Power of the Parent

Fiorenza Rossini is a career and leadership coach for working parents, a facilitator and cross-cultural trainer. She’s a champion of the ‘season’ narrative - the idea that we’re moving through different chunks of time in our lives that each have a variety of things needing our attention. We also share an outlook that career growth doesn’t have to stop if you become a parent - it may look a bit different, but the idea we suddenly stop wanting to develop is a redundant one. In this conversation we covered: Why it’s not policies alone Noticing the identity transition as a leader  How multicultural parents' sense of confidence, voice and fit can shift after children.  It was a great conversation with practical ideas and I think should take some mystery / worry out for line managers and leaders when it comes to supporting your teams!And here are all the links mentioned in the episode:WebsiteConnect on LinkedInSubscribe to Fiorenza’s newsletterConnect on Instagram

It’s a returning guest today - the magnificent Michelle Gyimah, who is an oracle when it comes to all things pay gaps. The three things we covered were: The big changes to pay gap reporting Bracing yourselves for pay conversations Consistency in pay conversations to minimise the loss of talent Michelle takes us through a stroll of the realities of ethnicity and disability pay gap reporting and what it’s already starting to reveal, along with what the next 12-18 months are likely to look like when it comes to sharing data. Something that sticks with me from Michelle’s expert insights is that we have to realise pay is no longer a private conversation, and an important reminder that we can enjoy our jobs and still want to be paid…who’d have thought?!You can listen to the first episode Michelle recorded with me here: https://power-of-the-parent.com/power-of-the-parent-5-5-michelle-gyimah-equality-pays/And, Michelle also has her own brilliant podcast, which you can find here: https://podcasts.apple.com/gb/podcast/beyond-the-pay-gap-figure-with-michelle-gyimah/id1601188183 

Today I’m joined by Sophie Fletcher, best selling author, award winning therapist and trainer. Sophie’s style and approach combines mindfulness and hypnosis with goal focused therapy. We covered the realities to consider when you’re an employer and have a wealth of talent experiencing the life transition of becoming a parent. I was keen to explore what that actually looks like through different routes to parenthood, and some of the research Sophie shared was really interesting here. The three things we covered were: The identity shift begins in pregnancy  Partners need emotional tools too The return to work phase is a transition for the nervous system You can find out more about Sophie’s work and get in touch with her through her website: https://www.sophiefletcher.co.uk/ 

Today’s episode is with Karishma Motiram, the founder of The Thought Box. She’s a mental fitness specialist, a psychology graduate and certified positive intelligence coach with a diploma in life coaching. Karishma knows the mental and emotional aspects of parenthood need a centre stage all of their own. She believes slowing down doesn’t need to be a bad thing, she talks candidly about mental fitness and the reality that it’s not just a case of adding in ‘morning hacks’ and in this episode we tackled something close to my heart - guilt. The three things we covered were: Guilt is a compass, not a punishment You can control your guilt by defining enough / your best You may be stuck in recycled guilt It was an incredible conversation that I felt very grateful to be having, and Karishma left no crumbs. Everything from asking ‘are we punishing ourselves for what the world wants us to be?’ through the the realities of guilt recovery, it was all there in vivid detail!All the contact details you need for Karishma are here:Website: https://thethoughtbox.co.uk15-Min Hack to Reconnect with yourself: https://thethoughtbox.co.uk/products/200702-FREE-A-15-Min-Hack-to-Reconnect-withOne word, once a week for busy parents: https://thethoughtbox.co.uk/newslettersignupInstagram: https://www.instagram.com/karishmasthoughtbox/LinkedIn: https://www.linkedin.com/in/karishma-motiram/

One more before the year ends! This is a solo episode with some personal reflections on the year alongside the three big things I’ve picked up from clients and the market in general, and what that might mean for 2026. The three things are: Line managers and leaders remain a focus ‘Strategy’ feels like a mountain to climb A blend of formats has never been more important Thank you so much for listening this year, we’ll be back in 2026 and we’ve got some absolute corkers already lined up! 

Two guests this week! And it was a dream team of leaders in the hospitality industry. Ceri Gott spent over a decade working at Hawksmoor, first as the HRD and eventually as Chief Growth and Culture Officer. After reading an article she’d contributed to earlier this year, she was a top entry on my list of people I wanted on the podcast.Alongside Ceri, Sofia Gassne joined as well who is the current Head of HR at Hawksmoor and one of CODE Hospitality’s most influential women in hospitality 2023 and 2024. Alongside juggling her day job and being a parent, Sofia also pours her time into campaign work for women’s safety and gender equality. The three things we covered were: It’s all about hospitality It follows people home It needs to be protected There was a question Ceri and Sofia shared towards the end of the episode that I think will stick with me forever and one we could all use in our workplaces - let me know if you spot it! Ceri also mentioned a study with Strathclyde University - so here’s the link to an article referencing it in more detail: https://www.propelinfonews.com/pi-Newsletter.php?datetime=2024-10-25%2011:00:00You can find Ceri and Sofia through LinkedIn and of course all those juicy roles people will be applying for with Hawksmoor can be found on their website. 

