Welcome to Inclusion Bites, your sanctuary for bold conversations that spark change. I'm Joanne Lockwood, your guide on this journey of exploration into the heart of inclusion, belonging, and societal transformation. Ever wondered what it truly takes to create a world where everyone not only belongs but thrives? You're not alone. Join me as we uncover the unseen, challenge the status quo, and share stories that resonate deep within. Ready to dive in? Whether you're sipping your morning coffee or winding down after a long day, let's connect, reflect, and inspire action together. Don't forget, you can be part of the conversation too. Reach out to jo.Lockwood@seechangehappen.co.uk to share your insights or to join me on the show. So adjust your earbuds and settle in.
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The Inclusion Bites Podcast
Confidence, Balance, and Success
Speaker
Joanne Lockwood
Speaker
James R. Elliott
00:00 Corporate Career in Tech Industry 05:28 "Love, Layoffs, and Corporate Awards" 11:56 Challenges of Peer Leadership Promotion 19:45 Embracing Change for Success 22:00 Embrace Authenticity Despite Fear 28:53 Critique of Current School Systems 34:02 Future Career Trends and Opportunities 39:56 Creativity Emerges During Rest 44:42 Automate to Save Time…
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Highlights
“Sparking Change Through Bold Conversations: "Welcome to Inclusion Bites, your sanctuary for bold conversations that spark change.”
“Breaking the Cycle of Career Setbacks: "Isn't it time to just admit that you need a new strategy? You need to attack this from a different way. You need to change jobs, change companies, go on your own, or be more strategic internally...”
“It's creating that success, is by planning to change, planning for change and and having a almost a almost a change and growth roadmap for yourself and for your team.”
“And my biggest thing is be authentic. And if you're authentic and being real and and and as not permission to be an ass for, but it's it's, you know, being being raw and real and and and yes, sharing your opinions, share your thoughts whether you're not been or whether you're you're someone at a at a kind person, then that's not that's not the firm for you. Or if you're afraid that you're gonna get fired or think you get fired for being real and authentic.”
“The Flaws of Modern Education: "I hate how the current school system, and I have several problems with it. I think it creates robots and it makes peep designs people to be automatons in a, in a, in a, you know, industrial world, corporate world, I suppose. But not even, not even successful corporate people because the corporate world still use great thinkers, great innovators, people who go above and beyond and think outside the box versus just do what you're told.”
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Full transcript
It's time to ignite the spark of inclusion with Inclusion Bites.
Today is episode 158 with the title confidence, balance, and success. And I have the absolute honor and privilege to welcome James R Elliott. Hello. James is a transformational coach, an international speaker with over twenty four years of helping business leaders, entrepreneurs, and professionals build thriving businesses whilst maintaining freedom and their personal fulfillment. When I asked James to describe his superpower, he said it is empowering people to unlock their potential and take action towards a confident, balanced, and successful life. So, James, welcome to the show.
Thank you. Thank you. Thank you, Joanne. Appreciate it.
That's a pleasure. We'll chat just now. And, you're, I believe, in from Toronto in Canada?
Yes. I am. Yep. Born and raised here. Traveled to the world, but born and raised right here at home. Yeah.
You're across the border behind the Northern Wall. Yeah. Of,
Exactly. The Northern Trump Wall.
The United States Of Trump at the moment. Yeah.
We we are. We're behind you that Northern Trump the invisible perhaps Trump wall, but it's there.
So, James, it's great to have you on. I'm I'm pleased you've given up your time today. Your work revolves around, confidence is a balance and helping others, because you wanna help them create their life they love. So what inspired you? What got you into this? What's your experience?
My life, a life of a lot of lessons and learning. You may not wish for my life, but but it I love it. And it's been great ups and downs, failures. And I no longer believe in failure. It's just only growth and learnings and feedback. You win or you learn really is, is, is my thoughts. So depending how far back you want me to go. Long story.
Well, I'll start with the start with the corporate world. And then we come back to the childhood too, but the, the corporate world learned, learned a lot there working for companies like IBM, Novell, which is the Microsoft, the 1980s and, and Lenovo, the computer company. Working for years and years there as well. A variety of roles, all dealing with people, all touching people, all helping people. In fact a lot of my career it was my role to support and empower our resellers our business partners to do well. In variety of ways and when they did well they sold more of our products Thus, we did well in myself. You know, I was compensated on how well they did. So it was in my best interest to make sure that a lot of our business partners, some very, very small mom and pop shops, multi, multi, multimillion dollar.
Like I said, some of the $50.60, dollars 60, dollars 70 million quarters, some quarters, depending where I was working with. And I, I always had a combination of mom and pop shops who were very proud to when he hit his first million, this one gentleman very, and I was proud of him too. Very proud. I've had, like I said, companies with $30.35, dollars 40,000,000 quotas that we're working on. Coming from there, learning a lot, learning a great deal, but also learning, you know, how I don't wanna run my business. Learning great leaders, not so great leaders, great cultures, not so great cultures. It it was a fantastic lesson that way when I started my own business eleven years ago, helping people. A business is small and large.
It's been an incredible journey again, up and down and all around like much of life is and helps us learn high highs and low lows, just like life, just like leadership, just like entrepreneurship, right? Life has a lot of great stuff. And, and we focus on that. We feel pretty great. Life has a lot of not so great stuff and we focus on the not so great stuff. We're going to feel not so great. So I've learned related to, to become highly resilient and perseverant. One of the things I speak on, one of the things I love to teach is perseverance and, and really how to get through immense challenges, tough times, adversity, during great times of challenge and change and how leaders can help themselves and their teams do that too. Because that was me.
It's a very authentic thing that was me persevering through all the things that, and I'm happy to happy to chat about those. We can get at them too. But that's really how I got into what I, what I, what I do. I I've always been a, I love teaching, always love helping people. I love supporting people. I'm making an impact and really helping people who want to help people. I always love to do that. And so it became a fairly natural thing for me, first of the coach and then very, very quickly transitioned to being speaker teacher.
Cause I, I just love giving love teaching love big audiences. That that's in a nutshell, how, at least recently, how I got in things, oh, oh, laid off in the height of my corporate career, not once, but twice. So, and I, I didn't listen to the universe or whoever, whatever the first time. And it was, it was interesting, like winning. Not to toot my own horn, but says, add as example, that's going to happen to anyone IBM employee of the year. And then a couple of years later, laid off corporate downsizing or moving jobs or moving them back here or doing this. We're shutting in your division, took a year off the summer of James traveled the world, lived the summer of the cottage, and then, went back to the corporate world. And almost four years later, you know, calling me, congratulations, James, you've won the awards club.
You've won president's club. Amazing work. You blew your numbers away. You did this and that. This is your great work. And I said, great. Well, when is it? Well, they said, well, we're actually, we're going to give you money instead of letting you come to the awards events. I said, why? Why would, why I wanna go down, like, have some fun.
See my colleagues. He's like, well, because actually today is your last day here with us. So I was like, what? Say congratulations and goodbye. It was it was almost comical. I'm like, are you being serious? He's like, yeah. I am. I'm like, okay. I mean, great.
And it was like I won the lottery almost, Joanne, because I I wasn't happy. I wanted out of there. I made great money, but I was I was depressed. I was anxious. I wasn't happy with my life. Fortunately, I think that's a lot of people these days. Yeah. So how's work? Oh, it sucks, but it pays the bills or works work or it's there and works okay.
Or I live for the weekends or some permutation of that, which breaks my heart. So that's, that's, you know, I thought after the second layoff, I started to pay attention to the nudges from the universe. I'm like, okay. Okay. It's it's a sign. So then started my own business. I always knew I love to help people. Started doing a few things and now found my way here to what I really love doing to to empowering people, teaching, speaking, and leading.
That is that's a fascinating story. I so much of that resonates with me, in that find that epiphany moment where you, you realize what this core machine is all about. It's never about you, is it? That's that's the problem. You think you're the the key pillar. You think you're the driving strategy. You're right in there. And then in a blink, you're irrelevant. And it's like, hang on a minute.
That was first of the year.
It's exact. And it's a shame that I suppose that's one thing I love to help organizations with because when people feel like numbers, they're gonna be disengaged. They're gonna be on this thing all day or, or social media or, or actively dis distracted when they feel like numbers, they feel like not they're valuable. They're just there to push buttons. They can be replaced at any time. They may they may just will be. When people feel that way, it harms corporate culture. It harms everything.
When people feel like nothing, disposable, worthless, just a number, they can get can go in a blink of an eye, you know, and it's it's ironic. Our parents always say, you'll find a stable job, get a good, reliable job. There is, I don't that exists these days, unless you have your own business. I don't think that exists in, in, in life anymore. As I learned and you learned in the blink of an eye and that's why I I do love, you know, with taught teaching leaders just how to have people feel like people because they'll do so much better. They'll go so much further. They'll go way above and beyond when you're an awesome leader and you treat people like people and, and really take care of them. Yes.
It takes a little extra time air quotes. However, it actually, the long run saves you immense time because people aren't leaving, you don't have to retrain people. People get greater, greater results, greater satisfaction, absenteeism, greater performance on the job, greater productivity. So actually saves money, saves time in the long, in the long run by spending a little more time, making sure people, your people are great and give them what they need.
Yeah. I do a lot of work with the, middle managers, senior managers. I wouldn't say board level, but those people are aspiring. And too often I'm on these calls listening to what they're saying. And I feel that they they they drunk the corporate call aid or whatever the phrase is where they believe if they keep trying, keep their head down, keep pushing, keep pushing, they'll be recognized as they're spotted. And then there's a change of management. And then suddenly they find that they've gotta start again. They gotta re re brown those whatever words you wanna use.
They gotta Yeah. Exactly. Or someone brings
in their best friend. Exactly. You're you're right. It happened. I've seen it happen many times. And I've been I cut you off, but you're right. You know, someone's next in line. They're just about there.
You don't get promoted, but then they they get sick or someone dies, someone leaves, someone gets hired out or retires or whatever and or downsides. And then you're right. Then the new, the new, new, the new exec brings all his own people, her own people in their own people in. And there where you were at literally almost they walk at the tip of the mountain. Well, you gotta climb all the way back up that mountain to to like, is it brown nose your way up or lead your way up or prove your way up? Yeah.
Yeah. But that's the learned behavior, isn't it? It it's if you get knocked back down six levels, you you go back to your learned behavior, which is how to climb back. I often say to these people, what do you think is gonna be different this time? Fair. Fair. And they go I said, well, isn't it time to just admit that you need a new strategy? You need to attack this from a different way. You need to change jobs, change companies, go on your own, or be more strategic internally because and then I've I've mentored these people over years and they come back and it happened again. I said, okay. So what have we learned this time?
What exactly did we learn?
Last time. And the alert behavior is get back on the same runs and do the same again and keep trying.
I guess you better work harder, work later, show more, brown knows the same versus you're right changing your strategy there changing. There was a saying I don't know who came up with it might have been me but if you wanna raise, you know, get one to raise a promotion go get a new go go for it for a new company, versus you know begging for a little small little raise at a current company. Go work for new companies, say I'm amazing. This is my experience. If you want me, this is, this is what are the, my, my prices to, to have me versus begging and clamoring at a current company. And been there, done that for, for a small raise when you're doing so much. You know?
It's getting I mean, we've seen examples of of very famous people who've started out as the janitor and ended up as the CEO or whatever. We see that, but there are there are only a handful of these people in the world, and they've got and they write the books and they tell the story. Well, exactly. The answer is for most people, it's not yeah. As you say, you're better off thinking a different tactic because I always find that you get anchored to your starting point. You're always seen as an apprentice, always seen as an intern, always seen as a junior. And the people around you keep growing around you, and they always see you five levels below. So you've gotta come in at a higher level and people perceive you differently.
And that's a that's a real challenge for people to escape their mindset.
I think, Ray, especially when when peers, and I've seen it, two peers, one gets promoted and they're now the leader, the manager, the supervisor, and and their body or or just their peers are like, well, I'm not listening to you. You're you're just one of me. I'm not listening to any causes a lot of issues and then often that leader fails unless they find a way to make it work or unless they're moved to a totally different team or again, if they go to a totally different company as a leader that can work better. But you're right. If they just promoted to a leader of their peers, it's like, oh, it's just it's just John. It's just it's just Jane, whatever. They don't really see them as as absolute authority. So it's it's super, super interesting to see that as well unless they are moved to a dramatically new team or company.
Yeah. I I got out of the corporate life in the nineties. I used to work for a private bank in the city of London. Oh, cool. Global global private bank. And, I remember I had this a fantastic job. I was in IT, computer at the time. I used to be head of global systems.
So I used to deploy PCs and servers, Nobel network, actually, as it happened.
There we go.
Yeah. Around the world. They did a big reorg, and then they gave me this new job, which was responsible for year 2,000 compliance in, the DECVAC systems, the VACVMS systems, the Navell, well, the PC. So I was now and I got a letter from the IT director saying, basically, if you mess up, your bonus is on the line. And I read this, I thought, one, I don't want the job. Didn't want I was quite I loved my old job. The the job I applied for was the one I had. I loved that job.
I really loved it, and I wanted to keep doing it. And secondly, I don't wanna be spoken that way. I don't wanna be so you and I went I I remember handing my notice in the the the HR director took me in. And I sort of sat there. You could see he was fuming and angry because it to work for a bank, there's a lot of due diligence. It probably took them six months worth of due diligence to hire me. And that I'd only been there, like, eighteen months or something. So it was fast there because I just thought I had their life.
And I just went, I'm sorry. I'm out. I'm gonna start my own business. I don't need this anymore. And I never looked back. Yeah. At the time, I had a good salary and I thought, wow, what am I doing here? And so when I say to people, sometimes you gotta make that choice and it I know it's a privilege. Yeah.
It's a privilege to be able to have that choice. Not everybody has that, but you can always you can always hide behind it and say, I can't. I can't.
And sometimes you just my family, my money, my this, my that. It's I don't know how I agreed. Agreed. I, you know, it it's it's it's really interesting to see. And I've seen with people too, they're that they're at a they're a great, let's say, great sales rep, great leader, but a horrible company. And I'm like, Leaf, go to a new company. But but I guess, unfortunately, they they pay them quite well because they know they treat them poorly. They pay them quite well at these companies I've seen just enough to keep them there because they're like, well, if I go anywhere else, I wouldn't make as much, which I think is is a limiting belief.
It's a bit true because, yeah, they do pay them well so they can abuse them so they don't leave. But also, like, she said, well, this is what I do. I sell this right. I lead this type of company. Well, could you not sell that or lead that type of company? And they, their thoughts are, well, no, this is all I know how to sell. This is all no leadership skills, sales skills are people skills, relationships, skills, they're cross. It could work for you could sell bread or spaceships. It's people skills.
It's asking questions of talking to people, leading it, understanding people, making people people feel human and engaging people. Those beliefs are excuses. Like you said, I can't because blank is is Yeah. Been there.
I can't get married. I can't start a family. I can't buy a house. I can't. I can't. I can't. Because, because, because. Yeah.
And the other thing this bank did was that they their bonus culture, they paid a really good bank as bonus as most banks do in other companies, is that you got the bonus, but it you got awarded it, but you didn't get it for another three or four months afterwards. So therefore, you're always earning the next bonus before you got the last bonus. So you're always in arrears. So you always had three or four months that you left.
If you leave, you lose, basically. That's really interesting.
You've already started investing in the next year. You you you you put I'm not sure whether you lost the entire bonus for what you had, but there was this kind of like, well, I've already invested another four months before I had it. So I think it's like again, it sucks you in. Deliberate. Very deliberate. But I remember those days. You you mentioned that, you know, you started back in the ML network, Microsoft. And I I go back to, I suppose, my first IT job was 1984.
IBM PCs, HP Vectras at the time, floppy disk, first Apple Mac, a little tiny portable Apple Mac thing. And I remember those days it was very you know, we talk about iOS versus Android today. This the battle of the platforms. In those days, we had IBM, the big, the big monoliths, in Microsoft, the up upstart coming in, then we had different versions of DOS. Then we had Windows, we had OS two, We had Novell network. And at least people became very you could see how people becoming really invested in their tech in their tech and their specialists. And and it I look back on that and think, when we talk about culture and inclusion and and diversity, or this sort of thing, people were very prisoners to their tech side, didn't they? And wherever GoFound come to our Nobel network died like everything else. Microsoft phone died.
IBM changed its model completely.
True. Completely. Exactly. Lots of services now, you know, and, in software, less hardware, lots of service. It's interesting to I think when things change, I because change is the only constant. And that's that's why I think we need to learn that that that perseverance, that resilience during, again, times of challenge change, adversity, because that's the only thing that we can really rely on these days is that there will be change. Is that things are gonna get shaken up? Is it tomorrow, with Trump tariffs? Is it two years from now with another war? Is it whatever it is economy up and down all around? But to your point, I think we need to also change people's thinking and get rid of the I can't or we that's gonna cost too much or that it'd be too hard or too long or too whatever or not enough whatever. Because then nothing changes and then inevitably like Kodak.
Kodak invent they invented the digital camera but they buried it at a vault because they're like, well, no. This is gonna cannibalize all our film sales. This is a bad idea. So let's not do it. We'll hide it. And then now Kodak said a business. Blockbuster is the same. Now let's not do this online thing because then people are not gonna come out of our stores and buy our things.
That's gonna wreck it. But inevitably now blockbusters out of bed and there's just millions of examples like that. The people that didn't adapt to change or nope we're not changing and they stand firm and because change is the only thing that's going to happen that you know is going to happen. And I think that there was zillions and again, perseverance. Okay. Well, that didn't work. Let's try that. This didn't work.
Let's try that. And, and okay, this is happening. Let's try this. Yeah. That's why perseverance and inclusion can be such great and hot topics these days.
Yeah. Because I when I was my own IT business, we're just at cusp from on premise servers to cloud, and we were a break fix sort of service provider where we we wanted things to break. We wanted hardware to go wrong. And then the world was moving very quickly into a cloud based five nines, reliable, doesn't go down. So trying to pivot the skill set and the business model to being a managed service all in. And inevitably, that's that's a kind of a cliff edge because you've got to invest for no return and hope to grow that element. And and your customers aren't always ready for it either, are they?
Yep. Fair. Fair. And and take that risk like you said. You know, you live on that edge. And and I think fate favors the fearless. You you go all in intelligently, but you go all in. And and I think fate can favor you versus we're gonna wait, we're gonna hesitate, or we're gonna take this slow, we're not gonna do that, or burying our our head and things, I think can be a very, very dangerous thing, but for business, for success for growth, honestly, it's like, well, how can we be changing? If things are changing, the world is changing, how can we constantly be changing and evolving ourselves? Which is what I suppose led me to be where I am now.
I'm constantly learning, constantly growing with courses, mentors, trainings, you name it. I think that is for me anyways, it's something that's been helped me become the man I am, the leader I am, but also as fulfilling it is and creating the success going back to our our title. It's creating that success, is by planning to change, planning for change and and having a almost a almost a change and growth roadmap for yourself and for your team. Otherwise, because you're literally falling down the mountain versus climbing up the mountain because someone's have a, someone's got a rocket pack and they're going to rocket up the mountain ahead of you, or whatever metaphor you want to use. I think it's a very important to have that, that authorized vision. And to be able to handle the bumps in the road too, because there will be some and, and they can be the greatest learnings and sometimes the brightest spots or highlight the bumps in the road. I find can highlight your brightest stars in the business, in the company too. Your brightest employees, the brightest spots, the best people because if they stick around and stand strong and say what can I do? How do you need me? And they they take responsibility for things.
I think that can that can reveal some of your best people you wanna keep around forever. That's for sure.
Yeah. In those times of stress and challenge, isn't it? That's where the, as you say, the the spotlight, the shine, it's people who can handle that adversity. It's growth mindset. It's solution mindset rather than rather than learned behaviors, rather than rigid structure. You tell me what to do. I need to be managed. I've got yeah.
I give up. Yeah. Exactly. I don't know what to do. Yeah. Yeah. Right on.
But business need a need a blend. I mean, going back to this diversity of of personality type, it's if if everybody was a a go getty idea person, you'd have you'd have to keep the show on the road stuff. We'd have no operations. We'd be changing everything every five seconds. And everyone's got a a better idea. Just trying to find that blend, isn't it?
I think you're right. It is. And having supporting everyone's spark, I think. Because you're right. There's we need we need technical people, we need visionary people, we need people, people, relationship people, all these kind of things. Yeah. It's it's that making sure that that balance is there. Cause you want, you want more than one type of person in your, in your, on your team and people to compliment you as well, but also finding their spark, finding what lights them up, supporting that, cause then they'll stay, they'll do better.
They'll be excited. You know, helping me, hey, maybe helping them find that spark because some people don't want it is or they don't wanna let it out for whatever reason and being seen or judged or heard or or hated on or whatever. I think people there's this internal conflict. People want to be seen and heard for their their authentic, you know, value and and who they are, but also then the the fears of what if what if I speak up and people don't like it or they they fire me or I they think I'm stupid or or whatever. Whatever it is, right, ruffle some feathers. And my biggest thing is be authentic. And if you're authentic and being real and and and as not permission to be an ass for, but it's it's, you know, being being raw and real and and and yes, sharing your opinions, share your thoughts whether you're not been or whether you're you're someone at a at a kind person, then that's not that's not the firm for you. Or if you're afraid that you're gonna get fired or think you get fired for being real and authentic.
Well, it's often just a limiting bully for a fear, an unfounded fear. And again, like I said, if you do get laid off or fired, you're probably not happy there anyways. I can almost bet my reputation on the fact that you're not happy and fulfilled there anyways. If you can't be you and speak up or speak out and contribute, or they're not letting you shine your light sounds a little airy fairy, but they're not letting you, you show your bright spots and and really what lights you up, what you're passionate about, because that's gonna make you the most productive, you know, a leader, team member, mentor, friend, you name it.
You talked by the beginning around, growing, making mistakes, failing quick, learning fast. And some of that goes back to what you talked about this fear is is this concept of psychological safety, isn't it? You know, making sure we can bring ourself into into into the workplace. We can learn and grow, and we can make mistakes because, as you said, how many children do you know that learned to walk without falling over, without bumping the head, without grazing
their knee? Exactly. Exactly.
Doesn't happen, does it? You have to if you if you get it right every time, you don't know what the magic sauce was to get it right. Exactly. It's only when you make a misstep that you you suddenly learn, course correct, learned. Don't do that again. It hurts if I do that.
Well, and that's what you're right. That's what sometimes people with just pure natural talent, coincidentally, sometimes they're not very good teachers. Because they're like, well, you just do it do it less. Like, do it do it like I do. And you're like, what? Like, what are you talking about? So sometimes it's ironic that sometimes that that the true natural talent, if it was easy for them, it's not easy for most people. So they often don't make a great teacher. Now that's not that doesn't always hold hold fast and to hold through, but they're like, because they didn't know what it was like to fail and to fall and watch it for this or don't do that. And when you're driving your bike, heaven forbid, don't do that with just getting wheel because you're gonna fall versus someone that just jumped on a bike and naturally, well, this is pretty easy.
You know, have they allowed really good balance and it was easy to them. You know, just get on and start riding. That's, that's all you do when you're falling over. You're like, I don't, I don't understand this. I don't get it. But, but no, you're coming back to your point. It is really interesting. I like to throw rocks at culture, a corporate culture that that makes it not okay to fail.
Not okay to take risks, not okay to try, not okay to, you know, contribute and and say something that that people like, well, we don't we don't agree with that or we'll take that and pause that or no. Yes, no, maybe. I think, you know, that the corporate culture that punches failing and rewards the, the monotony robot like employee, which is not gonna give you the highest performance you want. And they're not gonna be happy either as humans are not robots. I think that that can be a very dangerous culture that that punishes or or just says failure is bad. Trying things is bad. Risk is bad. But it's not.
It's it's how I mean, if the Wright brothers didn't risk falling, we would never have fly.
They obviously crashed a lot of times. You just don't see the footage.
