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 mental 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!

I was chatting recently with Rich Hanrahan, co-founder of RPNA, and found myself nodding a lot.Because once again, we we...
21/10/2025

I was chatting recently with Rich Hanrahan, co-founder of RPNA, and found myself nodding a lot.

Because once again, we were talking about how often organisations treat wellbeing as something separate - a set of initiatives, surveys, or a “wellbeing strategy” that sits off to the side.

And yet, the real drivers of wellbeing are right at the heart of leadership.

It's not about perks or workshops to up-skill employees with individual strategies.

It’s about how people feel - day to day - in the culture you create.

Rich’s research shines a light on this beautifully:

88% of frontline staff want to contribute more, but rarely get asked.
69% don’t feel emotionally safe with their line manager.

That’s not a wellbeing problem. That’s a leadership one.

If we want genuine, lasting change, we have to stop chasing engagement scores and start having better conversations.

What are the conditions we’re creating?
Do our people feel safe, valued, and heard?

I unpack this in my latest blog and explore what leaders can do differently.

Check it out here:
Rethinking Leadership for Meaningful Wellbeing Change https://itstimeforchange.co.uk/rethinking-leadership/

16/10/2025

✨ What actually happens when employees have space to reflect on the past, present, and future of their organisation?

In the latest episode of Beyond the Water Cooler, I share how inviting people across teams to discuss what’s working - and what isn’t - brings out a remarkable level of honesty, energy, and creative problem solving.

It’s leadership with a difference: encouraging open, collaborative conversations so that everyone has a genuine voice and can help shape what comes next.

For managers, it’s about more than just solving problems - it's building a culture where people thrive and high performance becomes the expectation, not a happy accident. When colleagues from different teams volunteer to tackle areas that affect their daily working lives, you see authentic motivation and teamwork in action.

If you’re keen to nurture a work culture where employees feel valued and empowered to lead change, you’ll love the practical prompts in the downloadable resource for this episode - covering key insights from the conversation and ideas you can put to use with your own teams.

Catch the full episode here: https://itstimeforchange.co.uk/captivate-podcast/burning-out-or-burning-bright-rich-hanrahan/
And grab your resource here: https://itstimeforchange.activehosted.com/f/29

I’d love to know - what’s helped your teams shape their day-to-day experience and performance for the better?

Did you know that last weekend saw the World Conker Championships in Northamptonshire? It reminded me of winning a sligh...
15/10/2025

Did you know that last weekend saw the World Conker Championships in Northamptonshire?

It reminded me of winning a slightly less significant competition, years ago, with this beauty of a conker!

I walked away with the prestigious trophy 😂 and an unscathed conker, which said it all. I was so terrible at making contact with the opposition that my weapon stayed intact.

Ultimately I was rewarded for failing.

And this is something I see time and time again in workplaces (albeit not with conkers).

For example,

💰People complain about the behaviours of their colleagues, but little is done because they make a good contribution to the profit margin.

🙊 People benefit from job security despite under-performing because no one has the courage to speak up and address the issue.

How else do employees get rewarded for not actually being good enough?

And more importantly, what are you doing about it?

Unless we look for the loopholes, we will continue to maintain unhelpful behaviours that undermine real success. Whether that's about demonstrating agreed values or having brave conversations, everyone needs clarity about what WILL be rewarded, and what will NOT.

With World Mental Health Day tomorrow, there’s never been a better time to explore what truly supports our mental wellbe...
09/10/2025

With World Mental Health Day tomorrow, there’s never been a better time to explore what truly supports our mental wellbeing at work. In my latest Beyond the Water Cooler episode, I sit down with Rich Hanrahan, co-founder of RPNA, to dig into the role of leadership, management, and team culture in creating environments where people can thrive - not just cope.

We discuss why the best leaders go beyond chasing numbers or ticking boxes, prioritising everyday conversations, psychological safety, and a genuine curiosity about their people’s experiences. When managers make space to really listen and involve their teams, employees feel valued and empowered - and that’s the foundation of well-being and high performance. 🌱

From practical steps around tackling conflict to the importance of compassionate accountability, this episode is packed with insights for any leader who wants to build an engaged, resilient and motivated workforce.

If you’re reflecting on how to promote wellbeing in your organisation, this conversation is a must-listen.

🎧 Check out the episode here: https://itstimeforchange.co.uk/captivate-podcast/burning-out-or-burning-bright-rich-hanrahan/ or watch on Youtube: https://youtu.be/HbRyJcKjoqI

08/10/2025

Are you ready to admit that your system is flawed?

I was talking to a director recently who spoke about stress being a personal issue. But what if it isn’t about individual weakness and instead about systems, pace, clarity, culture?

💡 The companies I’ve seen make real progress are the ones that do more than offer coping strategies. They create space to ask:

👉 What’s actually causing the stress?
👉 What do people need to perform and stay well?

