Episode 81: When Soft and Fluffy Met Coronavirus with Steve Andrews

Many professionals were struggling with their well-being, even before COVID-19 pandemic, and through the pandemic it became apparent that the traditional ‘command and control’ leadership model was failing people in the healthcare industry. This episode is all about how you can take the initiative and develop compassionate leadership among your teams of healthcare professionals.

In this episode, Steve Andrews, Associate Director of Leadership for East and North Herts NHS Trust shares how, through using just five crucial questions, you can check in on people, rather than check up on them. The 5 questions will help you to find out how people really are, help them look out for their colleagues, empower them to solve their own problems AND communicate empathy and support.

We discuss the importance of asking the questions – and being genuinely interested in the answers. By developing and maintaining these human connections throughout an organisation, you’ll start to create change and help others relate more to the struggles and victories their colleagues are going through. And through this all, you’ll realise that you’re not alone. You’re part of an organisation that serves a higher purpose.

Want to know how you can apply compassionate leadership in your organisation? Then, this episode is for you.

Here are three reasons why you should listen to the full episode:

  1. Discover how Steve successfully developed a program that promotes compassionate leadership.

  2. Learn the five important questions you should ask your colleagues to increase compassion and connection
  3. Find out how compassionate leadership can make a difference in an organisation.

Episode Highlights

[05:00] Rebuilding the NHS after the COVID Crisis

  • Steve likens the recent COVID crisis to circumstances after the Second World War.

  • He believes that one of the keys to building the NHS lies in compassionate leadership. Listening to the workforce and taking care of their psychological well-being is essential.
  • When people are told to do something and don’t understand why they should do it, they will lack motivation.

[8:28] Soft and Fluffy: Why Compassionate Leadership Is Important

  • Fear generates particular knee-jerk reactions and anxieties where people are quick to make decisions.

  • By using compassionate leadership, people can follow easier.
  • When Steve was undergoing training as a nurse, technical skills were the most vital. Importance wasn’t placed on lectures on leadership.
  • When you start to explore the art of medicine, you will be concerned with how you can collaborate with colleagues and other teams.

[12:08] Stopping the Command/Control Leadership Model from Coming Back

  • The first thing to do is change habits in leadership.

  • Evidence shows that compassionate leadership worked well during the COVID pandemic.
  • Steve hopes that this becomes the driver to make compassionate leadership the norm.

[13:24] Checking Up vs Checking In

  • Checking up means that you’re asking someone if they’ve done a task.

  • Meanwhile, checking in means that you’re asking about the well-being of the person. This is a form of compassionate leadership.
  • Steve shares that the five questions of compassionate leadership came from two papers and one phone call.
  • Through this, Steve and his team formed a rhythm to check in on people.
  • Steve explains that the questions aim to maintain the human connection and provide psychological safety.

[17:42] The First Three Questions of Compassionate Leadership

  • Question number 1: How are you doing? This emphasises how you show genuine and authentic concern for your colleague.

  • Question number 2: How is your team doing? This shows collective leadership and is a technique to create psychological safety.
  • Question number 3: How are your colleagues doing? It promotes the connection with your colleagues for a shared, higher purpose.

[24:15] The Last Two Questions

  • Question number 4: How can you help them? It is about creating an opportunity to give people back control over the situation.

  • By helping others, you also get a sense of well-being.
  • At this point, you start to coach your people and see how you can help them to feel good about themselves.
  • Question number 5: How do I serve you? This pertains to servant leadership.
  • Steve explains that the five questions’ overall theme is compassionate leadership.

[29:52] Results from Asking the Five Questions

  • Steve and his team started putting the word out through T-shirts, notes, and Youtube videos.

  • Eventually, people started sharing the results of these conversations with Steve. These questions gave people the opportunity to form connections.
  • Steve also shares that other hospitals in the UK picked up the five questions.
  • Eventually, they became a training program.
  • These questions emphasise connection, coaching, listening, and serving.

[33:09] Who Can Use the Five Questions?

  • Steve uses these questions to start conversations with people.

  • Steve’s team became known as the ‘how-are-you-doing’ team.
  • The questions became a movement instead of just a tool.

[36:12] Making a Difference with PTSD

  • Steve shares how he has a portfolio of personal messages, gratitude, and moments from people who used the five questions.
  • People find value in using the five questions to form connections.
  • Show compassionate leadership by taking action and being visible.

[39:08] Tips on Using the Five Questions

  • Know that you’ve asked a fundamental question. You recognise that you want to make an impact.
  • Don’t give yourself tasks that are too big. Leadership means experimentation. These questions are your hypotheses for that experiment.
  • Give yourself time. People will eventually realise that they need these questions.

7 Powerful Quotes

[06:38, Steve] ‘That’s what used to get called soft and fluffy. We would put mental health, psychological well-being well down the list. I think [the] coronavirus showed us that these things are now essential for us to rebuild our NHS.’

[18:33, Steve] ‘So “How are you doing?” is compassionate leadership. This is now saying, “I have a genuine and authentic concern and care about you.”’

[19:49, Steve] ‘Question number two, ‘How is the team doing?’… This is collective leadership, and collective leadership is about the team.’

[23:26, Steve] ‘By connecting people to colleagues, the idea here is that we keep connecting to that higher purpose… It’s like connecting to you’re not alone, you’re connected to a team. Team, you’re not alone, you’re connected to other teams. And this network of teams, this team of teams is called an organisation. And this organisation is going to do something awesome and fantastic.’

[26:52, Steve] ‘When we then say, “What can you do to help them?” When they go away to help, to do something to take an action to help somebody else, A) anxiety is reduced… And when we’re kind to other people, we feel good about ourselves.’

[27:56, Steve] ‘With leadership comes this notion of service. “How do I serve? How do I serve my colleagues, my team, the purpose?” So the question here is, “What can I do to help? What could we do to help? What one thing could I do that would make things better?”

[31:42, Steve] ‘I think the most important bit of the whole program was to reinforce those initial principles: connect with genuine concern, listen deeply, coach people to their potential, but be ready to serve others.’

About Steve

Steve Andrews is the Associate Director of Leadership and Change at the East and North Hertfordshire NHS Trust. Since 2016, he leads the Organisational Development service towards excellent leadership. Steve focuses on developing internal talent and creating new opportunities for people.

In 2008, Steve became the Director of Programmes (Education) at UCLH. He developed and delivered training programs on team development, human factors, patient safety, and leadership. In 2010, he became the Chief Instructor for the NHS Staff College. In his time there, Steve initiated leadership programs with the NHS, the military, and other independent specialists.

Steve is also a qualified nurse specialising in care for children and young patients with cancer. In his clinical career, Steve became a CNS, Ward Manager, and a Senior Nurse.

Steve has a master’s degree in Organisational Behavior and Health. He also has a Diploma for Higher Education in Nursing and Health Management.

If you want to subscribe to Steve’s mailing list, send him an email at steve.andrewsfive@nhs.net. You can also connect with Steve on LinkedIn and Twitter.

Enjoy This Podcast?

In today’s high-stress work environment, you may feel like a frog in boiling water. The pan has heated up so slowly that you didn’t notice the feeling of stress and overwhelm becoming the norm. You may feel that it is impossible to survive AND thrive in your work.

Frogs generally have only two options — stay and be boiled alive or jump out of the pan. Fortunately, you are not a frog. You have many more options, choices and control than you think.

Learn to master your destiny so that you can thrive even in the most difficult of situations. If you enjoyed today’s episode of You Are Not a Frog Podcast, then hit subscribe now!

Episode Transcript

Dr Rachel Morris: Did you notice a change in how your organisation treated its staff at the beginning of the COVID pandemic, and have you noticed a distinct return to normal since then? Do you sometimes wish to be paid more attention to people and less to tasks? In this episode of You are Not a Frog, I’m joined by Steve Andrews. He is Associate Director of Leadership at East and North Hertfordshire NHS Trust, he spotted a problem and did something about it.

We talk about how he and his team were proactive in trying to prevent the things they were worried about in their staff, such as burnout and PTSD following the pandemic. And they came up with a novel way of checking in with people, rather than checking up on them, which combines an ingenious blend of different leadership styles in just five simple questions. We talked about the power of just showing concern and really listening and how a simple intervention done right can help change a culture and create a movement. So listen, if you want to know how the command and control model is failing us in healthcare, what the most effective way is of supporting your staff in a crisis, and the five simple questions which could transform the interactions within your team and within the wider organisation.

Welcome to You are Not A Frog, life hacks for doctors and other busy professionals who want to beat burnout and work happier. I’m Dr Rachel Morris. I’m a GP turned coach, speaker and specialist in teaching resilience. And I’m interested in how we can wake up and be excited about going to work no matter what.

I’ve had 20 years of experience working in the NHS and I know what it’s like to feel overwhelmed, worried about making a mistake, and one crisis away from not coping. Even before the coronavirus crisis, we were facing unprecedented levels of burnout. We have been described as frogs in a pan of slowly boiling water, working harder and longer. And the heat has been turned up so slowly that we hardly noticed the extra-long days becoming the norm, and have got used to the low-grade feelings of stress and exhaustion. Let’s face it, frogs generally only have two options: stay in the pan and be boiled alive, or jump out of the pan and leave. But you are not a frog. And that’s where this podcast comes in. You have many more options than you think you do. It is possible to be master of your destiny and to craft your work and life so that you can thrive even in the most difficult of circumstances. And if you’re happier at work, you will simply do a better job. In this podcast, I’ll be inviting you inside the minds of friends, colleagues, and experts, all who have an interesting take on this. So that together, we can take back control and thrive, not just survive in our work and our lives and love what we do again.

