Empathy is often described as a “soft skill” — something nice to have, but not essential for business. But what if we’ve been thinking about it all wrong?

In this episode of Sticky From The Inside, I’m joined by Dr. Melissa Robinson-Winemiller — TEDx speaker, executive coach, host of The Empathic Leader podcast, and author of The Empathic Leader: How EQ via Empathy Transforms Leadership for Better Profit, Productivity, and Innovation.

Melissa introduces the idea of practical empathy — empathy as a skill you can develop, measure, and apply every day. We explore why empathy starts at home with self-empathy, the leadership keystone. She explains how reflection and awareness drive better leadership decisions, and why empathy and judgment cannot exist in the same space. Along the way, Melissa shares personal stories, research insights, and practical steps leaders can use to build cultures that are more innovative, more productive, and more human.

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• Self-empathy is the keystone. Leaders can’t show empathy for others if they don’t first understand and connect with themselves.
• Reflection builds awareness. Daily self-reflection and awareness of impact create the foundation for better decisions and relationships.
• Empathy is a skill, not fluff. Practical empathy is skills-based, data-driven, and outcomes-oriented — not just “being nice.”
• Empathy and judgment can’t coexist. Removing judgement opens the door for leaders to grow, connect, and build trust.

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The key moments in this episode are:

0:01:10 – Why empathy matters more than ever in leadership 0:02:45 – Meet Dr. Melissa Robinson-Winemiller: researcher, coach, author 0:05:26 – A career unravelled: when organisations show no empathy 0:07:05 – What Melissa means by “practical empathy” 0:09:43 – Can empathy be learned, or is it innate? 0:12:30 – Defining self-empathy: the leadership keystone 0:16:27 – The role of judgment and why it blocks empathy 0:22:09 – The path to building self-empathy: reflection, awareness, empathy 0:30:28 – How self-empathy leads to corrective action and growth 0:36:38 – Performative empathy: why saying it isn’t enough 0:41:56 – The business case: empathy’s impact on profit, productivity, and innovation 0:45:51 – Melissa’s three Sticky Notes of advice

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Get the full transcript of the episode here

Strong business relationships don’t happen by accident — they’re built with intention, consistency, and genuine care. In this episode of Sticky From The Inside, I’m joined by Brad Englert, business advisor, former CIO at the University of Texas, and author of Spheres of Influence: How to Create and Nurture High-Quality Connections.

Brad shares the three keys to build strong business relationships that last. Drawing on decades of leadership experience and client work, he explains how these principles work in practice and why so many leaders unintentionally undermine their relationships by skipping them.

We explore real-world stories of trust, missteps, and turning points — from leading complex change to creating partnerships that stand the test of time. Whether you’re managing stakeholders, working with clients, or leading a team, Brad’s approach will help you build stronger, more mutually beneficial relationships that drive results.

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• Relationships need intention. Strong partnerships aren’t built on chance — they’re created with purpose and consistency.
• Know their goals. Understanding someone’s aspirations is the first step to earning trust and creating value.
• Set clear expectations. Misunderstandings shrink when everyone knows what’s expected from the start.
• Care about their success. Genuine care turns transactions into long-term, mutually beneficial relationships.

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The key moments in this episode are:

0:01:10 – Welcome and why relationships matter now 0:03:25 – Meet Brad Englert: advisor, former CIO, author of Spheres of Influence 0:04:08 – From CIO to advisor: lessons that shaped Brad’s approach 0:09:40 – Partnerships and trust: the foundation of strong relationships 0:15:38 – When ‘selling’ erodes trust (and what to do instead) 0:19:38 – Building relationships with intention inside complex organisations 0:26:04 – A simple system to stay connected and build strong business relationships 0:33:25 – Where to start when you’re early in your career or lack influence 0:35:32 – When relationships go wrong: how to reset and repair 0:49:25 – Brad's 3 Sticky Notes of advice

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Get the full transcript of the episode here

In this episode of Sticky From The Inside, I speak with Dr. Jo Burrell, Chartered Psychologist, Co-Founder of Ultimate Resilience, and named on HR Magazine’s “HR Most Influential Thinker” list. Jo has just completed a survey of nearly 1,500 HR practitioners — and the findings are a wake-up call for organisations everywhere.