Exactly. They sure did. In fact, I think I think it was Wilbur Wilbur Wright. About a year before they got the first flying airplane, he said, man, I will not fly for thousands of years because they were using traditional outdated thinking, science, models, research. And they said, let's throw all that out. And let's, let's do our own like research thinking, but let's, let's look at a fresh view of, of this flight thing at a f and then again, a year later, they had a flying airplane versus years of crashing and falling and not working because they were using someone else's limitations, limiting beliefs, models, fears, worries. This can happen. This can't happen.
This is possible. This is not possible. All that stuff. It's amazing. The the how thing I mean, one of the one of the founders of IBM once said computers are just not that We may have a few of them in the world, maybe at libraries and universities, but peep no one needs a computer in their home. What what what are they gonna do with it? I have, like, literally on my desk, four of them right now. One, two, three, and then four. It's been exactly.
Exactly. That's exactly. You have one on your arm. You have a computer.
Yeah. It's a thing. My ears. These things have got sound processing up in my headphones.
Exactly. It's it's it's just a thing in my phone.
The Apollo spaceships probably in my ears.
Correct. Exactly. Probably all the computing power in literally ease and beyond is probably in my phone right now. The eighties, every computer back to, I guess, what, fifties when Eniac and, the other one was invented probably sits in my phone, all the computing power in the world, the sixties, seventies, and eighties. So it's just it's just interesting. Yeah.
That's some of this thinking, our massive hole in the concept of the meritocracy, this belief in the BS of meritocracy. Mhmm. I I can't remember what so I saw something on LinkedIn. It was an article. I I don't remember what which what what it was, but the concept was basically a grade students don't make the best leaders and entrepreneurs because the c grade students know what it's like to work hard and fail, work hard and fail. They know the crap, but a grade students tend to have an aptitude to get things right, and they focus on getting things right. Oh, and they get really frustrated when they get it wrong, but but they believe they're right. And the meritocracy is often geared up for the a graders, not the school of hard knocks and the triers.
Yeah. I don't wanna quote the name, but Trump, he's messed up a lot in his life. He's made a lot of mistakes. I dare say Musk has as well. And these big people that you Agree. Credit. Let's talk about the meritocracy. The meritocracy comes from a life of hard knocks and the attrition, not just being snap snapshot, that veneer of being great.
True. True. And there's the Dunning Kruger effect, which people that they think they're dash, if they think they're people that have some skill think they're actually better than they are. And I think to your point, that happens a lot with those, the, the A graders, if you will. In fact, we had to, had to let someone go. We onboarded someone recently, let her go in a few days, 131 IQ. Very nice person, but just, it didn't work without putting her down. It just it 130 cute, very smart person.
But some, some of the basic stuff it's like, what it's and there's been many times, many of those people too. I've, I've been hired many bright people and it didn't work out because it just many reasons either. You're right. Dunning Kruger effect. I think they're better than what they are or just a no school hard knocks. No. Well, what do I do if this happens? What do you do if this breaks versus okay? Like, I can't do anything to last. James will.
What would you do? What what might you do? What could you do right now instead of waiting till I'm gonna be able to ask me, okay, this broken, what do I do? So it is really interesting, Joanne, to to to to see those, like I said, and I hate how the current school system, and I have several problems with it. I think it creates robots and it makes peep designs people to be automatons in a, in a, in a, you know, industrial world, corporate world, I suppose. But not even, not even successful corporate people because the corporate world still use great thinkers, great innovators, people who go above and beyond and think outside the box versus just do what you're told. Now there's obviously some people in the, in the corporate world that do that, but there's a lot of people, you know, sit down, raise their hand, ask permission. If you want a water or one of the bathroom. Seriously, like, and just, and, and you're having little boys sit down and behave, shut up when I don't think little three, four, five year old boys should be made to sit down and shut up. That's not how they're designed. I mean, it's, it's, it's anyways, I've several problems with the school systems these days, but again, one of them is, is just that it doesn't really teach people to be, you know, outside the box thinkers that and go above and beyond and and just be super creative versus k.
Two plus two is four. Great. On a test, let's write two. But versus versus how can you be creative? How can you solve problems and and look at things and think abstractly? I I, unfortunately, I have a I loathe some of the some of the current school systems and and how they teach because, just because of that and and what you just said.
Yeah. We gotta meet people where they're at sometimes. In in today's world, we recognize people have different learning, different thinking styles, neurotypical neurodivergent thinking styles. And we go back to the school years when I was 19, where you were put in the class for, for people who were useless, for want of a better phrase of putting it. You were you were written off and you got nothing. You were allowed to, I don't know, play games and and draw with crayons. That was about that was about you a lot at school. And now we're recognizing that by by meeting people where they're at and their style, people can thrive and fly.
Huge. Huge. Huge.
I'm neurodiverse too on OCD and ADHD. And if I'm thank goodness I wasn't well, in a way, thank goodness I wasn't diagnosed until I was in my last year of university. Cause like, who knows what box I would have put in or what, what sped group I would have been put in or God knows what, how I would have been looked at. And because again, Pete, these notions would teach us, oh, he's this, he's that she's this, she's that, or not this, not that It made it hella hard for me to go through school and to get certain certain subjects. I got great marks in because the ADHD can help you hyperfocus and be just hyper super interested and excel in certain things that you love and your interest. And then, of course, you may get extremely hard. Math is one of mine to excel in something that you're you're you're no interest. You're boring and and and you become not good at it.
Luckily, in our in our in most of our careers or our entrepreneur worlds, we can outsource and hire out and we do we don't do we don't love. We do what we love as entrepreneurs. So luckily, it's an amazing superpower. If there's any young people out there or even people in the corporate world that have whatever neurodivergent you are a OCD ADHD or whatever, whatever you are. You know, go find, go find somewhere where you want, where you love working and maybe go start your own business and doing things you love. If there's any kids listening, avoid worrying. You'll, you'll find your superpower and and go out and do that and avoid letting you know. And I'll tell you, you can't because blank.
You can't because this. You can't because of that. I met a a gentleman, I guess, homeless ish person. And, and I said, well, you know, what are you doing? What do
you how did you how
did you become a homeless? He said, well, I was in the military, and he's like, so and but I hurt my leg. And he's like, so I can't work. And I'm like, there's like hours or half days. I don't get off my ass in a given day that I don't get off my butt. And and this, this, it was so interesting to me and bizarre, but interesting that his belief, I can't work because there's a million things he could do with, with having a bad leg. But again, just, just not, it just in his realm of, and his, of thinking outside the box and what he's been taught. It was, it was fascinating, fascinating to me.
And my broke my heart too. Anyone who's at school today or in that sort of teenage college looking to think about their career, they could've start thinking ten years ahead because I think the the phrase is skate where the puck's going, not where the not where the puck is going.
Winguretsky. Good Canadian.
You wind the clock back, I don't know, let's say four four four or five years. AI. AI. When anyone said, hang on a minute. We wanna be investing in AI big time. Everybody needs to invest in AI big time. Don't know what you're talking about.
AI reason is exactly It's
science fiction. Don't need it.
Like, try a good talk about the Terminator movie, you know?
Exactly. You know, when I was at at leaving school, nobody wanted to be a social media expert in the nineteen eighties. Nobody wanted to be a LinkedIn trainer, social selling person, deliverer, food delivery person, or a just eat person. These technologies didn't exist. You don't have to aspire to what is the incumbent vogue, if you like. What's happening now? It's looking where that puck's going and thinking to yourself, I see here. Maybe I need to build a trajectory and get some skills, but you've gotta be agile. You've gotta keep looking at their eyes.
Agreed. And and and well, let me wing Gretzky skate where the puck's going because you're right. What what what is a trend? What are emerging trends? What could I get into versus, you know, what is a what is a a business that may not be there? What is a job type in the future that may not be there in the future because of AI or automation or robots or or whatever? You know, I think, look at, okay, what what could I do? What would I love to do? What would light me up? Pretending that anything was possible because it is, but let you know, for people that maybe that's not quite the realm yet, pretending that ending is possible. What would you do? What could you do? What would you love to do? And either maybe find someone like that, find a bunch of people like that. I mean, that's what the creators of Google did. They like, let's, hey, let's build this thing together or go create it yourself, or find maybe find a company that that is doing that or or maybe getting into that, and you can help them develop it too. And and then my goodness, that would light me up as well. So I think would light people up too.
Alright. Let's let's take a a year ago, would anybody have said that Google could be displaced as a search engine? Hit it on. How's that possible?
You know?
OpenAI come out and say, right, you can now use AI to to search. You don't need rankings and keywords. It it won't even return your website perplexity. It'll do all this research for you. Suddenly, search engines are becoming irrelevant because they're it's all proportionate to the effort you put into the search. Now you could just say, tell me how to make a cake. What sort of cake do you want? I want this sort of cake. Oh, this is how you do it.
This is a recipe.
Agree. Yeah. Exactly.
And if you need new oven, buy this one. It's and it's yeah. It's I just think we're I know people are scared of this, but people are scared of the motor car. People are scared
of steam
engines. People were and it's how we tame it without without creating Skynet, I guess, is the key thing.
Well, and and that's the other thing too. Exactly. But but without, you know, with the creating Skynet, but also without it's funny you say that. Without also thinking, I'm trying to remember remember a quote. I can't remember who it was, but they're like, these these these car things, this is just a fad. The the horse has always been there. The horse will the horse and carriage will always be there. It's the way we do it.
These these cars are gonna be just a fad, and they're dangerous, and they're smelly, and they're smoggy. And, I mean, that's probably true. But but but but and then, you know, we we we our cars are dominant, transportation now. It's so interesting that the thinking that happens and the limited thinking, but but to your point exactly, I think you're absolutely right.
And the first cars were were electric, weren't they? They weren't petrol or or steam operated. There was a a lot of electric ones. So, yeah, it it's we're coming around again. Someone had a vested interest in fossil fuels to obviously sell them to to make petrol.
Sure. A lot of exactly. A lot of vested interest. Yes.
So we we talk about the entrepreneurial spirit and the mindset. You know, we've introduced escape where the putts going, looking at opportunities, looking around in your business, not stagnating or become the blockbuster or no avail net way or something. As an entrepreneur, you have to, a, run your business, b, think of the future, lifelong learning, but you've gotta reserve some time for you, haven't you? How how do you stop yourself burning out? There's we've talked about balance and freedom here. Yeah. How to be balanced?
It's it's hue and it's it's so important. I I burned up many times in my corporate career. I've seen people burn out, employees and leaders. I burnt out my entrepreneur business too. Because the and there's there's gotta be balance. And when there's not, people don't perform well. Burnt out people are not high performers. No wonder there's all so much absenteeism these days or depression or sick leave or or stress leave or whatever people leave for.
I think here right people don't have boundaries with themselves and others to make sure. And I used to do this to my oh, no. Yeah. I can talk to you during my lunch hours. I'll just move this appointment book. I said, I'll just delete my lunch. That doesn't happen anymore. No.
My my lunch is this time. My my my my free time flow time is no. No. You're not. Nope. Nope. Nope. I I mean, if something's an emergency or or high I'm sure I'll I'll shift that.
But if it's a day that there's no other time to to take a break, you're not getting in my lunch hour. You're not getting in my nap time, you know? And and I think that's important as as as almost our our culture, which I also throw rocks at the culture in North America. Hopefully, definitely less in Europe and and South America. Maybe I'm not sure about The UK but our culture is the the whole work, work, work, work, work, work, work, and whoever works the most or the hardest wins which I think can actually lead to failure. It's whoever works the most effectively, the most efficiently, most creatively. And while they while they, you know, and inspire others, empower others, lead others to success, those that's who wins, not just work, work, work, work, work harder. That person in the earliest, the office and out the latest and not had little people bragging about how little sleep they have. How about we brag about success or how much you got done and how little time versus, and I did this too.
I was there. Oh, I only slept, you know, five hours last night. Cause I w I worked like, you know, eighteen hours last night and blah, blah, blah, blah, blah, blah. All that nonsense. No wonder there's so much burnout and depression and suicide too. And again, been there, been there, done that suicidal thoughts, depression, anxiety, all this stuff, which came from yes, intense, intense bullying, and being picked on physically and mentally for years, but also just killing myself, burning myself out, wanting to look good for others, wanting so hard for people to like me being so inauthentic. It just fries us. So just tying into the theme here of, of self care and, and burnout.
Some of that is, is yes, you're meditating reflection. What's working in your life. What's not working. Because that'll make you reflect and, that'll make you excuse to help you grow when you reflect and there's action and reflection. There's progress. No reflection. No progress. You're just on that treadmill going, going, going, going without realizing why are the trees not moving? Oh, I'm in a freaking treadmill.
Just running, running, running my hardest, but not going anywhere. That's why the trees aren't moving by. I think people need to really take, take stock about, you know, taking breaks and being okay, taking breaks, being okay, taking vacation. Not one of these people that, oh, I don't take any vacation or I don't take breaks. So I haven't taken vacation years. That's not helping you be a high performer. That is not helping you think creatively. Immediate Einstein, Henry Ford, Edison, all the greats have said, you know, even Oprah Winfrey even, Huffington, Martha Stewart even.
I know she's a bit out of favor now, but they've all said that all, all the greats of the, of the years have all said that my greatest ahas and creativity and awareness moments and moments of generating ideas and solutions came when I was resting or doing something else or doing self care and doing something else, not when I was in the middle of the thing. So and I, I experienced that daily too, because I make darn sure this time for me to play, to meditate, how whatever your meditation is, going for a walk, it could be thinking, it could be not thinking whatever your practice is. Listen to music, just chilling, whatever it is, whatever it is, enjoying, I don't know, sitting, enjoying my thing often before I, I developed an allergy to chocolate with just sitting and just, you know, letting bites of chocolate dissolve in my mouth and just taking a few moments and just just like those Bueno commercials or Aero commercials or whatever it is. I think we need that time. Wait. I know we need that time. And I've seen myself and people that don't take some whatever the time is, maybe it's to go for a run. It's different for each.
It's different for all of us. Don't have to go for a run. Maybe it's just going for a walk or sitting and doing nothing or dreaming or thinking or playing. Time to have fun to never. And that's a whole nother thing. But at least time that time to for for self care. Maybe it's a massage. Maybe it's whatever it is.
As an entrepreneur, I don't have health benefits because I'm an entrepreneur, but I you're darn right. I pay for weekly massages. That's my that's one of my biggest self cares. And sometimes it's twice a week because that's my boy. Why does that ever charge me? Wow. Does it ever charge me? I think we need to have that whatever that is, whatever you do, and that's fine. If it's sitting and closing your eyes for half an hour or an hour or twenty minutes, I used to take nap. I go to a small, and at far edge of the floor, a breakout room and put my chair against the wall, and I just wouldn't nap.
For fifteen, twenty, I come back. I know totally new man, totally new person. But, I think so many people are so worried about getting so much, getting enough done that no lunches, no breaks, and they actually don't realize that that causes them to work later and and to be less effective as they work later because there's after thirty five hours, there was a decline in performance after I think it's 45 or 46 or 50. I might be getting the studies wrong. It just, it it just nosedives, productivity. And then after I think it's fifty hours, you're getting less done. Actually, less done than you did if you worked less than fifty hours. So, anyways, end of rant.
Self care people, please. It's mandatory, not optional.
I I read another story somewhere. Again, I I'm gonna give my version in of interpretation of it is, you know, if you want if you want to create a process or change or get someone to investigate something, give it to a lazy person. Because a lazy person is more likely to find an optimal solution rather than someone who is trying to overthink and overcommit and create all these permutations. The lazy person will find the optimal least effort solution, which is sometimes what you want.
Very true. Yeah. I I I've heard I've I've heard that. I've heard the other saying it's if you want something done quick, give it to a busy person because I'll just they'll be on it, get it done. And to your point, if you want something changed or a new way of going, yes, give it to a lazy person because well, horses weren't fast enough. What would be faster than horses? Oh, cars. Cars are faster. And then what would be faster than cars? Maybe we'll be, we'll be rocketing through tubes or something.
You know, in the next five, ten, twenty, forty, eighty years, what is rocket so tubes back and forth? But, but yeah, exactly. Being lazy. How do we get there faster? How do you do this fast? How do we do this easier? Well, let's have a fridge that opens itself and like, I don't know, hands you up, soda or something or brings it to you in the, in the living room.
I kinda heard when I was in my IT days, I kinda had this kind of mental subroutine that used to say to me, am I gonna do this more than once? Am I gonna do this many times? In which case, it's a subroutine. It's something that I need to create a boilerplate. I need to create a template. I need to be able to pick a package up and modify it, not do it not do it time and time and time again. And as coders, as programmers, you have snippets and code blocks you you you just paste in. Yeah. Yeah. I think people who haven't had a maybe that sort of upbringing don't understand that, yeah, the duplicate and and copy and and edit.
Okay. Now now in today's technology, right click duplicate, right click copy is is de facto, but it wasn't in the old days.
We have free
free technology.
It's totally true. And and I think too, especially for for entrepreneurs or or even people in in a corporate environment that that make a suggestion. Hey. I'm doing this multiple times a day. How do we automate this? How do we outsource this? How do we turn this into a process or a computer subroutine or AI ad or whatever? Because we're just doing the doing. And I think people does a limiting belief that it just takes you a few minutes. It's not a big deal, but you do a few minutes a thousand times. You get several thousand hours, which is several weeks worth of of lost productivity.
I think I'm if I'm if I'm calculating a person, you know, it's so until whether it's entrepreneurs or leaders, look what your team is doing or look what you are doing over and over again. Even if it's doesn't take that long, anything you touch twice or do twice or thrice or, or a thousand times, yes, it'll take a little more time to, to automate or outsource or whatever change or whatever, get a system for that. But maybe it takes five, ten, 20 times the amount of time then to just do it yourself. But after that, the next million repetitions are gonna save you hundreds or maybe thousands of hours. So I like you said, Joanne, it's it's exactly the case. It's exactly. Yeah.
Push the button. Push the button and watch it happen. Yeah.
Yeah. Exactly. Exactly. That's why there's AI watching that there's no even but it just happens. There's no even button put it. It happens eventually. You're right. And we're we're
we're there now. Extension. A Chrome extension will do that for you. Yeah. Exactly. Out there.
Yep. It's cheap or free and easy. And I think to give people more interesting, more creative tasks as well as a, as a way to, to grow people, give them more time to play. I mean, some of the best companies in the world give their employees an hour an hour a day or a few hours a week to, to play and, and make things and break things versus now you gotta be pushing buttons all day long. And I think that that's a mistake. That's a big mistake, I think, to do.
I think I think the other side of that is is there's also a personal fulfillment in creativity. Yeah. That kind of thing you're talking about there is the equivalent of a a blank sheet of paper and a crayon for a five year old. Draw me a picture. Just scribbles, whatever it may be. Your brain needs to go into scribble mode, doesn't it? And just play with stuff. And that I think that's what we need to recognize for ourselves as entrepreneurs. We need to scribble.
My my problem is, yeah, probably a bit like your brain, is I I've constantly got these shiny things coming towards me. I wanna play with that. I wanna play with that. I wanna do some e learning. I wanna develop my book. I wanna write this and I wanna do that. I bought myself a I've got myself a drone for my sixtieth birthday last last month. I've got this drone in the box.
I think I need to go out and fly that. Oh, I don't wanna do that. I don't wanna do that. So I've got all these shiny objects around me, and it's trying to find the the one that I can get to today. Fair. Fair. Yeah. I'm always always learning, always trying to develop these skills.
Look at my YouTube, I I'll spend fifty hours on YouTube on a topic, and I'll suck it to death. I'll absorb it all. It's a bit like, is it what's that what's that spoof sci fi film where the the the the brain monster sucks your brains out, doesn't it? The, was it space thing?
I know it's strange.
Cowboys, was it, or something like that?
Space cowboys. You're right. Brain monster that
But it is brain monster. Brain monster. Brain. But, like, I'm I'm doing that. I'm sucking all this knowledge out of YouTube. And then another shiny thing would go on. I'm gonna spend another fifty hours sucking the information out of there. It's I mean, maybe it's more like the matrix where you're plugging the Apache helicopter module into your neck and downloading the pilot mode.
Pilot. Your helicopter pilot. And it's interesting too because all this goes back to to to, I guess, our theme of of of perseverance, of resilience, of of growth, of success as well. Because I think when we're learning and everyone is gonna say, I don't have time, no time to read a book, don't have time to learn. And I think gently I would invite people to call themselves on that and call themselves out because if you're on this thing all day or if you're scrolling at night for desk scrolling or if you're watching, I don't watch TV, but if you're if you're watching any amount of TV a a day, not to not to say don't play. Definitely have time, have play of fun, whatever your thing is, but at least, you know, maybe take half an hour, forty minutes a day, less TV or less doom scrolling or whatever and invest whether it's YouTube, whether it's books, whether it's whatever invest. Now, YouTube, you can go down rabbit holes. That's why some of these books are great and books will help you sleep more than doom scrolling on YouTube at 1AM.
But fine, even it even twenty, ten minutes a day to read twenty minutes, whatever you want, forty, whatever you want, an hour, five minutes, even turn a few pages because in a year you're going to have one or three books done versus none. So I think that that that all this we're talking about ties back in a theme of perseverance and resilience, and growth and success. Because I think when if people are growing ahead of you or when not if, but when people are growing ahead of you and to your point that that getting and getting that job, getting that C suite, getting promoted, or if it's an entrepreneur, you know, getting the new customers or being seen as different and unique, and why people buy people should buy you versus people buying someone else. That education, that research, nevermind just telling you people, Hey, you know, I read, you know, I read 10 books a week type thing. It sounds pretty great. Or one book who I read one book a week or whatever it is. It, it, you know, I'm always learning whatever you, however you, you explain it to people. That, that sounds great too.
They I want to learn from someone who is always learning. I don't want to learn from someone who never learns and never picks up a book or research as a topic or a new topic or never plays, that's not a that's someone I wanna learn from. I think that contributes to our success too based on by going back to our theme.
Yeah. I one of the things that you I think you you said it's part of your what you do and the word freedom was in there. Yes. And I often reflect on that word. What does freedom mean to me? It means freedom of choice, freedom of this, freedom of that. It means I'm not dependent on some someone else, something else. Sustainable business, sustainable income, sustainable food source, heating, lighting, housing. So we take freedom for granted because when we get ill or sick or poorly, we start to lose our agency, don't we? Because then we're now what we thought was freedom was just short lived.
And one thing I realized five years ago probably, that I was approaching my sixtieth and I thought, hang on a minute. I wanna be able to keep going until I'm 75
Heck yeah.
Really. I can't wait until I'm 70 to make that choice. So I realized I was investing in my business, marketing, branding, consulting, computing, all this kind of stuff. But I wasn't investing in me and I was the core cog in my business. So for me, when I said about freedom, I need to make sure that my health and well-being and fitness is part of that freedom model and not just money. It's also the ability to enjoy that money.
It's what and exactly. And I mean, look so many, as you know, so many people are tired, you'll say, our parents have save your money for retirement, getting a good stable job, save your money for retirement. And in retirement, most people can't do anything depending on how old you retire. Right. Or what you do or how how well or not you do, especially if you haven't taken care of yourself. You she can't, you know, hike mountains and travel the world if you haven't taken care of yourself in your retirement. But yeah, it's your point. And I've been there.
I've I still got the stretch marks right here from when I was when I was clinically obese and and, you know, chronic suffering from chronic fatigue and just exhaustion and burnout and not being able to lose weight and all these things, brain fog, you know, just cause it fatigue, cloudy, blinking. And then now to living how I am now. Yes. I love food. Yes. I have treats as well. But it's just that being healthy, exercising, living healthy. However, that looks to someone.
You don't have to go to the gym if you don't want to, you don't have to do whatever. But I think that it's important to find whether it's soccer or whether it's jumping a medallion or skipping or martial arts or gym or running or walking. Walking is one of the best forms of exercise actually burns a higher percentage of fat. It just takes a little longer. So if you want to walk and walk for an hour, hour and twenty, not that a half hour walk is not great for you, but in terms of walk for an hour or run for twenty five, twenty, twenty five minutes, it's it's it's a choice. But again, whatever people do, I think is is fine. They don't have to do, you know, join a circuit training or a dance class or whatever the the exercise and just and eat better. I've learned that eating and and diet is is a huge, huge thing, even to the point of where certain foods still will make me exhausted, will make me depressed, anxious foods and will affect our mental health.