For those of you listening to the podcast, you need to get some continuous professional development house under your belts. Did you know that we create a CPD form for every episode so that you can use it for your documentation and in your appraisal? Now, if you’re a doctor, and you’re a fan of inspiring CPD, and you’re sick of wasting a lot of time you don’t have on boring and irrelevant stuff, then why not check out our Permission to Thrive membership. This is a new venture, a joint venture between me and Caroline Walker, who’s The Joyful Doctor. And every month we’re going to be releasing a webinar fully focused on helping you thrive in work and in life. Every webinar is accompanied by an optional workbook with a reflective activity so that you can take control of your work and your life. You can increase your well being and you can design a life that you’re going to love. You’ve got to get those hours so why not make your CPD count? Choose CPD that’s good for you. So check out the link to find out more. Thanks for listening to my shameless plug. And back to the episode.

It’s really great to have with me on the podcast today, Steve Andrews. Now Steve is the Associate Director of leadership at East and North Hert NHS trusts. That’s in Stevenage. And he’s got a background in paediatric oncology nursing. And he sends out this amazing email pretty much every single week, I think it is, about leadership. In the context of health care the NHS, and that’s been a real inspiration. For me, he’s always got some really thoughtful things to share, as well as lots of really amazing links and resources. So it’s a real pleasure for me to have you on the podcast today, Steve. Thanks. Well,

Steve Andrews: Thank you very much and a pleasure to be here. Thank you.

Rachel: So one of the things that we were talking about when we had a phone call recently was the initiatives that you’ve started around COVID and we got to talking about what had changed and how we were treating people and how staff had just been so completely amazing throughout the crisis and still continue to be.

Steve: I agree completely. Our staff across the NHS have been outstanding over the last 18 months. And one thing which I think should be forgotten when we emerge fully from coronavirus is that contributions made, almost a cry should go out like it did after the Second World War after the Second World War. It was built, build a country fit for the people who’d endured that time period. I think the cry at the moment should be building NHS fit for the people who’ve done what they’ve done over the last 18 months. And one of the things that will be key to building that NHS will be our culture, teamwork and leadership. And often the leadership that I’ve been connected to, been passionate about, really supported and tried, wherever possible to see and acted was often referred to as soft and fluffy.

When I would say coaching should be a leadership style when I talk about autonomy, etc. The door with somebody had come back with kind of, well, that’s nice. That’s, that’s nice when it’s all going well, that’s nice and soft and fluffy. But in the harsh realities of the world, Steve, people need to be told that. I just didn’t buy that, and I never did. And I think coronavirus showed that actually, the soft and fluffy was absolutely the necessary and vital component to our success. Treating people with respect and dignity, getting people involved in the decisions that we made, making sure we will listen to our workforce or who could hear their ideas, their innovation, really respecting the effort and the workload that people were putting in and taking care for their of their mental health as much as their physical health. That’s what used to get called soft and fluffy, we would put mental health, psychological well being well down the list. I think coronavirus showed us that these things are now essential for us to rebuild our NHS.

Rachel: Yeah, I totally agree with that. Did you see instances in the pandemic where the other approach was tried and and failed?

Steve: I wouldn’t go as far as they failed. But did I see it tried? Did I see it implemented? Did I see that command and control? Yes, and poor decisions and poor actions were taken, giving instructions around particular elements of our store keeping, PPE, etc. And people not understanding why these things were being done and without an understanding of why, call that soft and fluffy. But without understanding why I’m being asked to do something, people’s motivation and engagement is lacking. When you’re told to do something which seems to equate, seems to go against your gut feeling, your evidence, what you can see right in front of you, then your passion to do it is low. And yesterday I saw quite a bit of that from time to time. I often don’t think it came from a poor place. I think people were frightened to any level. Some of us senior people I suspect were frightened. But again, because of the culture we built, that vulnerability being not open to, I’m concerned as well. I’m frightened as well. I don’t know what to do next. Being that vulnerable wasn’t allowed. We didn’t give people permission. And so the consequence was snap decisions, command and then frustration when people didn’t just blindly obey.

Rachel: And did that change throughout the crisis? Did people sort of change their style? Or was it particularly bad at the beginning

Steve: Definitely could argue that there was more of it, just in that first wave just as we were starting to get really that first wave, and there was a real fear and fear generates a particular set of knee jerk reactions, anxieties, and maybe we made quick decisions too quick. We didn’t involve people, people were not connected to the overall purpose.

Rachel: Why do you think traditionally we would have labelled these things as soft and fluffy. And it’s not important that we we’ve more consoles for command or control? Is it easier?

Steve: I suspected it easier, I suspect the other piece is that we’ve not been offered anything else. We were lovers in one respect, of role models, we see a generation ahead of it, how they’re leading, and we follow what we might do things slightly different. But change comes at a slow pace when you’re learning from the generation ahead, and the role models are not all they could be. Plus we have to say isn’t part of our training. So if I think back to my case of of training as a nurse, I can’t remember a lecture on patient safety. I can’t remember a lecture on leadership in three years, it’s not been seen as being vital. What’s been seen as being vital is a technical skill, and technical skills, whether the scientific route, the medical route of a right and wrong, good and bad and in and out, incredibly linear process.

Something about medicine when you start to get a bit more senior, when you start to really see what medicine is as you start to explore the art of medicine, not the science of medicine. And when you’re at that stage, all of a sudden ideas like working with colleagues, teamwork, multidisciplinary teams start to take on a different viewpoint. I don’t think we’re trained in many other ways. I think we revert to what we know, and we know good bad out, do it, don’t do it. What we don’t get trained in: how do I coach? How do I inspire? How do I communicate? How do I collaborate? And how do I influence? If we thinking now around integrated care systems, and even working across tribal groups, nurses, doctors, Ward A, Ward B? How do I influence? How do I get people that undertake things that I need for my success? In partnership? I have no hierarchical authority over them. But how do I connect? How do I collaborate? How do I create partnerships? Now traditional routes have been going up the hierarchy, getting the higher level of the nose to then come down into the hierarchy and get someone told, maybe building partnerships is something that a skill set that we’ve missed out on in our education.

Rachel: Whenever I run sort of my resilience training, particularly with maybe younger health care professionals, people are just sort of starting out. They really feel the hierarchy. And they feel that they can’t influence and they don’t have any impact because of the hierarchy, because they’re not at the top of the pecking order where I mean, we all know that, that if you’ve got to fall back on the hierarchy to get your way, then you’ve pretty much lost the battle anyway, haven’t you?

I remember when we were chatting before the podcast, you were sort of saying that the massive concern about coronavirus and the pandemic is that things changed quite a lot during the pandemic, in terms of working out how people are in this sort of compassionate leadership. The worry is that we’re just going to go back to how it was before and the culture is going to absolutely return to that command and control thing rather than the whole compassionate leadership thing. And how do you think we can stop it going back to how it was?

Steve: Well, I think one of the key elements resolved to start thinking about now as leaders is something we will work quite hard on before coronavirus, that we are creatures of habit. And I suspect many people will fall back into their habitual nature in terms of how they manage, how they lead, their expectations, etc. So the first thing to do is say, well, what do we know about changing habits? But we change habits because we can see purpose, we can see meaning and we can see results. And I think we’ve got great evidence to suggest that soft and fluffy compassion, looking after our people has worked incredibly well during coronavirus, our staff, our colleagues became so fundamental. The amount of resources, the well being initiatives which are underway, we’ve changed that dial on the compass a little bit, well being is really important. Now that’s the purpose, and I’m hoping that the compelling purpose that allows that habitual change, that change into something new, and it will stick. It’s that easy to get out of the groove. It’s also that easy to fall back into it really, really quickly.

Rachel: The one thing he said to me before, which really stuck with me, is that we need to change from checking up on people to checking in on people.

Steve: Absolutely. And we use this as almost our philosophy principle kind of thing during our support work colleagues join coronavirus, checking up being the idea that and as a leadership style that, have you done that yet? That’s been the checking up approach. Have you finished that? Have you got the report? And have you done that yet? Checking in approach is, how are you doing? What are you experiencing at the moment? What’s going well for you? How can I be a more supportive leader, colleague for you at this moment? How are you doing? Is the checking in process.

Rachel: And is that where the five questions came from then?

Steve: Well the five questions is a story of two papers and one phone call. I’m sure we can all remember those early pictures on the news of the coach heading to Liverpool with a few people with masks on. And we started to think at that particular moment in time, hang on a sec. This is heading our way. Across the organisation that senior levels that junior levels, people starting to ask those questions. And it was a couple of years gathered together just over coffee. And we started to say if this does become as serious as we’ve seen across the globe, and everything that we’ve got planned for the year, my entire purpose in this organisation is going to change overnight. No longer is development courses a two-day study day program, that’s just not going to be anywhere on people’s radar. So what do we have that we could offer the organisation which is going to be helpful and supportive? And at that point, we started to think about well-being, the psychological support, few people started to indicate Post Traumatic Stress Disorder, and the fact that, after it, even at that early stage, people started to talk ‘after it’. We’re going to need counselors after it. We’re going to need these Post Traumatic Stress Disorder programs.

And I think we just asked the question, hang on a sec. That’s that really old model of health, wait till it’s broken before you fix it. What about prevention, and wondered if there’s something we can do to prevent. Two papers came out very, very quickly after that, the one from the king’s bond on why compassionate leadership works in a crisis, and another from the British Psychological Society about the psychological needs of healthcare staff during coronavirus. But it was a phone call to somebody I’d worked with previously, he was a psychologist in the British Army, and really I phoned him up after some ideas had come together, and I said, you have to prepare your groups and your teams for sustained periods of stress and combat. What do you do? What is it that you do to prepare them for these sustained periods of stress and combat, so that post-traumatic stress is reduced?