The results? High levels of stress, exhaustion, and burnout across HR teams. These are the very people responsible for safeguarding the physical and mental health of the workforce — yet many are running on empty themselves.

We explore why HR’s wellbeing is a business-critical issue, the case for HR Supervision, the stigma around showing emotion at work, and how leaders can build psychologically safe workplaces for all.

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• HR is in crisis. Jo’s survey of nearly 1,500 HR practitioners reveals widespread stress, burnout, and exhaustion.
• When HR suffers, so does everyone else. The wellbeing of HR teams underpins the success of all workplace wellbeing strategies.
• Supervision is a lifeline. HR Supervision offers a safe space to protect and strengthen those responsible for supporting others.
• Emotion isn’t weakness. Tackling the stigma around showing emotion is key to building psychologically safe workplaces.

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The key moments in this episode are:

0:01:10 – HR Crisis Behind Workplace Wellbeing 0:03:44 – Meet Dr. Jo Burrell and today’s focus on HR wellbeing 0:04:15 – Jo’s background and the work of Ultimate Resilience 0:08:25 – The Rachel Reeves moment: why visible emotion hit a nerve 0:11:55 – Why emotion gets judged at work (and what that does to trust) 0:20:16 – Survey spotlight: HR practitioners on stress and wellbeing 0:21:17 – Burnout and anxiety rates vs the general population 0:30:33 – What is HR Supervision? Scope, purpose, and value 0:33:32 – How supervision strengthens HR decision‑making and wellbeing 0:49:25 – Jo's 3 Sticky Notes of advice

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Get the full transcript of the episode here

What if the reason someone has struggled at work for years isn’t down to effort, ability, or attitude… …but because they’ve unknowingly been navigating the world with a neurodivergent brain?

In this deeply honest and emotional conversation, I’m joined by Chris Hood from Neurobridge, who shares his personal experience of receiving an ADHD diagnosis in adulthood — and everything that came after.

We talk openly about the emotional fallout: the initial relief of finally having an explanation, and the overwhelming grief, shame and identity confusion that followed. Chris shares what it feels like to realise you’ve been masking your true self for years and how difficult (and beautiful) the journey back to yourself can be.

But this episode isn’t just about the individual experience. It’s also about what managers, leaders and organisations need to do differently to support neurodivergent colleagues, and why the typical “tick-box” approach to inclusion just doesn’t cut it.

Whether you're neurodivergent, a manager of people, or someone who simply wants to build a more human workplace, this conversation is full of insight, heart, and practical takeaways.

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• Diagnosis doesn’t bring instant clarity. It often opens the floodgates to grief, confusion, and decades of questions.
• Masking is survival. Many neurodivergent people spend years shaping themselves to fit in, often at the expense of their identity.
• Managers must lead with curiosity. Support isn’t just legal compliance; it’s about empathy, observation, and building trust.
• Workplaces thrive when inclusion is real. When people feel safe enough to be themselves, performance and wellbeing soar.

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The key moments in this episode are:

0:00:10 – What if ‘poor performance’ is actually undiagnosed neurodivergence? 0:03:52 – Meet Chris Hood: From ADHD diagnosis to championing neuro-inclusion 0:07:21 – What ADHD really feels like, and how diagnosis lifts the fog 0:14:41 – The grief and shame of late diagnosis: “I didn’t know who I was” 0:22:43 – Where shame begins: Abandoning yourself to fit in 0:27:49 – Unmasking isn’t instant — it’s a journey back to yourself 0:33:33 – What real support looks like (and why legal compliance isn’t enough) 0:38:10 – “What support do you need?” is the wrong question — here’s what to ask instead 0:42:21 – Chris’s 3 tips for supporting late-diagnosed team members