Huge. You know, when I eat properly, I eat well. Again, I snack and treat once in a while. Of course, you know, I enjoy life like maybe 90% healthy, 10%, you know, snacks. Even this day, I find my productivity will nose dive my mood, my energy, my, my, my brain clutter will nose dive when I'm having junk as well. And, people it's it's, it's not just me. It happens to everyone. It's just sometimes people are so stuck in that.
I'll call it a rut of unhealthy eating. They don't realize what they could be, how productive they got, how much better their brain can work, how much more successful they could be, how much more money they can make with that health, Joanne. And and and like you said, being able to enjoy your money later and let alone dying young. I mean, the statistic has changed a bit during the, you know, the the the, you know, '56, '40, '50, '60, '70. On average, people died eight to twelve months after they retired. That's horrible. Yeah. Horrible.
Working your way and then but kinda that's it.
And that's what screwed up the social security in most countries is because that was the case. Now people live twenty years after they retire, and the pensions and the investments were never geared up for that longevity. And, people need to retire later. I'm just not I'm agree. I'm not sure I'm ready to retire yet. I I quite enjoy what I'm doing. If someone said, we I'm on my last five years, I think. I've got so much left to give.
I've I've started another lease of life, another another another another crazy idea I wanna get on this.
Which is beautiful which is beautiful, Joanne. I mean, peep people is people only retire from what they don't love and don't like doing anymore. And so if you don't like it, do something else versus I mean, no wonder people either die young or, or would they retire or get depressed or anxious or suicidal? I would do if I just sat and watch TV all day or drank or ate or smoke all day long. If I had nothing else, no other purpose I would do. I would get depressed too. I would probably sit and eat, eat, eat myself to, to death or eat my emotions because, wow, I I couldn't sit and watch TV all day. I mean, sure, it sounds fun for a few days. We've been in a few days, do nothing, but sure, why not? But I think that gets very boring, very old after a while.
Yeah. You know? But like you said
I don't know if it's just me. I mean, I often you know, you know, in those moments of quiet, we think, oh, what if I won the lottery and tens of millions suddenly appeared in my bank account? Would I give up work? I think, well, I may stop what I do in the way I do it, but then suddenly all these business ideas go, oh, I'd love to set this up and I'd love to create that. And I've always wanted to have a a YouTube studio that I could hire out to people and I could really kit it out and think. So I said, well, there's capital. I could do this. I could get investment. Now I know I could, but I'm just thinking, what would I do with all that money? How I would invest it? I've got so I've got all these crazy ideas, entrepreneurial ideas.
I love it.
I'd have to try. Yeah. I think if you just say, oh, I'd love to put in a million pounds so I can do nothing. Well, okay. So what does nothing mean? Yeah. Yeah. You're gonna get very bored sitting by the pool. You you ain't gonna go and buy gym gym equipment.
You're gonna hire a personal trainer. You're gonna start working out about whether you're gonna go for holidays or runs. And even then, you gotta run out of stuff to do nothing, aren't you?
I agree. You know, if I won the lottery somehow, you know, someone's like, here's, you know, several million dollars for fun. Like, here, I feel like giving you several million dollars today, James. I mean, you're right. Sometimes the way I would do it would change a bit. I would I would hire even more people. I would I would shift how I did it, but I would still always help people. Definitely, I would always help people, hiring all kinds of people instantly instantly to do all the grind.
And and I have a team and just hiring a bigger team instantly to do all the grind work. And all I do is teach and speak all day long. And and that would be amazing, amazing, amazing. And and be at your point. I wouldn't I wouldn't stop. You sure maybe take a few weeks or a month or three to sit on a beach, but, no. After that, I wanna start you guys take the money, invest in different businesses, ventures, and all these cool things that in helping environment. All these cool things I'd love to do.
I would do that. I'd probably start an environmental company if I won a huge significant amount of money. It's some kind of company to help the environment, some kind of company to help people. Wouldn't just sit and do nothing for the rest of my life. Like 44. Yeah. And and and, you know, getting a little older, but I'm I'm sure I'm I've got at least a hundred in me, if not a 20. And I wow.
You know, that's like fifty five, sixty five, seventy five years doing doing nothing. It sounds like it sucks. Like I'm gonna just have adventures with people and learn and teach people and maybe continue what I doing. I was supposed to say I would teach people that's interesting. I say, teach people how to work remotely, how to travel while working and making a difference. Like, oh, wait, that's what I already, that's what I do. That's the way I teach people how to have more time, more fun, more fulfillment, more productivity while also working less and getting more done. So I'm like, wait, that's what I do.
So I would continue doing that.
It's interesting. So you're 44. For me, that is equivalent of twenty ten now. So sixteen years ago, give or take. Facebook wasn't a thing. AI wasn't a thing. The iPhone really wasn't much of a thing. Everything I have to have that I value I care about literally, everything that's important to me, my business, what I do, has come out of that that time between your age and my age.
So when I was 44, who where I am today was not even on anyone's radar. So just think about where you know, if you can reflect on this conversation in sixteen years' time, if you just podcast your way way back to 2025, I think. 2050, we've got all this shit going on now. Twenty twenty forty. Yeah. I never envisaged that. So that's the potential that each one of us has in ten or fifteen years worth of of thinking, isn't it?
It is. It's and and, like, really, my job didn't really exist. So I'm sure there was public speakers four years ago too, but a lot of what I do didn't exist or the problems I help people solve, you know, massive perseverance, and helping your teams, you know, persevere and and and be happy and stay engaged and motivate them to be engaged even more. That wasn't a problem years ago. And all the stuff that's causing them disengagement to your point wasn't really a problem when I was when I was younger, even fifteen years ago, twenty years ago, all this stuff do with scrolling and Facebook and pings and dings and distractions. It wasn't there years ago. So it's fascinating the the solutions we come up with to new and modern problems. If we just think outside the box and instead of thinking, oh, I can't or I can't do this because, or I'm not able to, or I can't do it now because whether you're an entrepreneur, whether you're a business leader or someone in in a business looking to grow into a leader, I invite you to be very, very careful with with what you say and and with what thoughts you allow to run your mind.
You can't because I can't because I mean, half our thoughts are not even ours. Half of the thoughts are put there by the parents, culture, media, religion, society, grandparents, teachers, you know, exactly. You name it. Exactly. Exactly. It's all that when we were when we were young, especially, it just goes in and sticks and this is good or this is bad or that's not possible or a good boy does this or a bad girl or a good Jewish boy or a great Christian girl does this or doesn't do this or that or this is not possible or you don't do that. Or what would people say? You can't do that. Or you can't say that you can't be that.
What would people say? What would people think? You, you may have faced that as well, you know, yourself as well. What would people think? What would people say? Frickin cares. Do you want to be happy or depressed and suicidal and miserable? I was there. Right. You want to be happy and healthy and wealthy and fulfilled? Or do you want to be right? No, I can't because blank my kids and my family and my age, I'm too old or too young or too this or not enough this or. And it's amazing. It breaks my heart. That's a lot of the work we do, the limiting beliefs and fears looking at that as well.
And people, why people don't do anything, even though they, they want it so bad, they can taste it. But looking at why people don't do things. And again, there's no judgment. I've been there many times. I've, I've overanalyzed and fenced sad and procrastinated many times. And got out of that, got past that and realized that sometimes when I, when I jump and leap, you know, sometimes dare I say leap without thinking or leap with leap following my heart and my gut, not just, okay, going to jump off. Hopefully this water is deep enough. Let me just jump head first.
It's nothing like that, but it's like, okay, you know, my heart, my intuition telling me I need to do something leaping, if you will. And then doing it. I mean, even sir, Richard Branson says, let's jump off the cliff and build the build the plane on the way down. And I I love that, you know, take action mentality. Let's do it.
Yeah. I've got a saying which is, no great adventure ever starts with no.
Yeah. Exactly. Exactly. Let's be conservative or let's stay home today.
My friends used to used to complain that whenever they said they gave me two choices, I'd always say, let's do both. What what's up? Let's do both. And they go, make a decision.
That's an interesting thing too. I I love to touch on that too, because you're right. Most people, they say, well, you know, I can do this or I can do that. I can have I work for a business or or I have my own company. Why not both? You can do both. I've done both. I teach people that have done both. I've led people that have done.
It's so interesting that so many people are there. They're thinking, or I can do this or this. I can be married or have a business, or I can dedicate time to grow my business, or I can have a relationship. Why can't you have both? It is possible. There's many, many people that do it. You can be a great entrepreneur and have great health, or you can be a mother and father and take care of yourself or, or whatever. Like you, like you're saying, it's it's, we gotta start being inclusive if you will, with our, and we can have this and this. Yes, we can do this and we can do this versus well, we can do either or I, I, I love the phrase, how can we, how can I, how can we not? I can't, or I can only do this or I can only do this if, or I can only do one.
How can I? How can I? There's a will. There's a way. So I I I love this beautiful you touched upon because people think, well, I can do this or this. Why not both? I love that you said that, Joanne.
Why not both? And we should have called the episode. Why not both?
Why not both? Exactly. Why not both?
James, it's been absolutely fascinating. I I mean, I mean, we chat for about half hour before we went live, but I could carry on chatting for another few hours.
Quite. This has been fun. Thank you.
Yeah. We have to draw things to close. So how do people get a hold of you? James R. Elliott, how do we get a hold of you? Great question,
my friend. Great question. Like you said, LinkedIn, Facebook, James r Elliott with one t is a great way to find me as well. You can also for entrepreneurs, you can visit, limitless-entrepreneur.com. And for the more corporate folks looking at more corporate speaking, corporate solutions, that one is probably best to look at the unleashyourpower.com website. But honestly, feel free if it's easier LinkedIn or Facebook, feel free to reach out James R Elliot, E L L I O T. You will, you'll be able to reach me as well. You know, come hang out.
Let's have a conversation. Love talking, love brainstorming, love sharing solutions, and, really helping, you know, businesses, small and large, find ways to persevere and and help their teams persevere during the the craziness that goes on, whether it's amazing quick growth because that can be just as troubling sometimes as as, you know, you know, downfalls of companies or or or big changes, changes to the market, change the economy, the environment, tariffs, whatever it is, you know, massive growth or massive, you know, decline times of challenge and change. Love, love, love being able to empower leaders to empower and empowering the teams to to do that. So, love to chat, love to hang out, brainstorm. Thanks for having me on today, Joanne. Appreciate it. I had a lot of fun.
Well, if you're listening now, track James down, drop him a DM, drop him a message saying you heard it here. And while you're at it, leave us a review. Give us a like, a thumbs up, a follow, all the usual things you do on these things. Love to hear more from you. James, thank you.
A pleasure.
As we bring this conversation to a close, I want to express my deepest gratitude to you, our listener, for lending your ear and heart to the cause of inclusion. Today's discussion struck a chord. Consider subscribing to Inclusion Bites
and become part of our
ever growing community, driving real change. Share this journey with friends, family, and colleagues. Let's amplify the voices that matter. Got thoughts, stories, or a vision to share? I'm all ears. Reach out to jo.Lockwood@seechangehappen.co.uk, And let's make your voice heard. Until next time. This is Joanne Lockwood signing off with a promise to return with more enriching narratives that challenge, inspire, and unite us all. Here's to fostering a more inclusive world, one episode at a time.
Catch you on the next bite.
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Episode Category
Primary Category: Wellbeing
Secondary Category: Overcoming Adversity
🔖 Titles
Confidence, Balance and Success: Finding Fulfilment Beyond the Corporate Climb
Breaking Through Limiting Beliefs to Build Resilience and Achieve True Success
Navigating Burnout, Balance, and Freedom in Your Career Journey
Why Authenticity and Psychological Safety Drive Lasting Success
From Layoffs to Leadership: Unlocking Confidence and Perseverance
The Power of Change: Redefining Success Through Inclusion and Growth Mindset
Building Inclusive Cultures: Empowering People to Thrive, Not Just Survive
Overcoming Fear and Failures: Resilience Lessons for Leaders
Business, Balance, and Belonging: The Pathway to Fulfilment at Work
Reinventing Success: From Burnout to Balanced, Purposeful Leadership
A Subtitle - A Single Sentence describing this episode
James R. Elliott explores the intricate interplay of confidence, resilience, and authenticity, unveiling how embracing failure, adaptability, and personal balance empowers individuals and leaders to cultivate truly inclusive and thriving cultures.
Episode Tags
Confidence Building, Work Life Balance, Career Success, Transformational Leadership, Resilience Strategies, Corporate Culture, Entrepreneurial Mindset, Overcoming Limiting Beliefs, Personal Fulfilment, Inclusive Workplaces
Episode Summary with Intro, Key Points and a Takeaway
In this episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes transformational coach and international keynote expert, James R. Elliott, for a dynamic discussion centred around confidence, balance and success. Joanne and James explore how authenticity, resilience, and the willingness to embrace change are fundamental to driving both personal fulfilment and organisational growth. Together, they challenge conventional career narratives, interrogate the myths of corporate stability, and examine the importance of psychological safety, encouraging listeners to break free from self-imposed limitations and explore what’s truly possible when you create space for growth, experimentation, and self-care.
James brings over twenty-four years of global experience empowering business leaders, entrepreneurs, and professionals to build successful ventures without surrendering their sense of purpose or wellbeing. Working previously with the likes of IBM, Novell, and Lenovo, James has witnessed both stellar leadership and toxic workplace cultures firsthand, which fuels his passion for enabling others to find their spark. His approach is shaped by his own journey—from corporate highs and unexpected redundancy to embracing entrepreneurship—and by his commitment to fostering perseverance, adaptability, and human-centred leadership. His superpower lies in unlocking potential for confident, balanced, and meaningful lives and careers.
Throughout their conversation, Joanne and James highlight how businesses benefit when leaders foster inclusive cultures that value authentic expression, support career pivots, and embrace diverse learning styles. They dissect how the cult of “busyness” and fear of failure can act as barriers to innovation, wellbeing, and true belonging. Instead, they advocate for strategic self-reflection, lifelong learning, and balancing ambition with healthy boundaries—illustrating that sustainable success comes not just from hard work, but from working smartly and investing in wellbeing.
This episode’s key takeaway: True confidence and success stem from challenging limiting beliefs, nurturing psychological safety, and choosing to thrive, both as individuals and within our organisations. Listeners will leave inspired to reflect, connect, and shift their own practices toward a more inclusive and fulfilling future. Tune in to discover how to cultivate the right conditions for yourself and those around you to grow and truly belong.
📚 Timestamped overview
00:00 Gained extensive experience in the corporate world with companies like IBM and Lenovo. Worked in roles focused on supporting and empowering resellers and business partners for mutual success.
05:28 Laid off twice in a corporate career, became IBM Employee of the Year, took a year off to travel, then returned to corporate work, eventually receiving further accolades.
11:56 Promoted peers often face challenges leading former colleagues who may not perceive them as authoritative, potentially causing leadership failure unless relocated to a new team or company.
19:45 Continuous learning and growth through courses, mentors, and training is essential for personal and leadership success. Planning for change and having a growth roadmap are crucial. Challenges highlight key individuals and opportunities for development.
22:00 Encourage authenticity despite fears of judgement; being true to yourself is crucial.
28:53 Criticism of the current school system for stifling creativity and innovation, creating conformists, and not fostering independent thinking.
34:02 Explore emerging trends and future careers, especially those unaffected by AI and automation. Consider what excites you and pursue it, whether by collaborating with like-minded individuals, joining a forward-thinking company, or starting your own venture.
39:56 Rest and self-care boost creativity and idea generation.
44:42 Streamline repetitive tasks through automation or outsourcing despite initial time investment, as it saves significant time in the long run.
48:19 Reading consistently, even briefly each day, fosters perseverance, resilience, growth, and success. This continuous learning and personal development can set you apart, aiding career advancement or business success.
57:39 Modern job roles focus on engagement and motivation, addressing new challenges like digital distractions, which didn't exist years ago. Innovating solutions requires open-mindedness and careful thought management.
01:00:47 Embrace the mindset of "having both" rather than choosing "either/or."
01:03:46 Join Joanne Lockwood in fostering inclusivity by sharing stories and visions at jo.Lockwood@seechangehappen.co.uk.
📚 Timestamped overview
00:00 Corporate Career in Tech Industry
05:28 "Love, Layoffs, and Corporate Awards"
11:56 Challenges of Peer Leadership Promotion
19:45 Embracing Change for Success
22:00 Embrace Authenticity Despite Fear
28:53 Critique of Current School Systems
34:02 Future Career Trends and Opportunities
39:56 Creativity Emerges During Rest
44:42 Automate to Save Time
48:19 Read Daily for Growth Success
57:39 "Modern Solutions for New Distractions"
01:00:47 Embrace 'And' Over 'Or'
01:03:46 "Amplifying Voices for Change"
Custom LinkedIn Post
🎙️ 𝗧𝗵𝗶𝘀 𝗪𝗲𝗲𝗸 𝗼𝗻 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 𝗕𝗶𝘁𝗲𝘀: 𝗖𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲, 𝗕𝗮𝗹𝗮𝗻𝗰𝗲, 𝗮𝗻𝗱 𝗦𝘂𝗰𝗰𝗲𝘀𝘀 🎙️
💥 Can confidence, a willingness to change, and a spot of self-care really transform your work and life? Press play on this 60-second audiogram to find out! 💥
This week, I’m delighted to host James R. Elliott, transformational coach and international speaker with over 24 years of experience helping leaders, entrepreneurs and professionals achieve thriving businesses and personal fulfilment. James knows what it means to navigate setbacks and still come out on top.
Together, we dig into:
🔑 𝘋𝘪𝘴𝘳𝘶𝘱𝘵𝘪𝘯𝘨 𝘵𝘩𝘦 𝘚𝘵𝘢𝘵𝘶𝘴 𝘘𝘶𝘰 – Why challenges, “failure”, and even redundancy can be tools for growth and real confidence.
🔑 𝘊𝘳𝘢𝘧𝘵𝘪𝘯𝘨 𝘉𝘢𝘭𝘢𝘯𝘤𝘦 – The art of setting boundaries, building resilience, and making wellbeing non-negotiable.
🔑 𝘍𝘳𝘦𝘦𝘥𝘰𝘮 𝘢𝘴 𝘚𝘶𝘤𝘤𝘦𝘴𝘴 – Moving beyond comfort zones to create work and life that genuinely spark joy.
Why Listen? "Inclusion is about understanding, and this episode is packed with insights to help you create more #PositivePeopleExperiences."
As the host of Inclusion Bites, I release fresh episodes every week designed to challenge, educate, and elevate your approach to inclusion and belonging. This 1-minute audiogram is just the beginning – the full conversation awaits!
What’s your approach to confidence, balance, and success? 💭 Share your experiences or top tips below 👇 – let’s get the conversation started.
Listen to the full episode here: https://seechangehappen.co.uk/inclusion-bites-listen
#PositivePeopleExperiences #SmileEngageEducate #InclusionBites #Podcasts #Shorts #Confidence #Resilience #Wellbeing #LeadershipDevelopment #PersonalGrowth
Don’t forget to follow, comment, and share with your friends and colleagues – let’s spread the inclusion vibe!
TikTok/Reels/Shorts Video Summary
Focus Keyword: Culture Change
Video Title:
Unlocking Culture Change for Positive People Experiences | #InclusionBitesPodcast
Tags:
culture change, positive people experiences, inclusion, diversity, workplace wellbeing, leadership, resilience, psychological safety, belonging, empowerment, growth mindset, team success, corporate culture, change management, authenticity, entrepreneur mindset, well-being, HR, inclusion bites, see change happen, equality, thrive at work, team engagement, workplace culture, future of work, transformation
Killer Quote:
"When people feel like numbers, they will be disengaged… when people feel like people, they’ll go so much further." – James R. Elliott
Hashtags:
#CultureChange, #PositivePeopleExperiences, #InclusionBites, #InclusionBitesPodcast, #DiversityAndInclusion, #Leadership, #WorkplaceWellbeing, #Belonging, #Empowerment, #GrowthMindset, #Authenticity, #Wellbeing, #TeamSuccess, #CorporateCulture, #PositiveCulture, #HR, #SeeChangeHappen, #ThriveAtWork, #Inclusion, #Transformation, #ChangeManagement
Summary Description:
Ready to discover the real catalyst for Culture Change in your workplace? On this episode of The Inclusion Bites Podcast, I dive deep with transformational coach James R. Elliott into how genuine inclusion unlocks Positive People Experiences and drives lasting success. We break down why treating people as individuals—rather than numbers—fosters engagement, resilience, and innovation, empowering teams to thrive even through adversity. Tune in for practical insights on cultivating psychological safety, creating authentic belonging, and leading with a growth mindset. If you’re passionate about workplace well-being and future-proofing your organisation’s culture, this episode is your call to action! Subscribe and join the conversation for a more inclusive tomorrow.
Outro:
Thank you for tuning in to Inclusion Bites. I appreciate your presence and your commitment to Positive People Experiences and real Culture Change. If you enjoyed this conversation, please like, subscribe, and share to help us amplify these vital voices. Want more? Visit the SEE Change Happen website at seechangehappen.co.uk and listen to the full episode on The Inclusion Bites Podcast for deeper insights and inspiring stories.
Stay curious, stay kind, and stay inclusive - Joanne Lockwood
ℹ️ Introduction
Welcome to another compelling episode of The Inclusion Bites Podcast, hosted by the ever-insightful Joanne Lockwood. In this instalment, “Confidence, Balance, and Success,” Joanne welcomes James R. Elliott, a transformational coach and international speaker whose career spans more than two decades empowering leaders, entrepreneurs, and professionals to unlock their full potential.
Together, they journey through personal stories of triumph, resilience, and self-discovery—exploring how setbacks and so-called failures often drive our greatest growth. Listen as James shares candid reflections on corporate life, redundancy, and the pursuit of genuine fulfilment, and hear Joanne’s vivid recollections from her own time in the City, underscoring the value of stepping beyond comfort zones.
Expect a refreshingly honest dialogue about challenging the status quo, redefining success, and prioritising well-being amid the pressures of modern work. From the myths of meritocracy and the dangers of learned helplessness, to embracing change and cultivating psychological safety, this episode pulls no punches in asking: are you truly living the life you love, or just treading water?
Whether you’re an aspiring leader, D&I champion, or simply seeking inspiration to craft your own narrative of confidence and balance, this episode invites you to explore new perspectives, question your assumptions, and reignite your own spark. Pull up a chair—this is Inclusion Bites, where we transform insightful conversations into catalysts for real change.
💬 Keywords
inclusion, belonging, confidence, balance, success, transformational coaching, resilience, perseverance, workplace culture, leadership, entrepreneurship, personal growth, burnout, psychological safety, employee engagement, organisational change, career progression, self-care, neurodiversity, limiting beliefs, adaptability, work-life balance, corporate downsizing, lifelong learning, diversity and inclusion, innovation, authenticity, mentoring, business transformation, employee wellbeing
About this Episode
About The Episode:
In this energising conversation, James R. Elliott explores the practicalities and realities of confidence, balance, and success in both professional and personal spheres. Drawing on more than two decades of transformative coaching and leadership, James shares tangible strategies rooted in authentic experience—from recovering after setbacks, to fostering high-performing, resilient teams. Together, we dissect what it means to thrive in an ever-changing world, challenging limiting beliefs and seeking fulfilment beyond the corporate status quo.
Today, we’ll cover:
Actionable approaches for overcoming adversity, building perseverance, and redefining the concept of failure as a growth opportunity.
The impact of corporate culture on individual well-being, engagement, and organisational performance.
Rethinking “learned behaviours” in career progression and resisting the cycle of unproductive ambition within hierarchical structures.
Navigating change by developing adaptability, challenging entrenched mindsets, and embracing both individual and systemic innovation.
Practical techniques for cultivating psychological safety, allowing teams to learn and contribute without fear of retribution.
