Primary Category: Cultural Diversity
Secondary Category: Emotional Intelligence

1. Harnessing Chaos and Fostering Belonging: Lessons from Diversity, Horses, and Inclusive Leadership

2. Bridging Cultures and Building Connection: Organising Chaos for Workplace Belonging

3. From Kentucky to New York: How Difference Drives Inclusion and Empathy

4. Translating Complexity into Momentum: The Art of Sparking Organisational Belonging

5. Organising Diverse Chaos: Real Stories that Ignite Inclusion in Modern Workplaces

6. Embracing Difference, Creating Belonging: Global Approaches to People-Centred Leadership

7. Leading Through Change: Practical Insights for Building Inclusive Cultures and Connections

8. Turning Up the Volume on Belonging: Strategies for Inclusive Learning and Development

9. Beyond Diversity: Crafting Workspaces Where Everyone Thrives and Belongs

10. Practical Tools for Leaders: Navigating Chaos and Cultivating Authentic Belonging at Work

Amanda Van Der Heiden explores the dynamics of organising chaos by translating complexity into people-centred momentum, sharing profound insights on cultivating belonging, navigating change, and empowering diverse teams through authentic leadership.

Organising Chaos, Sparking Belonging, Inclusive Cultures, Leadership Mindset, Psychological Safety, Managing Change, Global Perspectives, Diversity and Inclusion, Authentic Conversations, Continuous Improvement.

In this episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Amanda Van Der Heiden to explore what it means to organise chaos and spark belonging. Drawing from both personal and professional experiences, Joanne and Amanda discuss the complexities of fostering inclusion across cultures, industries, and individual perspectives. Amanda unpacks how a sense of belonging encompasses more than just inclusion or diversity policies; it is a lived feeling rooted in being truly seen and valued. The conversation moves through challenges of polarity in today’s world, the subtle art of balancing authenticity and respect, and the importance of understanding others’ communication styles to bridge divides. Joanne brings a rich context in the DEI space to highlight how businesses often overlook the “magic” of belonging, even as they engage with diversity and equity initiatives.

Amanda Van Der Heiden brings over twenty years’ experience as a chaos coordinator and relationship builder, having led global L&D rollouts across companies and continents. Her unique perspective is shaped by a childhood spent navigating two starkly different worlds—Kentucky and New York—with Dutch roots and her own visible difference, piebalism. This experience has endowed Amanda with an innate ability to connect across divides and to build momentum from complexity. A lifelong advocate for people-first solutions, Amanda’s superpower lies in translating complexity into people-centred action that empowers teams and promotes genuine connection. She believes in nurturing cultures where people don’t simply fit in but thrive authentically, sharing actionable frameworks for leaders keen to create spaces of true belonging.

Throughout their discussion, Joanne and Amanda delve into practical techniques for fostering inclusion, from reframing internal dialogue to tailoring learning experiences with autonomy and intent. They challenge listeners to reflect on why they do what they do and to question the organisational habits that shape culture. The episode emphasises the need for transparency, active listening, and continuous self-reflection to unite diverse groups, especially in times of change.

The key takeaway from this episode is the transformative power of consciously organising workplace chaos and nurturing a culture of authentic belonging. By embracing curiosity, embracing difference, and placing people first, leaders and teams can break through the noise and generate meaningful impact. This episode equips listeners with insights to ignite the spark of inclusion and embed belonging into daily action, encouraging them to subscribe and share their own stories as part of the wider Inclusion Bites community.

🎙️ 𝗧𝗵𝗶𝘀 𝗪𝗲𝗲𝗸 𝗼𝗻 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 𝗕𝗶𝘁𝗲𝘀: 𝗢𝗿𝗴𝗮𝗻𝗶𝘀𝗶𝗻𝗴 𝗖𝗵𝗮𝗼𝘀, 𝗦𝗽𝗮𝗿𝗸𝗶𝗻𝗴 𝗕𝗲𝗹𝗼𝗻𝗴𝗶𝗻𝗴 🎙️

💡 Ever felt like a square peg in a round hole? What if thriving in chaos could actually spark real belonging at work and beyond? Press play on this 1-minute audiogram for a taste of uplifting disruption!

This week, I’m delighted to host Amanda Van Der Heiden, a global chaos coordinator and true relationship maestro with over two decades in People-first learning and development. Amanda’s unique perspective—raised between polar-opposite cultures and living with rare piebalism—brings extraordinary insight to the conversation.

Together, we unpick:

• 🔑 𝗧𝗿𝗮𝗻𝘀𝗹𝗮𝘁𝗶𝗻𝗴 𝗖𝗼𝗺𝗽𝗹𝗲𝘅𝗶𝘁𝘆 – How embracing difference and ambiguity fuels new people-centric solutions.

