It's Time for Change

It's Time for Change Chartered Psychologist & Psychotherapist: When we get people right, we get business right. Let's put the human factor back into business.

I get very excited about working collaboratively with organisations, using psychological principles and evidence-based practices, to create workplace cultures where employees excel, where teams are dynamic and where people are happy. It's Time for Change helps leaders and HR professional to develop sustainable high performing, engaged teams, by creating the best company culture with positive menta

l wellbeing at the centre. Looking after the people we work with is a human, ethical and moral responsibility. And it's good for business - higher staff engagement means fewer absences, lower staff turnover and far better business results. While most businesses know this, they don't always know where to start.

⭐ That's where I come in. ⭐

📧 lisa@itstimeforchange.co.uk | 🌍 www.itstimeforchange.co.uk

Designed to drive meaningful change in your business, I provide bespoke support delivered in creative & practical ways to suit your team and your company’s specific objectives. However we work together, it will be interactive and focused around moving your business forward, keeping people onboard. MY PODCAST is the best place to hear conversations with inspiring leaders about how to create exceptional work culture and employee experience.
🎙 https://itstimeforchange.co.uk/podcast

CHECK OUT MY BLOG to access advice, resources and all things topical in the world of engagement, , , , , dynamics, and .
🖊 https://itstimeforchange.co.uk/blog

WHAT KEEPS ME BUSY:
Training, workshops, consultation, public speaking, psychotherapy, coaching, After Action Reviews, assessments, workplace insights

Check out my testimonials on my website or Google. 🌟🌟🌟🌟🌟

Natali is my fabulous Digital Ops Whizz - you'll no doubt get to know her when we connect! DROP ME A LINE - always happy to have a chat to find out how we might be able to work together:
📧https://itstimeforchange.co.uk/contact

By the way, I'm also a busy mum and a huge fan of the outdoors, so I avoid being in business mode full time. Oh, and I'm a lover of gin!

24/07/2025

Leadership isn’t about being perfect. It’s about being real.

Behind closed doors, many senior leaders tell me the same thing:
“I’m out of my depth, and I can’t admit it.”

This pressure to perform — without showing any cracks — means too many are masking their fear, anxiety, or uncertainty. And when that happens, connection suffers.

💡 But here’s the shift: when leaders drop the mask, others do too. That’s when real collaboration begins.

I've worked with MDs, CEOs and senior teams who’ve leaned into their discomfort — and found new confidence by approaching challenges from a more human place.

🧡 It starts with honest conversations.
🧭 It grows through group problem-solving.
🚀 And it ends in better performance and stronger cultures.

🎧 I explore this further in the Season 11 finale of Beyond the Water Cooler https://itstimeforchange.co.uk/captivate-podcast/essential-strategies-for-5-big-people-challenges-facing-organisations-today/

👇🏼 How often do you give yourself (and others) permission to lead with authenticity?

Will your organisation still exist 28 years from now?I've been enjoying the Tour de France and just learnt that Marc Mad...
17/07/2025

Will your organisation still exist 28 years from now?

I've been enjoying the Tour de France and just learnt that Marc Madiot is stepping down after nearly three decades leading the Groupama-FDJ cycling team. He is leaving a legacy that goes well beyond trophies.

His secret?
“Adapt or die.”

And yet, he never let go of what mattered most. He talks openly about how hard it is to let go of identity, history, and the way things used to be. But he did evolve - while staying rooted in his values.

Here’s what stood out for me that I love most:
❣️Letting go of good people is a compliment - it shows you’re developing talent others want
❣️Recruiting “human beings, not robots” is still the gold standard
❣️Creating a team where trust, calm and family-like continuity matter is a strategic choice
❣️Being sceptical of tech that removes independent thinking? Valid.

In a world increasingly driven by performance dashboards and digital trends, this is a reminder that success isn’t just about following the data.

💬 How clear are you on what your success looks like - by YOUR definition, not someone else’s?
💬 Do your people feel like humans or units of output?
💬 Are you shaping a business that can stand apart - and stand the test of time?