The critical importance of self-care, setting boundaries, and recharging to stay effective and prevent burnout—particularly within entrepreneurial and leadership roles.
Strategies for future-proofing your career and business by investing in lifelong learning, creative problem-solving, and balancing automation with human creativity.
For more details, visit Inclusion Bites or share your thoughts and stories with us at jo.lockwood@seechangehappen.co.uk.
💡 Speaker bios
Joanne Lockwood is a passionate advocate for inclusion and societal transformation, best known as the host of Inclusion Bites. Through her podcast, Joanne invites listeners on a journey to the heart of inclusion, fostering bold conversations that challenge the status quo and inspire meaningful change. Guided by a strong belief in belonging for all, she connects with guests and audiences to uncover overlooked perspectives and encourage collective reflection. Always ready for connection, Joanne invites others to share their stories and join her in sparking positive action, making every episode a step towards a world where everyone truly thrives.
💡 Speaker bios
James R. Elliott began his career in the corporate world, working for major companies such as IBM, Novell—the “Microsoft of the 1980s”—and Lenovo. Over the years, he held a variety of people-focused roles, always with the goal of supporting and empowering others. Much of his work was dedicated to helping resellers and business partners succeed, from tiny family-run shops to multimillion-dollar enterprises. Their achievements not only drove sales for his companies but also determined his own success. Through his dedication to lifting others and enabling their growth, James built a career centred on collaboration, support, and meaningful impact in the business world.
❇️ Key topics and bullets
Certainly! Below is a comprehensive sequence of the topics covered in the transcript for the Inclusion Bites Podcast episode titled "Confidence, Balance, and Success" with Joanne Lockwood and guest James R. Elliott. Each primary topic is followed by sub-topic bullets detailing the conversation's flow and key points.
1. Introduction to the Podcast and Guest
Overview of Inclusion Bites Podcast’s purpose and ethos
Joanne Lockwood introduces herself as the host and welcomes listeners
Introduction of James R. Elliott, his background as a transformational coach and international speaker
Highlighting James’ superpower: empowering people to unlock potential, confidence, and balance
2. James R. Elliott’s Background and Inspiration
James’ early life and experiences shaping his outlook
Lessons from the corporate world at companies like IBM, Novell, and Lenovo
Journey from employment to entrepreneurship after two corporate redundancies
The personal impetus behind starting his own business and focus on helping others thrive
3. Corporate Life: Lessons, Culture, and Leadership
Observations on effective and ineffective leadership in corporate settings
Impact of corporate culture on individual happiness and team performance
The disengagement caused by treating employees as numbers
The myth of job stability in modern corporate environments
4. Navigating Corporate Advancement and Career Change
The pitfalls of relying on internal recognition and corporate advancement
The challenges when organisational changes upend career trajectories
Discussion of learned behaviours and the need for new strategies when moving up within a company
Advice on taking ownership of one’s career path, including changing companies or roles
5. The Constraints of Organisational Hierarchies
Limitations faced when advancing within a single organisation
Social perceptions and challenges faced by peers promoted into management
The branding/anchoring effect within organisations and the benefit of external promotions
6. Personal Story: Breaking Away for Authenticity
Joanne’s experience in the banking sector and IT during a major reorganisation
Making the decision to resign for personal wellbeing and professional fulfilment
Reflections on privilege, risk, and the necessity to prioritise one’s own happiness
7. Limiting Beliefs and Excusatory Mindsets
The prevalence and impact of “I can’t because...” thinking
How companies and individuals become trapped by limiting beliefs
The universality of people skills across different industries and roles
8. Evolution and Resistance to Change in the Workplace
Reflections on technology shifts (e.g., from Novell to Microsoft, on-premise to cloud)
Case studies: Kodak, Blockbuster, and the risks of failing to adapt
How resilience, perseverance, and a growth mindset underpin successful adaptation
9. Diversity of Personality and Inclusion
The need for balance between visionaries and operational staff in teams
Supporting unique sparks and contributions from all personality types
The importance of psychological safety to foster innovation, creativity, and mistakes as learning opportunities
10. Reframing Failure and Encouraging Psychological Safety
The value of learning from failure and feedback rather than fearing it
Critique of corporate cultures that penalise risk-taking or mistakes
Analogies: The Wright brothers and innovation; natural talent vs. teachability
11. Education, Meritocracy, and Neurodiversity
Examination of the flaws in the meritocratic education system
The advantages of having to work hard and learn from setbacks
Reflection on neurodivergent experiences and thriving by finding unique superpowers
Meeting people where they are: learning styles and inclusive approaches in education and the workplace
12. Future-Proofing Careers and Embracing Lifelong Learning
The importance of anticipating trends and skating “where the puck’s going”
Rapid shifts in job types due to technological advances (social media, AI)
Mindset shift from static skills to agility, adaptability, and continuous learning
13. Technological Disruption and Agility
Displacement of incumbent technologies and processes (e.g., Google and AI search)
Overcoming fear of change (e.g., AI, steam engines, electric cars)
Embracing innovation whilst being mindful of possible unintended consequences (e.g., Skynet/AI risks)
14. Entrepreneurship: Balancing Success and Wellbeing
The necessity of balancing business growth with personal time and care
Avoiding burnout: establishing boundaries, taking breaks, and ensuring self-care is non-negotiable
Productivity insights: diminishing returns of overwork and the power of creative downtime
15. Automating, Delegating, and Personal Fulfilment
The value of automating and systematising repetitive tasks
Fostering creativity by freeing up cognitive resources
Personal fulfilment as the counterpart to business success
16. Defining Freedom, Health, and Sustainable Success
Exploring the concept of freedom for entrepreneurs (financial, time, agency)
Health and wellbeing as foundational to sustained success and happiness
The dangers of deferring fulfilment until retirement; advocating for present investment in personal wellbeing
17. Motivation Beyond Wealth: Purpose and Legacy
Rethinking retirement: pursuing purpose and projects over idleness
Using newfound wealth or freedom to invest in causes, people, or innovation
The enduring importance of growth, learning, and contribution throughout life
18. Challenging Limiting Self-Talk and Cultural Conditioning
Encouraging reframing of self-limiting beliefs
Recognising the influence of upbringing, culture, and societal expectations
Action-orientated mindset: “How can I?” rather than “I can’t because...”
19. ‘Why Not Both?’ Integrating Varied Goals and Possibilities
The false dichotomy of either/or choices in life and business
Integrating multiple ambitions and priorities for a holistic life
Application of inclusion not just to people, but also to possibilities and opportunities
20. Conclusion: Connecting, Reflecting, and Inspiring Action
Inviting listeners to join the conversation and share their stories
Where to find and connect with James R. Elliott and Joanne Lockwood
Reiteration of the podcast’s commitment to fostering inclusive, growth-oriented communities
This comprehensive outline captures the nuanced progression of topics and sub-topics discussed in the episode, illustrating how the conversation interweaves personal stories, corporate insights, and broader societal reflections on confidence, balance, and success.
The Hook
Ever felt as if you’re climbing the career ladder—only to discover it’s leaning against the wrong wall? What if there’s a way to unlock REAL confidence and balance, and create a version of success you actually recognise? (Spoiler: It’s not about working longer hours…)
Chasing success, but getting that nagging sense something’s missing? Here’s the raw truth: Burnout isn’t a badge of honour, and more hours won’t fix what’s broken. Ready to discover the freedom you’ve been seeking?
What if every “failure” is actually a secret invitation? A hidden push towards finding your spark, your impact, your balance. Forget hustle culture—let’s rewrite what winning really looks like. Curious?
Still buying into the work-hard-now, live-later myth? Pause. There’s a different kind of success waiting—one rooted in belonging, authenticity, and a radical new definition of freedom. Intrigued by the alternative?
Ever asked: “Is THIS all there is?” Turns out, there’s another path—one where confidence isn’t a mask, balance isn’t just for show, and success is finally on your terms. Dare to imagine more?
🎬 Reel script
Are you ready to unlock authentic confidence, real balance, and lasting success? On this episode of Inclusion Bites, I sat down with transformational coach James R. Elliott. We explored why resilience and authentic leadership matter, how to move beyond the myth of corporate stability, and why embracing mistakes is essential for growth. Whether you’re an entrepreneur or rising leader, discover how to challenge your limits, foster true belonging, and spark sustained success—both for yourself and your team. Listen now and ignite your journey to a thriving, inclusive future.
🗞️ Newsletter
Subject: Why Not Both? Unlocking Confidence, Balance, and Success — Inclusion Bites #158
Hello Inclusion Bites community,
Welcome back to another bite of inclusion! This week’s episode, Confidence, Balance, and Success, with transformational coach and international speaker James R. Elliott, is packed with candid reflections, bold truths, and actionable wisdom for anyone seeking more confidence, balance, and agency in their life.
Ever felt like a number at work?
James and Joanne dive straight into the often-harsh realities of corporate culture. James shares his own story of being let go—twice—despite outstanding achievements. The lesson? Stability at work is largely an illusion, and true freedom is created when you invest in yourself and your own resilience.
The Problem: “I can’t because…”
Too often, we find ourselves clinging to learned behaviours and limiting beliefs, waiting for recognition, or feeling trapped by structures that no longer fit. Whether it’s a toxic workplace or an outdated mindset, both can stifle growth, innovation, and satisfaction.
Agitate: What if nothing changes?
How many of us continually hope for a different outcome while repeating the same patterns? Joanne’s question, “What will be different this time?” resonates powerfully. Without conscious effort to adapt, we risk staying anchored to old ways, missing the evolution happening all around us—whether it’s shifting technology, new business models, or even our own aspirations.
The Solution: "Why not both?"
James challenges the false dichotomies so many of us accept. Why must we choose between fulfilment and success, purpose and profitability, personal wellbeing and professional achievement? As he puts it: “Why not both?” By embracing change, nurturing authentic connection, and supporting every team member’s spark, we create the conditions for people—and businesses—to thrive.
Highlights you’ll love from the episode:
How curiosity, resilience, and continuous learning are the bedrock of personal evolution
Why psychological safety and inclusive leadership unlock progress and innovation
The importance of boundaries, self-care, and avoiding burnout as critical to long-term effectiveness
Dispelling the myth of the meritocracy: why grit outpaces natural talent in leadership and entrepreneurship
How to reframe failures as opportunities to “win or learn”—never lose
A rousing call to action: invest in genuine growth and nurture your wellbeing
Ready to disrupt your comfort zone?
Joanne and James explore how to skate to where the puck’s going—not just where it is. With insights drawn from their personal journeys, they urge us to future-proof our own skills, expand our mindsets, and seize freedom in work and life.
🔗 Listen now: Inclusion Bites Episode 158 – Confidence, Balance, and Success
Stay in the conversation:
Share your thoughts, questions, or your own story! You might even join us on a future show—email Joanne directly at jo.lockwood@seechangehappen.co.uk.
Pass this newsletter along to a friend, colleague or leader ready for more inclusion, more courage, and more success—on their own terms.
Here’s to thriving and belonging,
The Inclusion Bites Team
For past episodes or to subscribe, visit Inclusion Bites on SEE Change Happen.
#InclusionBites #PositivePeopleExperiences
If you enjoyed this edition, please consider leaving us a review or hitting follow. Let’s keep breaking barriers, one bold conversation at a time!
🧵 Tweet thread
🚀 What does it really mean to build a life where you don’t just fit in, but actually thrive? Find out in the latest episode of #InclusionBites with @JoLockwood, where bold conversations ignite the spark of inclusion, confidence, and success. 🧵👇
1/ 🌍 Joanne asks: “Ever wondered what it takes to create a world where everyone belongs and thrives?” Spoiler: It’s not luck. It’s about challenging the status quo, sharing stories, and continuous reflection.
2/ 🎙️ Meet James R Elliott—transformational coach, international speaker, and the master of unlocking human potential. His superpower? Empowering leaders and professionals to live confidently, find balance, and succeed on their own terms.
3/ 💡 The journey isn’t linear. James’ corporate career (IBM, Novell, Lenovo...) was filled with highs, layoffs, and wake-up calls. Twice he went from award-winning employee… to redundancy. Each time, he realised: “You win or you learn.”
4/ 🏢 Here’s the trap:
– “If I keep my head down, I’ll be recognised.”
– “Stable jobs are safe.”
Reality check: Corporate loyalty is fickle. Find your value beyond the payslip. Disengaged teams cost companies dearly.
5/ 💔 When you feel like just a number, motivation nosedives. Joanne and James agree: Cultures fail when people feel disposable. The antidote? Leaders who genuinely treat teams like human beings.
6/ 🤷♂️ Stuck in a career rut? James’ advice: Don’t keep climbing the same ladder if it’s leaning against the wrong wall. Try a new strategy. Change companies. Learn to back yourself.
7/ 😨 Fear of change and excuses—the infamous “I can’t because…”—keep us small. But true resilience is forged in discomfort. As James says: “Fate favours the fearless. Change is the only constant.”
8/ 🧠 Modern success: Balance growth mindset with wellbeing. Burnout isn’t a badge of honour. High performers have boundaries. Take that break, claim your lunch, invest in your health. Productive, creative teams need rest.
9/ 🎨 Diversity isn’t just about demographics—it’s about thinking styles, risk-takers, planners, creators, and steady hands. Find your spark and let others find theirs. Great leaders find, support, and nurture everyone’s strengths.
10/ 🤔 Final thought: Are you asking “Why not both?” Instead of either/or, seek AND. You can have career and family, leadership and balance, creativity and security. Inclusion starts with the stories you tell yourself.
⭐ Dive deeper and catch the full episode: https://seechangehappen.co.uk/inclusion-bites-listen
Email your thoughts to jo.lockwood@seechangehappen.co.uk
#InclusionBites #PositivePeopleExperiences #Leadership #Success #Burnout #GrowthMindset
Let’s build cultures where everyone thrives, not just survives. Retweet to spark real inclusion! 🔥
Guest's content for their marketing
Unlocking Confidence, Balance, and Success: My Experience as a Guest on the Inclusion Bites Podcast
I recently had the pleasure of joining Joanne Lockwood on her renowned podcast, Inclusion Bites, for Episode 158, aptly titled "Confidence, Balance, and Success." It was a dynamic conversation that not only explored my own journey as a transformational coach and international speaker but also delved deeply into the realities that so many business leaders, entrepreneurs, and professionals face in their pursuit of thriving careers and fulfilling lives.
During the episode, we traced my path from the corporate world—where I had the privilege to work with major players like IBM, Novell, and Lenovo—to forging my own enterprise dedicated to empowering others. We spoke candidly about the unpredictable nature of corporate life: awards one year, redundancy the next, and how those seismic experiences shaped my approach to personal resilience and leadership. We discussed the fundamental belief that there is no true failure—only feedback, learning, and growth.
One of the central themes we explored was the real danger organisations face when colleagues feel like ‘just a number’. We highlighted the cultural damage inflicted when people aren’t authentically valued and the clear business case for approaching leadership with human-centric values. As I reflected, genuine leadership isn’t just about driving performance; it’s about fostering trust, psychological safety, and an environment where people feel empowered to learn from setbacks rather than fearing them.
Joanne and I addressed the prevalent myths around corporate ladders and the meritocracy. We scrutinised the learned behaviours that keep people stuck in unhelpful career cycles, and I shared practical insights into adopting new strategies—sometimes, that means having the courage to pivot, whether within a company or by striking out on your own.
Of course, no discussion about success would be complete without talking about balance. I openly discussed my own experiences with burnout and the powerful impact of setting boundaries and prioritising self-care. We spoke about the cultural challenges—the pressure to ‘work harder, work longer’—and why true high performance is only achievable when people are given the chance, and permission, to recharge and invest in their wellbeing.
We also examined the rapidly evolving nature of work, touching on technological change, AI, and the essential mindset of agility. We stressed the importance of continuous learning—not only to stay relevant but to remain energised and excited by what we do.
For those who face their own ‘I can’t because…’ moments, or who feel confined by limiting beliefs handed down by society, family, or organisational culture, our conversation offered encouragement and practical strategies for overcoming those barriers.
Being part of the Inclusion Bites Podcast was more than an interview—it was an energising and affirming exchange of ideas with someone equally passionate about inclusion, belonging, and positive change. I am grateful to Joanne for creating such a vibrant platform and for inviting me to share my experiences and insights with her audience.
If you’re searching for inspiration to unlock your potential, cultivate balance in your life, and succeed authentically, I highly recommend tuning in. You’ll find our episode, and many other thought-provoking conversations, at: https://seechangehappen.co.uk/inclusion-bites-listen.
Let’s continue to empower each other—after all, confidence, balance, and success are journeys best shared.
Pain Points and Challenges
Certainly! Based on the transcript from the Inclusion Bites Podcast episode "Confidence, Balance, and Success" with James R. Elliott and host Joanne Lockwood, several clear pain points and challenges are identified through their reflective, honest conversation. Here’s a breakdown of these challenges, with focused content addressing each—offering knowledge and practical solutions relevant to leaders, professionals, and those passionate about inclusive cultures.
1. Feeling Like a Number & Disengagement in the Workplace
Pain Point:
James and Joanne both remark on the demoralising effect of being viewed as disposable or "just a number" within corporate structures. Layoffs, restructuring, or being overlooked despite achievements breed disengagement, decreased wellbeing, and loss of loyalty.
Addressing the Issue:
Human-centred Leadership: Leaders must prioritise authentic recognition and meaningful engagement. Invest time in regular one-to-one check-ins; tailor support to individuals rather than blanket solutions.
Cultivating Belonging: Foster spaces where team members are invited to share their thoughts, experiences, and aspirations. Ensure all voices are heard and valued—this can be woven into daily stand-ups, retrospectives, or feedback sessions.
Recognition Programmes: Go beyond KPIs; highlight personal contributions, resilience, and the unique strengths every individual brings.
2. Burnout, Lack of Balance, and Corporate Overwork Culture
Pain Point:
Corporate culture often glorifies excessive hours and “busyness”, which James links to burnout, absenteeism, diminished creativity, and even depression or poor health. Both speakers discuss the struggle to set boundaries for self-care.
Addressing the Issue:
Set Firm Boundaries: Block out and protect time for breaks, meals, and reflection. This isn’t a “nice to have”—it underpins sustained high performance.
Role Model Balance: Senior leaders should visibly take time for themselves, demonstrating that rest and downtime are valued, not penalised.
Encourage Self-Reflection: Integrate structured reflection (both individually and within teams) to foster progress and prevent treadmill-like ‘busywork’ culture.
Promote Flexible Working: Accommodate individual needs for time, working patterns, and different definitions of productivity.
3. Change Aversion and Lack of Adaptability
Pain Point:
The episode draws numerous parallels—be it from IT (Novell, Blockbuster, Kodak) or career progression—on the resistance to evolving with market, social, and technological changes. Refusing to adapt inevitably leads to obsolescence.
Addressing the Issue:
Growth Mindset Training: Offer workshops to encourage viewing challenges as opportunities for development, not threats.
Psychological Safety: Build environments where employees can experiment, fail, and learn without recrimination.
Celebrate Learning: Encourage knowledge sharing and cross-functional collaboration as a normal part of work.
4. Limiting Beliefs and ‘I Can’t’ Mentality
Pain Point:
Both James and Joanne speak at length about self-imposed and inherited limitations around career moves, entrepreneurship, and what’s possible for one’s life. Excuses often hide real potential: “I can’t because of my family, my experience, my skills...”
Addressing the Issue:
Coaching and Mentoring: Provide access to professional coaches or peer mentors who can challenge these assumptions.
Storytelling and Visibility: Actively share diverse success stories—especially those who took unconventional paths or started over later in life.
“How Can I?” Culture: Shift team language from “We can’t” to “How might we...?”, keeping options open and creative solutions flowing.
5. Challenges around Neurodiversity and School/Educational Systems
Pain Point:
The education system’s rigid conformity and lack of support for neurodivergent individuals (ADHD, OCD, etc.) often leave people under-prepared for real-world complexity, creativity, and resilience.
Addressing the Issue:
Tailored Career Support: Offer individualised development plans, recognising different learning, communication, and thinking styles.
Diversified Recruitment and Progression: Proactively seek and support neurodiverse talent, ensuring hiring and progression aren’t funnelled through one-dimensional criteria.
Workplace Adjustments: Allow flexible spaces, alternative communication methods, or task allocation to tap into individual strengths.
6. The Trap of Loyalty and Slow Corporate Progression
Pain Point:
Staying with the same company and awaiting recognition is no longer a viable strategy. Many find their career advancement stalled or reset, often after mergers, new management, or changing priorities.
Addressing the Issue:
Encourage Proactive Career Management: Equip employees with tools to regularly assess alignment between their goals and the organisation.
Support Mobility: Offer secondments, cross-departmental opportunities, or support for external moves as a mark of genuine investment in people.
7. Entrepreneurial Strain and the Importance of Self-Fulfilment
Pain Point:
Entrepreneurs face acute risks of burnout, chronic overwork, and lack of boundaries between passion and work—especially when prioritising business growth over personal wellbeing.
Addressing the Issue:
Deliberate Self-Care Routine: Embed non-negotiable downtime and energising activities into every week. This may include exercise, creative play, meditation, or hobbies.
Delegation and Automation: Relinquish tasks which do not require your unique input and use technology to maximise efficiency.
Peer Support Circles: Build networks for honest sharing around the emotional highs and lows of entrepreneurship.
In summary:
The Inclusion Bites episode vividly unpacks the realities behind disengagement, burnout, lack of belonging, stymied career progression, neurodiversity challenges, and the anxiety of constant change. Addressing these calls for high-trust leadership, investing in people as whole individuals, and nurturing cultures that see challenge as part of growth.
For further resources, in-depth discussions, or direct support, reach out to Joanne Lockwood at jo.lockwood@seechangehappen.co.uk or explore the full podcast catalogue at: Inclusion Bites.
Questions Asked that were insightful
Absolutely, the transcript from "Inclusion Bites" episode 158—"Confidence, Balance, and Success"—is rich with engaging exchanges that could be expertly distilled into an FAQ series. Several key questions elicited particularly reflective and thought-provoking responses from James R. Elliott, which would resonate well with your audience. Here’s a selection that would translate effectively into an FAQ format, each capturing the spirit of the original conversation and offering valuable insights:
Inclusion Bites FAQ Series: Confidence, Balance, and Success
1. What inspired James R. Elliott’s move from corporate life to transformational coaching?
James shared his personal journey through successes, setbacks, and two significant corporate layoffs. He revealed how these experiences taught him that what’s perceived as failure is simply growth and feedback. Realising that fulfilment was absent in his high-achieving corporate roles, he embraced authenticity, resilience, and finally followed his passion for empowering others.
2. How can leaders create a workplace where employees truly feel valued?
James highlighted that people disengage when they feel like “just a number.” He emphasised the importance of making people feel recognised and heard, stating that when leaders treat people as unique individuals rather than expendable resources, it leads to higher engagement, productivity, and loyalty—ultimately saving time and money for the organisation.
3. Why do so many talented professionals remain stuck in unfulfilling roles, and what should they do differently?
Reflecting on recurrent client experiences, both Joanne and James discussed how many people believe progress comes from working harder within the same structures, even after repeated setbacks. James advised that sometimes a complete strategy shift—changing companies, roles, or even starting a business—is necessary, instead of simply persevering with the same approach.
4. What’s the most significant barrier to personal and professional growth?
According to James, the limiting beliefs we internalise—such as “I can’t because…”—are the true blockers. He described how these beliefs often stem from upbringing, societal expectations, or workplace culture, and emphasised the need to shift from a mindset of restriction to one of possibility and resilience.
5. How do you strike a balance between ambition and self-care as an entrepreneur or leader?
James openly discussed experiencing burnout and stressed the necessity of boundaries. He advocates for non-negotiable personal time, regular self-care routines, and allowing creativity through play. He challenged the culture of overwork, arguing that true effectiveness comes from working smart, not necessarily harder or longer.
6. How should individuals and organisations approach change in a volatile, fast-moving world?
Drawing on examples from tech industry shifts and referencing concepts like perseverance and psychological safety, James encouraged organisations to embrace change, allow for safe experimentation, and support employees to fail fast and learn quickly. Only by fostering a resilient mindset can teams and leaders navigate ongoing transformation.