• 🔑 𝗕𝗲𝗹𝗼𝗻𝗴𝗶𝗻𝗴: 𝗙𝗿𝗼𝗺 𝗙𝗲𝗲𝗹𝗶𝗻𝗴 𝗔𝗹𝗶𝗲𝗻 𝘁𝗼 𝗢𝘄𝗻𝗶𝗻𝗴 𝗬𝗼𝘂𝗿 “𝗖𝗵𝗮𝗼𝘀” – Why standing out and never quite “fitting in” can set you up to build inclusion everywhere.

• 🔑 𝗣𝗲𝗼𝗽𝗹𝗲-𝗙𝗶𝗿𝘀𝘁 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 – Practical ways to bring disparate voices together, whether you’re managing change, culture, or conflict.

Why Listen? Inclusion isn’t just a buzzword—it’s about genuinely seeing, hearing, and sparking the best in people. If you want actionable ideas and real stories that shift your perspective, you’ll love this.

As the host of Inclusion Bites, I'm here each week to challenge the status quo, amplify unheard voices, and help you build workplaces where everyone truly belongs. This audiogram delivers a powerful sampler of what awaits in the full episode.

💭 What does “organised chaos” mean for belonging in your team or life? Share your view below 👇 or tell us how embracing difference has shaped your journey.

🎧 Catch the full episode: https://seechangehappen.co.uk/inclusion-bites-listen

#PositivePeopleExperiences #SmileEngageEducate #InclusionBites #Podcasts #Shorts
#Belonging #Leadership #LearningAndDevelopment #Neurodiversity #CultureChange

Don’t forget to follow, like, and tag a colleague who needs a bit more organised chaos in their week!

Focus Keyword: Culture Change

Video Title:
Organising Chaos, Sparking Belonging: The True Drivers of Culture Change | #InclusionBitesPodcast

Tags: culture change, inclusion, belonging, positive people experiences, workplace culture, diversity, inclusion podcast, corporate culture, people first, learning and development, leadership, empathy, emotional intelligence, HR, team empowerment, communication skills, mindset shift, organisational transformation, DEI, SEE Change Happen, Joanne Lockwood, Amanda Van Der Heiden, hybrid work, people management, change management

Killer Quote:
"There's no such thing as an organisation, it's a collection of people. If you want your organisation to do well, you want your people to do well." – Amanda Van Der Heiden

Hashtags:
#CultureChange, #InclusionBites, #PositivePeopleExperiences, #Belonging, #Inclusion, #DEI, #Diversity, #Leadership, #WorkplaceWellbeing, #PeopleFirst, #MindsetShift, #SEEChangeHappen, #Empowerment, #TeamCulture, #LearningAndDevelopment, #EmotionalIntelligence, #BusinessTransformation, #Authenticity, #OrganisingChaos, #SparkBelonging

Summary Description:
Discover the real ingredients behind successful culture change in this powerful episode of The Inclusion Bites Podcast. Join me, Joanne Lockwood, as I sit down with Amanda Van Der Heiden—a true “chaos coordinator”—who unpacks how putting people first and creating positive people experiences are the heartbeat of thriving, inclusive workplaces. Together, we challenge outdated norms and explore how belonging, adaptability and authentic leadership drive culture change from within. Whether you're in HR, leadership, or simply passionate about making workplaces better, this episode is packed with relatable stories, practical techniques, and the call to spark change where you are. Tune in and be part of building a future where everyone feels they belong. Don’t just watch—engage and lead the movement for positive people experiences and lasting culture change!

Outro:
Thank you, the listener, for tuning in to this episode of The Inclusion Bites Podcast. If you enjoyed our conversation, please like and subscribe to the channel. Want more bold discussions and resources? Visit SEE Change Happen at https://seechangehappen.co.uk and listen to the full episode here: https://seechangehappen.co.uk/inclusion-bites-listen

Stay curious, stay kind, and stay inclusive - Joanne Lockwood

Welcome to another thought-provoking episode of the Inclusion Bites Podcast, hosted by Joanne Lockwood. In this instalment, titled “Organising Chaos, Sparking Belonging,” Joanne Lockwood welcomes Amanda Van Der Heiden, an accomplished chaos coordinator and relationship builder with over 20 years’ experience in global learning and development. Together, they delve into Amanda’s unique journey—growing up between Kentucky and New York, navigating the complexities of identity, and embracing the value of being different.

The conversation explores how Amanda’s experiences of “not quite fitting in” shaped her ability to turn complexity into people-centred momentum, organise diverse teams, and drive inclusive cultures worldwide. Tune in for a vibrant discussion on the meaning of belonging, the power of mindset, and practical strategies for leaders to genuinely create environments where everyone is not only included but feels they truly belong. Whether you’re keen to understand how to harmonise individuality with collective goals or searching for actionable insights to boost inclusion in your workplace, this episode will ignite ideas and inspire change.

