Risk Management: Why You Hate It and How to Make It Useful

This week, Jimmy and James welcome back Dr. Jackie Le Fèvre—aka “Dr. Values”—to dissect the messy, often hypocritical world of organisational and team values. Spoiler: those shiny plaques in the foyer? Probably bollocks. But don’t despair—this episode is your survival guide to navigating the gap between what companies say they value and what they actually do.Jackie pulls no punches: if your boss keeps “second-guessing” your work, it’s not (always) about trust—it’s about their own values. And if your company’s “core values” feel more like corporate wallpaper than a compass, you’re not alone. The trio digs into why stated values so rarely match reality, how to spot the difference, and what to do when your personal values clash with your employer’s. Turns out, values aren’t just fluffy HR buzzwords—they’re emotionally charged, stress-buffering, performance-boosting powerhouses. When aligned, they make work feel meaningful. When ignored or faked, they turn offices into soul-sucking pits of disengagement.Key points:Explain yourself: If you’re a manager, your quirks (like obsessing over quarterly reports) make sense to your team—if you tell them why.Actions > words: An org that claims to value “innovation” but rewards cost-cutting is lying. Watch what they do, not what they post on the intranet.Team charters, not manifestos: For small teams, a shared “how we work” agreement beats a forced values workshop every time.The Enron effect: Nothing destroys trust faster than a company that preaches integrity while cooking the books.Do it well or don’t bother: Half-arsed values initiatives backfire. Either commit to the hard work of alignment, or save everyone the eyerolls.With Jackie’s mix of neuroscience, war stories, and dry wit, this episode arms you with the tools to cut through the BS—and maybe even enjoy your job a bit more.Got a question - get in touch. Click here.

Risk management—it’s the corporate equivalent of eating your greens. You know it’s good for you, but sometimes you’d rather scoop your eyeballs out with a teaspoon than sit through another risk workshop. Yet, as this episode of A Job Done Well reveals, risk management isn’t just about spreadsheets, buzzwords, and endless meetings. It’s about stopping bad things from happening, so you can actually get on with your job.Joined by risk expert Richard, Jimmy and James dissect why risk management often feels like a bureaucratic nightmare, why people hide problems instead of addressing them, and how middle managers can use risk frameworks to their advantage—without losing their minds. Richard, who’s seen risk from every angle (and survived), explains how good risk management is less about ticking boxes and more about having honest conversations, making decisions, and owning your shop like a CEO.The trio also tackle the absurdity of risk scores, the art of dissenting without getting fired, and why the real risks aren’t meteor strikes—they’re the small things piling up until everything goes belly up. So if you’ve ever rolled your eyes at a risk workshop or pretended everything’s “green” to avoid scrutiny, this episode is for you. Because, let’s face it, ignoring risk won’t make it go away—it’ll just make the fallout worse.Five Key Points:Risk management isn’t just for auditors—it’s about owning your work and avoiding chaos.The best risk culture starts with honesty: if everything’s “green,” someone’s lying.Middle managers: run your team like a CEO, document your risks, and use the system to your advantage.Risk managers aren’t the enemy—they’re there to help you succeed (without the slip-ups).The real risks aren’t meteors—they’re the small failures that add up to disaster.Got a question - get in touch. Click here.

Ever felt like you’re swimming against the tide at work, but can’t quite put your finger on why? Or maybe you’ve said “yes” to something only to regret it later, wondering why you ignored that gut feeling? Welcome to the world of values—the invisible compass that shapes your decisions, reactions, and even your stress levels. In this episode of A Job Done Well, James and Jimmy are joined by Dr. Jackie Le Fèvre, a values specialist with a PhD in the subject (yes, really), to peel back the layers on what values actually are, why they matter, and how understanding them can transform your work life.Jackie, who started her career as a zoologist before diving into the psychology of human behaviour, breaks down how values act as emotional shortcuts—helping us navigate a world overflowing with information, demands, and corporate nonsense. They’re not just abstract ideas; they’re the lens through which we see the world, the filter that tells us what’s worth our energy and what’s not. And here’s the kicker: when we ignore them, we’re not just unhappy—we’re stressed, drained, and even physically unwell. Ever put off a simple task because it felt like scraping your nails on a chalkboard? That’s your values talking.But it’s not all doom and gloom. Jackie shares how becoming conscious of your values can turn conflict into clarity, self-doubt into self-compassion, and even help you reframe tasks you’d rather avoid (yes, James, that includes posting videos on LinkedIn). From journaling to noticing what makes your heart sing—or sink—she offers practical ways to uncover what truly matters to you.So if you’re tired of feeling like a cog in someone else’s machine, or just want to understand why you react the way you do, this episode is your wake-up call. Values aren’t just for corporate mission statements—they’re your secret weapon for surviving (and thriving) in the workplace.Got a question - get in touch. Click here.