7. What is the role of psychological safety in high-performing teams?
The conversation underlined that psychological safety—the freedom to make mistakes and learn without fear—enables both individuals and organisations to innovate and grow. If people aren’t afraid of failure, they’ll try new things, share ideas, and ultimately drive organisational success.
8. Can you really “have it all”: success, balance, and fulfilment?
Both James and Joanne challenged the “either/or” mindset, suggesting we should ask, “Why not both?” They agreed that with the right strategies and mindset, it’s possible to pursue professional success without sacrificing health, happiness, or personal values.
9. Why is ongoing learning critical for staying relevant and fulfilled?
James emphasised that continuous growth—not just in business skills, but life and wellbeing—prepares individuals to adapt to change, develop creative solutions, and maintain a competitive edge. He recommended carving out daily or weekly spaces for personal development, however small.
10. How does the fear of change hold people and organisations back, and what can be done about it?
Referencing famous business failures (like Kodak and Blockbuster), the episode reinforced that resisting change leads to obsolescence. Embracing experimentation, challenging outdated assumptions, and encouraging inclusive, forward-thinking mindsets are key for both personal and collective progress.
These FAQ topics could be developed into a powerful series—either as bite-sized insights for your website, social media, or as a regular feature to drive listener engagement and further learning. The underlying thread is clear: challenge the status quo, invest in yourself and others, and never stop questioning “what if?”
Blog article based on the episode
Confidence, Balance, and Success: Redefining Thriving in Modern Worklife – Lessons from James R. Elliott
“You win, or you learn.” These simple words, spoken by transformational coach and international speaker James R. Elliott on the Inclusion Bites Podcast, Episode 158—Confidence, Balance, and Success—strike at the heart of a challenge faced by organisations and individuals in the twenty-first century. How do we engineer cultures where people don’t just belong, but truly thrive? In a world where disruption, change, and uncertainty are constant, what does it mean to live, work, and lead with confidence, balance, and genuine success?
A Crisis of Confidence, a Call for Balance
The modern workplace, for all its talk of agility and inclusion, is often still a machine that rewards overwork and burnout. Too many of us, as both Elliott and host Joanne Lockwood illuminate, find ourselves trapped at our desks, “living for the weekends” or feeling underappreciated—seen as “just a number.” Redundancy comes swiftly regardless of our past glories; as Elliott revealed humorously and candidly, one can be awarded “Employee of the Year” by IBM and still find oneself ushered out the door within months. It is a sharp reminder of the fragility of corporate loyalty.
The challenge of thriving has never been more acute. We are told to keep our heads down, wait for recognition, and “drink the corporate Kool-Aid” in the hope that perseverance will lead to reward. Yet, as Lockwood asserts, after every shake-up and management change, people are forced to “re-brown-nose” and start from scratch. Worse still, corporate culture has traditionally punished failure while cherishing compliance, robbing work of the dynamism, safety, and innovation needed to operate in times of flux.
From Problem to Possibility: Learning from Failure, Not Fearing It
Elliott’s reflection on his own journey from the trenches of corporate IT to founder, coach, and keynote speaker makes a compelling case for reframing failure and adversity. “I no longer believe in failure. There is only growth, learnings, and feedback.” This orientation underpins not just entrepreneurial spirit, but resilient leadership—especially in times of relentless change.
Corporate tradition perpetuates a learned helplessness: get knocked down, start again, repeat the same climb. Lockwood brilliantly complicates this with a critical inquiry: “What do you think is going to be different this time?” All too often, we adopt the same strategy, ceasing to ask whether there is a better way.
To break the cycle, both Elliott and Lockwood advocate for a mindset rooted in reflection, self-inquiry, and courageous experimentation. “Sometimes,” Elliott muses, “when I leap—following my heart, my gut, rather than my fear—things truly shift.” It is about action, not just intention. Or as Lockwood distils, “No great adventure ever starts with ‘no’.”
Actionable Steps for Embedding Confidence, Balance, and Success
So, what does it take to move from survival mode to thriving? How can organisations and individuals alike build environments where confidence flourishes, balance is non-negotiable, and real success (not just the appearance of it) is possible?
1. Prioritise Psychological Safety and Growth Mindset
Encourage experimentation, not just delivery. Make it safe and expected to try, fail, learn, and iterate. Reckon with Lockwood’s metaphor: “How many children do you know that learned to walk without falling over, without bumping their head?”
Shift from a “punish failure” to a “learn from everything” culture. Reward critical thinking and creativity, not merely compliance.
2. Re-engineer Work for Human Wellbeing
Set boundaries—institutional and personal—around rest and recovery. Both speakers denounce the culture of “whoever works the most or the hardest wins.” Instead, draw clear lines between work and self-care, cementing lunch hours, breaks, and holidays as non-negotiable.
Innovate how you support people. From flexible schedules to walking meetings, ensure that productivity is measured by outcomes, not simply hours logged.
3. Champion Diversity of Thought, Skill, and Experience
Balance your teams with a mix of visionaries, technical experts, and operational minds. Diversity isn’t just about demographic differences; it is about cognitive, personality, and mindset diversity.
Help people discover and cultivate their unique sparks. Inclusion is not about cloning a single model of success—it is about amplifying individuality in pursuit of a shared aim.
4. Foster Lifelong Learning and Curiosity
Invest in continuous learning as a workplace norm and a personal practice. As Elliott champions, “If you’re on your phone doom-scrolling, you have time to read a few pages or learn something new.”
Celebrate “lazy” innovation. Sometimes, the most efficient processes come from those who refuse to do things the long, difficult way—embrace lazy optimisation to foster progress.
5. Redefine Freedom and Fulfilment
Remember that freedom is not just about money or position, but about agency—how you invest in your own health, capability, and joy. Lockwood’s insight: if your business or life is unsustainable without you, you are a cog—take responsibility for investing in yourself.
Reclaim your right to play, pursue “shiny objects,” and maintain personal projects outside of profit or productivity imperatives.
Conclusion: Building a Culture Where Everyone Thrives
The essence of Confidence, Balance, and Success is not merely in the avoidance of stress or the relentless pursuit of accolades. It is to be found in a relentless drive to experiment, reflect, and recover; in a commitment to psychological safety and authentic expression; and in real, lived balance that allows people to bring their whole selves to work and life.
James R. Elliott’s journey is an acute reminder that enduring success is found not in the absence of upheaval but in our adaptability, creativity, and willingness to challenge stale narratives. Organisations and leaders must heed this lesson: Treat people as people, not just numbers. Invest in their growth, and wellbeing will follow. As for individuals—ask, “What would I do if anything were possible?” and pursue both passion and prudence.
The world does not need more burnt-out “high performers” or compliant workers. What it needs are environments—like those championed by Inclusion Bites and inspired by visionaries such as Elliott—where authenticity, resilience, and belonging are the root of real success.
Ready to Spark Change?
Are you prepared to move from compliance to engagement, from burnout to balance, from mere presence to thriving? Share this episode, Confidence, Balance, and Success, with your colleagues. Reflect on your own beliefs about failure, balance, and wellbeing. Subscribe to the Inclusion Bites Podcast, and let’s build cultures of confidence and belonging—one bold conversation at a time.
Inspired by the insights of James R. Elliott and anchored by the wisdom of host Joanne Lockwood, Confidence, Balance, and Success is a rallying cry. Will you heed the call? For more in-depth discussion and actionable tools, tune in to Inclusion Bites and join the movement for authentic, human-centred progress.
The standout line from this episode
The standout line from this episode is:
"No great adventure ever starts with no."
❓ Questions
Certainly! Here are 10 discussion questions inspired by this episode of the Inclusion Bites Podcast, “Confidence, Balance, and Success” with James R. Elliott and Joanne Lockwood:
Resilience and Growth: James mentions shifting his mindset from viewing life events as failures to seeing them as learning opportunities. How might this approach change organisational culture, and what practices could leaders implement to foster a similar mindset amongst their teams?
Corporate Culture and Inclusion: There was significant discussion about the impact of making employees feel like ‘just numbers’. What does authentic inclusion look like in practice within a corporate environment, and how can organisations ensure employees feel genuinely valued?
Navigating Change: Both James and Joanne highlight the inevitability of organisational change, referencing examples like Kodak and Blockbuster. What can individuals and organisations do to remain agile and avoid stagnation or obsolescence?
Promotion and Perception: The episode explores the challenge of internal promotions, especially when someone advances to lead former peers. What barriers exist in successfully making this transition, and how can both organisations and individuals support smoother leadership development?
Psychological Safety: The conversation touches on the importance of psychological safety and the ability to learn through mistakes. What practical steps can workplaces take to build a culture where it is safe to fail and innovate?
Entrepreneurial Mindset: Reflect on the assertion that transferable skills (such as sales or leadership) are more about people than products or specific industries. How could this change the way we advise students and those at a career crossroads?
Self-Care and Burnout: James discusses strategies for maintaining balance and preventing burnout. What boundaries or cultural norms need to shift in our organisations to make self-care a respected and integrated aspect of working life?
Neurodiversity and Strengths: With discussion around neurodivergence (including ADHD and OCD) and traditional education systems, what can employers do to better harness diverse thinking styles as strengths rather than seeing them as limitations?
Challenging Limiting Beliefs: Throughout the episode, both speakers discuss the personal and organisational impact of limiting beliefs (“I can’t because…”). How can leaders and colleagues support one another in re-framing these narratives?
Pursuing Freedom and Fulfilment: The episode closes with reflections on the deeper meaning of ‘freedom’ in life and work. How do you define freedom in your own life or career, and what steps might you take to ensure your future includes space for both fulfilment and flexibility?
These questions are crafted to elicit reflective, insightful, and actionable conversations—perfect for a team debrief, leadership workshop, or personal journaling.
FAQs from the Episode
FAQ: Confidence, Balance, and Success — Insights from Inclusion Bites Podcast, Episode 158
1. What inspired James R. Elliott to focus on confidence, balance, and success?
James’ journey into transformational coaching and leadership development stemmed from a career in large tech corporations, personal challenges, and pivotal moments of redundancy. He emphasised that setbacks, often labelled as failures, are invaluable opportunities for growth and learning rather than defeat. His mission emerged from a drive to empower others to unlock their potential and pursue a fulfilling life aligning with both professional and personal aspirations.
2. How does corporate culture impact inclusion and employee wellbeing?
James and Joanne discussed how treating employees as mere numbers can lead to disengagement, poor mental health, and high turnover. They stressed that inclusion thrives when people feel valued as individuals, not just as resources. An inclusive, people-first culture enhances staff retention, productivity, and overall organisational performance, whilst reducing absenteeism and improving morale.
3. What role does resilience and adaptability play in today’s professional environment?
Both speakers highlighted that resilience, perseverance, and a willingness to embrace change are essential traits, especially amid constant disruption and uncertainty. Drawing on their shared corporate experiences, they observed that organisations and individuals who adapt and innovate are more likely to thrive. They cited examples such as Kodak and Blockbuster, which failed due to resistance to change, affirming that agility is crucial to long-term success.
4. Why do so many professionals feel ‘stuck’ in corporate roles, and what strategies help overcome this?
Many employees fall into the cycle of waiting for recognition or promotion, only to be overlooked after organisational restructures or leadership changes. Joanne advocates for strategic career moves — sometimes externally rather than internally — and challenges the common belief that perseverance within the same company or role will be enough. The key message: change your approach, invest in personal growth, and continually assess if your strategy is working for you.
5. How can leaders promote psychological safety and encourage innovation?
Psychological safety is paramount for teams to flourish. James criticised cultures that punish mistakes rather than viewing them as learning opportunities, positing that fear of failure stifles creativity and progress. Authentic leaders foster environments where team members are empowered to experiment, share ideas openly, and develop resilience through constructive feedback and support.
6. How does neurodiversity contribute to workplace inclusion and innovation?
The discussion acknowledged the strengths neurodiverse individuals, such as those with ADHD or OCD, bring to the workplace. James shared his personal neurodiverse journey, emphasising the importance of aligning work with one’s strengths and passions. Joanne pointed to the necessity of meeting people where they are, adapting education and employment practices to enable everyone to thrive, and rejecting one-size-fits-all approaches.
7. What practical steps can entrepreneurs and professionals take to avoid burnout and maintain balance?
Self-care and establishing boundaries are essentials, not luxuries. James described his own experiences with burnout, advocating for the non-negotiable prioritisation of rest, leisure, and reflection for sustainable high performance. He recommended scheduling personal time, delegating tasks, and investing in health and wellbeing — equating these practices to business investments that pay dividends in productivity and creativity.
8. Why is lifelong learning critical for confidence and success?
Both Joanne and James are strong proponents of continuous learning, whether through formal development, self-directed study, or experimentation. Staying curious, embracing “scribble mode” (creative exploration), and being ready to adapt to future trends (such as AI and technological shifts) keeps individuals relevant and fulfilled, and positions businesses to seize new opportunities.
9. What does ‘freedom’ mean in the context of success and entrepreneurship?
Freedom is multifaceted — encompassing financial security, autonomy over one’s time, agency in decision-making, and the ability to focus on personal passions. Joanne reflected on the importance of investing not only in business but also in personal wellbeing, so as to retain the energy, health, and capacity to enjoy life and work for the long term.
10. How is the concept of ‘why not both?’ relevant to modern career and life choices?
James championed an inclusive mindset: rejecting false binaries in favour of exploring “how can I have both?” — whether pursuing a thriving career alongside family life or blending entrepreneurship with other interests. This philosophy encourages ambition, creativity, and balance, empowering greater fulfilment across all life domains.
For more enriching discussions and to join the conversation, visit https://seechangehappen.co.uk/inclusion-bites-listen or contact Joanne Lockwood at jo.lockwood@seechangehappen.co.uk.
Tell me more about the guest and their views
Certainly! The guest for this episode is James R. Elliott, who brings a wealth of experience as a transformational coach and international speaker. With over twenty-four years supporting business leaders, entrepreneurs, and professionals, James helps individuals and organisations unlock their potential to achieve confidence, balance, and success.
James’s Background and Journey:
James’s career began in the corporate world, where he held various roles at major technology companies such as IBM, Novell, and Lenovo. A recurring theme was his focus on empowering others—supporting business partners to flourish, and learning important lessons from both exceptional and lacklustre corporate cultures.
He is candid about the ups and downs of his trajectory, recounting moments of being laid off even in the midst of professional accolades. For James, these experiences did not define him as failures, but as powerful opportunities for growth. His mantra is “You win or you learn,” reflecting a mindset centred on resilience and adaptability.
After two major redundancies, James took those setbacks as ‘nudges from the universe’ to chart his own path. He embraced entrepreneurship, launching his own business about eleven years ago, which allowed him to focus on helping others on a broader scale as both a coach and a speaker.
Key Views and Philosophies:
Resilience and Growth Mindset: James believes resilience, perseverance, and a willingness to learn from adversity are crucial traits—not just for individuals, but for organisations as well. He emphasises that adversity is inevitable, but our focus determines whether we thrive. “You win or you learn,” encapsulates his shift from fearing failure to embracing challenges as essential growth experiences.
Human-Centred Leadership: Throughout the episode, James stresses the importance of leaders treating people as individuals, not just numbers. When employees feel seen and valued, they are more engaged and likely to go above and beyond. He’s critical of cultures where people feel replaceable, arguing that such environments foster disengagement and stagnation rather than success.
Balance, Freedom, and Self-Care: James is a staunch advocate for maintaining a healthy balance between work and personal well-being. Burnout, he notes, is counterproductive, and sustainable success requires boundaries, reflection, and periodic self-care. He practises what he preaches, carving out non-negotiable time in his own schedule for breaks, meals, and restorative activities.
Challenging Limiting Beliefs: Both for himself and his clients, James challenges the habit of saying “I can’t because…” He views these self-imposed limitations as major obstacles, often unconsciously absorbed from societal expectations, the workplace, or upbringing. Instead, he advises reframing questions to “How can I?”—opening possibilities for growth and new strategies.
Embracing Change and Innovation: Drawing on examples from business history (e.g., Kodak, Blockbuster), James highlights the perils of resisting change. He encourages both individuals and companies to adapt, to innovate, and to move with the evolving landscape, whether it be digital transformation, artificial intelligence, or shifting markets.
Celebrating Neurodiversity and Diverse Working Styles: Candid about his own experiences with OCD and ADHD, James speaks positively about leveraging neurodiverse strengths. He encourages young people and adults alike to pursue work that plays to their strengths, emphasising that diversity in personalities and thinking styles enriches organisations and sparks innovation.
Action Over Perfection – “Why Not Both?”: James frequently disrupts binary thinking. Rather than choosing between two good options, he asks, “why not both?” For him, an inclusive mindset often means finding hybrid solutions, whether in work-life balance, career paths, or business strategies.
Overall Character:
James comes across as highly pragmatic, down-to-earth, and passionate about making work and life more fulfilling for everyone involved. His ethos is centred on growth—personal, collective, and organisational—driven by authenticity, empathy, continuous learning, and well-calibrated risk-taking.
In summary: James R. Elliott’s views are shaped by lived experience across corporate, entrepreneurial, and coaching spheres. He stands for resilient, people-centred leadership; balanced, inclusive growth; and the courage to embrace both change and the full diversity of human potential.
Ideas for Future Training and Workshops based on this Episode
Absolutely—this episode of Inclusion Bites with James R. Elliott is rich with themes and real-life insights perfect for developing truly impactful training and workshops. Here are several comprehensive ideas directly inspired by the concepts explored in the conversation:
1. Cultivating Confidence and Resilience in Leadership
Overview: A workshop delving into authentic self-leadership, overcoming setbacks, and reframing “failure” as learning opportunities. Drawing on James’ journey through corporate layoffs and personal reinvention, participants would explore strategies for building confidence and psychological resilience.
Content: Interactive case studies, reflective exercises, and group coaching focused on identifying personal limiting beliefs and harnessing adversity for growth.
2. Inclusive Cultures: Fostering Psychological Safety
Overview: Tackling the issue of employee disengagement and the crucial role psychological safety plays in high-performing teams. Using scenarios from the podcast on organisational culture and “learned behaviours”, this training would spotlight how inclusion underpins innovation and engagement.
Content: Role-plays, inclusive leadership scenarios, discussions on failing safely, and creating environments where diverse perspectives are valued.
3. Beyond the Numbers: Human-Centric Management
Overview: Addressing the dehumanisation in large organisations where employees may feel reduced to “just a number”. This session would challenge leaders and managers to put people first, echoing the PAS philosophy (Problem-Agitate-Solution): what happens when people are seen as assets, not numbers? How does this transform productivity and retention?
Content: Exploration of real-world case studies, emotional intelligence activities, and strategies for recognition and sustaining morale.
4. Navigating Change: Perseverance, Agility, and Adaptivity
Overview: Given the stories of Kodak and Blockbuster, the dangers of resisting change are clear. This session would help participants not only accept but harness change—be it technological, cultural, or organisational.
Content: Futures-thinking, scenario planning, and “failure lab” exercises enabling teams to practice responding to uncertainty with flexibility and growth mindset.
5. The Freedom Formula: Work-Life Balance for Sustainable Success
Overview: Inspired by James’ focus on balance, wellbeing, and setting boundaries, this workshop would help professionals build healthier habits—prioritising self-care without sacrificing impact or ambition.
Content: Wellbeing self-assessment tools, experiment with productivity hacks, boundary-setting techniques, and group ideation on healthy workplace practices.
6. Neurodiversity at Work: Harnessing Diverse Minds
Overview: Drawing on the episode’s discussions about differing thinking styles and the value of neurodivergent perspectives. This training would demystify neurodiversity and provide actionable frameworks for inclusion.
Content: Lived-experience panels, myth-busting sessions, practical adaptations for recruitment and management, and exercises to identify and play to individual strengths.
7. Career Transitions: Redefining Success and Agency
Overview: James’ story speaks powerfully to transitions—both forced and chosen. This practical session would guide attendees in proactively redesigning their careers, articulating their version of success, and managing personal change.
Content: Reflective mapping exercises, case studies, peer coaching circles, and planning for work that aligns with values and offers real fulfilment.
8. Optimising Team Diversity for Performance
Overview: Based on the insight that teams thrive when composed of varied personalities and skillsets, a workshop on team dynamics, inclusion, and leveraging diversity for creativity and problem-solving.
Content: Team mapping, Belbin or MBTI-style exercises, practical team challenges, and facilitated dialogue on complementarity and collaboration.
9. Growth Mindset: Creating Continuous Learners
Overview: Central to the episode is lifelong learning and adaptability. This session will teach individuals and organisations how to embed growth mindset practices and unlock hidden potential.
Content: Learning sprints, self-diagnosis tools for limiting beliefs, and action planning for ongoing professional and personal development.
10. Courageous Conversations: Speaking Up Authentically
Overview: Directly addressing the fear of being “seen and heard,” this workshop would equip participants with the tools to speak up, challenge the status quo, and contribute boldly.
Content: Safe space discussions, scripting courageous conversations, allyship strategies, and role plays around feedback and dissent.
Delivery Notes:
The workshops could be run as half or full-day in-person events, or virtual masterclasses tailored to organisations or open sign-up.
All content aligns with the Inclusion Bites ethos: disrupting norms, challenging thinking, and offering actionable pathways to inclusive cultures.
If you’re looking for bespoke content, co-development with lived-experience facilitators or deeper dives on subtopics raised in the episode, these workshops would offer both inspiration and tangible results.
To discuss further or book a session, contact Joanne Lockwood via jo.lockwood@seechangehappen.co.uk. For more inspiration, visit the Inclusion Bites Podcast archive.
🪡 Threads by Instagram
True confidence isn’t just about achievement—it’s found in resilience and learning from failure. James R. Elliott says, “You win or you learn.” How are you embracing growth when things don’t go to plan?
Burnout is not a badge of honour. Meaningful success needs personal boundaries and self-care. If you’re constantly exhausted, are you truly free, or simply stuck in a cycle?
Inclusion thrives when people feel valued, not like numbers on a spreadsheet. Authentic leadership creates belonging—are you engaging your team as people, not just performers?
Change is constant—those who persevere and adapt avoid becoming the next Kodak or Blockbuster. How are you planning for growth, and evolving your mindset to future-proof yourself?
Why choose only one path? You can pursue professional success and personal happiness. The real question isn’t either/or, but rather: how can you have both? Challenge those limits today.
Leadership Insights - YouTube Short Video Script on Common Problems for Leaders to Address
Leadership Insights Channel
Are your team members feeling like just another number? Here’s a common pitfall: Leaders who focus only on targets and overlook their people create disengaged, demotivated teams. When individuals feel disposable or undervalued, their performance and loyalty plummet—damaging culture and business results alike.
What can you do instead?
Treat team members as people, not resources.
Take the extra time to check in personally, show genuine interest in their wellbeing, and celebrate their achievements—big or small.
Encourage open conversations, welcome ideas, and ensure everyone feels heard.
Remember, when people feel valued and included, they go above and beyond. It saves time and money in the long run, reduces turnover, and builds a thriving, resilient team.
Great leadership starts with human connection—unlock the best in your people, and watch success follow.
SEO Optimised Titles
7 Ways Resilience Drives Success in Business and Life | Surprising Lessons from 24 Years in Leadership | James @ Limitless Entrepreneur
Break the Burnout Cycle: Balance, Confidence, and Freedom for Entrepreneurs in 2024 | James @ Limitless Entrepreneur
Overcoming Limiting Beliefs: Tips Backed by 2 Corporate Layoffs and 11 Years Entrepreneurship | James @ Limitless Entrepreneur
Email Newsletter about this Podcast Episode
Subject: Unlocking Confidence, Balance, and Success – New Episode of Inclusion Bites 🎧
Hello Inclusion Bites Community,
Ready for your next dose of insight and inspiration? Our latest episode, “Confidence, Balance, and Success,” brings the brilliant James R. Elliott to the mic in conversation with Joanne Lockwood. If you’ve ever wondered how to really thrive—in business, leadership, or just everyday life—this episode is one you won’t want to miss!