Your ethos is your edge. Don’t lose it chasing someone else’s.

Thank you Cyclist.co.uk for your in-depth Marc Madiot profile that provided such an interesting story to inform this post.

✨ What does it really take to put the human factor back into business?In the Season 11 finale of Beyond the Water Cooler...
17/07/2025

✨ What does it really take to put the human factor back into business?
In the Season 11 finale of Beyond the Water Cooler, I reflect on the conversations that matter most for leaders today — the ones that shape culture, performance, and wellbeing.

Too often, we focus on individual coping strategies for stress or pressure.
But the real opportunity?
Fixing what’s around people — not just what’s within them.

💡 Leadership isn’t just about results.
It’s about showing up with courage.
Being honest about pressure.
And creating space for others to speak freely — especially when it’s hard.

When leaders drop the mask, others follow. That’s how psychological safety grows. That’s how high-performing cultures are built.

A key takeaway from this episode:
🧭 The strongest teams aren’t just skilled — they’re aligned.
On values. On feedback. On how they challenge and support each other.
That’s where real performance lives.

Whether you’re a CEO, senior leader or simply passionate about better work — I hope you’ll tune in.

🎧 Listen now https://itstimeforchange.co.uk/captivate-podcast/essential-strategies-for-5-big-people-challenges-facing-organisations-today and download the free High Performance Accelerator here: https://itstimeforchange.activehosted.com/f/25

👇🏼 I’d love to know: how are you shaping an environment where people can do their best work?

We talk about kids being 'the anxious generation', but is it the parents?I packed my 12 year old son off to school camp ...
16/07/2025

We talk about kids being 'the anxious generation', but is it the parents?

I packed my 12 year old son off to school camp this morning - he was so excited I had to remind him to say goodbye!! It's my job as a mum to help him make the most of these opportunities - and no doubt my confidence and love of adventure will have rubbed off on him.

But the anxiety from many parents about their children going away for a couple of days has been palpable. And it's not just my own school community - friends have shared a similar, worrying experience...

🆘 Concerns about children getting to their location safely via school transport (rather than assume if there's a problem, we'd hear about it)

🖲️ Anxiety about being unable to track kids because they weren't allowed to take their phones (thank goodness)

🥱 Worries about kids being bored because they don't have phones!!!!!!

👖So many questions about clothes... should they take a jumper (despite the kit list provided... and the fact we live in England)

We need to check ourselves. We have generations of anxious parents who are fearful for their kids despite all the information available about what is needed, what will happen (including in emergencies), and knowing they're being looked after by experienced and trusted adults.

I know kids being away from home can feel like a big step if it's the first time but how we communicate (intentionally or not) really impacts those around us.

❓Have we become too obsessed with the need for control?
❓Have we lost the ability to think for ourselves?
❓Has tech that keep tabs on our young people come to feel too necessary?

What do you think?

Good enough is fine - until you realise it’s become your default.I dusted off my ergo recently and set myself a 20-minut...
16/07/2025

Good enough is fine - until you realise it’s become your default.

I dusted off my ergo recently and set myself a 20-minute row.
Fifteen minutes in, my pace started dipping.
I noticed it, accepted it (after all, it's been a while), and almost settled.
“This’ll do.”

But instead of 'coasting' (not sure that's possible on an erg!) or simply pushing harder, I did something else.

I zoomed in.

🚣🏼‍♀️ 10 strokes focusing just on pushing from the legs.
🚣🏼‍♀️ Then 10 more, focusing on a quick catch.
And so it went on.

That small shift in focus sharpened my performance - without working harder. Just smarter.

We all slip into “good enough” when we’re tired or under pressure. It’s human. And when we notice we're not on track, we tend to push more.
But if we want to maintain high performance, we need more than just grit. We need clarity.

Here are 3 good questions to improve your performance:
💡 What does “good” actually look like in your role?
💡 What specific behaviours drive it - and which ones are slipping without you realising (or maybe you haven't yet mastered)?
💡 Are you measuring what matters, or just hoping you’re on track?