And he told me a few things, a few things much exactly what were on the compassionate leadership paper, what were on the British psychological paper, society’s paper. And he used a phrase called ‘battle rhythm’. And he said, ‘Our leaders get into a battle rhythm of checking in with their people. How are we today? What’s the big concern for you today, and what’s going on for you today? This was a regular rhythm. All of a sudden that flow and rhythm was the moment of generation from some thought for us. If we took those two papers and that one phone call, and came up with a rhythm, a regular rhythm, to help our people check in with each other, to do what it says in those papers about maintain human connections, give space for people to talk, accept that some days are going to be more of a struggle than others, it’s okay not to be okay, and genuinely mean that not as a nice sound bite and a T-shirt.

Generally mean, ‘I know it’s about day to day, and it’s okay’. When we put all that together, we came up with these five questions, and I tested out a couple, let’s just do three and twos and lots of order. But we needed to create a few minutes of connection. So we needed enough questions that had a connection, more than 30 seconds, less than five minutes, though, something that maintained a human connection, some questions that provided psychological safety, but also the real attributes of soft and fluffy were present in those five questions.

Rachel: I’ve got those five questions in front of me, and they just really simple and straightforward, but I can see how they’d be so helpful. Just tell us what they are.

Steve: Okay, so the five questions are all based on a really emerging idea that we were having before coronavirus. And the emerging idea that we had was that leadership models were not helping us. If you go to the Institute of Health Management, you’ll get taught a leadership model, and it’s going to be brilliant. It’s going to be absolutely fantastic. If you go to the Kingston, they’ll teach you a leadership model, and it’s awesome. If you go to their leadership academy, they’ll teach you the healthcare leadership model. It’s fantastic. The point we were trying to get to was, we’re really inconsistent with all these models. But it’s not whether they’re right or wrong. It’s whether they’re useful or not. The usefulness of leadership models was already a conversation we were having.

And then this happened, the two papers, that conversation, it just seemed to fall into place. ‘How are you doing?’ is question number one. So ‘How are you doing?’ is compassionate leadership. This is now saying, I have a genuine and authentic concern and care about you. This isn’t a passive in the corridor, ‘Hello,’ alternative. ‘How are you doing?’ ‘I’m fine. How are you doing?’ This is a genuine ‘How are you? What are you experiencing? What’s going on for you in your world? What would be helpful? Tell me more and share your experience with me. How are you doing?’ We, and I’m sure that you in your medical training, Rachel, we’re taught exactly the same lesson I was taught in nursing training, there is only one answer. When asked when anyone asks you ‘How are you doing?’ And that answer is ‘Busy’.

Yeah, there’s no other alternative. And of course, that’s because we’re not quite sure, we’ve not quite established a level of relationship. We’re not quite sure whether if I was to really tell you how I’m doing, whether it would have a negative consequence on career, relationship opportunities. Whether I would be seen as being not coping. Or if I was to say that I’m not fine today, but actually I’m struggling today, would the response be almost to look like ‘You’re not cut out for this?’. This might not be the profession for you. So you have to say ‘Fine’, you have to say ‘Oh, busy but getting on.’.

You have to move on to question number two. Question number two, ‘How is the team doing?’ And this worked in two really powerful ways. This is collective leadership, and collective leadership is about the team. So the first thing this question does is, ‘How is the team getting on? How is the team doing? How are people around you?’ It now starts to remind that individual that you’re not alone, you’re not in this on your own is the team here. Talk to me about it. Talk to me about what’s going on for the team. It also is a technique to create psychological safety. We’ve talked lots about psychological safety in many of these forums, but we’re still not quite sure, how do we get it? We want it but, how do you get it?

Well, this question gives you a little opportunity, because the answer to how is the team doing is the third-party answer. I’m fine, but the team is struggling. I’m fine, but the team are worried about PPE. I’m fine, but the team are overwhelmed. I’m fine, but the team are concerned about the ongoing changes. What you might actually be saying is, I’m concerned about the ongoing changes. I’m concerned about PPE, but I didn’t feel safe enough to tell you when you asked it for me. But I feel a little bit safer using a third party language to say to that moment, this creates, you’re not alone. You’re a team. And here’s some psychological safety to tell me genuinely what’s going on here.

Rachel: That’s really clever. Because by asking about the team, you are asking about them, aren’t you? Yeah, because the team aren’t going to be feeling something if you’re not feeling it, you will put it together and I love that concept. And there is still a stigma in saying I’m not fine, and people feel it as much as we tell them, it’s okay to not be okay. People feel it isn’t okay to be not okay. And so, I love that, that’s very clever. Well done.It’s a really smart way of getting people to admit how that how they really are, without threatening, really great psychological safety there.

Steve: So question number three, then moves us along a little bit. So question number three asks, ‘How are your colleagues doing?’ So here, there’s something going back to our previous conversation about hierarchy. My team is my team, I might have some influence using my hierarchical position here. My reputation, my role within this team might be able to influence, but colleagues refers to the wider group. And again, picking up on some of the work from those papers that we referred to, and our understanding about what drives human beings connected to a purpose. We were all connected to a purpose during those dark days of coronavirus. And that purpose, I’m absolutely convinced, gave people energy that gave people motivation and commitment. Why would he continue to get out of bed and face some of the things that people faced is because they had a compelling purpose, the care and support and the compassion to our community, the requirements to actually do the best you can in such circumstances.

So connecting with colleagues now says, I’m connecting with colleagues but for a higher purpose here, though. This is about the nurses being interested in how the doctors are getting on, this is about the ED being concerned that one of the intake boards or other type boards is doing fine. Because with our system, what we do, though, I’m based in a hospital located around Stevenage, nobody else is doing what we do. Nobody else is doing what we do. And I get out of bed in the morning, come in to that hospital, I don’t have a competing hospital across the world, nobody else is going to be there. There’s not another ED department for this community. There’s not another hospital for this community. This is us in a privileged position to root, to deliver high quality, compassionate care and serve our community. And by connecting people to colleagues with the idea here is that we keep connecting to that higher purpose. Though, how are we getting on a ward that Ward A? How is Ward B getting on? How is the entire hospital getting on and serving our community? Just to keep actually, there’s bigger things going on here. And again, it’s like connecting to you’re not alone, you’re connected to a team, team, you’re not alone, you’re connected to other teams. And this network of teams, this team of teams is called an organisation and this organisation is going to do something awesome and fantastic. The community we serve. And it’s that kind of inspiration and motivation at that particular point in the five questions.

Rachel: You read the questions, so yeah, on the surface, they look like really good questions. But actually, when you’re now telling me what’s behind these questions, I think they’re even better, fantastic.

Steve: So of course in that, ‘How are your colleagues doing?’ question three, that’s collaboration, isn’t that, so that’s collaborative leadership. That’s everything we know we are going to need in the future. Our ICS is not going to work in any way, shape or form without partners’ collaboration. How much am I prepared to give into the system for this system to work? If I have to win everything, and then nothing’s going to work, we’ve got to be able to share, understand and actually offer for the bigger collaborative purpose. Though ‘How are your colleagues doing?’ starts to connect it up.

The next question is, ‘How can you help them?’ So this is a question directed at empowerment, autonomy, and I noticed there’s problems with it. You can’t really empower anybody else, that has to come from within. But this is about creating a climate and an opportunity. It’s saying, ‘Do you have any control over the situation you find yourself in?’ Especially during coronavirus, so much control was taken away from us, we lost control of schools, lost control of our holiday shopping, where we could go, how we could socialise, people had a lot of control. So the idea of question four is not to take more control off people by saying, ‘That sounds terrible. Let me fix it for you. Let me rescue you.’ Not ‘Let me fix all this for you and make it go away’, or to say something like, ‘Well, you know, you just have to step up, and there’s nothing to do,’ the question says, ‘What could you think? What do you think you could do to help?’

So this is my colleagues are anxious about PPE. What do you think you could do to help? Oh, I saw a really good video about PPE on YouTube, I’ll share that. Brilliant, thank you very much, what you could do. And the idea here is, is if question number one is compassionate leadership, question number two is collective leadership, question number three is collaborative leadership. The idea here in these first is connect and listen, the idea of number four is what can you do to help them is coach. At this moment, you start to coach your people, you start to ask questions. What do you think you could do to help? If you did something different, what would it be? What would be the one thing you could offer to your, from ED to Ward Four that would help? What have you learned, that if you shared it with your colleagues, would help your colleagues?

So now you’re starting to coach people into taking some actions, taking some ownership, giving some control back. Control is a really, really important element of our well being, the more control we lose, the harder it is to maintain our well being. Of course, there’s something really interesting going on here, which is fundamental to all our dimensions of care. When we then say, what can you do to help them? When they go away to help to do something to take an action to help somebody else, A) anxiety is reduced, because they’re being helpful, they’re doing something, they’re busy and doing something that reduces anxiety. But you’re also doing a good thing, a helpful thing, a kind thing. And when we’re kind to other people, we feel good about ourselves.

So in this moment, offering some control back, we’re also getting a sense of personal well being, that really controversial idea that there’s no such thing as a selfless act. Even when we give money to the homeless guy, the homeless guy gets his cup of coffee, but boy, we feel warm inside. So we’ve read the question for you, giving people opportunity to help each other, to feel good about that help. And again, that improves our well being.

Question number five is servant leadership. The servant leadership isn’t about the idea of, that’s all well and good, but there might be one thing I can do to help. How do I serve you? It’s understanding that if you’re in a leadership position, even leadership as a colleague, not leadership as a hierarchical position, but with leadership comes this notion of service. How do I serve? How do I serve my colleagues, my team, the purpose? So the question here is, what can I do to help? What could we do to help? What one thing could I do that would make things better?