Earlier this year I wandered into the DMs of Caroline Fischer, a Country Manager at Welcome to the Jungle - a platform focused on helping companies find employees who add to their culture, believe in their mission and actually want to be there. Caroline shared a post on LinkedIn about the four day work week and I was straight into curiosity mode! There are so many opinions flying about and a mixture of experiences - I’ve been keen to find someone who won’t swing to an extreme and entertain a conversation that shares the realities in a meaningful way…and here she is! The three things we covered were: A four day work week is not a parent only issue A challenge with the four day work week A myth that needs busting about the four day work week We covered how they came to use this pattern, how they blend French outcomes with country specifics, the impact on sick leave and well being, the role boundaries have played and how it’s facilitated connection within the team.You can find out more about Welcome to the Jungle via their website or connect to Caroline on LinkedIn.

Jodie Hill is a lawyer if you go by her qualifications, but her mission and rally cries to create inclusive work cultures goes way beyond what you might be expecting from someone who is the founder of an award winning law firm. My path crossed with Jodie in my first year of setting up my business, and we’ve kept in touch from a distance ever since. Over the last 18 months or so, I’ve gotten to know more about the mission at Thrive and for Jodie personally, and it felt like a conversation to bring to the podcast. How can we really blend legal with cultural conversations? Not that they automatically need to be opposing sides by any stretch, but I’ve worked with enough organisations over the years to know that at times policy and reality can be in conflict. This was a much anticipated conversation for me, and it didn’t disappoint. No silver bullets, but plenty of golden nuggets!The three things we covered were:1. The non-negotiables of engaging line managers2. Staying legal isn't just a compliance tick box - culture matters too3. When policy and day to day reality feel conflictedIf you’d like to get in touch with the team at Thrive you can head to their website for all the important contact details and head on over to LinkedIn to see Jodie in action. 

Genelle Aldred is one of those people who epitomises ‘clarity is kindness, nuance is everything’ for me. She’s the founder of Frame Shift Advisory and a returning podcast guest, because any opportunity to chat with her is a breath of fresh air and a reality check we all need at times. I’m someone who makes no bones about sharing the pivotal role line managers and leaders play in the employee experience - but what about when things get a bit too human? We’re all allowed our reactions to situations, and that can be a steep learning experience for anybody - but under the gaze of a team who are looking to you for leadership and answers, what kind of pressure does that put on your communication? Well, a heap. Queen of communication and see-er from all the angles, Genelle helps me unpack these three particular areas of: Tough conversations when you feel like you’re walking a tightrope  Navigating conversations with your team as a leader When you’re the one initiating the conversation with your employer You’ll hear my own brush with a highwire moment when I had to navigate some of the most frustrating and flat moments of my career - Genelle makes it very easy to open up! It was packed full of ideas to take away and if Genelle’s reminder at the 30 minute mark about being ‘leaky’ resonates with you, listen in for an idea she shares if you’re struggling to find the words.If you want to catch up on Genelle’s previous episode you can find it here and you can find out more about how Genelle works with clients here.

I first met Holly Straker-Humphreys before Humphreys was officially in the title, and what a ride it’s been - so when she said she’d come and chat on the podcast I was, as we say on LinkedIn, thrilled. Also buzzing, chuffed and excited. Holly is one of those people who has the ability to challenge your thinking while making you feel at your most comfortable to share what’s on your mind. She’s a Flex pioneer award winner, effortlessly navigating conversations in the workplace about diversity, inclusion and belonging, and shares her observations in a practical, solutions focussed way. There’s no hot air here. In the podcast we explored Three things you need to know about: diversity and inclusion whilst the world is kicking off about it, which included: People from underrepresented communities don’t want to steal your jobs Our differences mean we need different things - that doesn’t mean you get nothing A ‘snowflake eye roll’ situation to you, will always have a story behind it. If you listen it might make sense.  Zero notes, it was a cracking conversation that I think will resonate with so many of you. You can connect to Holly over on LinkedIn here: https://www.linkedin.com/in/holly-straker-humphreys-ba32288b/