Welcome to A Job Done Well, the podcast for managers who want to improve their performance—and enjoy their jobs. Hosted by Jimmy Barber and James Lawther, this episode tackles hybrid working, a topic that’s causing headaches, heartburn, and heated debates in boardrooms and Slack channels everywhere.The pandemic proved that remote work could work. But now, as companies scramble to bring people back into the office, many are doing so in the clumsiest way possible: mandating days without considering the why or the how. The result? Frustrated employees, plummeting morale, and—ironically—often worse performance.In this episode, Jimmy and James break down what’s working, what’s not, and why. They explore Microsoft’s enlightened approach (trust, autonomy, and a focus on collaboration), Apple’s misfired mandate (which sparked open letters and internal rebellion), and Goldman Sachs’ old-school presenteeism (which drove talent straight into the arms of competitors). They also dive into the research: why autonomy matters more than location, how proximity accelerates learning, and why one-size-fits-all policies are about as effective as a chocolate teapot.But this isn’t just a rant. Jimmy and James offer practical advice for managers—whether you’re designing the policy or stuck implementing someone else’s. Learn how to create an "office menu" (what to do in the office vs. remotely), lead by example, and keep your ways of working under review. Because the goal isn’t just to fill seats; it’s to boost performance, wellbeing, and—dare we say it—happiness at work.So if you’re tired of corporate nonsense and want to make hybrid working actually work, tune in. And remember: treat your team like adults, not children.Got a question - get in touch. Click here.

In this week’s episode, we discuss effective decision-making. It is the cornerstone of good management, and makes up 80-90% of a manager’s role. While pressure and incomplete information are constants, improving this skill is the fastest route to better results.First, we discuss four common mistakes.Ignoring Stakeholders: Never forget the customer's view. Always consider how your decisions affect those you serve. Falling into Groupthink: When teams agree without challenge, the outcome is often flawed. Acting on Instinct: Over-reliance on gut feeling leads to missed opportunities. Information Overload: Too much data causes ‘analysis paralysis’; you can be overwhelmed by too many metrics. Then, to help you make solid choices, we discuss a simple, three-phase model:Define: Clearly state the root problem and validate your essential data.Challenge: Test the decision using a Devil's Advocate and ensure you don't let Sunk Costs influence future action.Assess: Consider the risks and have a clear mitigation plan if things go wrong.By moving from guesswork to a disciplined, reflective process, you can make better decisions and significantly improve your performance.Got a question - get in touch. Click here.

This episode introduces special guest Charles Irvine, who proposes a provocative idea: Conflict is our greatest natural resource.Key Discussion PointsThe Problem with Denial: Jimmy, James and Charles discuss how much time, energy, and resource people dedicate to denying the existence of conflict or avoiding it, leading to a "long tail of conflict" through rumination and anxiety.The Water Analogy: Charles uses the analogy of water—an essential resource that can nurture or destroy—to explain that, while conflict can be destructive, it must be channelled and worked with rather than demonised or avoided.Conflict vs. Consensus: James raises the point that the opposite of conflict, consensus, can lead to groupthink, which is dangerous for organisations. Charles adds that people often withhold their genuine opinions to pursue consensus, resulting in decisions that lack genuine buy-in.Benefits of Channelling Conflict: When channelled properly, the benefits include:Tapping into the thinking, wisdom, and expertise of others.Saving time by dealing with issues directly, leading to more effective meetings (citing statistics that at least 40% of management time is spent dealing with dysfunctional relationships and poorly made decisions).Improving relationships by fostering honesty and robust conversation.Shifting the Mindset: Charles recommends two key approaches for changing the negative perception of conflict:Be Gentle: Be less critical of yourself and others, recognising that no one is perfectly skilled at managing conflict.Talk About Conflict Before It Happens: Have a team discussion about what a healthy conflict culture means for you.The Fifth Province: Charles draws on Irish mythology—the Fifth Province—as a strategy for managing past or present conflict. It is a metaphorical space where participants can temporarily leave their "weapons" (resentment, egos, fight) at the door to have an open conversation. The goal is to free the mind enough to talk, knowing that the dynamic will shift, and they will not leave the same way they entered.The Elephant's Peg: Charles uses the analogy of a circus elephant tied to a tiny wooden peg to illustrate how people are held back by assumptions and limiting narratives built up over time about the risks of engaging in conflict.Listen in and decide if conflict really is our greatest natural resource.Got a question - get in touch. Click here.