So in those five questions, that can be done quite quickly, they could be used as coaching questions for a longer conversation. But the idea here is passionate leadership, checking in, how are you doing. Collective leadership. Tell me something about the theme and how the team are getting on. Collaborative leadership, what do you know? And what would you understand about what’s going on in the bigger picture, the hospital, your colleagues in other professional groups? And then coaching, or what do you think you could take ownership of, what you could change? And then servant leadership, what one thing could I do to help you in this moment? And that’s the rhythm.

And it all stemmed from a cup of coffee, some permissions given from our senior leaders near in the hospital to experiment and play, a phone call and two very short papers. And from that we just put in play the soft and fluffy that we’d cared about before coronavirus, and it now had to meet coronavirus head on. And so the five questions is soft and fluffy meeting coronavirus.

Rachel: That’s just totally brilliant. And I love those questions. I love the fact that number four comes before number five, they’re giving them an opportunity to come up with their answers, just to stop the person asking them getting into that rescuer role and being a bit heroic and stuff like that. But then you’re also acknowledging that there is something that you can do. So really carefully constructed, and I think brilliant. What results did you get from this, from using this?

Steve: So very, very quickly, we started to put out little credit card sized handy notes, started, put a few things on YouTube to try and get the news around the organisation. And we’ve got some T-shirts printed with the five questions on the back. So first of all, it was putting some of the message out there, and then I just used it with people. I was on corridors, in units on wards, just being there with people and showing that that human connection was important. Then people will take it away. And before you know it, I was getting notes and emails saying, ‘Tried out the full question, Steve, this was the result. Will try to have a full question, the five questions.’ And ‘This is where we got to, tried the five questions, Steve, and didn’t quite go to plan for we had a great three minute conversation.’

And of course, for me, that meant it went exactly to plan. I wasn’t expecting everybody to be meticulously following all five to connect. That gave people a confidence that actually, almost like a crutch. I’ve got these five questions as a crutch to help me connect with somebody. The five questions is taking me into this connection with another human being. I’m not lost and alone in that connection. And of course, the most important bit is the connection, put the five questions down when the connection is strong and healthy. But it’s that crutch to get in very quickly.

Because we’re all social media aficionados these days, I put it out on some social media, it got picked up by a couple of hospitals around the UK. And then I was hearing things back from hospitals within ICS. So a few hospitals over at Harlow in Watford, and I was hearing the same kind of stories from them that we were getting, and sort of shared five questions with them. Before again, we had now all of a sudden we were doing ‘train the trainer’ sessions to help people use it, it was becoming a part of our leadership team taught leadership programs, it was going into online sessions.

And I think the most important bit of the whole program was to reinforce those initial principles, connect with genuine concern, listen deeply, coach people to their potential, but be ready to serve others. And that’s the bit that has made the shift. I’m kind of now with the papers I put out, and the presentations I do, I give lots of alternatives to some of the questions because I wouldn’t like people to be embarrassed that they’re asking the same five questions too often. That connection, listening, coaching and serving. It’s the most powerful motivator, that soft and fluffy leadership approach.

Rachel: I really love it. And I’m thinking it would work absolutely brilliantly in general practice as well, if you have, have you heard of any GPs using it at all?

Steve: I haven’t; it went out recently, across all our ICS, which will be included. All the CCGs and the practices as well. I’ve not heard back of its deployment or use there. But I’ll be holding my breath and see how we get on.

Rachel: So I’m looking at this and I’m wondering if everybody felt comfortable using it or just the team leaders? Or was it, what are people are searching for, what I’m teaching you, I can’t ask that of people. Or did you get the message out that actually this is for anybody?

Steve: So two things around that actually, what way? The talking about the five questions, and not doing the five questions was equally as helpful with junior staff. Though I did, it’s a bit like, we have a conversation about the five questions and both of us are feeling energised. Both of us are feeling, ‘This is good’. This is what the effect of the five questions is working on, is without asking the five questions. And I noticed that, really interesting. So I did a stint where I welcomed, I mean, there’s two things I wanted to do, I wanted to welcome people into the hospital when they were coming in for shifts and I wanted to say thank you to the night staff as they were there with me. So we did this for a little while. And it would stop people wherever I saw that there was a little opportunity for conversation.

And with very junior staff, I would talk as we’ve just talked almost, and explained what the five questions were, no pressure. No, you must now go out and do this, but almost in its colour scheme, in its structure. And in that conversation. It was a badge, an emblem, a visible moment that said there’s something else going on here. You know, how are you doing? Is this really important? So much so that the group of us who met for that coffee and began talking about how our role was we’re going to change on coronavirus. We got known as the ‘How are you doing?’ team. So we’re a bit puzzled, so we have an email address, to how, contact ‘How are you doing?’ team and so it became a movement rather than an implementation of a tool.

‘How are you doing? team’, when we were asked during the summer of last year to do a report on how things had gone in terms of psychological support for staff. That report was called the ‘How are you doing?’ report. Grateful that we’ve been shortlisted for some awards and things like that. Very nice. But I think it’s the fact that people could recognise it early in its simplicity. Not necessarily that I do it as a team leader, but actually I can see the relevance of it for me. And what if you just ask them of yourself? How am I doing? What am I feeling about being a member of this team? What am I seeing in my colleagues, which is inspiring me or concerning me? If I was to change something that I’m doing, what would I change? What do I need to do to serve myself better, to take care of myself, self care, well being, etc. And wherever we are, we’ve kind of bumped into people to talk about the five questions. It’s been the lines that the conversation has taken, which has been equally as valuable as the five questions themselves.

Rachel: Yeah. And I like the way that they combine all those different leadership principles for those that they, that the new leadership styles are so so important, and just make some so accessible, and helpful. You said you were thinking about how you prevent PTSD, rather than just sort of fixing it. Do you think it’s made a difference?

Steve: I’d love to have one of those wonderful numbers, if I, but if I did, or didn’t have the wonderful number, some would or wouldn’t believe. I have a faith in things, and my faith in this is quite strong. I have a record. I have a portfolio now of personal messages, gratitude. moments when people have just dropped me a note, just just out of the blue to said, Steve did the five questions. They just did this: Steve, thank you for the conversation you had in the corridor and five questions was the invitation to the conversation, because then that’s the conversation that was this? Has it made a difference? Absolutely. I’ve got reams of emails and messages on my text messages and Twitter feeds, etc. The British, the Royal College of Psychiatrists picked it up, and it’s on their website now as part of best practice for coronavirus, which, again, very grateful for that kind of support.

For this has been by a movement and as most is by people finding value in and if people then pick it up, the people download it. If people ask me for a company’s value in that, there’s, they’re reaching out a connection. Some people are asking themselves a question, and they want to ask the teams that they care for a question. Well, I don’t have one of those magic numbers. I have a faith that the work we did in the ‘How are you doing?’ team from five questions, is one of the interventions we had. We did lots of one to one conversations, we ran some team debriefs, we made ourselves visible strong pointing in all the leadership pieces and even the conversation with a psycho psychologist from the British Army: be visible.

By visible they weren’t talking about the senior leader walking around going you’re wonderful, but visibility in terms of leadership and action, a presence a sense that there’s something is happening because of you or because of your concern your your respect and your your compassion for us to have visibility in action as well as physical presence. And I think all that those combinations of work that we did we do quite a lot of work. The five questions was often a really nice introductory piece to get us to a conversation about the huge well being support that was on offer through the coronavirus, the downloading of apps like Headspace the use of text services like Shout the access to help lines, though the five questions were often part of that wrapped up package. The five questions which seem to have emerged as a standalone piece host coronavirus.

Rachel: Steve, we’re nearly out of time. And we could talk about this for another, a few hours I think. But if someone was thinking, ‘Actually that would work really well in my practice or in my workplace. But healthcare or not, what’s the three tips would you give people for starting to use this?

Steve: Tip number one, recognise that you’ve just asked yourself a really fundamental question. You’ve just said to yourself, I want to make an impact. I want to do something different. And actually wanting to do something different. You’ve identified a gap, a need at something’s going on. Tip number one, recognise what you’ve just done, you’ve just done, I’ve seen something, I’ve recognised need.

Tip number two, do not set yourself up to a bigger task. Don’t say, I’m going to get the five questions and fundamentally rock the foundations of your world. I’m going to get this and I’m going to experiment. I think one of the big differences between management and leadership. Leadership is an expense. Every act of leadership is an experiment you have no guarantee this is going to go well or not. So have a hypothesis and test that hypothesis. And five questions is your test for a hypothesis.

And finally, number three, give yourself time. I remember a couple of interventions I’ve tried in the past, and especially in sort of education, where all of a sudden you put something out there, which you think is revolutionary, you think people will absolutely solve this then. And then all of a sudden, nobody turns up, but nobody’s on the call. When that happens, persevere, just keep going. If you build it, they will come. And there’s something about just them realising the team realising or the need, realising that you’re not going away. The case of nobody turned up today. That’s all that happened. That didn’t mean your idea was wrong. It didn’t mean that you’re wrong. It didn’t mean that everything you do is now just that today wasn’t the day, tomorrow might be the day that this moves a step ahead.

Rachel: Brilliant, thank you so much, that is just really, really helpful. See, if people then wanted to use these, how can they get hold of them that they copyright? Or is there a sort of an open resource that they can find them?

Steve: So they’re absolutely welcome. It is an open process. I’m a jobbing NHS worker, I think I’ve sent you the three documents that are connected to this image. And I’m really happy for them to be shared. there’s a couple of words which matter hugely to me, in NHS, national and service stand out as being really important. I might work for a hospital in Stevenage, but I’m part of a national, a national commitment to improve the health of our community. And service is as much to our patients and our families and carers that we look after book service to my colleagues. So people can have this. It’s, if it’s just if it’s helpful, it’s yours.

