of a Leadership Mindset, delving into the nuances of what it means to lead effectively in today's complex workplace. Stuart shares insights from his extensive experience, highlighting the importance of aligning one's subconscious and conscious mind to foster positive leadership behaviours. KEY TAKEAWAYS A leadership mindset is crucial for effective leadership, as it influences how leaders communicate their vision and interact with their teams. It involves aligning both the subconscious and conscious mind to be the best version of oneself. Hypnotherapy can be a powerful tool for leaders to address limiting beliefs and negative behaviours that may stem from past traumas. By tapping into the subconscious, leaders can rewire their thought patterns and improve their overall effectiveness. Leaders should conduct a self-inventory to identify their strengths and weaknesses. Seeking honest feedback from trusted colleagues can provide valuable insights into their leadership style and areas for improvement. Understanding cultural differences is essential for leaders, especially in global teams. Effective communication and leadership strategies must be tailored to respect and accommodate diverse cultural backgrounds. Leaders should clarify their vision in detail, utilising all senses to visualise it. This clarity not only strengthens their own understanding but also enhances their ability to communicate the vision effectively to their teams, fostering alignment and motivation. BEST MOMENTS "If we are able to get our subconscious mind and conscious mind in alignment, we can be the best possible version of ourselves." "The best leaders are able to balance doing things right with making sure that we're doing the right things." "Our brains don't fully know the difference between what's going on in here and what's going on outside in the real world." "If there's something that's misaligned or some negative thoughts. It's going to creep out into other aspects." GUEST BIO Stuart Wade is a high performance mindset coach, clinical hypnotherapist, and martial artist. He works with business leaders, entrepreneurs, C-suite executives and world-class athletes - high achieving men who, despite their external success, often battle self-doubt, inner pressure, and a persistent sense that something is still missing. stuart@themindcoach.co.uk www.themindcoach.co.uk HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers HR services and bespoke consultancy to help growing businesses navigate change, deliver a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Jivan Dempsey FCIPD GMBPsS | LinkedIn jivan@fiverivers-consulting.com www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR
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    50 mins
  • How Othering Shapes Our Society and Work Culture

    How Othering Shapes Our Society and Work Culture
    Sep 1 2025
    In this episode, Jivan delves into the concept of 'othering', exploring why individuals and groups are often treated as fundamentally different from the norm. Drawing on insights from a previous discussion with Michelle Hartley, Jivan examines the psychological underpinnings of othering, its implications in society, and its pervasive impact within workplace culture. KEY TAKEAWAYS Othering is the act of treating individuals or groups as fundamentally different from oneself, often leading to division and exclusion based on various characteristics such as race, gender, or socioeconomic status. The tendency to other is hardwired into humans as a survival mechanism from our evolutionary past, where distinguishing between "us" and "them" helped assess threats. However, in modern society, this instinct can lead to division and violence. Othering is often exploited by those in power to distract from systemic issues, such as inequality and corporate exploitation, by redirecting public anger towards marginalised groups instead of addressing the root causes of societal problems. Othering manifests subtly in workplaces, leading to biases in hiring, team dynamics, and promotion decisions. This can result in lower employee engagement, higher turnover, and a loss of innovation and productivity. To combat othering, HR professionals should implement interventions beyond awareness training, such as promoting diverse contributions, creating safe spaces for dialogue, and tying inclusion metrics to performance reviews to foster a more inclusive workplace culture. BEST MOMENTS "Othering is when we treat other people or groups as fundamentally different. They're either alien or they're outside the norm or basically they're just not one of us." "Othering reflects power. It's the dominant group who gets to define who's in and effectively who's out." "Every time we make someone the other, we're shrinking the size and the richness of our own experience and of our own community." "It's easier to exclude than to empathise." "When we stop othering, we start building and including." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: jivan@fiverivers-consulting.com www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/
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    16 mins
  • The Impact of the UK Supreme Court's Ruling on Trans Rights with Michelle Hartley

    The Impact of the UK Supreme Court's Ruling on Trans Rights with Michelle Hartley
    Aug 25 2025
    Jivan holds a thought-provoking conversation with Michelle Hartley, founder of People Sorted, about the UK Supreme Court's ruling on the legal definition of female and its implications for trans rights in society and the workplace. Together they look into the emotional responses elicited by the ruling, the divisive reactions within the community, and the urgent need for HR professionals to respond with empathy and action KEY TAKEAWAYS The UK Supreme Court's decision to define "woman" in strictly biological terms has significant implications for trans rights, particularly affecting transgender women and their access to services and safe spaces. The ruling has sparked polarised reactions within society, with some celebrating it while others express horror and concern over the exclusionary nature of the decision. This division highlights the ongoing tensions surrounding gender identity and rights. Allies play a crucial role in supporting marginalised communities. It is essential for HR professionals and others to advocate for trans rights, create safe spaces, and ensure that trans voices are included in conversations about policies and practices. Small actions, such as using inclusive language, displaying supportive symbols (like rainbow lanyards), and fostering open dialogue, can significantly enhance workplace culture and make individuals feel safe and accepted. BEST MOMENTS "Nobody chooses to wake up in the wrong body. Trans people just want to be happy." "I think we may see that with more of these kind of right-wing behaviours coming in." "When the law starts to decide who really counts as a woman, we need to talk about what that really means for identity." "For me, it's about creating the safe space, but then also holding it and maintaining it." GUEST BIO Michelle brings with her a 20+ year career in HR spanning a wide range of industries from private medical, financial, engineering, hospitality and manufacturing! She has a unique and authentic style often called a breath of fresh air in the HR world! michelle@peoplesorted.co.uk A module on EDIB: https://peoplesorted.co.uk/hr-for-hr/find-your-awesome-hr-business-partner/ HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which cost her a job she'd loved. Listeners are drawn to her insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect with Jivan on Linked In: here Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: jivan@fiverivers-consulting.com www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/
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    49 mins