What Will You Learn? Here Are 5 Keys Listeners Will Take Away:
Resilience Is Your Secret Weapon
Learn how the ups and downs of life and work can build, not break, your confidence—if you know how to harness resilience.Building Balance in a Fast-Moving World
James delves into how maintaining well-being (yes, boundaries matter!) leads to lasting personal and professional fulfilment.The Myth of Meritocracy Exposed
Ever felt like working harder just means more grind, not more recognition? We unpick this and share how to craft your own opportunities.Change-Readiness as a Success Strategy
From corporate downsizing to the explosion of AI, our guests reflect on why adaptability outshines any single ‘skill’ or success formula.Freedom Redefined: Investing in Yourself
Why true freedom isn’t just financial—James’ journey shows how health, self-knowledge, and having agency over your choices are just as vital.
A Unique Fact Shared
Did you know that James credits a lot of his entrepreneurial drive to being laid off not once, but twice—immediately after winning major performance awards at IBM and Lenovo? Talk about the universe sending a message! Sometimes the best catalyst for change really is a push out of your comfort zone.
Join the Conversation!
Have thoughts, questions, or your own “ah-ha” moment to share?
Email Joanne at jo.lockwood@seechangehappen.co.uk or leave a review on your favourite podcast platform. Better yet, share this episode with friends or colleagues who are ready to reimagine what confidence, balance, and success can look like.
With stories that challenge, practical advice that empowers, and a healthy dose of humanity, Inclusion Bites is your place to ignite change—one conversation at a time.
Listen to the full episode here → Inclusion Bites Podcast
Let’s keep championing success—and inclusion—together.
See you on the next bite!
The Inclusion Bites Team
#InclusionBites #PositivePeopleExperiences
Potted Summary
Episode Intro
In this dynamic episode of Inclusion Bites, Joanne Lockwood welcomes transformational coach James R. Elliott for an honest exploration of confidence, balance, and achieving personal success. Drawing from rich personal and corporate experiences, James discusses the challenges of resilience, the need for psychological safety in organisations, and how cultivating self-care and authenticity leads to sustainable success—both professionally and personally.
In this conversation we discuss
👉 Confidence & Resilience
👉 Organisational Culture
👉 Self-Care & Balance
Here are a few of our favourite quotable moments
“You win or you learn really is, is, is my thoughts.”
“When people feel like numbers, they’re going to be disengaged.”
“Self-care, people, please. It’s mandatory, not optional.”
Episode Summary & Call to Action
Discover how confidence and authenticity fuel resilience and success as Joanne and James share powerful stories and strategies for achieving balance in modern life. With insights on challenging limiting beliefs and prioritising wellbeing, this episode is a must-listen for anyone seeking to thrive authentically. Tune in to Inclusion Bites and be inspired to ignite your own spark of inclusion—listen now at seechangehappen.co.uk/inclusion-bites-listen.
LinkedIn Poll
Opening Summary:
On the latest episode of Inclusion Bites, Joanne Lockwood and transformational coach James R. Elliott dive deep into what it takes to foster confidence, achieve balance, and define success—especially in ever-changing workplaces. They share authentic stories about career pivots, overcoming limiting beliefs, coping with burnout, and the power of building inclusive, resilient teams. Inspired by their conversation, we'd love to hear your perspective!
Poll Question:
Which factor most drives your confidence and sense of success at work? 💡
Poll Options:
Supportive leadership 🤝
Work-life balance ⚖️
Freedom to innovate 🚀
Inclusive culture 🌈
#InclusionBites #Confidence #Success #WorkplaceWellbeing
Why vote?
Your input shapes the conversation! Understanding what empowers people most helps leaders, teams, and organisations build workplaces where everyone can thrive. Cast your vote and join the discussion—how do you ignite confidence and success?
Highlight the Importance of this topic on LinkedIn
🌟 Just listened to the latest episode of Inclusion Bites, “Confidence, Balance, and Success” with Joanne Lockwood and James R. Elliott — and it’s an absolute must for HR, Senior Leaders & EDI professionals! 🌟
What really resonated with me:
➡️ The myth of “stable jobs” is well and truly over. As James put it, being treated as “just a number” crushes engagement, innovation, and wellbeing. We must create people-first cultures for true business success.
➡️ Psychological safety isn’t a buzzword; it’s the backbone of high-performing teams. Failure isn’t final — it’s learning in motion. Are you building environments where your people can make mistakes and grow?
➡️ Balance is non-negotiable. Burnout doesn’t drive results — sustainable wellbeing does! The conversation highlighted how authentic leadership means setting boundaries and role-modelling self-care.
➡️ Inclusion isn’t just about visible diversity — it’s about sparking every individual’s potential. When employees feel seen and belong, they go above and beyond.
This episode is a powerful reminder: Inclusion isn’t an HR initiative — it’s a business imperative. 💼✨
Grateful for bold conversations that disrupt the norm and move our profession forward.
🎧 Highly recommend you listen and reflect: https://seechangehappen.co.uk/inclusion-bites-listen
#InclusionBites #Leadership #PeopleExperience #Diversity #HR #Wellbeing #Belonging
L&D Insights
Certainly! Here’s a concise expert summary for Senior Leaders, HR, and EDI professionals, focusing on the core insights and “aha moments” derived from this episode of the Inclusion Bites Podcast, "Confidence, Balance, and Success" with James R. Elliott and Joanne Lockwood:
Inclusion Bites Podcast: Expert Takeaways for Senior Leaders, HR & EDI Professionals 🎧
Key Insights
1. People-First Cultures Drive Engagement
James R. Elliott’s journey underscores the necessity for organisations to treat individuals as more than “just numbers.” Employees who feel valued—beyond targets and quotas—show higher engagement, better retention, and are less likely to become disengaged or withdraw. The historic focus on transactional recognition is no longer fit for purpose; relational leadership is the differentiator.
2. Confidence and Psychological Safety are Interlinked
The episode delves into the impact of psychological safety, with real anecdotes illustrating that environments where individuals can bring their authentic selves and “fail safely” foster resilience, growth, and innovation. Removing fear of failure is essential if you wish to nurture genuine talent and unlock discretionary effort.
3. Change is the Only Constant—So Nurture a Growth Mindset
Both James and Joanne highlight the accelerating pace of change (technological, organisational, socio-political). They argue that resilience, adaptability, and lifelong learning are not ‘nice-to-haves’ but core competencies. Organisational cultures must incentivise curiosity, experimentation, and career agility.
4. Rethink ‘Meritocracy’ and Traditional Progression
They challenge the myth of meritocracy and linear progression. Success is not exclusive to A-grade students or those who simply comply with legacy pathways. Practical experience, the ability to learn from failure, and diverse neurocognitive strengths are equally crucial for progression and innovation.
5. Wellbeing is Integral to Sustainable High Performance
A recurring theme is the “burnout trap.” James's advocacy for self-care, reflection time, and healthy boundaries highlights the direct link between wellbeing and performance. Leaders must model and enable balance, normalising downtime and creativity, if they wish to prevent attrition and sustain success.
Aha Moments 💡
Employee Value is NOT Transactional: Top performers can be discarded by organisations that value results over people, leading to a loss of institutional knowledge and morale.
Failure-Facilitated Growth: Organisations that allow, support, and even celebrate intelligent risk-taking and “fast-failing” create future leaders and innovators.
Authenticity as a Retention Tool: The right blend of inclusion and authenticity attracts and retains high-potential talent.
Career Progression is Not Linear: Recognise the untapped potential from outside ‘traditional’ talent pipelines.
Wellbeing = Productivity: Encouraging boundary-setting, playfulness, and physical wellness should be a leadership priority, not an afterthought.
What Should Professionals Do Differently? 🚦
Prioritise Psychological Safety: Audit your culture for pockets of fear around failure; actively create space for experimentation and sharing learnings.
Revisit Talent Programmes: Embed diverse pathways and celebrate plural intelligence; question reliance on rigid ‘merit’ metrics or limited sets of competencies.
Model and Encourage Wellbeing: Take visible breaks. Promote reflection, creative play, and practical wellbeing supports. Demonstrate these are valued, not penalised.
Champion Lifelong Learning: Invest in programmes that nurture adaptability, digital confidence, and cross-functional skills at all levels.
Engage in Two-Way Dialogue: Regularly seek feedback on what gives individuals a sense of value and belonging. Be prepared to adapt based on these insights.
Social Media Hashtags
#InclusionBites #PeopleFirstLeadership #PsychologicalSafety #RethinkMeritocracy #WellbeingWorks
In summary: This episode is a goldmine for those charged with shaping inclusive, resilient organisations. It calls on senior leaders and HR/EDI practitioners to disrupt outdated models, put people at the centre, and champion environments where everyone can thrive—confidently, authentically, and sustainably.
Shorts Video Script
SOCIAL MEDIA TITLE
Why Saying “I Can’t” Is Holding You Back: Unlocking Confidence, Resilience & Real Balance! #GrowthMindset #Inclusion
HASHTAGS
#ConfidenceUnlocked
#ResilientLeadership
#InclusionMatters
#GrowthMindset
#SuccessBalance
Text on screen: Confidence & Balance 🚀
Have you ever found yourself stuck, thinking “I can’t do this because…”? Let’s challenge that. Far too often, we absorb limitations—whether from past experiences, colleagues, or even the workplace culture. These self-imposed beliefs hold us back from reaching our full potential.
Text on screen: Rethink Failure 💡
Here’s the truth: failure isn’t the end. It’s feedback. Every mistake is an opportunity to learn, not a reason to quit. The most successful people aren’t the ones who never fell–they’re the ones who got up, reflected, adapted, and kept going.
Text on screen: People First 🌱
Another key insight: we thrive where we’re valued as people, not just numbers. When leaders show genuine care and inclusion, employees engage more, stay longer, and succeed together. Culture matters—it affects satisfaction, productivity, and innovation. Are you supporting a culture where everyone can grow?
Text on screen: Set Boundaries & Prioritise Wellbeing 🧘♀️
Real balance isn’t about working more, but working smarter and protecting your time and energy. Burnout doesn’t lead to success. Schedule breaks, protect your self-care, and don’t feel guilty about taking your lunch or having downtime—it’s essential for creativity and resilience.
Text on screen: Embrace Change & Keep Learning 🔎
Change is inevitable. The only constant in life and business is that things will shift. Instead of resisting, stay curious and proactive. Invest in continuous learning—whether through books, videos, or new experiences—because growth relies on adaptability.
Text on screen: Remove Limiting Beliefs ✅
Ask yourself: are you limiting your future by sticking to the old script? Instead of “either/or” thinking, try asking “Why not both?” Opportunity is everywhere if we allow ourselves to see beyond boundaries.
Thanks for watching! Remember, together we can make a difference. Stay connected, stay inclusive! See you next time. ✨
Glossary of Terms and Phrases
Certainly! Below is a list of concepts, words, and phrases discussed and used in this episode of the Inclusion Bites Podcast, “Confidence, Balance, and Success,” which are not frequently part of everyday vocabulary. Each term comes with the definition as implied by the episode's discussion:
1. Psychological Safety
Definition: A workplace culture where individuals feel safe to express themselves, voice ideas, admit mistakes, and take risks without fear of negative consequences. In the episode, this concept is linked to learning, innovation, and the freedom to fail without punishment.
2. Limiting Beliefs
Definition: Deep-seated convictions or self-imposed boundaries that restrict a person's ability to progress, often justified by “I can’t because…” statements. The conversation explores how such beliefs hinder professional and personal growth.
3. Learned Behaviour
Definition: Automatic responses or patterns adopted through repeated experiences, particularly in organisational settings. The podcast refers to this in the context of employees repeatedly adopting the same strategies after setbacks, even when they are not successful.
4. Growth Mindset
Definition: The perspective that skills and abilities can be developed through dedication, learning, and resilience. The episode contrasts this with a fixed mindset, especially in the face of professional adversity.
5. Corporate Culture
Definition: The set of shared attitudes, values, goals, and practices that shapes an organisation. Discussion highlights the impact of cultures that treat employees as mere “numbers” versus those fostering inclusion and belonging.
6. Technological Adaptation
Definition: Organisational and personal agility in embracing technological change—moving from legacy systems to cloud, for example. The episode considers how resistance to change (e.g., by companies like Kodak or Blockbuster) can be fatal.
7. Dunning-Kruger Effect
Definition: A cognitive bias wherein individuals with low ability at a task overestimate their competence. The episode references this in hiring contexts, highlighting how intelligence or grades don’t always equate to workplace effectiveness.
8. Neurodiversity / Neurodivergent Thinking Styles
Definition: The recognition and valuing of diverse neurological conditions (such as ADHD, OCD) as natural variations of the human brain, not deficits. The conversation frames these differences as superpowers when properly supported.
9. Meritocracy (and Critique Thereof)
Definition: The belief in rewarding people based on talent and achievement. The episode interrogates this idea, pointing out how those who succeed through perseverance and learning from failure often outperform traditional “A-grade” candidates.
10. Perseverance/Resilience
Definition: The capacity to persist during adversity and adapt to change. Central to the guest’s coaching philosophy, the term is repeatedly emphasised as crucial for leaders, entrepreneurs, and teams alike.
11. Inclusion & Belonging
Definition: Creating environments where all people are valued, differences are embraced, and individuals feel they are integral to the group or organisation.
12. Authentic Leadership
Definition: Leading by example through honesty, transparency, and vulnerability, rather than following hierarchical or transactional norms. Leaders are urged to treat people “like people”, thereby increasing engagement and retention.
13. Work-Life Balance / Balance and Freedom
Definition: The act of managing the demands of work alongside personal life, health, and fulfilment. Both speakers challenge the “work harder, work longer” culture in favour of more sustainable, holistic approaches.
14. Fear of Change / Risk Aversion
Definition: Emotional or organisational reluctance to embrace new methods or innovations, often leading to stagnation or failure (as in the Kodak/Blockbuster examples).
15. Inclusion Bites (as a motif)
Definition: The show’s principle of delivering “bite-sized,” action-driven discussions that challenge norms around inclusion, leadership, and organisational transformation.
These terms together form the conceptual backbone of the episode, moving beyond everyday language to encourage a more thoughtful and progressive dialogue around inclusion, personal growth, and organisational change.
SEO Optimised YouTube Content
Focus Keyword:
Confidence, Balance, and Success
Video Title:
Confidence, Balance, and Success: Unlocking Positive People Experiences & Culture Change | #InclusionBitesPodcast
Tags:
confidence, balance, success, positive people experiences, culture change, inclusion, workplace well-being, leadership, resilience, psychological safety, employee empowerment, organisational culture, growth mindset, diversity, belonging, self-care, lifelong learning, innovation, entrepreneurship, workplace transformation, team engagement, authenticity, business coaching, leadership development, future of work
Killer Quote:
“When people feel like numbers, they’re going to be disengaged… but when you treat people like people and really take care of them, you save time, boost morale, and create a culture people never want to leave.” – James R. Elliott
Hashtags:
#Confidence #Balance #Success #PositivePeopleExperiences #CultureChange #Inclusion #Diversity #Belonging #Resilience #Wellbeing #Leadership #GrowthMindset #PsychologicalSafety #Authenticity #TeamEngagement #SelfCare #FutureOfWork #LeadershipDevelopment #Organisation #InclusionBitesPodcast
Why Listen
Welcome to this episode of The Inclusion Bites Podcast, where I, Joanne Lockwood, sit down for an invigorating conversation with transformational coach and international speaker James R. Elliott. We delve deep into the world of Confidence, Balance, and Success, exploring how these pillars underpin truly Positive People Experiences and drive lasting Culture Change within our personal and organisational lives.
What’s at the Heart of This Episode?
In today’s workplace, conversations about inclusion and belonging are no longer optional—they are vital for any organisation seeking to thrive. But what does it mean, in practical terms, for employees to truly feel a sense of confidence, balance, and success? How can leaders create a culture where every individual is empowered to bring their authentic self, experiment without fear, and recover resiliently from setbacks—not just for their own benefit but for the collective success of the business?
James and I explore these essential questions, grounding the dialogue in both lived experience and practical strategies. From James’s hard-learned lessons in the corporate trenches—navigating layoffs, shifting industries, and learning the true value of making people feel seen—to his journey as a coach helping others unlock their full potential, the conversation brims with revelations. Our shared perspective is simple yet profound: Culture Change is rooted in how we empower people, foster trust, and view every mistake as a learning opportunity.
Topics We Unpack for You
How ‘Confidence’ Translates to Workplace Success
Confidence isn’t bravado or arrogance; it’s understanding your worth, your contribution, and being able to voice new ideas—even when the outcome isn’t guaranteed. We discuss how confidence can be nurtured, not just individually but as a collective ethos within an organisation, underpinning a culture where positive risk-taking is encouraged and celebrated.Balance: The Missing Link to Sustainable Success
Most of us have been trapped in the hamster wheel of endless work, believing that more hours equals greater achievement. James candidly recounts his own experiences with burnout and how discovering—and fiercely protecting—personal balance fuelled his professional fulfilment and creativity. We explore the necessity of organisational policies that genuinely support work-life balance, recognising self-care as intrinsic to productivity and innovation.The Meaning of Success, Uncoupled from the Traditional Meritocracy
The era of the linear career ladder is behind us. Both James and I shine a light on alternative models of success, where personal growth, resilience, and continuous learning are valued just as highly as financial or positional achievements. The critical insight? Leaders who facilitate Positive People Experiences enable teams to continually adapt, solve complex problems, and innovate—rather than merely meeting static targets.Culture Change as an Experience, Not a Slogan
“Culture eats strategy for breakfast,” they say, and for good reason. We get under the skin of what true Culture Change feels like: people speaking up without fear, psychological safety embedded in daily practices, and diverse talents finding their spark in a supportive environment. Hear how failures—when reframed as learning—become fuel for authenticity and loyalty, and how leaders play a pivotal role as role models for vulnerability and growth.Empowering Middle Managers and Aspiring Leaders
Drawing on my experience working with managers and James’s insights as a corporate partner and coach, we unravel the confidential anxieties of those sandwiched in ‘the sticky middle’. We confront the often-toxic cycle of “keep your head down and struggle on” and illuminate strategies for breaking out of stagnation—be it through internal transformation or a bold professional leap.Dismantling Barriers: ‘I Can’t Because…’
In a culture fixated on constraint (“I can’t because of my age, background, or role”), we offer hope and a practical toolbox for rewriting limiting beliefs. Whether through neurodiversity, unconventional career paths, or entrepreneurial risk-taking, every person can be an agent of change—so long as they embrace curiosity and a willingness to learn.Future-Proofing Through Lifelong Learning and Adaptability
Technology, AI, and remote working have reshaped what ‘good work’ looks like. James and I examine the necessity of constantly upskilling and scanning the horizon, both for individuals and organisations. We underline the empowering message that investing in people—offering them scope to play, innovate, and learn—pays exponential rewards in engagement, loyalty, and ultimately, organisational success.
Who Should Tune In?
HR professionals, Diversity & Inclusion champions, and organisational leaders seeking proven strategies for genuine Positive People Experiences and Culture Change.
Middle managers and aspiring leaders eager to break free from corporate inertia and find new traction for their careers.
Anyone burnt out by traditional working models, curious about more sustainable definitions of success.
Individuals at any stage of their journey who crave practical insights for boosting confidence, achieving balance, and redefining what it means to ‘succeed’.
Come for the inspiration, stay for the actionable insights—a must-listen for anyone committed to disrupting norms, fostering inclusive workplaces, and championing real change.
Closing Summary and Call to Action
Key Lessons and Insights to Take Forward:
Prioritise Confidence by Empowering Individuals
Develop a workplace culture where every voice is heard, and contributions are recognised.
Foster an environment where authenticity is not only accepted but celebrated, allowing individual strengths—diverse backgrounds, neurodiversity, and lived experiences—to shine.
Encourage staff to embrace learning from setbacks, viewing every challenge as an opportunity for personal and collective growth.
Embed Balance at All Levels of Your Organisation
Promote and model healthy boundaries around workload, breaks, and self-care; protect these fiercely at both personal and policy levels.
Normalise rest, creativity, and downtime as vital to productivity—reducing burnout and enabling people to operate at their best.
Leaders must acknowledge their own vulnerabilities—taking time for themselves sets a precedent for wellbeing throughout the team.
Redefine Success: Move Beyond Traditional Meritocracy
Recognise and reward innovation, adaptability, and continuous learning rather than simply tenure or rigid KPIs.
Celebrate resilience, problem-solving, and creative thinking—the real drivers behind high-performing, future-proof teams.
Prioritise Positive People Experiences to Drive Culture Change
Make it your mission to humanise the workplace: ditch the “just a number” mentality.
Use every feedback opportunity—be it high praise or critical challenge—to cultivate trust and engagement.
Understand that investing time and support up front reduces long-term costs by lowering turnover and raising morale.
Empower Middle Managers and Aspiring Leaders
Equip managers with the self-knowledge and strategies to break toxic cycles of overwork, invisibility, or stagnation.
Coach them in both resilience (“get back up” when set back) and strategic thinking (“what needs to change?”), not simply hard work.
Value internal talent, but recognise the importance of external opportunities for growth—sometimes, new horizons are the catalyst for breakthrough.
Challenge Limiting Beliefs and Internal Barriers
Don’t accept “I can’t because…” at face value—interrogate, reframe, and support each other in addressing underlying fears and assumptions.
Create psychologically safe spaces where employees feel able to innovate, question status quo, and “fail forward” without stigma.
Creative Learning, Play, and Agility as Success Multipliers
Dedicate structured time for teams to experiment, play, and explore new approaches. It’s often from these moments that transformative ideas emerge.
Encourage a growth mindset: reward curiosity, lifelong learning, and adaptability.
Recognise that today’s pressing problems and tomorrow’s jobs may not even exist yet—staying agile is the secret to thriving amid uncertainty.
Invest in Wellbeing as the Ultimate Freedom
Individual wellbeing isn’t a “soft” metric; it’s the cornerstone of organisational sustainability.
If health is neglected, personal and professional freedom will eventually be compromised.
Encourage everyone—from the C-suite to entry level—to invest in their physical and emotional health as essential elements of sustained success.
Leverage Technological Tools for Inclusion and Efficiency
Adopt new technologies not for their own sake, but to free human capacity for higher-level creativity and relationship-building.
Use automation to smooth repetitive tasks, but reinvest time saved into people-focused activities and professional development.
Commit to Continuous, Inclusive Culture Change
True change is a journey, not a one-off event. Stay open to feedback, ready to adapt, and always willing to learn from all corners of the organisation.
Invite participation from all levels and walks of life—we are all changemakers, each with a unique insight to contribute.
Your Next Steps:
Reflect on your current definition of success. Are you living it, or simply surviving?
Audit your habits: is “busyness” eating up your creative, reflective, or restorative time?
Take one actionable step today—give feedback with empathy, protect a break, or simply start a conversation about confidence and culture in your team.
Share your learnings, uplift your colleagues, and be the catalyst for Culture Change where you work.
Don’t forget: this journey is ongoing. Stay curious, resourceful, and keep challenging the status quo for Positive People Experiences and a more inclusive workplace.
Outro
Thank you, the listener, for tuning in to another episode of The Inclusion Bites Podcast. If today’s conversation sparked new thoughts or inspired you, please give us a like and subscribe to our channel—and share this episode with friends or colleagues who care about creating Positive People Experiences and driving real Culture Change.
For more resources, insightful content, and ways to connect, visit:
SEE Change Happen: https://seechangehappen.co.uk
The Inclusion Bites Podcast: https://seechangehappen.co.uk/inclusion-bites-listen
Stay curious, stay kind, and stay inclusive – Joanne Lockwood
Root Cause Analyst - Why!
Root Cause Analysis: Confidence, Balance, and Success (Inclusion Bites Podcast, Episode 158)
Key Problem Identified:
A recurrent issue throughout the episode is the lack of engagement, fulfilment, and wellbeing among professionals within corporate environments, often leading to burnout, lack of belonging, low motivation, and career stagnation.