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Get the full transcript of the episode here

In this powerful episode, Greg Morley—global DEI leader and author of Bond: Belonging and the Keys to Inclusion & Connection—joins Andy to explore what it really takes to foster belonging in the workplace. Together they unpack:

• The difference between belonging (how we feel) and bonding (what we do).
• Why inclusion requires intentional action, not just good vibes or policies.
• How Greg’s global experience across 80+ countries shaped his belief in curiosity as a leadership superpower.
• What happens when we honour intent, not just punish mistakes.
• And why real inclusion lives in the middle ground—not the extremes.

If you’ve ever felt stuck in the performative DEI conversation or worried about “saying the wrong thing,” this is a must-listen. Practical, warm, and full of insight.

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• Belonging is a feeling; bonding is a choice. One makes people feel included. The other drives commitment and performance.
• Inclusion is built through micro-behaviours. It’s not a programme—it’s what leaders say and do every day, especially when no one’s watching.
• Curiosity is an underrated superpower. It builds bridges, sparks self-worth, and disarms fear—especially in tough conversations.
• We must reclaim the middle ground. Honouring good intent while correcting mistakes makes inclusion sustainable—not performative or punitive.

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The key moments in this episode are:

0:00:10 – Why Inclusion Feels Under Attack in 2025 0:04:14 – Greg Morley’s Global DEI Journey 0:13:09 – The Critical Difference Between Belonging and Bonding 0:16:19 – Why Inclusion Isn’t a Perk—It’s a Performance Strategy 0:19:10 – Curiosity, Culture, and Conversations That Matter 0:30:32 – Making Mistakes, Owning Them, and Moving On 0:36:05 – Allyship, Advocacy, and Action in the Workplace 0:38:01 – Why DEI’s Middle Ground Is Where Progress Lives 0:42:32 – Greg’s 3 Sticky Notes on Inclusive Leadership

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Get the full transcript of the episode here

Can storytelling really transform the way we lead, connect, and communicate at work?

In this episode, I’m joined by TEDx speaker, trauma-informed coach, and author of Meerbott’s Fables, Kelly Meerbott. Inspired by none other than Dr. Seuss, Kelly’s tales aren’t just for bedtime—they’re changing how leaders talk about tough topics like psychological safety, DEI, burnout, and inclusion.

We unpack why storytelling hits so differently today, how it can cut through corporate noise, and why the ability to connect emotionally might just be the most underrated leadership skill of all.

Whether you’re a CEO or a storyteller-in-waiting remember, if they're not moved, they won't move.

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• If they're not moved, they won’t move – Leadership communication needs emotion, not just information.
• Stories break down resistance – Fables connect with people across neurotypes, roles, and belief systems.
• Say less, mean more – Jargon kills clarity. Simplicity and humanity create impact.
• Use story to spark discussion, not silence it – Good stories open space for reflection, disagreement, and growth.

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The key moments in this episode are:

0:00:10 – The problems with communication today 0:04:00 – Who is Kelly Meerbott? The Coach, the Catalyst & the Fables 0:05:30 – Animal Wisdom, Pablo Escobar the Cat & Storytelling with Heart 0:10:30 – From Seuss to Boardrooms: Why Simplicity & Rhythm Work 0:14:00 – The Power of Emotional Access & Unexpected Praise 0:17:30 – Humour, Humanity & Making Generational Gaps Melt 0:21:00 – Neurodiversity, Sales, and the Once Upon A Time Effect 0:23:30 – Meet the Unicorn: Fables as Real-Life Composite Stories 0:26:00 – Why Storytelling Beats Slide Decks for Lasting Learning 0:30:00 – Fear, Algorithms & Why Polarisation Silences Discourse 0:34:00 – Volume Two Sneak Peek: Meerkats, Mockingbirds & Zebras 0:42:00 – Sticky Notes: Kelly’s 3-Point Advice for Better Storytelling 0:45:00 – Final Thoughts, Contact Details & Goodbye

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Get the full transcript of the episode here

What if your team’s biggest performance blocker wasn’t capability—but silence?