From leadership listening sessions to 1:1 interviews, the magic happens when people feel heard and something changes.

It's not about aiming for perfection - it's about starting with something that nudges closer to where you need to be for your people.

🎧 You can hear me unpack this (and four other people challenges) a little bit more here: https://itstimeforchange.co.uk/captivate-podcast/essential-strategies-for-5-big-people-challenges-facing-organisations-today/

Where might your system be quietly fuelling stress?

That's me... second from the front. Stumbling across this blog resonated this week, having had so many conversations wit...
03/10/2025

That's me... second from the front.

Stumbling across this blog resonated this week, having had so many conversations with team leaders about how hard leadership, and achieving high team performance, can feel.

In this blog, I outline how some key ingredients make all the difference:

- Honesty
- Input & feedback
- Expert advice
- Challenging stereotypes
- Identity
- Beliefs

What are the expectations of your team?
Are they working for your team?

If the answer to that second question is 'no', you need to actively work to realign the mismatch. Choosing not to means that you undermine the potential your team has to fully engage, feel good and experience success.

Let me know if you want any help pulling your team in the right direction.

Check out the blog here: https://itstimeforchange.co.uk/creating-a-winning-team/

💡 If you want to build a culture that supports both high performance and learning, here are 3 ideas:1. Identify the righ...
03/10/2025

💡 If you want to build a culture that supports both high performance and learning, here are 3 ideas:

1. Identify the right spaces to play.
Which projects, processes or parts of the business are open to unpicking and testing?

2. Define what support is available.
What happens if there’s a fail or dip in performance? Are you available as a coach and sounding board?

3. Measure what matters.
In your innovation spaces, focus on the behaviours that matter most:
- Are people being curious?
- Are they collaborating in new ways?
- Are they connecting knowledge and skills to solve problems?

Why am I posting this? Because I posted about developing innovative practice yesterday and it got me thinking just how much we ask of our teams.

"Be consistent. Be creative. Hit the target. Try new things."

But these demands often compete - and when we’re not clear, that tension creates stress.

People need clarity:

- When are they expected to deliver polished, high-quality outcomes?
- When is it OK to experiment, take a risk, and learn from what doesn’t work?

Without clear guidance, well-intentioned experimentation can backfire - damaging confidence and undermining future innovation.

Your people need to know when performing 'well' means tried-and-tested… and when it means trial-and-error.

Clarity here isn’t a ‘nice to have’ - it’s what enables people to perform and grow at the same time.

How are you giving your teams permission to learn without compromising their confidence?

What does a workforce ➕ the opportunity to plan for how values promote innovation 🟰❓ Answer: A set of behaviours that ar...
02/10/2025

What does a workforce ➕ the opportunity to plan for how values promote innovation 🟰❓

Answer: A set of behaviours that are meaningful. Why? Because they are developed by people who are motivated to get them right, to drive the positive change they want to see.

And that's pretty important in an age where employees seek meaning and purpose and the sense of achievement that comes from being able to work at their best. The latter means leaving behind outdated practice and processes that can holding things up.

It's also important for companies wanting to stay ahead of the game - to remain industry leaders.

Luckily for me, HR Wallingford is one of those organisations that actively seeks the best ways of doing things. With an ambitious sustainability programme that leads innovative solutions, they need an agile workforce.

And wow, did I see just how inspiring they are at their annual Spotlight that celebrated projects and people!

In the workshop I facilitated, we created space to hear voices, insights, expectations, needs, concerns, and opportunities for the future. The buzz in the room and outcomes at the end said it all.

There is greater clarity about what is needed to succeed.
And people are on board because they've been part of creating it.

Obviously, what happens next is key and my mind is whirring with ideas...

💭 rethinking team meeting agendas: What are we recognising, what behaviours are we driving?
💭 Dragon's Den projects to deal with known barriers that block innovation in so many organisations.
And so many more - but I'm keeping those under wraps until I share with the team.

There is HUGE opportunity to shape cultures that foster innovation when we create the time and space for people to solve their own problems and be part of the vision.

💡How do you inspire your workforce to be part of designing their future?
📢How do you give them a voice to find solutions to known problems?

Want some help? Use your voice and give me a shout.

A massive thank you to the Thames Valley Chamber of Commerce HR Forum and B P Collins LLP who, yesterday, provided a rea...
26/09/2025

A massive thank you to the Thames Valley Chamber of Commerce HR Forum and B P Collins LLP who, yesterday, provided a really insightful session with Jeff Kong and Christopher Bailey from DWP speaking. The conversation focused on Equality, Diversity and Inclusion in a changing world - super relevant!

Jeff made the helpful distinction between equity of opportunity rather than equality of outcome... a very important difference. He advised we ask questions to identify the problem and need: What's the legitimate aim and what's the evidence base? And then check that the proposed action is 'proportionate'.

