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In these noisy complicated times, we're prompted to ask an essential question: What does it mean to be compassionate? And does it mean being overly soft?

Throughout this mini-series, we explore the world of quality human thinking in our ever evolving world of work.

In this second episode, we explore why compassionate thinking is the companion to accountability - and requires strength, boundaries and confidence.

And compassion begins at home - practice self-compassion to be able to relate it with others

p.s. This week, notice the moments where you default to judgemental thinking... and take a beat to practice compassion and understand what might be lying underneath.

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In this dawning age of AI, we're prompted to ask an essential question: What kind of thinking is uniquely human?

Throughout this mini-series, we explore the world of quality human thinking in an AI-ready world. This isn't about resisting AI - it's about developing the human capabilities that become even more valuable alongside it.

In this first episode, we explore why quality human thinking isn't one skill; it's a collection of thinking habits that help us build careers, strengthen relationships, unlock great teamwork, make better decisions and learn from experience.

Like a microwave in the kitchen, AI gives us quick, convenient and accessible thinking. Sometimes that's exactly what's needed. But if we rely on it for every meal, we risk missing the nourishment that comes from fresh, thoughtful preparation. The same is true of our thinking. AI can accelerate our ideas, but it's our curiosity, judgement, reflection and creativity that help us grow.

We share a number of practical frameworks to help you strengthen your own thinking and spark richer conversations with others, including Bloom's Taxonomy, Edward de Bono's Six Thinking Hats and the Diamond model of divergent and convergent thinking.

Tuck in!

p.s. This week, notice the moments where you default to convenient thinking... and the moments where you choose quality human thinking instead.

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In this final episode of our 4-part mini-series well about Working Parents we focus on the big topic of confidence. Confidence doesn’t usually disappear overnight, but parenthood can make it feel that way. One day you’re the organised, high-performing version of yourself who can handle anything, and the next you’re running on broken sleep, new responsibilities, and a brain that feels permanently full. We get into why that wobble is so common for working parents and why it’s not a sign you’ve ‘lost’ your skills.

We explore practical self-confidence tools you can use immediately: building a “look how far I’ve come” list, tracking small wins when nobody is there to praise you, redefining what success looks like right now, and dropping the “baby brain” label in favour of a kinder reframe. We close with three powerful reflection questions to rebuild self-belief in any life transition, not just parenting.

If you know a colleague or friend who’s having a confidence setback, share this with them, then subscribe, leave a rating or review, and tell us which reflection question you’re trying this week.

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Returning to work after parental leave can feel like stepping onto a moving treadmill while everyone else acts like nothing changed. We hear that quiet panic all the time: Can I still do this? Will people see me differently now? What happens when childcare falls apart and my kid gets sick again? We go straight into the invisible worries returning parents carry, and how the identity shift from confident professional to brand-new beginner can hit harder than anyone expects.

We also challenge a trap many workplaces fall into: confusing visibility with value. If the ‘best’ people are the ones who stay late, attend everything, travel overnight, or sit at a desk from 9-5, then returning parents get sidelined even when they deliver more impact in less time. We share real examples of practical flexibility that works in learning, leadership development, and day-to-day management, plus the kind of proactive communication that reduces guilt and protects trust.

Alongside our conversation, you’ll hear voice notes from parents describing the fog ‘baby land’, the nerves of the first meeting back, the bittersweet pop of the bubble, and the surprising truth that work can sometimes feel like a break. We end with a question we want every manager and leader to sit with: would the parents on your team say they feel supported, or simply accommodated?

If you know a leader or a colleague with someone returning from parental leave, share this with them. Subscribe, leave a review, and tell us what helped most when you returned to work.

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In this second in our Working Parent mini-series we explore how to navigate the move from colleague to parent. Because… you can love your job and love your kid and still feel like you’re failing both by lunchtime!

We get honest about the working parent reality behind the scenes: the mental load, the guilt that points in every direction, and that split-second “work home switch” when daycare calls right before a board meeting.