You can’t give 100% to everything. But you can break performance down into focus areas that matter most. 🎯 That’s how you make it achievable. That’s how you raise the bar.

If you or your team are stuck on “fine” or pushing hard without the results, let's talk about how to sharpen the focus.

“It looks like a scout hut!” later became, “Now I see why!”We ask a lot of people at work.But pressure to perform can sh...
14/07/2025

“It looks like a scout hut!” later became, “Now I see why!”

We ask a lot of people at work.
But pressure to perform can shut down the brain’s ability to reflect, problem-solve, and connect — the very things needed for great teamwork, leadership and collaboration.

So when you're exploring skills like communication, decision-making, negotiation or resilience…
Does a formal environment really give your team the best chance to grow?

Last month, I worked with the brilliant team at Hitachi Energy, with facilitators Chris Chamberlain and Gemma, to do something different.

We took it outside.
Surrounded by fields, the group relaxed, reflected, and got curious about:
– What they’re doing well
– What they want to change
– How they support each other to thrive

Each person was also given a secret Stretch Goal — a personalised challenge to try out during the activities. At the end of the day, teammates shared what they'd noticed about themselves and each other. Honest, energising feedback.

The photos give an insight into a different way of working to strengthen teams and build individual knowledge and skills.

If your team development always looks the same — maybe it’s time it didn’t.

For the beady eyed (or eared) among you, you might have noticed a lull in my Beyond the Water Cooler podcast this past m...
11/07/2025

For the beady eyed (or eared) among you, you might have noticed a lull in my Beyond the Water Cooler podcast this past month.

I’ve been a bit side-tracked by exciting developments for It’s Time for Change that are shaping how I work. More on that coming soon.

Yesterday I enjoyed the freedom of thinking that escaping my office provided. The result is a far more coherent plan of how my podcast, free resources and services align to provide most value.

I get bored of being on repeat… I like to evaluate & evolve my practice. There is always something new to explore & to develop to make sure I’m top of my game & being most helpful.

So the final episode this season will be live next week where I’ll let you into what’s on offer. You will want to listen to that if you’re a leader in business.

Until then… I’m off to reapply my sunscreen & crack on with my plan.

Who needs an office anyway?!

Friday started with me catching up with the fabulous Seb Randle & being honest about looking for 1 more client to fill a...
07/07/2025

Friday started with me catching up with the fabulous Seb Randle & being honest about looking for 1 more client to fill a new gap I have.

It was tempting to follow up our chat with a day of ‘cracking on’ with email & marketing & all the stuff I know is important.

But I claim not to work Fridays - & it’s a rule I often break. So, instead of focusing on It’s Time for Change, I paddled on the river and then enjoyed a swim (fully clothed!).

We choose our narrative.

We decide what is important & what can wait.

We experience the drain or energy that our choice of activities creates.

Remember to set your boundaries & build in time to do the stuff you “don’t have time for.” Rarely do I see people deciding they’re now successful enough to step back & enjoy down time.

Success makes us busier.

You have one life.
How are you living yours?

Think 'high performing teams'. What comes to mind? Possibly not building human pyramids - but more on that another time!...
04/07/2025

Think 'high performing teams'. What comes to mind?
Possibly not building human pyramids - but more on that another time! For now we'll stick to the more academic type.

On Wednesday Gemma and I had the privilege of spending the day with leaders at HR Wallingford exploring what makes teams brilliant. We brought Lencioni's 5 Dysfunctions of a Team to life through a series of activities that got everyone reflecting and planning.

I've removed their scores but the pyramid below reflects that of Lencioni. It's a great way of checking the foundations are in place (starting with trust at the bottom) to achieve the ultimate results at the top.

What struck me was how evident it became about what the team had achieved really well over recent years, and areas for further development.

Those of you who know me well will know that I'm a fan of keeping things simple. So here is a place to start...