Rachel: Steve, if people want to get a hold of you personally, or get onto your amazing mailing list with a weekly sort of emails about leadership or fully on Twitter or LinkedIn, how can they do that?

Steve: Absolutely, welcome anybody to join our network and our distribution. If you want copies of the five questions or to get on the mailing list, just email me at steve.andrews5@nhs.net, and if people want to pick up on my Twitter feed, it’s @SteveAndrews3. And if you do contact me, I’ll do all I can to share and spread the word.

Rachel: Great. And I do recommend your emails that come out each week that they’re fantastic. Thank you so much, Steve. Can I just say I think that the trust in which you’re working, absolutely so fortunate to have somebody like you with the values, and the enthusiasm, the commitment that you have to your staff working there. And I just just think this has been such a brilliant initiative. So thank you on behalf of all those staff.

Steve: Thank you, Rachel. And it’s been a pleasure to chat this afternoon. Thank you very much indeed.

Rachel: Really great to chat and I’d love to have you back. So you have so much wisdom about it. It’s so we’ll get you back at some point to talk about or find out how it’s, I’m sure this is gonna go, this is going to go national and it will be really interesting to see what happens with this. So thank you so much. Speak again soon.

Thanks for listening. If you’ve enjoyed this episode, then please share it with your friends and colleagues. Please subscribe to my You are Not a Frog email list and subscribe to the podcast. And if you have enjoyed it then please leave me a rating wherever you listen to your podcasts. So keep well everyone. You’re doing a great job. You got this.

Podcast links

Check out our Permission to Thrive CPD membership for doctors!

The Joyful Doctor

Headspace App

Shout — text support service

Connect with Steve: Email | LinkedIn | Twitter

For more updates and episodes, visit the You Are Not A Frog website.


You can also tune in on Google Podcasts, Apple Podcasts or Spotify.

Sign up here to receive a link to the episode workbook and CPD form downloads for each podcast. You can use them for reflection and to submit for your appraisal.


You can also join the Shapes Collective Facebook group where we chat about the hot topics and regularly post interesting articles. Have any questions?

Contact Rachel through these platforms:

LinkedIn: @Dr-Rachel-Morris

Twitter: @DrRachelMorris

Email: rachel@wildmonday.co.uk

Find out more about our training here. Here’s to surviving and thriving inside and outside our work!

Other Podcasts

Episode 171: How to Avoid Amygdala Hijack Part 2

Picking up where we left off, this quick dip episode dives into the last four factors of the SCARF Model. We learn more about tips and techniques that can help minimise threats and improves our response. Reward yourself and develop habits that can help you feel certain, in control, and supported even amidst all the stress. Learn how to better manage your stress and respond to difficult situations. Avoid an amygdala hijack when you listen to this episode!

Episode 170: How to Feel Happy, Calm, and Connected

Do you ever wish you could stop endlessly overthinking things you have no control over? Dr Giles P Croft is back on the podcast to discuss his experience of having a TIA that caused his left brain to stop functioning properly. We discuss how our thinking left brain often gets in the way of us staying in the present moment. We also lay down simple ways to get reacquainted with our right brain. Stay tuned to this episode to gain wisdom on how to live a happier, calmer, and connected life.

Episode 169: How to Avoid Amygdala Hijack Part 1

In this quick dip episode, we uncover the overarching principle of the amygdala. We discuss how to avoid an amygdala hijack and how not to operate from our threat zone. We have a choice around how we perceive and respond to triggers. We introduce the first principle of the SCARF Model and how to get over it. Learn how to minimise threats for yourself and others. If you want to know how to avoid an amygdala hijack, this episode is for you.

Episode 168: How to Do Something Different in Your Career

Episode 168: How to Do Something Different in Your Career Do you ever feel you’re just repeating the same routine every single day over and over again? Especially in healthcare, feeling stagnant and bored can ultimately lead to burnout. As daunting as it may sound, challenging yourself to try something different can help prevent this. Who knows, you might even discover a newfound passion that can also be profitable in the long run.Jo Watkins, co-founder of The HOW People, joins us to explore entrepreneurial possibilities for medical professionals without leaving their day jobs. We talk about what holds us back from pursuing a business idea and how you can get started on this journey. We also discuss honing the transferable skills you already have to discover what you’d like to try.Stay tuned to this episode if you want to start doing something different in your life and career. Here are three reasons why you should listen to the full episode: Discover your ‘why’ in life and business. Understand why you learn most by failing. Recognise and hone your transferable skills as a professional and entrepreneur. Episode Highlights [04:50] The Beginning of Jo’s Entrepreneurial Career Jo followed a very traditional path from medical school. She moved to South Wales for a lifestyle change when she met her partner. There, she was able to attain long-term locum practice and move into a part-time partnership. She realised she enjoyed mixing things up early in her partnership. Starting a practice website led her on an entrepreneurial path. Jo started making homemade granola after getting introduced to her cousin’s granola recipe in Canada. Before she knew it, she was selling her granola all around the country. [07:56] Worrying about the Unknown in Business Even at the heyday of her granola business, she still thought she had so much to learn. After acquiring a new skill, it’s all about getting out there and marketing it to people. Having a business involves being uncomfortable and taking steps you couldn’t imagine yourself taking previously. Within a typical clinic day, there are a lot of moments where you are making a real difference. In business, you can have days on end where it seems like you’re not getting anywhere. Tune in to the full episode to learn the secret ingredient for good granola! [10:56] Honing the Skills Within Be more

Episode 166: Are You Ok?

When was the last time you asked yourself, 'How am I?' and took the time to really sit with yourself? If you don't feel ok — that's ok.

Episode 161: The Problem with Boundaries

Boundaries help you stay healthy and sane — so why do we let them crumble? Find out how to maintain your boundaries with power language so you can thrive at work and home.

Episode 160: How to Avoid Burnout on Repeat

Dr Claire Ashley joins us in this episode to discuss the common occurrence of burnout and what we can do to avoid it. You have the option and the permission not to burn out. Tune in to this episode to find out how.

Episode 150: How to Get People To LOVE your Ideas with Toby Moore

Toby Moore joins us in this episode to share communication techniques that can convince the people around you to change. He shares his insights and advice that can improve how you speak to people, whether to an audience of hundreds, a sceptical team, or to a key decision maker or colleague. Want to learn the best communication strategies to convince others to change? Tune in to this episode.

Episode 143: Is It ‘Normal’ Not to Cope?

When you’re burning out, stop blaming yourself and start being compassionate. If you want to know how to cope with stress and burnout in the normal and human way, stay tuned to this episode.

Episode 142: How to Stop Your Finances Controlling Your Career

Dr Tommy Perkins joins us for a conversation about money and career. We talk about why people make unusual financial decisions and what motivates a person to spend. Find out how you can make the changes you need in your life without worrying about money when you tune in to this episode.

Episode 141: You Choose

You might feel your obligations box you in. But the truth is, you make a choice whenever you act — even if it seems you have no choice at all.

Episode 140: How To Stop Emotional Eating, Eat Better and Feel Better with Dr Matthea Rentea and Keri Williams

Keri Williams and Dr Matthea Rentea talked about the causes of emotional hunger and how it affects our mood and hormones. They also discussed their inspiring weight loss journey and explained why diets don't always work. Finally, they imparted tried-and-true advice on how to stop emotional eating. Don't miss out on this episode if you're looking for the most practical ways to manage binge eating and experience consistent weight loss!

Episode 138: How to Balance Life and Work

Dr. Claire Kaye joins us in this episode to discuss why we should never aim for work-life balance, and why you should aim for life balance. If you want to learn how to do a life audit to work out your priorities, this episode is for you.

Episode 137: Shark Music

If you're not careful, the assumptions you make can turn your thoughts into a spiral of dread. Don't listen to the shark music!

Episode 134: How to Tell People What They Don’t Want to Hear

No one wants to hear a no from other people. However, for many professionals, knowing how to say no and maintaining your boundaries is a must. Jane Gunn joins us once again to talk about how you can say a clear no. Stay tuned to learn how you can say no in the best possible way.

Episode 133: But Is It A Tiger?

Are the things that annoy you in your daily life causing frustration, irritation, and bad moods? Learn how to stay calm in the face of irritations, shake off disruptions and make better decisions even in the heat of the moment.

Summer Replay 2022 Episode 3 – How to Break Up With Your Toxic Relationship With Your Career with Dr Pauline Morris

Dr Pauline Morris joins us to share her career counselling advice for physicians and other professionals in high stress jobs. We discuss the common pitfalls that lead doctors to unsustainable work habits. Pauline also sheds light on why staying in your comfort zone can be detrimental to your performance. To avert this, she shares tips on how to better recognise and advocate for your own needs. We also learn about the importance of self-care and taking time for yourself.

Summer Replay 2022 Episode 2 – Should I stay or should I go? with Corrina Gordon-Barnes

Corrina Gordon-Barnes joins us to share how to better relationships and take control and stay in your zone of power. She shares how to make a good decision by questioning thoughts and assumptions. We also discuss how you can change your perspective to become more compassionate, accepting, and empowered. If you want to know how to better relationships, stay in your zone of power, improve your decision-making skills, and be true to yourself, then tune in to this episode!

Episode 131: What To Do If You’re Stressed AND Bored

Rachel discusses how to address and navigate the toxic combination of stress and boredom in the workplace. She talks about the role of learning in living a good, meaningful, and self-actualised life. Rachel also lays down five ways that will enable you to fit learning into your schedule without increasing the chances of burning out.