In this episode, I’m joined by psychological safety expert Gary Keogh to unpack why so many people still don’t feel safe to speak up at work—and how most leaders are blind to it. We explore what psychological safety really is (and isn’t), why two in five people still hold back, and why 70% of leaders think their teams feel safer than they actually do.

Gary shares practical insights into the four domains of psychological safety, the impact of accurately measuring it, and the powerful shifts he sees during the breakthrough sessions he runs with teams. We also flip the usual doom-and-gloom narrative, highlighting positive examples like Netflix’s “farming for dissent” approach.

If you want to build a high-trust, high-performance culture—this is where it starts.

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• Silence is the hidden killer of performance: Two in five employees hold back ideas or concerns due to fear, costing organisations innovation, speed, and trust.
• Psychological safety isn’t about comfort, it’s about candour: It’s not about being “nice.” It’s about creating space for honest, respectful challenge without fear of reprisal.
• There are 4 domains of Psychological Safety: Willingness to help, inclusion & belonging, attitude to risk & failure, and open conversations.
• Stop guessing. Start measuring: A 3-minute survey can uncover the truth, spark the right conversations, and drive lasting behaviour change.

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The key moments in this episode are:

0:00:10 – Why silence still rules too many workplaces 0:04:00 – Gary’s purpose: Unlocking and igniting potential 0:06:40 – What makes people hold back and what leaders miss 0:09:10 – What psychological safety is (and isn’t) 0:13:55 – The four domains of psychological safety 0:17:45 – Real breakthroughs from team sessions 0:22:40 – Why safety must be a group phenomenon 0:26:20 – Netflix's “informed captain” & farming for dissent 0:30:10 – How to handle challenge and feedback the right way 0:34:30 – Data sparks conversation and change 0:40:20 – What sustained impact really looks like 0:42:55 – Gary’s 3 Sticky Notes for building psychological safety

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Get the full transcript of the episode here

Ever wondered why workplace conflict often persists despite numerous policies and rules? Maria Arpa, an expert in compassionate communication, shares how embracing heart-centred, human-focused dialogue can transform workplace relationships, enhance trust, and boost productivity. Discover how intentional use of compassion can revolutionise your leadership impact and help you curate a better, more effective workplace culture. This stuff ain't fluffy! It's the real deal.

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• Conflict Starts With "I Matter": Conflict arises when people feel undervalued. Compassionate communication focuses on recognising individual worth.
• Dialogue Beats Debate: Dialogue isn't about winning arguments but about understanding. Replacing debates with dialogues fosters genuine understanding.
• Hierarchies Can Be Harmful: Rigid power structures often exacerbate conflict. Compassionate leadership offers a more effective and humane alternative.
• Compassion Is Practical, Not Fluffy: Effective, compassionate communication involves robust boundaries and practical techniques that positively affect organisational performance.

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The key moments in this episode are:

0:00:10 – Introduction: Tackling Workplace Conflict with Compassion 0:05:16 – From London's Streets to Corporate Suites: Maria’s Journey 0:09:29 – Why Do People Really Argue? Three Core Conflict Messages 0:14:05 – Is Compassionate Communication Too Soft for Business? 0:17:36 – Relationships and Trust: The Foundation of Productive Workplaces 0:27:40 – Dialogue vs Debate: Unpacking Maria’s Dialogue Road Map 0:34:07 – Why Companies Struggle with Compassionate Leadership 0:40:02 – The Holistic Approach: Blending Energy and Practical Communication 0:42:24 – Sticky Notes: Advice for Compassionate Communication 0:44:11 – Closing Thoughts & Where to Find Maria

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Get the full transcript of the episode here