Why Analysis (Five Whys Approach)
1. Why does a lack of engagement and fulfilment exist in corporate environments?
Because employees frequently feel like mere numbers—disposable, undervalued, or easily replaceable—rather than being recognised as individuals with unique capabilities and aspirations.
2. Why do employees feel like numbers and undervalued?
Because corporate cultures are often driven by metrics, rigid hierarchies, and a focus on short-term outcomes over people-centred leadership, meaning personal development, recognition, and psychological safety are not prioritised.
3. Why is corporate culture skewed towards metrics and short-term outcomes?
Because management practices are deeply rooted in legacy thinking—emphasising control, efficiency, and tradition. These are reinforced by a fear of change, risk aversion, and a lack of adaptability to new realities such as diverse workforces, changing technology, and evolving employee expectations.
4. Why does legacy thinking continue to dominate leadership practice?
Because many leaders have learned behaviours built on outdated notions of authority, stability, and linear career progression—often perpetuated by their own mentors and the system itself. They may not possess the self-awareness or incentives to reflect, adapt, or innovate how they interact with and develop talent.
5. Why do leaders lack self-awareness and incentives to change?
Because organisational structures, reward systems, and educational backgrounds rarely emphasise emotional intelligence, inclusive leadership, or ongoing personal learning. Furthermore, there is often an absence of accountability for fostering wellbeing, belonging, and inclusivity at every level.
Summary of Root Cause(s)
At the heart of the problem lies a systemic failure to humanise work, stemming from outdated leadership mindsets, insufficient investment in people development, and entrenched systems that reward output over outcome. This creates environments where burnout, disengagement, and underutilised potential are commonplace.
Potential Solutions
1. Transform Leadership Development
Embed emotional intelligence, resilience, and inclusive leadership into all leadership programmes.
Encourage reflection, vulnerability, and authentic storytelling from leaders, modelling the behaviours they wish to see.
2. Foster a Culture of Psychological Safety
Actively promote and reinforce environments where failure is seen as learning, not a threat.
Build frameworks where employees are encouraged to contribute ideas, challenge the status quo, and be their authentic selves without fear of reprisal.
3. Update Reward and Recognition Systems
Shift evaluation away from mere output to include criteria such as teamwork, creativity, adaptability, and contribution to a positive, inclusive culture.
Celebrate learning, growth, and perseverance, not simply tenure or raw performance.
4. Rethink Organisational Structures
Flatten hierarchies where appropriate to empower autonomy and facilitate knowledge-sharing.
Encourage collaboration across departments and backgrounds to leverage diverse perspectives.
5. Promote Lifelong Learning and Self-Care
Allocate time and resources for upskilling, self-care, and creative exploration as essential (not optional) facets of work.
Invest in health and wellbeing initiatives as core business priorities, not afterthoughts.
In Essence:
To address disengagement and burnout, organisations must fundamentally reimagine what it means to succeed at work. This means shifting from transactional, mechanistic approaches toward more compassionate, adaptive, and inclusive ways of leading and working. Only then can confidence, balance, and true success flourish in a modern professional context.
Canva Slider Checklist
Episode Carousel
Slide 1:
✨ Are you sacrificing happiness for “success”… and still feeling unfulfilled?
Slide 2:
Meet James R. Elliott—corporate high-flyer turned transformational coach—who reinvented his life after realising even “top performers” can feel disposable.
Slide 3:
Discover why resilience and authentic self-care aren’t just buzzwords—they’re vital for real progress and balance in work and life.
Slide 4:
Are you stuck in a cycle of “I can’t…” or “I shouldn’t…”? Break free from limiting beliefs and reclaim your agency!
Slide 5:
Ready to ignite your confidence, balance, and success?
🎧 Tune in to the full episode of Inclusion Bites!
Search “Inclusion Bites Podcast” or head to seechangehappen.co.uk/inclusion-bites-listen
#InclusionBites #Confidence #Success #NewEpisode
6 major topics
Confidence, Balance, and Success: The Six Pillars of Inclusive Leadership
In my recent conversation with James R. Elliott, the theme of confidence, balance, and success wove naturally through our discussion, offering a candid look at the realities of leadership, resilience, and the future of business. As someone passionate about inclusion and belonging, I find these themes vital—both for individuals seeking fulfilment and for organisations aspiring towards truly inclusive cultures. Here, I’ll explore six major topics that emerged, each carrying practical insights for driving meaningful change. Our chat was as much about personal journeys as it was about collective progress, and it’s these human stories that make "confidence, balance, and success" so much more than mere buzzwords.
Reframing Failure: The Foundation of Confident Leadership
James and I explored the notion that failure is nothing more than an invitation for learning. He shared how, after years in the corporate world—IBM, Novell, Lenovo, you name it—he stopped seeing setbacks as dead ends. Instead, every stumble, whether a redundancy or a business downturn, became a catalyst for self-discovery and growth. This way of thinking builds the resilience key to any leader’s confidence.
Does your own organisation encourage people to fail forward? Or is there an unspoken penalty for risk-taking? We reflected that a psychologically safe environment, where people can voice new ideas and learn from missteps, is the basis for unlocking potential. Curiously, many so-called high achievers falter precisely because they’re too cautious to experiment.
Challenging Corporate Conventions: Finding Balance Beyond the Bottom Line
So much of my dialogue with James centred on the illusion of corporate stability. Both of us shared stories of that sudden realisation—you may pour your soul into a role, believe you’re a linchpin, only to be made redundant or overlooked. “It’s never about you,” became a refrain. James recalled how after the second redundancy, he finally heeded the universe’s nudge to step off the conveyor belt and create a life on his terms.
This raises an intriguing question: Why do so many persist in environments that erode their well-being? We discussed the myth that tenure and loyalty guarantee progression, when, in reality, organisations shift, priorities change, and the so-called "safe job" is more ephemeral than we realise. Those seeking genuine balance and success need to question inherited beliefs and, perhaps, redefine the meaning of professional security.
The Perils of Meritocracy: Growth Through Adversity
One concept we unpacked was the seductive yet flawed promise of meritocracy. Together, we questioned whether straight-A students—or their workplace equivalents—really make the best innovators and leaders. Far more often, it’s the so-called “C-graders,” those accustomed to setbacks and improvisation, who thrive as entrepreneurs. Growth, after all, springs from adversity and repeated attempts, not from getting it right the first time.
Is your workplace open to unconventional paths to success? Curiously, the greatest breakthroughs emerge when people are allowed to colour outside the lines. We both agreed: to future-proof our teams, we need structures that value originality and reward perseverance over mere performance metrics.
Embracing Change: Courage and Curiosity in Uncertain Times
James and I bonded over our experiences of dramatic industry shifts—from the heyday of Novell to the arrival of cloud computing, AI, and beyond. Change is truly the only constant, and we agreed that those who resist risk obsolescence. I posed the question: where is your "puck" heading next? To thrive, you must be willing to reinvent yourself and adopt a mindset of lifelong learning.
We both marvelled at how entire career paths—from social media specialists to AI trainers—didn’t exist a decade ago. What's around the next corner? There’s a certain magic in nurturing curiosity, in making a habit of scanning the horizon for the next trend. Those with the courage to embrace transformation often find the greatest satisfaction and success.
Diversity in Action: Building Teams That Thrive
Another thread was the importance of diverse teams for business success. It isn’t just a box-ticking exercise; rather, organisations flourish when people of differing strengths, perspectives, and personality types collaborate. Not everyone can—or should—be an extroverted visionary; operations, technical expertise, and steady reliability are equally essential.
We pondered: How can leaders help each team member find their spark? Some need encouragement to step up; others need freedom to experiment. An inclusive leader is one who supports this spectrum, embracing not only difference but the creative tension it brings. The curiosity here lies in the practical: how might you design roles and environments to nurture both the disruptors and the steady hands?
Wellbeing as a Foundation: Boundaries and Self-Care for Authentic Success
Finally, we delved into the truth that real success is impossible if achieved at the expense of one’s own wellbeing. Burnout destroys productivity and saps creativity. James and I traded notes on the necessity of boundaries—protecting time for rest, reflection, and things that bring joy. For me, staying energised is as much about walks, playing, and learning as it is about consulting or presenting.
Here’s a question to ponder: When did you last put your own oxygen mask on first? The myth of the tireless "high performer" who glorifies long hours and neglects themselves is, ironically, a recipe for mediocrity. Sustainable leadership—and authentic confidence—requires putting yourself in a position to thrive now and long into the future.
Conclusion: Confidence, Balance, and Success—The Blueprint for Inclusive Cultures
This conversation with James reminded me that confidence, balance, and success are not static achievements, but ongoing practices. Whether reframing failure, disrupting old corporate models, nurturing wellbeing, or fostering diversity, each pillar is vital for both personal fulfilment and organisational progress.
Curious to dive deeper and explore practical strategies for your own context? Listen in for more stories and actionable insights at Inclusion Bites. And if this sparked something—share your story with me at jo.lockwood@seechangehappen.co.uk. Together, let’s reimagine what an inclusive, thriving workplace can truly be.
Meta Description:
Explore the six pillars for building confidence, balance, and success in inclusive leadership. Discover strategies for reframing failure, embracing change, wellbeing, and more—drawn from candid conversations on Inclusion Bites.
TikTok Summary
🚀 Ready to spark your confidence and find your balance?🔥
This week on Inclusion Bites, Joanne Lockwood sits down with transformational coach James R. Elliott for a raw and energising chat. From bouncing back after setbacks to breaking free from limiting beliefs and unlocking true success, it's all about making your mark in a changing world. 🌍✨
Ditch the corporate “just-a-number” mindset, discover your authentic superpower, and learn why perseverance (and the odd shiny distraction) is key to thriving—not just surviving.
Curious? Catch the full episode and dive into more bold conversations at 👉 https://seechangehappen.co.uk/inclusion-bites-listen
#InclusionBites #Confidence #Success #Diversity #Belonging #InspireChange
Slogans and Image Prompts
Certainly! Here are standout slogans, soundbites, and quotes captured from this episode of The Inclusion Bites Podcast: Confidence, Balance, and Success. Each is paired with a detailed AI image generation prompt designed to yield bold, desirable visuals perfect for merchandise.
1. "Why not both?"
Description:
Captures the episode’s recurring challenge to binary thinking—an invitation to embrace possibility and intersectionality.
AI Image Prompt:
A bold, gender-neutral figure stands at a colourful crossroads, arms wide, with vibrant arrows pointing in multiple directions beneath the words "Why not both?" in large, modern typography. The background radiates gradients of inclusion colours (teal, purple, orange) and subtle icons representing diversity—interlinked circles, lightbulbs, and open doors.
2. "Fate favours the fearless."
Description:
Emphasises the value of courageous action during uncertainty and change.
AI Image Prompt:
A stylised silhouette faces a stormy landscape, stepping boldly into sunshine breaking through clouds. The phrase "Fate favours the fearless" is emblazoned in dynamic, handwritten type above the figure. The scene conveys optimism, with streaks of gold and teal light cutting across muted greys.
3. "Skate where the puck’s going."
Description:
Channelled from Wayne Gretzky’s wisdom and echoed in the conversation about forward-thinking careers and adaptability.
AI Image Prompt:
A dynamic illustration of a diverse person skating on an abstract ice rink. The puck leaves a trail of rainbow light towards a bright, unseen destination, symbolising future opportunities. The words float above in a bold, modern hockey-styled font.
4. "Confidence, Balance, Success"
Description:
Theme of the episode—perfect as an aspirational reminder.
AI Image Prompt:
Three interconnected icons: a strong heart for confidence, a Yin-Yang for balance, and a shining trophy for success. Each icon sits within an overlapping circle (Venn diagram style) on a white or navy background, with "Confidence, Balance, Success" beneath in elegant serifed black text.
5. "Be authentic. Shine bright."
Description:
Reflects James R. Elliott’s encouragement to let people’s true selves shape inclusive cultures.
AI Image Prompt:
A solitary, radiant star shining amidst subtle, muted stars on a twilight canvas. The largest star is made of intricate, colourful facets representing diversity and individuality. Across the image, "Be authentic. Shine bright." is written in a soft, inviting script.
6. "No great adventure ever starts with no."
Description:
Joanne’s playful philosophy for life, decisions, and work.
AI Image Prompt:
A cartoon hot air balloon lifting off over a winding path, with signs saying "Yes" and "No". The "No" is behind, while the balloon moves towards a sunrise. The quote, in midair script, curves along the sky, inviting optimism and courage.
7. "Growth and reflection: the only way forward."
Description:
A mantra heard throughout the episode—tying perseverance to continual self-improvement.
AI Image Prompt:
An upward-spiralling staircase formed of book spines and mirrors, with sunbeams at the top. A diverse group of abstract figures ascends, pausing to look in the mirrors. The quote is etched in a sleek, contemporary font across the base.
8. #InclusionBites
Description:
The fundamental hashtag of the podcast, ideal for all merchandise.
AI Image Prompt:
A stylised, contemporary biscuit (cookie) with a bite taken out, layered over an inclusive colour wheel. "#InclusionBites" arches boldly above in a fun, friendly typeface, ideal for stickers or badges.
9. "Freedom is investing in yourself."
Description:
Play on the episode’s reflection that meaningful personal freedom means prioritising health, learning, and wellbeing.
AI Image Prompt:
A figure watering a flourishing tree, the roots of which morph into books, sports trainers, and healthy food. Rays of light emanate from the canopy, where "Freedom is investing in yourself" appears in confident, leafy-green lettering.
10. "Let’s amplify the voices that matter."
Description:
Inspired by Jo’s call to share stories and drive action, representing the podcast’s mission.
AI Image Prompt:
A diverse crowd of people, each with a microphone or megaphone, radiating colourful sound waves. In bold, accessible font, "Let’s amplify the voices that matter" overlays the scene in accessible high-contrast colours.
These are not only memorable takeaways from the episode, but each is designed to provoke both action and belonging—ideal for mugs, t-shirts, stickers, and more.
Inclusion Bites Spotlight
James R. Elliott joins The Inclusion Bites Podcast—Episode 158, “Confidence, Balance, and Success”—with an irrepressible energy for unlocking potential and redefining what it means to thrive as both individuals and organisations. Drawing on over two decades as a transformational coach and international speaker, James delivers an honest exploration of resilience, self-leadership, and the true meaning of “success” within and beyond the workplace.
James’ journey is uniquely relatable: from corporate highs at global technology giants to the abruptness of redundancy—and the candid realisation that no one is ever truly irreplaceable. These personal inflections, coupled with hard-earned insights, inform James’ commitment to cultivating environments where psychological safety, authentic belonging, and empowerment are not optional extras but operational imperatives.
Central to James’ philosophy is the power of perseverance and the dismantling of limiting beliefs. He champions a growth mindset, advocating for workplaces that value people for their individuality, creativity, and capacity to challenge staid organisational norms. Throughout this episode, he and Joanne Lockwood expose the dangers of “invisible walls”—the corporate cultures, legacy systems, and meritocracies that privilege conformity over contributions and discourage risk-taking for fear of failure.
James’ advocacy for inclusion extends into practical territory: supporting neurodiverse colleagues, understanding the necessity of healthy boundaries and self-care, and helping leaders find that elusive equilibrium between performance, wellbeing, and advancement. He allies resilience with adaptability, urging both individuals and businesses to skate towards where the puck is going—not just where it has been.
Listeners will find this episode a refreshingly honest, unvarnished conversation about rejecting traditional definitions of professional success, embracing change, and leading with both head and heart. Above all, James’ story is a rallying call to challenge the status quo—model self-compassion, invest in our own growth, and uplift those around us so more people can not only belong, but truly flourish.
Don’t miss this month’s feature: a compelling message for everyone keen to drive real change in their organisations and their own lives. Listen now and join the Inclusion Bites community in igniting the spark of true inclusion.
YouTube Description
Description for YouTube:
What if everything you believe about confidence, balance, and success in your career is holding you back? On this episode of the Inclusion Bites Podcast, host Joanne Lockwood sits down with transformational coach and international speaker James R. Elliott to confront the myths that keep talented professionals stuck and disenfranchised at work.
James unpacks his own journey from corporate highs and crushing redundancy in the tech sector to building a business focused on empowering people to lead confident, balanced, and successful lives. Together, James and Joanne challenge the poisonous culture of working harder, sacrificing self-care, and confusing job security for fulfilment. What does real freedom mean, and how can you cultivate it? Hear how navigating career setbacks, embracing neurodiversity, ditching limiting beliefs, and relentlessly learning can transform not just your career but your well-being.
You’ll walk away ready to:
Challenge your conditioned beliefs on success and failure
Seek balance and self-care as essential, not indulgent
Foster a culture of inclusion & psychological safety in your team
Embrace change and resilience as your biggest assets
Break the cycle of corporate disengagement and rediscover your spark
This episode will leave you rethinking your approach to work and life—empowering you to shift from “I can’t” to “How can I?” and to create environments where everyone thrives, not just survives.
Don’t forget to subscribe, leave us a review, and join the conversation. Want to share your story? Reach out to Joanne at jo.lockwood@seechangehappen.co.uk.
Listen now: https://seechangehappen.co.uk/inclusion-bites-listen
#InclusionBites #ConfidenceAtWork #Resilience #GrowthMindset #EmployeeWellbeing #PsychologicalSafety #CareerChange #LeadershipDevelopment #Neurodiversity #BelongingMatters
10 Question Quiz
Inclusion Bites Podcast Quiz — Episode: Confidence, Balance, and Success
Based on the insights and words of host Joanne Lockwood
1. According to Joanne Lockwood, what is a key driver for people to go “above and beyond” in their organisations?
A) Higher salaries
B) Feeling like people, not numbers
C) Winning competitions
D) Remote working options
2. Joanne describes her own epiphany for leaving the corporate world. What prompted her decision?
A) Being offered a bigger salary elsewhere
B) Receiving a letter tying her bonus to job performance for a role she did not want
C) Being promoted to board level
D) Relocation abroad
3. Joanne highlights a major risk for those who continue to “keep their head down” in an organisation. What is it?
A) Gaining too much attention
B) Missing bonuses
C) Sudden irrelevance due to organisational change
D) Avoiding new training
4. Which analogy does Joanne use to critique the illusion of career progression within the same company over time?
A) Climbing a tree
B) Anchoring to a starting point
C) Running a marathon
D) Following breadcrumbs
5. What technique does Joanne advocate for breaking cycles of career stagnation?
A) Quitting work immediately
B) Mirroring leadership behaviour
C) Adopting new strategies or seeking new environments
D) Requesting more training from HR
6. When discussing inclusion and diversity in the workplace, Joanne uses early technology professionals as an analogy for what phenomenon?
A) Company loyalty
B) Tribalism based on specialism
C) Rapid pay rises
D) Fast-tracking promotions
7. Joanne warns that which type of workplace culture can be dangerous for innovation and employee wellbeing?
A) Flexible working cultures
B) Cultures that punish failure and reward robotic monotony
C) Multicultural workplaces
D) Open-plan office cultures
8. According to Joanne, what is crucial for individuals aiming to stay relevant as technology and workplace demands evolve?
A) Securing a mentor
B) Lifelong learning and curiosity
C) Relocating abroad
D) Focusing on past achievements
9. Joanne discusses the meaning of “freedom” for herself as an entrepreneur. Which is most central to her definition?
A) Possession of property
B) Winning industry awards
C) Maintaining health and well-being to enjoy choice and agency
D) Having an assistant for scheduling
10. How does Joanne describe her approach to new ideas and opportunities, both professionally and personally?
A) Cautiously declining anything unfamiliar
B) Waiting for consensus before acting
C) Embracing both/and rather than either/or
D) Always following the tried and tested path
Answer Key and Rationales
B) Feeling like people, not numbers
Rationale: Joanne repeatedly stresses that being treated as a valued individual, rather than a number, enhances engagement and productivity.B) Receiving a letter tying her bonus to job performance for a role she did not want
Rationale: Joanne recalls being given an unwanted job and a letter tying her bonus to compliance, which led her to resign and pursue self-employment.C) Sudden irrelevance due to organisational change
Rationale: She notes the risk of being “irrelevant in a blink” after management changes, despite years of trying hard and keeping one’s head down.B) Anchoring to a starting point
Rationale: Joanne uses the anchoring analogy to describe how individuals are often perceived at the level of their entry role, making advancement within the same organisation limited.C) Adopting new strategies or seeking new environments
Rationale: She encourages individuals stuck in recurring cycles to try new tactics, change roles, or leave if necessary for personal growth.B) Tribalism based on specialism
Rationale: Joanne draws parallels between early tech tribalism (NetWare vs. Microsoft, etc.) and workplace cultures, noting how specialism often leads to insularity.B) Cultures that punish failure and reward robotic monotony
Rationale: She critiques workplaces where failure is penalised and conformity is rewarded, deeming them antithetical to innovation and employee satisfaction.B) Lifelong learning and curiosity
Rationale: She exemplifies ongoing learning—exploring new technologies, asking questions, and investing in personal development to adapt and succeed.C) Maintaining health and wellbeing to enjoy choice and agency
Rationale: Joanne emphasises that real freedom isn’t just financial, but also about sustaining one’s health and energy to truly enjoy agency over time.C) Embracing both/and rather than either/or
Rationale: She identifies with always choosing “both” when given alternatives, advocating for a mindset open to pursuing multiple opportunities.
Summary Paragraph
Joanne Lockwood, host of Inclusion Bites, champions the idea that genuine confidence, balance, and success arise when individuals are valued as people rather than numbers and are encouraged to pursue both personal and professional growth. She shares from her own journey—leaving a corporate role after refusing to let her self-worth be dictated by unwanted assignments—to illustrate the importance of agency and change. Joanne cautions against the perils of career stagnation and anchoring, urging listeners to adopt new strategies, seek new environments, and maintain lifelong curiosity to stay relevant in an ever-evolving workplace. She employs analogies from early technology cultures to explore the dangers of tribalism and laments work environments that stifle innovation by punishing risk and rewarding monotony. Ultimately, Joanne’s approach to freedom integrates maintaining health and wellbeing to preserve choice and agency, while her mindset of embracing 'both/and' over 'either/or' exemplifies her inclusive, opportunity-driven philosophy.
Rhyme Scheme and Rhythm Podcast Poetry
Balance and Bravery: The Rhythm of Success
In a world of shifting walls and glassy towers tall,
The measure of life is not just the rise, but how you fall.
Each setback’s a lesson, not a picture of defeat,
For growth is found in stumble, in standing on your feet.
Corporate realms may ask you to blend, to disappear,
With numbers as your value, and praise occasional, rare.
Yet worth is not a metric, nor a line along a chart—
Success is finding balance, and living from the heart.
Authority and culture often shape the rules of play,
But dreams are never anchored to a single, rigid way.
If blocked upon the ladder, or your voice becomes ignored,
Will you climb the same old rungs, or seek a new reward?
Change, the only constant, can bring fear or light the spark;
Blockbuster faded slowly, Kodak missed what’s stark.
To question limitation and embrace the brave unknown,
Delivers fresh resilience—true progress seeds are sown.
The mind's a field of "can’ts" and cautions, boxed within the mind;
But every new horizon is for you and me to find.
Neurodiverse or different, all gifts deserve their day,
Let authenticity lead you, and no brilliance fades away.
Hard work without reflection leaves you running, never free;
Real richness comes from rest, and valuing just “me”.
Success is more than effort, it is wisdom, love, and play—
Cherish freedom in your choices, keep burnout far away.
So spark a bold inclusion, where voices all belong,
Raise questions, break the silence, and let bravery make you strong.
Life is not for opting out, for dwelling in the “no”,
Try “yes” and “why not both?”, and see how far you’ll grow.
If these words ignite your spirit, and you seek a kinder quest,
Share, subscribe, and spread the word—our mission is expressed.
With thanks to James R. Elliott for a fascinating podcast episode.
Key Learnings
Key Learning & Takeaway
The central learning from this episode of Inclusion Bites, “Confidence, Balance, and Success,” is that authentic confidence, meaningful success, and a sense of balance are inextricably linked to one’s willingness to embrace change, take risks, and nurture both self and others. True inclusion—whether in the workplace or personal life—stems from acknowledging human potential, investing in growth (not just output), and fostering a psychologically safe environment where individuality and perseverance are celebrated. Ultimately, success is not defined by relentless busyness, but by thoughtful boundaries, continual learning, and courageous self-advocacy.