We lean on Debs’ years as a parent coach to map the patterns she hears again and again when people prepare to return to work after maternity leave or parental leave. We talk about visibility and the fear of judgment, the pressure to “prove” you’re still committed, and why supportive line managers and colleagues can make the transition feel possible rather than punishing. Along the way, we share listener voice notes about walking back into meetings, worrying about “mum brain,” and then realising your sharpness never left.

One of our favourite reframes is the skill stack: parenting does not erase your professional skills, it adds new ones. We also explore the emotional shifts that come with becoming a working parent, from deeper purpose and perspective to heightened anxiety, exhaustion, and that constant tension of wanting to be fully present at work and at home.

We close with a question we want you to sit with: what’s one expectation you could let go of that adds pressure rather than helps you?

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In this first in our 4-part focus on Working Parents - Making The Balance Work, we explore how to navigate the shift in identity when first becoming a parent. Debs has been a parent coach for many years, working with organisations to help people navigate new parenthood so they can return to work and thrive.

Returning to work after having a child is about much more than just logistics and childcare, it triggers a massive, often unspoken shift in your personal and professional identity.

We dive into the deep emotional and psychological transition of shifting from ‘colleague’ to ‘parent’. From addressing the pressure to perform exactly as you did before, to handling workplace perceptions, mum/dad guilt, and reclaiming confidence, we break down what this identity shift really means for a working parent’s career.

Whether you are preparing for parental leave, actively returning to the workplace, or looking to support your team as a leader, this episode offers practical, compassionate insights into managing the working parent dynamic.

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In our final of our 5-part focus on Healthy Coping Mechanisms, David Stokes, Network Delivery Manager for Network Rail’s control centre, shares how teams cope in a high-pressure operational environment where they never know what will happen next.

A major theme is how much attitudes have shifted around mental health and coping. David reflects that people are now more comfortable saying when they are not okay, rather than relying on the old “stiff upper lip” approach. He explains that understanding the physical mechanics of stress can remove shame: it helps people realise their reactions are not weakness or poor performance, but the body responding under pressure.

David describes the control centre as being like a boxing ring: you know you may get punched, but you do not know when, how hard, or how often. Preparation, training and muscle memory are therefore vital, especially in the first few minutes of a serious incident. But he also stresses that recovery matters just as much as readiness.

His own coping mechanisms include preparing well before a shift, prioritising sleep, exercising, eating well, switching off properly, connecting with others, and spending time outside. He is clear that people cannot keep “revving” indefinitely; they need time to reset, or they return to work already depleted.

As a leader, David explains that when someone has been through a difficult incident, he takes them away from the intense control room environment, gives them time with no sense of clock-watching, and often walks with them outside. Movement, space and reassurance help people talk more freely and reduce their stress levels.

He is passionate about this work because he has seen people struggle when their baseline stress stays too high, affecting both work and home life. His belief is simple and strong: 'it is okay not to be okay, but it is not okay to battle on alone'.

For managers, David's message is to step in early, not brush difficult situations under the carpet, and give people the most valuable thing they have: time. Some of the most meaningful conversations, he says, start with someone saying, “I’m fine, mate, I’ve got nothing to talk about.”


His final call to action is beautifully simple: have respect - for yourself and for the people you impact. Listen to yourself, and listen to others.

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In this fourth in our 5-part focus on healthy coping mechanisms, we explore how to cope in the moment when things get stressful. We explore the impact of our physiological response and instinct in these moments: You can’t “time manage” your way out of a crisis shift. When the pressure hits and the moving parts won’t stop moving, the difference often comes down to one thing: whether people feel safe enough to speak up and lean on each other. We talk with railway operations leader Chris Parsons about what it takes to keep a service moving when pressure spikes, and how healthy coping mechanisms become a team habit instead of a private struggle.

Chris shares the leadership behaviours that build psychological safety long before things go wrong: asking “how can I help,” being honest when you don’t know an answer, and having the personal conversations early so trust is already there when stress rises. We also get into practical, in-the-moment support that actually works on shift, from taking part of a colleague’s workload to something as basic as making sure they get a drink or lunch when stepping away could mean losing control of an incident.

We come back to trust, early conversations, and practical support that protects people first and performance second.