Episode 130: How to Say F**k It and Become Ridiculously Relaxed (Even about Stuff That REALLY Matters) with John C. Parkin

John C. Parkin joins us today and encourages us to say ‘fuck it’ more in our lives! Not everything is important, and sometimes we try too hard living up to society’s excessive expectations. John shares how overcoming stress and setting boundaries often results in overthinking and feelings of guilty. He wants us to calm down and breathe! Let’s learn to finally prioritise relaxation in our lives and see how much better we become through it. If you’re struggling with stress and want to know how to calm down and let go of what you can’t control, then this episode is for you.

Episode 127: After Burnout: Going Back to Work with Dr Katya Miles

When major issues occur in your life, it’s often necessary to take a break and deal with them, and of course, there’s also the other reasons we take significant time off work - maternity or parental leave, taking a sabbatical or taking a career break. If you want to know how to go back to work thriving, stay tuned to this episode.

Episode 126: Using Nature to Answer Your Big Questions With Henri Stevenson

Henri Stevenson joins us to talk about the ways connecting with nature can shift our thinking and open up new solutions. We discuss the differences in our thoughts and feelings when we're in nature versus within artificial walls. She shares her stories of finding metaphors for life situations reflected in nature and what she learned from them. Henri reminds us that sometimes, the solutions to our problems may show up in quiet spaces when we take a few moments to connect with nature. Curious about how to take time to learn and connect with nature? Learn how and much more when you tune into this episode!

Episode 125: How to Say No and Deal with Pushback with Annie Hanekom

Everyone has difficulty enforcing their set boundaries, from top-end executives to junior employees. Logically, we know that we cannot do everything people want, but biologically, our minds are hardwired to please people. In this episode of You Are Not a Frog, Annie Hanekom guides you through how to say no and deal with the inevitable pushback.

Episode 124: How to Change When Change is Scary with Dr Claire Kaye

Change can definitely be scary. However, it doesn’t always have to be a difficult experience. Dr Claire Kaye joins us in this episode to talk about how you can approach change proactively. Whether you dislike change or thrive on it, her insights and enlightening tips will help you make the most of the opportunities in your life. Are you undergoing a difficult change right now? Learn more about how to change even when change is scary in this episode of You Are Not a Frog.

Episode 123: How to Live With No Regrets with Georgina Scull

Georgina Scull joins us in this episode to talk about what she learned from writing the book, Regrets of the Dying: Stories and Wisdom That Remind Us How to Live. She shares three revelations that people have while on their deathbeds: not being able to make other people happy, living up to other people’s expectations, and trying to rewrite history. We walk you through practical steps to help you reflect on your true desires so you can live a meaningful life.

Episode 122: How to be Happy at Work with Sarah Metcalfe

Joining us to talk about the importance of happiness in the workplace - and how we can find it - is Sarah Metcalfe. The founder of Happiness Coffee Consulting, she shares her top tips on simple things you can do to pursue happiness and share it with others. Even in high-stress jobs, it’s possible to choose happiness and spread it. And the results can be extraordinary. If you want to learn more about how and why we should be happy at work, tune in to this episode.

Episode 121: How To Be A Happy Working Parent with Corrina Gordon-Barnes

Corrina Gordon-Barnes joins us to discuss the common struggles of working parents and the things we need to unlearn. She shares how to take radical responsibility as a parent and delegate responsibilities from housework to emotional load. We also teach you how to stay in your zone of genius and accept help when you need it. It’s time to live a life you love and enjoy, even amidst all your responsibilities! If you’re struggling to balance work and parenting, stay tuned to this episode.

Episode 120: Making Online Meetings Work with John Monks

John Monks joins us in this episode to discuss designing better online meetings and interactions. We clarify the difference between a meeting, a presentation, and a workshop. We also discuss creative ways to design online meetings that energise and infuse rather than drain and demotivate. And John shares some simple exercises on limits and boundaries that can radically improve our problem solving and creativity. If you want to know how to make the most out of online meetings, stay tuned to this episode.

Episode 118: How to Manage Upwards (and Sideways) with Dr Claire Edwin and Dr Keerthini Muthuswamy

Dr Claire Edwin and Dr Keerthini Muthuswamy talk about their experiences working within a hierarchical system as junior doctors and share what they have found to be essential if you want to build trust and foster good relationships with your seniors, your juniors and your peers. If you want to know how you can build trust and influence your workplace, and manage upwards and sideways this episode is just for you!

Episode 116: What I Got So Wrong About Mindfulness And How It Might Transform Your Life with Dr Steve Pratt

Dr Steve Pratt joins us to discuss what we really mean by mindfulness, and how it could work for you. He'll debunk some of the myths of mindfulness and how you can make it worth your time and effort. We'll discuss how certain techniques can help us live happier, be less anxious, and harness our resources to make better decisions. Finally, Steve shares his mindfulness practices and takes us on a quick three-minute breathing exercise! If you want to learn about mindfulness, stay tuned to this episode.

Episode 114: How to Get an Appraisal that Doesn’t Suck with Dr Susi Caesar

Dr Susi Caesar joins us to talk about how you can elevate and enjoy your professional life with annual appraisals. She shares the purpose of appraisals and how they can help you choose the best way forward in your career and personal life. Dr Susi also gives her top tips on what you can do to make this process more meaningful. If you want to know more about appraisals and how you can benefit from them, stay tuned to this episode.

Episode 113: What To Do When A Junior Is Badmouthing Your Colleagues with Dr Ed Pooley

Dr Ed Pooley joins us in this episode to discuss what we should do when we see inappropriate behaviour like badmouthing. He shares how we can manage difficult conversations with the intent of helping others. We also discuss the importance of recognising triggers through the SCARF model. If you want to know how to deal with difficult conversations for a better workplace, listen to this episode.

Episode 112: Why We’re Ditching the Term ‘Imposter Syndrome’ with Dr Sarah Goulding

Dr Sarah Goulding joins us to talk about imposter syndrome and why we need to drop the word from our vocabularies. We also discuss how self doubt can be helpful to us. Finally, she shares tips for overcoming wobbles and incorporating more self-compassion into your life. If you want to get over your imposter syndrome and practice self-compassion, then this episode is for you!

Episode 111: What To Do When You Start To See Red with Graham Lee

Graham Lee joins us to discuss our emotional states and ways to apply simple mindfulness techniques to change them. Most conflicts are rooted in unmet needs. When we admit those needs, we can instantly change relationship dynamics. Graham also shares tips on what to do during stressful situations where your emotions cloud your judgement and thinking. If you want to use mindfulness practice to be more aware of your emotions even during difficult situations, tune in to this episode.

Episode 110: How To Stop People Pleasing And Absorbing Other People’s Angst

Dr Karen Forshaw and Chrissie Mowbray join us to discuss how our core beliefs shape the way we respond to situations. When taken too far, empathy and helping people can be a big cause of stress. In addition, we also talk about we can learn to reframe and reassess their core beliefs. If you want to know how to help people without absorbing their emotions, stay tuned to this episode.

Episode 109: Is It Possible To Have Fun At Work? With Dr Kathryn Owler

Dr Kathryn Owler joins us in this episode to share her fascinating research on the characteristics and traits of people who enjoy their current jobs. We dissect the common themes these people have in finding success in their careers. And we also talk about changes we can implement as individuals to make work more fun and enjoyable. If you want to start adopting the mindset people who have fun at work have, stay tuned to this episode.

Episode 108: What We Wish We’d Learnt at Med School with Dr Ed Pooley & Dr Hussain Gandhi

Dr Ed Pooley and Dr Hussain Gandhi join us in the latest episode of You are Not a Frog. They discuss the management skills a doctor needs that you won't learn in med school, plus tips to help fresh doctors feel empowered in their workplace. Whether or not you work in medicine, these skills are crucial when it comes to working effectively and managing your own and others’ time. Tune in and listen to the experts talk about the management skills med school doesn't teach you and how to learn and develop them today.

Episode 107: Define Your Own Success In Life With Dr Claire Kaye

Dr Claire Kaye joins us to talk about the importance of honesty and clarity in defining our own success. We may think that achieving certain goals will make us happy, but evidence shows us it’s the other way around. It’s only when we’re happy that we can be successful. We also discuss how to overcome common barriers to our happiness and success such as fear, guilt, and uncertainty. If you want to know how to live a happier and more successful life, stay tuned to this episode.

Episode 105: The Simplest Way to Beat Stress and Work Happier with Dr Giles P. Croft

In this episode, Dr Giles P. Croft joins us to discuss how our thoughts and emotions trigger stress signals. He shares his controversial approach to tackling stress, and why most of our efforts to cope better don’t really help at all. We also delve into the importance of pausing to allow yourself to calm down and letting go of the things you can’t control.

Episode 104: How to Cope With Nightmare Relatives and Colleagues Without Losing the Plot

In this special Christmas episode, Corrina Gordon-Barnes shows us how to create the groundwork for a peaceful and successful holiday season, even while navigating difficult relationships with relatives or colleagues. Corrina guides us to relax our expectation of a perfect holiday with our family, so we can face reality in ourselves and others. She explains a simple framework to allow you to resolve conflict, and walks us through what we can do during difficult gatherings and how to shift our responses to create different outcomes. Tune in to improve your strained relationships with relatives and co-workers through empathy and letting go of past assumptions.

Episode 103: How Not to Settle For The Way It’s Always Been Done

Dr Abdullah Albeyatti talks about improving your life and career by making changes and taking risks. He explains why settling for the familiar could be slowly ruining your life and how you can avoid this situation. Finally, he shares his top three tips to become a changemaker in your field. If you want to start doing things differently, creating change, and take more risks, then this episode is for you!