Point #1 – Challenge Limiting Beliefs and Foster Growth Mindset
James R. Elliott and Joanne Lockwood both illuminate the pitfalls of “I can’t because…” thinking—a learned behaviour common in corporate settings. The episode stresses the necessity of questioning assumptions, escaping the “meritocracy trap”, and replacing self-imposed limits with curiosity and adaptability. By encouraging a growth mindset and reframing failures as opportunities for learning, individuals create pathways for genuine progress and innovation.
Point #2 – Inclusion Thrives on Human-Centric Leadership
The discussion highlights that people perform best when they feel recognised as individuals rather than mere numbers. Cultivating inclusion means leaders must invest time in making employees feel valued, heard, and empowered. This, in turn, drives engagement, productivity, and retention, while absenteeism and presenteeism decrease. Organisational culture flourishes when psychological safety and empathy are at its core.
Point #3 – Balance and Well-Being are Fundamental to Sustainable Success
The episode dismantles the myth that constant work and personal sacrifice equate to achievement. Both speakers advocate for regular self-care, well-defined boundaries, and purposeful downtime as prerequisites for creativity, resilience, and high performance. A sustainable work ethic is anchored in personal well-being, not burnout, and should be woven into individual and organisational strategies alike.
Point #4 – Lifelong Learning and Adaptation are Essential
Continuous learning is positioned as a non-negotiable in a rapidly changing world. The capacity to adapt—skating to where the puck is going, as referenced in the episode—is what differentiates those who thrive from those left behind. Curiosity, play, and embracing new technologies or methodologies ensure both individuals and businesses remain relevant and innovative, whatever the future holds.
Summary
Inclusion Bites episode 158 delivers a powerful message: if you wish to unlock true confidence, maintain balance, and achieve success, dare to challenge the status quo, prioritise well-being, and foster environments where inclusion and growth go hand in hand.
Book Outline
Book Outline:
Working Title:
Unlocking Confidence: The Pursuit of Balance, Resilience, and Success
Introduction: The Transformational Journey
The power of authentic storytelling and lived experience
The evolving concept of success: Beyond corporate ladders
Setting the intention: Empowering the reader for confident, balanced living
Chapter 1: Lessons from the Corporate World
Summary:
Explores formative experiences, the realities of traditional employment, and the transformative impact of setbacks.
The Early Corporate Lessons
Navigating roles in established global companies
Supporting and empowering business partners for mutual success
Understanding the spectrum: From mom and pop shops to multi-million dollar quotas
The Two Lay-Offs: An Unexpected Catalyst
Recognition, then redundancy: Awards juxtaposed with sudden job loss
The myth of stability and the reality of disposability
The universal experience of dissatisfaction: "Work is just work" syndrome
Key Quote:
“It was like I won the lottery almost, because I wasn’t happy. I wanted out of there. I made great money, but I was depressed. I was anxious. I wasn’t happy with my life.”Example:
The agent of change: Witnessing first-hand the consequences of not being valued authentically in a corporate setting
Reflection Activity:
What role do external accolades play in your personal fulfilment? Reflect on a moment when “success” felt hollow.
Chapter 2: Redefining Failure—Growth, Feedback & Resilience
Summary:
Reframes failure as a vehicle for personal growth and introduces resilience as a core leadership quality.
Beyond Win or Lose: Embracing the Growth Mindset
Dismantling the stigma of failure
The value of feedback and the process of learning
Perseverance under Pressure
Real techniques for surviving and thriving through adversity
Stories from overcoming upswings and downswings in business and life
The Authenticity Mandate
Why lived experience matters in coaching others
Supporting not only individuals but also the greater workplace culture
Key Quote:
“There’s only growth and learning and feedback. You win or you learn—really is my thought.”Action Step:
Recall a recent setback. Identify three ways it’s contributed to your resilience.
Chapter 3: Culture, Belonging & the Human Factor
Summary:
Explores how business leaders can foster a culture of belonging and genuine engagement, challenging the status quo of treating people as dispensable.
The Price of Disengagement
Corporate pitfalls: The dangers of treating employees as numbers
The ripple effect on productivity, retention, and morale
Building Genuine Connections
Practical strategies for making people feel valued
How investment in people pays dividends in performance
Reframing Stability
The fading illusion of a “stable” job
The counter-narrative: Creating your own security
Reflection Prompt:
List three things leaders can do today to demonstrate authentic care for their teams.
Suggested Visual:
Infographic: “Drivers of Engagement vs Drivers of Disengagement”
Chapter 4: Unlearning Learned Helplessness—Escaping Stagnation
Summary:
Investigates why so many professionals adopt “learned behaviours” that hinder progress, and maps out strategies for escaping these cycles.
Climbing the Wrong Mountain
Why repetition and conformism rarely yield different results
When to reassess rather than double down
Strategic Leaps and Tactical Shifts
Knowing when it’s time to change jobs, pursue new industries, or chart your own course
Making bold decisions with practical foresight
Key Quote:
“What do you think is going to be different this time? Isn’t it time to just admit that you need a new strategy?”Exercise:
Decision Matrix: Mapping when a new strategy is needed
Chapter 5: Embracing Change—Adaptability in a Fluid World
Summary:
Champions adaptability and continuous learning, drawing parallels between business evolution and personal development.
The Only Constant is Change
Historic and modern examples of companies failing to adapt (Kodak, Blockbuster)
Personal stories of riding industry transitions successfully
Developing a Growth Roadmap
Setting a vision for change
Turning adversity into innovation
Mindset Shift:
From “I can’t…” to “How can I?”
Interactive Element:
Worksheet: Creating your personal change and resilience roadmap
Chapter 6: Valuing Diversity & Finding Your Spark
Summary:
Highlights the importance of diversity of thought, personality, and background, and offers guidance on supporting all types to thrive.
Celebrating Different Strengths
Why teams need a blend of visionaries, operators, and specialists
Helping others (and oneself) to “find your spark”
Psychological Safety & Authenticity
The dual need: the desire to be seen, the fear of judgment
Creating workplaces where it’s safe to be authentic
Action Step:
Identify your core strengths; reflect on how your difference can be a superpower
Suggested Visual:
Diversity Wheel: Team strengths mapping
Chapter 7: The Power of Perseverance and Self-Belief
Summary:
Dives deeper into resilience, overcoming limiting beliefs, and the mechanics of unlocking potential.
The Limitations of Excuses
Exposing “I can’t because…” as self-imposed limits and societal imprints
Stories of individuals who broke out of perceived restrictions
Real-Life Example:
The impact of beliefs—meeting a former soldier whose mindset blocked avenues for work
Prompt:
Journal: What excuses hold you back, and where did they originate?
Chapter 8: Freedom, Balance & Preventing Burnout
Summary:
Discusses how to maintain well-being, freedom, and boundaries while pursuing professional and personal success.
Burnout: The Hidden Cost of Relentless Pursuit
Personal stories of burnout in both corporate and entrepreneurial life
Boundary-setting and the non-negotiables of well-being
Self-Care is Strategic, Not Selfish
Practical tools: meditation, delegation, time-blocking, reflection
The neuroscience and productivity upsides to rest and play
Exercise:
Draft your personal “self-care charter” for sustainable success
Suggested Visual:
Chart: Productivity vs. Hours Worked
Chapter 9: Lifelong Learning & Continuous Growth
Summary:
Empowers readers to see learning as a core competency, distinguishing the best leaders and entrepreneurs.
Breaking the Industrial Model
Critique of traditional education’s limitations in fostering real-world creativity and flexibility
Lifelong Learning as a Lifestyle
Curiosity, play, and the practical application of self-directed learning
Leveraging modern tools, books, and experiences for consistent growth
Call to Action:
Commit to a growth habit: reading, e-learning, or experimenting weekly
Chapter 10: Success, Freedom and Fulfilment Reimagined
Summary:
Redefines what it means to succeed, emphasising purpose, holistic health, and agency over traditional notions of retirement and "arrival."
What Does Freedom Really Mean?
The broader definitions: agency, health, the ability to choose
Planning for a life of meaning at every stage
Sustainable Success
Prioritising health, sustainability, and fulfilment
Avoiding the “deferred life” plan: enjoying success now and later
Visual:
Life Timeline: Mapping future possibilities
Reflection:
Visualise your life if your potential unfolded over the next ten or twenty years
Conclusion: Embracing the “Why Not Both?” Mindset
Beyond binary choices: the power of “Yes, And…”
The ultimate inclusion: making space for all of your ambitions
Encouragement to leap, experiment, and live both confidently and authentically
Final Reflection & Action
Main learnings recap
Guided journaling prompts on self-belief, resilience, and next steps
Practical steps: How to integrate confidence, balance, and resilience into daily living
Supplementary Content
Visual Aids Suggestions
Infographics mapping engagement drivers, diversity of strengths, and productivity curves
Reflection/activity pages interspersed throughout
Interactive Elements
End-of-chapter questions for personal reflection
Section for readers to design their own “growth roadmap”
Templates for self-care charters and daily learning
Call to Action
“Act now to design a career and life coloured by your potential, balance, and agency. Seek out the environments, relationships, and beliefs that allow you to thrive. Take the next confident step, no matter how small.”
Title Suggestions
Unlocking Confidence: Building Balance, Perseverance, and Success
Redefining Success: A Journey of Resilience, Balance, and Freedom
Beyond the Corporate Ladder: Lessons on Confidence, Adaptability, and Fulfilment
The Confident Path: Perseverance, Growth, and the Art of Thriving
Chapter-by-Chapter Summaries
Introduction: Sets the stage for a personal and professional transformation, drawing on real, challenging experiences.
Chapter 1: Delivers candid lessons from the corporate world, highlighting the fragility of “job security” and the importance of self-driven fulfilment.
Chapter 2: Challenges the notion of failure, advocating for a shift towards learning and resilience as the true paths to progress.
Chapter 3: Examines the dangers of disengagement in workplace cultures and the pivotal difference made by leaders who value genuine human connection.
Chapter 4: Dissects the traps of learned helplessness and provides strategies for breaking cycles of stagnation in career and life.
Chapter 5: Argues for adaptability in a changing world, offering a personal blueprint for resilience and transformation.
Chapter 6: Celebrates cognitive and personality diversity, making a case for inclusive environments where everyone’s spark can emerge.
Chapter 7: Tackles limiting beliefs and the power of self-belief, demonstrating how personal narratives can be rewritten.
Chapter 8: Provides a blueprint for protecting well-being and preventing burnout, underlining that boundaries and self-care are vital to success.
Chapter 9: Makes the case for lifelong learning, outlining practical steps to remain curious, creative, and continuously developing.
Chapter 10: Reimagines success and freedom, encouraging a holistic, purpose-driven approach to life and career with agency and health at the centre.
Conclusion: Inspires readers to embrace possibility, inclusion, and bold action—living with the conviction that “Why not both?” can lead to a richer, more authentic life.
End of Outline
Maxims to live by…
Maxims for Confidence, Balance, and Success
See Failure as Feedback
Embrace every setback as a lesson, not a defeat. Growth and resilience flourish when failure is reframed as an opportunity to learn.Prioritise People, Not Numbers
Treat individuals as valued contributors, not mere assets or statistics. Genuine engagement and recognition fuel motivation, retention, and collective achievement.Be Authentically You
Celebrate your uniqueness and speak your truth, even in the face of risk or discomfort. Authenticity inspires trust and ignites innovation.Challenge Limiting Beliefs
Beware the phrase “I can’t because…”. Most barriers are constructs of habit, fear, or inherited narratives. Question them, and seek new strategies that enable growth.Pursue Purpose, Not Just Promotion
Don’t climb ladders that lead nowhere fulfilling. Reflect on what drives you, and ensure your actions align with your own values and aspirations, not just those prescribed by circumstance or culture.Navigate Change with Curiosity
Resilience is born from adaptability. Anticipate, embrace, and even lead change—whether technological, organisational, or personal. The only constant is transformation.Design Balance Intentionally
Success without wellbeing is unsustainable. Guard your boundaries, allocate time for rest and reflection, and invest in yourself with the same vigour as your work.Invest in Lifelong Learning
Remain a perpetual learner. Seek knowledge, cultivate curiosity, and update your skills—whether through books, experiences, or play—to stay ahead in a changing world.Cultivate Psychological Safety
Empower yourself and others to take risks, voice ideas, and learn from mistakes without fear. Environments where it’s safe to experiment breed creativity and progress.Foster Diverse Strengths
Recognise that every team thrives on a blend of personalities, backgrounds, and ways of thinking. Inclusion and respect for different strengths generate richer solutions and healthier cultures.Reward Effectiveness, Not Overwork
Success comes from working smarter, not just harder. Celebrate creativity, efficiency, and impact—not simply long hours and empty busyness.Create Opportunity Through Action
Don’t wait for permission or perfect circumstances; initiate action. Progress requires making choices, taking calculated risks, and moving forward with intention.Plan for Long-Term Vitality
Nurture your health and wellbeing today to ensure you can enjoy freedom and fulfilment tomorrow. Sustainable success is rooted in both physical and mental fitness.Define Success on Your Own Terms
Measure your achievements by your own standards of meaning, not by others’ expectations or fleeting trends. True fulfilment is personal, not prescriptive.Ask “Why Not Both?”
Refuse false dilemmas. Life’s richness lies in integration, not limitation. Seek ways to have purpose and pleasure, ambition and rest, career and personal life.Amplify the Voices of Others
Support and encourage others to shine. Inclusion is not just about personal gain, but about creating space for everyone’s growth and success.Never Underestimate Small Steps
Major change often begins with small, consistent actions. Incremental progress sustains momentum and lays the groundwork for larger transformation.Reflect, Adjust, and Persevere
Regularly pause to assess, recalibrate, and persist. Success is not a straight path but an ongoing process of reflection, adaptation, and unwavering perseverance.
Let these principles guide your journey to confidence, balance, and success—where fulfilment is as vital as achievement, and inclusion is the foundation of lasting impact.
Extended YouTube Description
Inclusion Bites Podcast – Episode 158: Confidence, Balance, and Success with James R. Elliott | How to Thrive in a Changing World
Timestamps:
00:00 – Introduction: Unpacking Belonging & Inclusion
01:14 – Meet Guest James R. Elliott: Background & Superpower
02:44 – Journey from Corporate to Coaching
07:18 – Lessons from Layoffs & The Value of Authenticity
09:04 – Rethinking Corporate Cultures
11:15 – Career Progression, Learned Behaviours & Strategic Change
17:03 – Navigating Change, Perseverance & Business Transformation
21:34 – Team Diversity, Balance, and Finding Your Spark
23:24 – Psychological Safety & Growth Mindset
30:15 – Neurodiversity, Inclusion & Education
33:11 – Anticipating Future Skills: The Power of Agility
35:03 – Disrupting the Status Quo: Google, AI & Opportunity
37:03 – Entrepreneurial Balance: Avoiding Burnout
41:17 – Self-care, Efficiency, and Lifelong Learning
49:29 – Defining Freedom: Sustainable Success
56:13 – Imagining Radical Change: What If You Won the Lottery?
57:39 – Future Possibilities: Redefining Success
01:01:32 – The “Why Not Both?” Philosophy
01:01:37 – How to Connect with James R. Elliott
01:03:10 – Closing Remarks & Next Steps
About This Episode:
Discover the keys to authentic confidence, organisational culture, and thriving in a turbulent business landscape. In Episode 158 of the Inclusion Bites Podcast, host Joanne Lockwood (she/her) sits down with transformational coach and international speaker James R. Elliott to tackle today’s most urgent workplace challenges: from cultivating confidence and resilience to reimagining inclusion and operational balance.
Key Topics and Takeaways:
Confidence & Growth Mindset: Learn why resilience and a growth mindset are crucial for success and personal satisfaction, especially when navigating setbacks or career pivots.
Authenticity in the Workplace: Uncover practical strategies for building psychologically safe spaces where employees can bring their full selves to work—and why this leads to increased motivation, creativity, and retention.
Balance & Burnout Prevention: James shares actionable advice on avoiding burnout, setting boundaries and prioritising well-being—essential for entrepreneurs, leaders, and teams in high-pressure environments.
Organisational Culture & Leadership: Find out how middle managers and future leaders can drive cultural change, move beyond outdated “learned behaviours,” and catalyse real innovation within their organisations.
Diversity, Neurodiversity & Inclusion: The conversation moves beyond tokenism, considering the real benefits and business case for embracing diversity of thought, background, and neurotype.
Future-Proofing Your Career: Get tips for staying relevant in an age of technological disruption—how to “skate where the puck is going” (to borrow a phrase!), harness continuous learning, and anticipate future trends.
Practical Success Stories: From the pitfalls of meritocracy to the opportunities presented by AI, cloud transformation, and changing business models, this episode is packed with anecdotes and evidence you can relate to.
Whether you’re an HR professional, business leader, inclusion champion, or a driven professional eager to flourish, this episode arms you with proven insights and real-life tactics you can immediately apply to your career and organisation.
Enjoyed this episode?
👉 Subscribe to Inclusion Bites for more inclusion and leadership wisdom: https://seechangehappen.co.uk/inclusion-bites-listen
👉 Connect with James R. Elliott: Search “James R Elliott” (one ‘t’) on LinkedIn & Facebook or visit:
Entrepreneurs: https://limitless-entrepreneur.com
Corporate: https://unleashyourpower.com
👉 Have thoughts or want to be a guest? Email jo.lockwood@seechangehappen.co.uk
👉 Like, comment, or share to help amplify positive change!
Hungry for more? Watch another Inclusion Bites episode or explore our resources for actionable insights on inclusive leadership and high-impact people strategies.
Relevant Hashtags:
#InclusionBites #DiversityandInclusion #WorkplaceCulture #Confidence #LeadershipDevelopment #Balance #EmployeeWellbeing #StayResilient #Neurodiversity #AuthenticLeadership #ContinuousLearning #ChangeManagement #JamesRElliott #JoanneLockwood
Benefit for You:
This episode will inspire you to challenge the status quo, implement positive change, and champion inclusion and belonging wherever you work. Gain the confidence to persevere, rethink your trajectory, and embrace every individual’s unique strengths—so you, your team, and your entire organisation can truly thrive.
Substack Post
Finding Your Footing: Confidence, Balance, and Success – A New Blueprint for Inclusive Leadership
How often do we hear colleagues lament that a “piece of themselves” is left at home when stepping into the office? In the race to meet organisational targets, nurture productivity, or climb the next rung on the career ladder, it’s all too easy for individuals—and the very cultures we build—to lose sight of wellbeing, balance, and humanity. If you’ve ever wondered how to create resilient, people-centred workplaces that not only deliver results but allow everyone to flourish, you’re not alone.
This week’s Inclusion Bites Podcast episode, “Confidence, Balance, and Success”, is an open invitation to rethink what it means to thrive at work—both for ourselves and those we lead. Whether you’re an HR professional, a D&I champion, or an aspiring leader, my conversation with the transformational coach, James R. Elliott, offers a refreshing reframe that will equip you to challenge the status quo and spark meaningful change from within.
The Courage to Step Beyond the Corporate Treadmill
James joined me from Toronto bringing a rich tapestry of experiences—from supporting local “mom-and-pop” shops to driving multi-million dollar corporate partnerships—and a clear message: much of what makes work meaningful is found not in metrics, but in how authentically we show up for ourselves and each other.
We delved into:
The shifting sands of corporate loyalty and job security (spoiler: the “job for life” is history)
Why resilience, psychological safety, and perseverance have become the backbone of modern leadership
Tackling burnout and building in boundaries amid constant pressure to “do more, be more”
Empowering neurodivergent and diverse thinkers to shine, moving beyond meritocracy to true inclusion
How organisations can practically nurture cultures where people feel seen, valued, and motivated to go the extra mile
James was candid about his own journey—rising through the ranks, facing redundancy twice at the height of his career, and eventually leaving behind “great money but little joy” to forge a more purposeful path.
His superpower? Empowering others to unlock their potential. If that’s not the very essence of inclusion, I don’t know what is.
What Can We Learn From James’ Journey?
As this episode unfolded, I was struck by how James’ story mirrors so many I’ve heard from HRDs, People Leaders, and Talent Managers: the grind of corporate life, the pain of lay-offs, and the courage it takes to jump into the unknown. But James doesn’t simply recount tales of adversity; he presents a call to action for genuine self-reflection and cultural transformation.
Here are some practical insights from our conversation for anyone intent on building equitable, inclusive organisations:
Takeaways for the Modern People Leader
1. Redefining Success: From “Doing More” to “Being More Fulfilled”
James challenges the worship of “busyness,” urging us to focus on quality rather than quantity. Success isn’t measured solely by how many hours we log, but by the impact we make and the authenticity we bring. Are we creating cultures where people feel encouraged to bring their whole selves, or are we complicit in burnout by rewarding martyrdom?
2. Embracing Failure as Fuel for Growth
The old adage of “failure is not an option” is not just obsolete—it’s corrosive. As James puts it, “you win or you learn.” True inclusion means making it safe to experiment, to get things wrong, and to bring feedback and learning into the fabric of how we work. Are you rewarding perseverance, or inadvertently promoting fear of mistakes?
3. Boundaries are the Backbone of Balance
Far from being a “nice to have,” boundaries guard against exhaustion and disengagement. Leaders must model this by protecting their own time for reflection and recharge, and by respecting the same for others. James and I discussed the myth of the “ideal worker” who’s always on, and examined strategies for enabling genuine work-life harmony.
4. Unlocking Potential Through Diverse Thinking—Not Just Diverse Hiring
Realising the value of neurodiversity and unique work styles depends on more than representation. Psychological safety—where ideas can be voiced without fear—unlocks innovation. HR and L&D can foster this by moving beyond “policy speak” to practical inclusion: mentoring, flexible roles, and celebrating all learning journeys, not just the traditional “A Grade” path.
5. Succession Planning and Growth Aren’t Linear
James highlighted the danger of promoting solely from within, where employees risk becoming “forever juniors” in the eyes of their peers. True equity sometimes means encouraging movement—both up and across organisations—so people’s potential isn’t pegged to their starting point.
A Moment to Pause: Culture in Action
If you’re still navigating how to bring these principles off the page and into your practice, I invite you to watch a short highlight from my conversation with James.
[Watch the one-minute audiogram for a taste of his fresh take on psychological safety, resilience, and workplace fulfilment.]
You’ll see how our discussion weaves practical wisdom with personal experience, distilling complex ideas into actionable steps.
Listen and Share the Conversation
Ready to immerse yourself in the full episode? Hear more stories, hard-won lessons, and strategies for making inclusion part of your everyday leadership DNA.
Tune in here: https://url.seech.uk/ibs158
Know someone navigating the challenges of corporate turbulence or striving to create cultures of belonging? Forward this episode to colleagues, share it within your HR and D&I networks, and let’s spark a ripple effect of positive change.
Seeds for Change: Is It Time to Rethink Your Own Definition of Success?
Reflect on this: If the only sure thing in business is change itself, how will you ensure your culture—your people—can weather tomorrow’s storms? What shift might you make, today, to move from simply “doing” inclusion to genuinely living it?
The path to cultures where all can thrive begins with small, intentional steps. Which one will you take?
Until next time,
Joanne Lockwood
Host of the Inclusion Bites Podcast
The Inclusive Culture Expert at SEE Change Happen
Stay Connected
I truly value your reflections, challenges, and aspirations on the journey to inclusion. Let’s continue the conversation:
YouTube – Interviews, event highlights, and bite-sized learning
TikTok – Quick takes and daily inspiration
LinkedIn – Share your insights and connect on all things culture
Website – Further reading, tools, and how SEE Change Happen can support your team
And if you’d like to share your story or explore a bespoke workshop for your organisation, just drop me a line at jo.lockwood@seechangehappen.co.uk.
Building inclusive cultures is never a destination—it’s the journey itself. What’s your next step?
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