Ask YOUR team where they would rate themselves on a scale 1-5 for each area:

trust
conflict (challenge)
commitment
accountability
results.

Why is that?

Is there consistency in responses from each individual, or disagreement? Both speak for themselves.

What would it take to nudge closer to 5?

We don't spend anywhere near enough time on HOW teams function. But without the key elements of high performance being understood and developed, the results will never be as good.

Want some help understanding and shaping your team? You know where I am.

Leading can feel lonely. There's a huge amount to get your head around, and when you add the splendour of humans into th...
01/07/2025

Leading can feel lonely.
There's a huge amount to get your head around, and when you add the splendour of humans into the mix, it can feel quite challenging.

That's why I'm a fan of opportunities to learn, jointly problem-solve and collaborate. At our most recent B4 People Ecosystem we got stuck into exploring and progressing one person's headache about a return to the office.

Here is what that Director had to say...

"It was a fantastic session! Being my first People Ecosystem I wasn’t sure what to expect beforehand, but I took a huge amount away, and being able to interact on my challenge was really beneficial.

I took 3 key actions to directly address the situation around a move back to increased time in the office:

💡 I should give more consideration to the social side of being in the office - the parts that build team morale.

💡 I should leverage my graduate’s being in the office to his advantage e.g. shadowing and mentoring.

💡 I’ve started to discuss how the office environment can be beneficial for graduate development - particularly soft skills that can't be learnt from a text book at home!"

The benefits of talking about your real-world challenges cannot be underestimated.

Come and join us at the next People Ecosystem that I host on 16 October. Find out more here: https://www.eventbrite.co.uk/e/people-ecosystem-roundtable-discussion-at-b4-hq-tickets-1237448755539?aff=oddtdtcreator

Thank you Richard Rosser for keeping us cool with water... ice-cream next time please!

My legs (& backside) have just about recovered!Last Sunday I took part in Bike Oxford - 78 miles/126km of rolling countr...
27/06/2025

My legs (& backside) have just about recovered!

Last Sunday I took part in Bike Oxford - 78 miles/126km of rolling countryside in Oxfordshire and the Cotswolds... although the VERY steep hill in the last third felt more like a wall than a roll!!

Never have I been happier to eat a rocket ice-lolly at the finish, brought to me by Nikki Gracey from the fantastic Sobell House Hospice. That was an unexpected and very welcome surprise!

I was anxious about holding my super-human (aka 'machine') friend up. But she was patient, encouraging and as we got towards the end, let me tuck in behind and abandon turn-taking.

It was a good reminder how fear of showing ourselves up or letting people down can stop us having a go at things.

I KNOW my friend would be accepting of how I showed up and yet I didn't want to let her down. If that was a work situation... that feeling would have been amplified.

We often believe people know that we'll support them.
That we won't judge them.
That we'd prefer they have a go than not.

But does that message land loud enough? 📢

In most cases, I don't think so.

Being by someone's side (or leading the way 🚵🏼🚵🏼‍♂️) and actively, repeatedly, communicating your belief in them, providing practical help and giving positive feedback cannot be underestimated. Do it more than you think is necessary and you'll probably get it about right.

Be intentional about encouraging someone you work with out of their comfort zone.

Do you want your team to produce better results? Here's my advice.2 questions.What are you good at?What do you enjoy?The...
27/06/2025

Do you want your team to produce better results? Here's my advice.

2 questions.

What are you good at?
What do you enjoy?

There is a tendency to overcomplicate things when really we need a few simple guiding principles...

1. space to reflect and explore reality
2. open-mindedness to discover and change
3. vulnerability to own your weaknesses and shout about your strengths
4. intention to make a positive difference

The conversation that flowed from these questions this week was powerful. Leaders shared their own beliefs and experiences. Their peers provided feedback, including what was missing in terms of the value that people brought to work.

It provided a mirror for individuals to understand how they are seen by others.

And it provided an understanding to colleagues about what's really going on underneath the illusion of calm, confidence and competence.

Don't overcomplicate it.

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