Episode 102: Why FAIL is Not a 4-Letter Word

Drs Claire Edwin, Sally Ross, and Taj Hassan join us to discuss how we can manage and deal with our failures more effectively. We explore the idea that rather than doing something wrong, failure is an opportunity to really grow and learn both as individuals, as leaders and as organisations. In any situation, it’s important to remember that we’re all human. It’s okay to be honest with ourselves and each other about our mistakes - after all, vulnerability is not a sign of weakness. If you want to know how to change your mindset around failure, stay tuned to this episode.

Episode 101: Making Helpful Habits Stick with Sheela Hobden

Sheela Hobden joins us to discuss how we can harness the power of checklists to create a routine. She shares how you can approach your goals in a more realistic way and learn to encourage yourself using specific goal setting techniques. Sheela also recommends creating identity-based goals to ensure that you keep building your new identity even after completing certain milestones. Start small, and eventually, you’ll see these good habits stick!

Episode 100: Dealing With the Guilt of Not Being Okay With Dr Nik Kendrew

Dr Nik Kendrew unravels why we experience overwhelming guilt when bad things happen to us. He also shares some tips, techniques, and resources on how to deal with guilt, especially in these difficult times and circumstances. Apart from this, Nik talks about the significance of scheduling our entire day to do important things. Finally, he discusses why setting boundaries is necessary to maintain our sense of self.

Episode 99: How to Deal with Criticism When You’ve Reached Your Limit with Dr Sarah Coope and Dr Rachel Morris

Dr Sarah Coope joins me to talk about the workload of medical professionals and the benefits of setting boundaries while dealing with criticisms amidst the global pandemic. We discuss the three elements of the Drama Triangle and ways to navigate or avoid them reliably. As we dive deeper into the conversation, we explore the art of saying 'No' through acknowledging our limits. Awareness and recognition can go a long way in maintaining our boundaries. If you want to take the first step in recognising your limits, handling criticism better and setting proper boundaries, tune in to this episode.

Episode 96 – How to Deal with Difficult Meetings with Jane Gunn

We hear from the expert in conflict management and mediation, Jane Gunn. She discusses important tips to keep in mind to host great meetings. She shares some practical conflict management tips and how to make decisions that you and your team agree on. Jane also emphasises the importance of putting the fun back in functional meetings and the need to give a voice to participants.

Episode 93 – How to Delegate, Do It, or Drop It with Anna Dearmon Kornick

Anna Dearmon Kornick joins us to share the time management strategies crucial for busy professionals. She lays down tips on how medical practitioners can have more control over their days. Anna talks about how to manage admin time and imparts ways to combat distractions. We also discuss the importance of delegation both inside and outside work. For this, Anna introduces the passion-proficiency lens and knowing your zone of genius.

Episode 92 – How to Avoid Becoming the Second Victim with Dr Caraline Wright & Dr Lizzie Sweeting

Dr Caraline Wright and Dr Lizzie Sweeting join us to discuss the second victim phenomenon. They explain why patient safety incidents are occupational hazards and how they can affect healthcare providers. Caraline then shares her personal experience of being in the “second victim” role. Finally, they share tips on how to avoid second victimhood and how to provide support to someone going through it.

Episode 91 – How to Break Up With Your Toxic Relationship With Your Career with Dr Pauline Morris

Dr Pauline Morris joins us to share her career counselling advice for physicians and other professionals in high stress jobs. We discuss the common pitfalls that lead doctors to unsustainable work habits. Pauline also sheds light on why staying in your comfort zone can be detrimental to your performance. To avert this, she shares tips on how to better recognise and advocate for your own needs. We also learn about the importance of self-care and taking time for yourself.

Episode 90 – What to do About Bitching and Backbiting with Dr Edward Pooley

Dr Edward Pooley joins us again to discuss what to do when colleagues make inappropriate comments about others. We talk about why it’s crucial to consider the question behind the question in workplace backbiting. Ed also teaches us how to challenge in a supportive way. Most importantly, we learn some strategies to prepare ourselves to speak up when the situation requires it.

Episode 89 – Should I stay or should I go? with Corrina Gordon-Barnes

Corrina Gordon-Barnes joins us to share how to better relationships and take control and stay in your zone of power. She shares how to make a good decision by questioning thoughts and assumptions. We also discuss how you can change your perspective to become more compassionate, accepting, and empowered. If you want to know how to better relationships, stay in your zone of power, improve your decision-making skills, and be true to yourself, then tune in to this episode!

Episode 88 – How to Ditch the Saviour Complex and Feel More Alive with Rob Bell

Rob Bell joins us in this episode to discuss the perils of the saviour complex and the desire to keep hustling even when we’re miserable. We learn that taking time for rest and reflection only helps us get stronger. You can’t heal and help rebuild a broken system if you don’t look out for yourself first. Tune in to this episode to find out how to ditch the saviour complex, feel happier and live a more fulfilling life.

Episode 87 – Complaints and How to Survive Them Episode 5: What Should I Do When I Think a Complaint is Unfair? And Other Questions with Drs Sarah Coope, George Wright, Samantha White, and Andrew Tressider

We’re joined by a panel of expert guests to share their thoughts on how to handle complaints. Together, we discuss ways that you can adjust your perspective and respond to unfavourable situations. Most importantly, we tackle issues regarding malicious complaints and how to cope with them. If you’re having trouble managing yourself during complaints, then this episode is for you.

Episode 86 – Gaslighting and Other Ways We’re Abused at Work: What’s Really Going On? with Dr James Costello

Dr James Costello joins us to talk about his new book and the insidious ways that organisations and individuals can undermine us. They compel us to do extra emotional labour for us to cope with the workplace dynamics. We also chat about what happens when authority and power are misused. Finally, James shares some of the disastrous consequences bullying in the workplace can have and what we can do about it. Tune in if you want to know what to do if you suspect that you or a colleague are experiencing relational abuse in the workplace!

Episode 85 – How to have crucial conversations with Dr Edward Pooley

Good communication between colleagues is crucial for the success of any organisation. Dr Edward Pooley joins us again to teach us how to communicate well. He discusses the three strands present in any conversation and helps us understand how we can be more aware of each. We also share some frameworks that can help you navigate difficult conversations. Understanding the importance of emotion is crucial in being an effective communicator and connecting with your team.

Episode 84 – Complaints and How to Survive Them Episode 4: Creating a Workplace Where It’s OK to Fail

Professor Susan Fairley and Dr Jane Sturgess join us to discuss how to create a workplace that doesn’t shy away from failure. We talk about how civility can save lives and also touch on the issues around incident reporting in healthcare. Most importantly, we talk about creating a culture where people can have difficult conversations without defensiveness. If you want to know how to approach failing and speaking up in the workplace, tune in to this episode.

Episode 83 – The Ups and Downs of Being a Man-Frog with Dr Chris Hewitt

Joining us in this episode is Dr Chris Hewitt who also uses the metaphor of a man-frog in coaching professionals to have a better work-life balance. Chris talks about why we find it so hard to recognise burnout. He also shares his top tips and practical strategies to address work dissatisfaction. If you want to stop feeling like a man (or woman) - frog in a pan of slowly boiling water, listen to the full episode.

Episode 82 – Complaints and How to Survive Them Series Episode 3: Surviving the Process

Drs Jessica Harland, Caroline Walker and Heidi Mousney join us in this episode to discuss healthcare professionals’ experiences when dealing with complaints. We talk about the different emotions you may experience and practical tips on getting through. If you want to know how to survive the process after making a mistake at work and receiving a complaint, stay tuned to this episode.

Episode 81 – When Soft and Fluffy Met Coronavirus with Steve Andrews

Steve Andrews, Associate Director of Leadership for East and North Herts NHS Trust shares how, through using just five crucial questions, you can check in on people, rather than check up on them. The 5 questions will help you to find out how people really are, help them look out for their colleagues, empower them to solve their own problems AND communicate empathy and support. Want to know how you can apply compassionate leadership in your organisation? Then, this episode is for you.

Episode 80 – Complaints and How to Survive Them Episode 2: What to Do When You Make a Mistake with Drs Clare Devlin and Dr John Powell

Drs Clare Devlin and John Powell join us to discuss the proper way of responding to professional mistakes. We talk about why doctors have a hard time whenever they make a mistake at work. Clare and John also share valuable advice on minimising negative consequences and getting a good outcome for you and your patient. If you want to learn a roadmap for what you should do you make a mistake at work, then tune in to this episode.

Episode 79 – How to Give Yourself Permission to Thrive with Dr Katya Miles

Dr Katya Miles joins us once again to talk about burnout and giving ourselves permission to thrive. Having experienced work burnout, Katya shares her story and discusses the red flags of burnout. We also talk about why we find it difficult to give ourselves permission to thrive and how we can overcome our own internal barriers. If you want to learn about how you can listen to your needs so that you can thrive in work and in life, then this episode is for you.

Episode 78 – Complaints and How to Survive Them Series 1: Preparing to Fail Well with Drs Sarah Coope, Annalene Weston and Sheila Bloomer

Drs Sarah Coope, Annalene Weston and Sheila Bloomer join us in this first episode in a new series on ‘Complaints and How to Survive Them’ to talk about coaching doctors and dentists through complaints made against them. We also talk about the perfectionist mindset and how changing our perspective towards failure can help us and those around us. If you want to know how to deal better with complaints made against doctors and other professionals in high-stress jobs, stay tuned to this episode.

Episode 77 – Denial, displacement and other ways we neglect ourselves with Dr Andrew Tresidder

Dr Andrew Tresidder joins us to talk about how many medical practitioners and other professionals in healthcare and high stress jobs neglect their health and well-being. We're so focused on taking care of others that we forget to take care of ourselves but our well-being is vital if we want to keep doing the work we do. Find out why healthcare professionals need to learn more about health, as opposed to only learning about disease and if you want to know how to focus on taking care of your health and well-being, stay tuned to this episode.