You can ask your legal questions at BP Collins' HR Cabinet. https://lnkd.in/exS9eawB

Chris talked about fear getting in the way of having the all-important conversations about disability, including neurodiversity and mental health. This resonated - managers still often worry about needing some expertise about what their employees might be experiencing. In reality, simply asking how needs show up for that individual and what they need of their manager is a great place to start.

Chris had so much practical advice - you can find out all you need to know about Unlocking Workplace Potential: Health, Inclusion & Innovation, including the Disability Confident Scheme, on 15th October at Blenheim Palace. Contact Chris to book.

Thank you Natasha Staines for inviting me and to Claire Madle for chairing brilliantly. Looking forward to the next one!

On the weekend I discovered the benefit of slingshots. Not the type that catapults things into the air using a stick and...
23/09/2025

On the weekend I discovered the benefit of slingshots.

Not the type that catapults things into the air using a stick and elastic. But the strategy for cycling with a partner, each taking 1 minute to lead with the other on the back wheel, and then switching.

Despite a strong headwind (that's the reason we decided to take turns using each other as a windbreak!), I got my third fastest time along the straight.

It was a brilliant reminder of how working as a team is so much better than working alone. But it requires several factors to be in place:

1️⃣TRUST: We cycle so close (Caroline dropped back to be visible in the photo) that the rider behind cannot see the road. We know the lead rider will keep us safe.

2️⃣COMMUNICATION: We have verbal and non-verbal methods that are agreed, and we know we can speak up if something doesn't feel right.

3️⃣A CLEAR PLAN: Having 'rules' about how to switch e.g. who moves out from the kerb and who stays straight avoids crashes!

It's no different to work. We can get so bogged down in the detail that we forget the 'how' of operating as a team. Ask yourself...

- How much trust exists with your colleagues in terms of the confidence you'll look out for each other?
- How likely are people to speak up to change a plan or to provide feedback? - Do you actually have a plan that shows how each of your team impacts and is influenced by others?

Take a moment to think about HOW you do things to achieve the best outcomes, and not just WHAT you're trying to do.

You know where I am if you want to explore how to boost your team's performance (no sling shots necessary!).

It's easy to lose sight of who we are, especially under pressure.You can be the most supportive manager, the most inspir...
18/09/2025

It's easy to lose sight of who we are, especially under pressure.

You can be the most supportive manager, the most inspiring colleague, the most capable leader. But stress changes us.

And when it hits, even the most experienced professionals can start to doubt everything.

I was coaching a COO this week who had just come through a tough challenge. Her huge smile communicated the sense of relief, but underlying that was confusion at her reaction.

During the stressful event, this senior leader's confidence had dropped through the floor. She had been overwhelmed. She had started questioning her ability and even her reputation.

What she was really facing was a crisis of identity.
And I wasn’t surprised.

Once I explained the neuroscience behind her reaction – and helped her normalise it – she felt more grounded again. Because here’s the truth...

No matter your title or track record, curveballs can wipe you off your feet.
That’s not weakness. It’s being human.

What matters is what happens next.
❔Who do you turn to when things feel shaky?
❔How do you pass on what you’ve learned to others?
❔And are you making the most of the experience and emotional intelligence that already exists within your team?

This particular leader was exceptional – not just in bouncing back, but in using what she learned to equip other people managers across the organisation.

That’s real leadership.

If you want to create space for more of this in your business, let’s talk.

Imagine a world where adults at work are emotionally mature because it has been developed with intention. Where people c...
11/09/2025

Imagine a world where adults at work are emotionally mature because it has been developed with intention.

Where people can:
• Recognise and name what they’re feeling – whether it’s the build-up to a difficult conversation, anxiety before a presentation, or the imposter syndrome that quietly lingers.
• Pause to react differently and to problem-solve
• Spot patterns in themselves and others and apply that insight to improve relationships, resilience and outcomes.

Yesterday I spent the afternoon with Trinity Learning, for the fifth year running, helping volunteers build the confidence and know-how to support this kind of learning in schools.

The impact is obvious. Lightbulb moments happen as we explore:
• Emotional regulation
• The power of language
• Active listening
• Human needs in practice
• Strategies for taking back control in challenging situations.

And it always makes me wonder…

Wouldn’t our world be better if we all learned these life skills? What difference that would make in every organisation.

Now ask yourself… how well is your workplace supporting this development?

In a world increasingly shaped by AI, it’s the human skills – emotional intelligence, communication, adaptability – that will differentiate us most.

Is your workforce ready to sit confidently and competently alongside tech? Or will your workforce become irrelevant?

The focus shouldn’t just be upgrading your systems. It’s about investing in your people.

If you want to shape a workforce that’s emotionally intelligent, resilient and future fit, let’s talk.

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