Building on their previous discussion, this episode explores the second half of Elana’s Adaptable Team framework, focusing on two key areas: the learning rhythm within teams and the dynamics of team leadership.Elana shares practical insights on how high-performing teams create habits of reflective learning—emphasising the importance of regularly pausing to consider not just what the team is doing, but how they are working together. The conversation covers the value of small, frequent moments of reflection and how they can drive both individual and organisational growth.The episode also delves into the role of leadership, highlighting that it is not just a position but a role that any team member can take up. Elana discusses the importance of intentionality, feedback, and clarity in leadership, and how these factors contribute to a team’s ability to adapt and perform at a high level.Throughout the episode, real-world examples illustrate both the challenges and benefits of fostering a culture of learning and intentional leadership. The discussion is relevant for anyone interested in team development, organisational performance, or leadership practice.Listen for a thoughtful, practical exploration of what it takes to build and sustain high-performing teams in today’s organisations.Got a question - get in touch. Click here.

In the latest episode of "A Job Done Well," James Lawther and Jimmy Barber confront a polarising topic: Process Improvement. They tackle the central debate—is it essential for organisational health, or simply bureaucratic overhead?1.  The Core Conflict: Necessity vs. BureaucracyJimmy admits to a strong aversion to "process," associating it with endless documentation. James argues the opposite: that effective processes are the indispensable structures supporting successful businesses. The hosts explore the common resistance to process and why, despite its reputation, it remains fundamental to achieving results.2.  Actions for Better ProcessesThe episode provides eight practical rules for teams aiming to improve how they work, focusing on impact, observation, and customer value. Key points include:Design with Purpose: Define what the customer wants before designing the process.Observe Reality: Go beyond documentation; understand what is really happening.Focus on Impact: Use data to prioritise the problems that matter most.Limit Mapping: Map only for understanding and improvement, you don’t have to document everything.Cross-Silo View: Recognise that processes interact across the organisation.Make it Easy: Design processes to make the desired action easy to perform.Prioritise Value: Focus on speed and quality first; cost savings will follow.Remember the People: Processes must serve the people who execute them, not the other way around.3.  Why Listen?Whether you are sceptical or a proponent, this episode offers a clear perspective on transforming performance. Listen to challenge your assumptions and get actionable strategies for creating better workflows for your team and customers.Tune in to the full episode now. For further discussion, reach out to the hosts at [email protected] or [email protected] a question - get in touch. Click here.

Elana Friedman, an expert in organisational development and team dynamics, joins James Lawther and Jimmy Barber this week to discuss the secrets of high-performing teams.Elana shares her journey from South Africa to the UK, and how her experiences shaped her desire to help teams and organisations thrive. Together, the hosts and Elana explore the Adaptable Team Framework model and the elements that drive team success: clear outcomes, practical actions, and the right mindset.Some of the key points include:Why high performing teams are about more than just results—they’re about meaning, enjoyment, and continuous learning.The importance of aligning systems and processes with team goals (and why “stop the stupid” is a mantra worth adopting!).How beliefs and assumptions shape team culture, and why healthy conflict and trust are vital.This episode is packed with insights, real-world examples, and actionable tips for anyone looking to boost their team’s performance and enjoyment at work. And don’t miss the cliffhanger—next time, Elana returns to discuss team leadership and learning rhythms!Listen now and discover how you can transform your team’s potential. If you have any thoughts or questions? Reach out to us at [email protected] or [email protected] a question - get in touch. Click here.

This week, hosts James Lawther and Jimmy Barber explore the subject of getting promoted and suggest how you can go about it without compromising your values or playing games. They discuss how promotions work in organisations, the importance of thinking through why you want a promotion, how you position yourself and some things to be wary of. The mix of practical tips and anecdotes will engage and inform on a topic many are interested in but few openly discuss!They also talk weather and holiday strategies - but don't go on too much!Got a question - get in touch. Click here.