“He was good at presenting this kind of grand vision for WeWork. That they weren’t just renting out office space. They were changing the way that people worked and giving people a better day at work, and this was a pretty inspiring message.”

“you see, we are relying on the courts to do work that ought to be done by legislations. The problem with the courts is the courts are only making a judgement on the case that is put in front of them. They’re not changing the law. They’re changing the case law, but they’re not changing the law.”

“So, if you’ve got two colleagues on the same level who don’t like each other and they’re sending each other nasty emails. We wouldn’t really call that bullying because there’s no apparent power disparity there it’s just a kind of conflict. But when you get a differential such as maybe a boss is doing it to their subordinate, then you have a bit of a powered disparity at play. That’s when something can become workplace bullying. “

Michael Schein questions our slavish devotion to individuals such as Simon Sinek. As Michael says: “… he’s not a social scientist. He’s not a scientist of any sort. He worked in ad agencies before he became a professional guru. So, his best talent is selling stuff. “

“I opened five new medical schools and increased the number of doctors, nurses, and midwives. We trained by 25%, which is one of the biggest ever single increases, but I always felt we need to be much more strategic and you know, we, we need to recognise that it’s not just pandemics with an ageing population we’re going to need more capacity in our health provision, much more capacity and that means we’ve got to be very strategic and say, look, how many doctors are we going to need in 10 years time in 20 years time, because it takes 7 years to train one. So we need to get cracking”

“Organisational Culture Isn’t Just For Christmas, It’s For Life!”

“Having corporate space for employees to come into a couple of days a week, which is incredibly important for culture, for a sense of identity and pride. “

“The candidate experiences is a very, very underrated way to improve your brand. If you, if you treat your candidates well, that does have an effect at the cash register, if you will. It really does. And nothing will make somebody less likely to buy from you faster than treating them poorly when they apply for a job.”

“Some of our better brighter, stronger willed colleagues are people who’ve got lived experience from prison like Sarah, and we don’t care where you’ve come from, what you did last week, what you did yesterday. We’re interested in what you’re doing today and what you want to do tomorrow.”

“I think we’ve got far too many, highly talented business owners, business managers, senior employees doing admin and tying themselves in knots versus doing what they’re best capable of doing, which is going out there, creating, innovating, conversing with people, winning hearts and minds”

“Everybody is encouraged to think about their physical health and in the same way I think we should all be encouraged to think about our mental health. And yeah, I would say it’s not just a self-indulgent way of going about things. I think it’s very important. “

We’re giving listeners the opportunity for an extra slice of interviews from the first six episodes of Season 2 of the Oven-Ready HR Podcast

Another slice of Oven-Ready HR interviews from Season 2.