Episode 76 – Tech Tips for Happy Hybrid Working with Dr Hussain Gandhi

Dr Hussain Gandhi, or Dr Gandalf of eGPlearning, joins us in this episode. He is a GP, PCN director and host of the eGP Learning Podblast that shares deep dives into health tech for primary care. He shares his tech and time hacks for hybrid working to survive and thrive in the new virtual environment. If you want to find out how to improve your hybrid working experience, then tune in to this episode!

Episode 74 – Managing your Time in a System Which Sucks with Dr Ed Pooley

Dr Ed Pooley joins us in this episode to share his take on time management techniques for busy individuals. He discusses the three types of competing demands and how to manage them. We also talk about being more comfortable holding difficult conversations about workplace issues - vital to help change the environment we work in. Tune into this episode to discover how time management techniques and communication can help you get a calmer and more time-efficient workplace.

Episode 73 – How to Find Your Tribe: The PMGUK story with Dr Nazia Haider and Dr Katherine Hickman

Dr Nazia Haider and Dr Katherine Hickman join us on this episode to discuss the importance of a work community. We talk about the inspiring stories from the online community they created, the Physicians Mums Group UK (PMGUK). Nazia and Katherine also share their tips on how to increase connections and find your own tribe at work. If you want to know how to create a network of supportive colleagues and feel more connected, then tune into this episode.

Episode 72 – Working well – from anywhere! with Dr Katya Miles

Dr Katya Miles joins us to discuss how to work well from home by creating healthy boundaries. She shares how to be more productive by using the third space hack and taking breaks. Katya also talks about how to be more active and better connect with people in the workplace. If you want to learn about working well from home and achieving a better work-life balance, then tune in to this episode.

Episode 71 – Create a Career You’ll Love with Dr Claire Kaye

Dr Claire Kaye joins us to discuss how to find a career you love. As an executive coach specialising in career development, Claire is an expert in guiding people how to find a career they love. We talk about the value of job networking and diversifying in our career journeys. We also share our tips and experiences on how to find a career you love. We do this by helping you identify the roles that best suit you and how to go about getting these roles.

Episode 70 – How Safe Do You Feel at Work with Scott Chambers

Scott Chambers joins us to talk about why we need to make people feel comfortable and safe enough to speak up in their workplace. When we create psychological safety in our team, we improve overall happiness and boost performance! If you want to learn how to create psychological safety for a better and happier team - whether you’re the boss or not, stay tuned to this episode.

Episode 69 – Make Time for What Matters with Liz O’Riordan

Liz O'Riordan joins us to share productivity life hacks. These have helped her transform how she approaches work. Now, Liz can spend quality time with her family and enjoy life. In this episode, she teaches us how we too can achieve this. If you want to learn some new life hacks, beat burnout and work happier, then tune in to this episode!

Episode 68 – The Revolutionary Art of Breathing with Richard Jamieson

Richard Jamieson discusses how we can utilise breathing techniques to feel calmer, make better decisions and be more productive. He explains the different steps we can take to change our breathing patterns. When you’re in a high-stress situation, remember this: just breathe. If you want to know how to use breathing techniques to beat stress in everyday situations, stay tuned to this episode.

Episode 67 – Bringing Your Best Self to Work with Dr Sarah Goulding

Dr Sarah Goulding discusses how to bring your whole self to work without leaving bits of you behind. Sarah shares her own story of experiencing burnout at her old job and rediscovering her true passion. We also discuss how applying our core strengths to our jobs can mean the difference between burnout and having a sense of fulfilment. Don’t miss out on this episode if you want to learn more about how to be yourself and how to bring joy back into your work!

Episode 65 – Passing the Naughty Monkey Back with Dr Amit Sharma

Dr Amit Sharma joins us to discuss the effects of taking on too many of other people’s ‘naughty monkeys’. We talk about why professionals in high-stress jobs so often take on the rescuer role and how to shift that mindset. Amit and I also discuss the importance of empowering patients to take control of their own health. If you want to know how to avoid being weighed down by too many naughty monkeys, stay tuned to this episode.

Episode 64 – What to Do When You’re Out of Fuel with Dr Jess Harvey

Dr Jess Harvey, a GP partner and GB triathlete, talks about what happened to her after running out of fuel and feeling burnt out. She discusses how we often ignore the symptoms and signs for too long and why resting and refuelling is as important as what we're doing in the first place. If you’re feeling burnt out, tune in to this episode to find out how you can plug the holes in your energy bucket!

Episode 63 – How to Survive Even When Times are Tough with Dr Caroline Walker

This episode is part of the COVID-19 Supporting Doctors series, and joining us again is Dr Caroline Walker. She's here to discuss why rest is crucial, especially for people in high-stress jobs. Caroline also shares key strategies that can keep us going through the crisis. The previous year has been tough, so don’t miss this episode to start 2021 better prepared.

Episode 62 – Self-Coaching for Success with Dr Karen Castille, OBE

Dr Karen Castille joins me in this episode to discuss her book on self-coaching. She shares powerful questions to ask yourself which will jumpstart your self-coaching journey. She also talks about the importance of developing this vital skill and crafting powerful life questions. Before we close the show, Karen gives her top tips for self-coaching. Don’t miss this episode if you want to learn how you can find clarity and achieve success through self-coaching!

Episode 61 – The Self Help Book Group on Happiness with Dr Nik Kendrew

In this episode, You Are Not A Frog regular Dr Nik Kendrew joins me to discuss the concept of happiness. We tackle the everlasting question of ‘What is happiness’? We also talk about perfectionism and fear and how these can hinder us from doing the things we want to do. At the end of the show, Nik and I give our top tips to being happier. If you want to know more about living a happy life, then this episode is for you.

Episode 60 – Creating a Workplace that Works with Dr Sonali Kinra

Dr Sonali Kinra joins us to discuss why people leave their jobs and how to prevent it. We talk about the importance of workplace culture and its role in creating an environment that makes people want to stay. We also discuss why you need to seek opportunities that broaden and develop your career. Don’t miss this episode if you want to find out how to keep yourself in a job you love.

Episode 59 – A Social Dilemma? With Dr James Thambyrajah

In this episode, Dr James Thambyrajah joins us to talk about social media’s subtle yet profound effect on our daily lives. We discuss the perils of being unaware of how our online decisions are influenced. James also shares his insights on how we can improve how we stay informed and inform others. Tune in to this episode if you want to learn more about how to go beyond your digital echo chamber.

Episode 55 – The One About Alcohol

Dr Giles P Croft is back to chat with Rachel about his experiences following a revolutionary read he was recommended. You might remember Giles from episode 46, where he talked about how as humans, we naturally default to happiness.

Episode 52 – A year of the frog

The week’s episode is a special one as the Frog celebrates a year of podcasting! It’s been quite a year - including charting in Apple’s Top 100 Business Podcasts in the UK!

Episode 50 – Freeing yourself from the money trap

Joining Rachel in this week’s episode is Dr Tommy Perkins, as well as being a GP Partner, and father, Tommy is one half of Medics Money. Medics Money is an organisation specifically aimed at helping doctors make better decisions with their finances. It’s run by Tommy and Dr Ed Cantelo who is not only a doctor but a qualified accountant.

Episode 49 – The Self Help Book Group No 2 with Nik Kendrew

This week Rachel is joined by You Are Not A Frog regular, Nik Kendrew. Last time Nik joined us, we discussed a book that has helped him in his professional life as a GP, trainer and partner as well as his personal life. Nik’s back this week to talk about another brilliant book and to share what insights and learnings he’s gained from it.

Episode 47 – How to Have a Courageous Conversation

Rachel talks with Beccie D'Cunha about the conversations that we avoid and the conversations we really need to have with our colleagues, teams and managers. They can be described as difficult conversations, but we can redefine them as courageous conversations - because ultimately it takes courage for both parties to listen and be heard.

Episode 46 – Default to happy

Rachel talks with Dr Giles P Croft about his take on how to beat stress and burnout. Giles  is a psychology graduate and former NHS surgeon who stepped aside from clinical practice for a decade to explore a number of career paths, including health informatics, cycling journalism, public speaking and high street retail with his wife.

Episode 45 – Rest. The final frontier

Rachel is joined by Sheela Hobden, Professional Certified Coach, wellbeing expert and fellow Shapes Toolkit facilitator. We talk about why rest isn’t just important for wellbeing, but important for productivity and creativity too. 

Episode 40 – Leading with tough love with Gary Hughes

In this episode, Rachel is joined by Gary Hughes, author of the book Leadership in Practice, blogger, educator and facilitator who is a Practice Manager by day. We chat about how leadership in the COVID-19 crisis has had to adapt, and the different roles that a leader has had to take.

Episode 37 – How to manage conflict during COVID with Jane Gunn

Rachel is thrilled to welcome back Jane Gunn – lawyer, mediator and expert in conflict resolution who has been known as the Corporate Peacemaker. This episode is for you if the thought of addressing a difficult issue with one of your colleagues send you running for the hills…

Episode 20 – A creative solution to stress with Ruth Cocksedge

In this episode, Rachel is joined by Ruth Cocksedge a Practitioner Psychologist who started her career as a mental health nurse. She practices in Cambridge and has a particular interest in EMDR for PTSD and creative writing as a way to improve mental health and wellbeing.

Episode 11 – The magical art of reading sweary books

In this episode, Rachel is joined once again by Dr Liz O’Riordan, the ‘Breast Surgeon with Breast Cancer’, TEDx speaker, author, blogger, triathlete and all round superstar who has been nominated for ‘Woman of the Year’.

Previous Podcasts