In this episode I chat with Hannah Miller about how a midlife pivot can become a powerful reorientation toward purpose. Hannah is the founder of Sidekick and creator of The Purpose Pursuit™ course and book. An award-winning speaker, author, podcast host, and accredited coach, she helps people and organisations uncover strengths, navigate change, and pursue purpose. With a background in teaching and business, Hannah combines practical insight with a personal approach to leadership and self-development.

Join us as we unpack Hannah’s journey from teaching to running her own business, the strengths-based framework at the heart of The Purpose Pursuit, and practical tools like the seven personality types and the walk–talk values framework. We explore how the pandemic sparked a digital pivot, the importance of boundaries to avoid burnout, and how small, incremental shifts can steer life toward greater alignment.

What You’ll Learn

- How to pivot gracefully: with lessons about not needing a master plan and being open to opportunity.

- The core of Hannah’s approach: a strengths-based lens that helps people understand what energizes them and how to use those strengths effectively.

- The seven strengths-based types: Achiever, Thinker, Connector, Impactor, Believer, Explorer (and how your top three types shape your approach to work and life).

- Hannah’s walk–talk values framework: a practical way to assess whether your values are aligned with your actions

- How burnout can be tied to overusing strengths: recognizing overdrive and building boundaries to protect energy.

- The role of small, consistent shifts: tiny daily changes compound over time and move you toward your desired destination.

- Practical, reader-friendly tools: exercises and a roadmap in The Purpose Pursuit to coach yourself—and even help others—through transition moments.

Practical Takeaways

- Start with your top three strengths and carry them through your daily decisions and projects.

- Choose up to five core values and use the walk–talk axis to assess how well you live them out.

- Embrace small, consistent changes; they compound into meaningful life shifts over time.

Resources and Links

The Purpose Pursuit by Hannah Miller https://dk.com/products/9780241756331-the-purpose-pursuit The book hits bookshops on December 4; pre-orders are open now

Hannah’s Website: hellosidekick.co

@hellohannahmiller on Instagram

If you enjoy the podcast please help us grow by sharing this episode, or writing a review.

You can also find me at www.thetripleshift.org / www.managingthemenpause.com / www.holdingupthesky.com

connect with me at https://www.linkedin.com/in/emmacthomas/

follow along on Instagram at https://www.instagram.com/middlingalong_podcast/

or subscribe to my Substack at https://middlingalong.substack.com/

In this episode I chat with Dr. Jackie Gray about Carents, a UK-based platform she created to give a voice and practical support to unpaid adult carers — the large, often invisible group caring for ageing parents. Jackie shares how the platform started as an information site in 2020 and has evolved into a free, comprehensive hub offering legal guidance, NHS navigation, peer support, and proactive information delivery. The discussion covers the growing demand as the population ages, the emotional and practical burdens on carers, the impact on workplaces, and how Carents addresses these challenges through community, education, and collaboration with partners.

• Carents began as an information website in 2020 to provide objective, non-commercial guidance for carers who were overwhelmed by sales-led options. It has expanded to include a thriving community, proactive information delivery (emails, e-booklets, webinars), and access to wider expertise, all offered for free.
• The research highlights the distinctive challenges of caring for older adults at home, including managing two homes, long travel for care, and a substantial emotional load. In their ‘Carents in the Workplace’ study, 71% of respondents reduced hours, changed roles, or left work due to caregiving responsibilities, underscoring the economic and personal impact.
• National data show about 60% of carers are women (40% men), with women often taking on the heavier, more time-consuming tasks. Increasingly, caregivers juggle multiple generations (so-called ‘club sandwich carers’), menopause-related health issues, and retirement/pension implications—creating long-term health and financial inequality. There are currently 1.5 million sandwich carers in the UK.
• The number of adults aged over 85 is projected to DOUBLE over the next 15 years - putting additional strain on the NHS, social care, individuals and families.
• Carents is free to access, offering both peer support and practical resources (legal basics, care service selection, dementia info, arthritis care, etc.). In five years the platform has grown to 7,000+ community members and 55,000+ email subscribers.
• Jackie continues to push for systemic improvements in how society, workplaces, and services recognize and support carers, including workplace rights and flexible arrangements.

Visit carents.co.uk to access information, join the community, or participate in events and webinars.

You can also reach Jackie at hello@carents.co.uk

If you enjoy the podcast please help us grow by sharing this episode, or writing a review.

You can also find me at www.thetripleshift.org / www.managingthemenpause.com / www.holdingupthesky.com

connect with me at https://www.linkedin.com/in/emmacthomas/

follow along on Instagram at https://www.instagram.com/middlingalong_podcast/

or subscribe to my Substack at https://middlingalong.substack.com/

In this episode I chat to Lou Furby, Specsavers’ UK D&I lead, who shares how Specsavers built a workplace menopause support program from the ground up. We cover the creation of MenoTalk, the importance of inclusive, cross-functional involvement, the role of top-down sponsorship and allyship, practical strategies for creating a supportive workplace culture around menopause, and how to sustain momentum with education, language, and data. Packed with actionable tips for anyone aiming to start or grow a menopause-focused employee resource or wellbeing initiative.

Key quotes

• “Don’t try and do it all on your own. Get the right stakeholders involved. Have a steering group, a co-chair, and a sponsor.”
• “Pick off the low hanging fruit. Pick off the stuff that you can do and implement quickly.”
• “It’s a war, not a battle.” (on sustaining momentum and not letting initiatives stall)
• “Education and information was absolutely key.” (on the foundation for successful engagement)
• “Language matters. Be direct and transparent about what menopause is.” (on avoiding euphemisms and building credibility)
• “We can’t mandate everything in a joint venture, so we rely on leadership visibility and storytelling to drive engagement.”

Practical takeaways for HR & wellbeing teams:

• Start with a steering group: bring cross-functional representation (HR/ER, facilities, IT, wellbeing/D&I) and appoint a co-chair to share the load.
• Secure an advocate sponsor: a trusted, visible leader in the business to champion the initiative.
• Listen first: let people’s needs drive the program; avoid overloading participants with campaigns before trust is built.
• Use language that’s clear and factual: don’t shy away from the terminology of menopause and related symptoms.
• Connect with external expertise: partner with specialists to provide credible education and resources.
• Implement quick wins: pick “low hanging fruit” that deliver tangible benefits.
• Align with broader wellbeing and D&I goals: link the initiative to accreditation (Wellbeing of Women Workplace pledge) and overall staff welfare programs.
• Consider store-level realities: in retail, tailor adjustments to individual roles (e.g., door duty vs. back office) and support teams accordingly.
• Support managers with tools and training: give managers a framework for having compassionate, validating conversations.
• Provide holistic support: combine access to private care, wellbeing apps (Headspace), and flexible adjustments to support employees.

Three actionable next steps you can take

• Create a cross-functional steering group and appoint a co-chair and a sponsor to lead a menopause initiative in your organization.
• Sign up for the Wellbeing of Women Workplace pledge and plan an introductory menopause education session with an external expert.
• Start a candid conversation with your HR/ER team about how to support line managers in having empathetic, validated conversations about menopause with their teams; aim to roll out basic manager training.

Resources:

Connect with Lou over on LinkedIn: https://www.linkedin.com/in/lou-furby-49290844/

For menopause training and awareness sessions: www.managingthemenopause.com

If you enjoy the podcast please help us grow by sharing this episode, or writing a review.

You can also find me at http://www.thetripleshift.org

connect with me at https://www.linkedin.com/in/emmacthomas/

follow along on Instagram at https://www.instagram.com/middlingalong_podcast/

or subscribe to my Substack at https://middlingalong.substack.com/