Inclusion, belonging, Diversity & Inclusion, psychological safety, workplace culture, learning and development, personal accountability, emotional intelligence, organisational change, polarisation, hybrid working, authenticity, communication styles, leadership, self-awareness, adaptability, global teams, people-centric solutions, feedback, autonomy, team empowerment, change management, culture transformation, lifelong learning, trust, employee engagement, HR practices, continuous improvement, motivation, corporate wellbeing

About The Episode:
In this episode, Amanda Van Der Heiden joins to delve into the realities of “Organising Chaos, Sparking Belonging”—exploring how formative life experiences in radically different cultures shaped her unique approach to inclusion, leadership, and learning. Amanda brings sharp insight into translating complexity into meaningful, people-centric momentum, drawing on her vast experience in global learning and development. Together, we dig into what it truly takes to foster authentic belonging, tackle organisational change, and empower every person to thrive.

Today, we’ll cover:

• The relationship between personal identity, cultural flux, and developing empathy for difference.

• Strategies for navigating polarised environments without sacrificing authenticity or respect.

• Key techniques for creating spaces of psychological safety and real belonging in teams and workplaces.

• The impact of intentional, people-first leadership—focusing on adapting style and communication for organisational success.

• Practical methods for addressing change resistance and supporting individuals through times of uncertainty.

• Why transparent communication and involving people in the “why” behind initiatives drives stronger engagement and outcomes.

• Actionable advice for self-awareness, reframing challenges, and fostering ongoing personal and professional growth.

Certainly! Here’s a comprehensive sequence of the topics discussed in the episode "Organising Chaos, Sparking Belonging" of The Inclusion Bites Podcast, with logical subtopic bullets under each main topic:

1. Introduction and Host Welcome

• Framing the podcast’s focus on inclusion, belonging, and societal transformation.

• Invitation for audience engagement and participation.

2. Guest Introduction: Amanda Van Der Heiden

• Amanda’s professional background: Chaos coordination and relationship building.

• Over 20 years’ experience in Learning & Development (L&D) across multiple countries and industries.

• Amanda’s self-described superpower: Translating complexity into people-centred momentum.

3. Personal and Geographic Backgrounds

• Amanda’s Dutch heritage and family history.

• Life and moves within the United States, including Kentucky, New York, and Rhode Island.

• Cultural and culinary contrasts between New York and Rhode Island.

• Climate and social quirks of Rhode Island.

4. Navigating Multiple Identities and Cultures

• Growing up between two polar opposite regions: Kentucky and New York.

• Impact of parental divorce and exposure to different social norms.

• The experience of being a cultural outsider and adapting to diverse groups.

• The notion of not fully fitting in anywhere, but being able to move between groups.

5. Physical Difference and Social Perception

• Amanda’s rare genetic condition (piebaldism) and how it affects appearance.

• Common misconceptions: Albino, vitiligo, and pop culture comparisons (Rogue from X-Men, Princess Anna from Frozen).

• Early challenges with fitting in and embracing one’s difference.

• The importance of embracing individuality and how it shapes empathy and inclusion.

6. The Concept of ‘Organising Chaos’

• Early experiences organising horse events in youth.

• The transferable skills of managing diverse people for shared goals.

• Amanda as the “glue” that unites teams in complex environments.

• Challenges of managing multiple perspectives and backgrounds.

7. Learning & Development (L&D) Journey

• Amanda’s pathway from aspiring teacher to corporate L&D specialist.

• Differences between teaching children and adult learning.

• Lifelong learning: Professional certifications covering all life stages.

• The shift to business psychology and adult education.

8. The Essence of Belonging in the Workplace

• Distinction between diversity, equity, inclusion, and true belonging.

• Belonging as an emotional, felt experience.

• Analogies for belonging (cheers bar: “where everyone knows your name”).

• The risk of staff or customers “swiping left” if a culture doesn’t immediately resonate.

9. Approaches to Effective Learning and Engagement

• The significance of autonomous and self-directed learning.

• Importance of understanding “what’s in it for me” (WIIFM) for adult learners.

• Adapting L&D methods to different learning styles and individual needs.

• Balancing individual autonomy with organisational standardisation.

10. Navigating Polarisation and Difficult Conversations

• Handling political, social, and cultural polarisation within teams.

• Authenticity vs. adaptability in professional environments.

• The importance of respect, communication, and audience awareness.

• Using emotional intelligence to create productive dialogue.

11. Trust, Flexibility & Hybrid Work Realities

• The COVID-19 effect: Forced flexibility, hybrid/remote work, and its impact on business.

• Post-pandemic amnesia: Reverting to rigid, office-based models.

• Drivers behind ‘return to office’ mandates (leadership style, politics, real estate economics).

• Trust, micromanagement, and reevaluating outdated performance metrics.

12. Diversity of Thought and Leadership Dynamics

• The need for diverse thinking in teams and leadership.

• Addressing ‘groupthink’ and championing introverts as well as extroverts.

• The role of leadership in enabling psychological safety and belonging.

• Disc personality models and leveraging all personality types for team success.

13. Change Management and Organisational Psychology

• Patterns in human response to change—early adopters vs. resistant personalities.

• Importance of setting people up for success during transformation.

• The process of surfacing real motivations (“the five whys” technique).

14. Mindset, Self-Awareness, and Personal Growth

• Amanda’s approach to coping with chaos and continuous change.

• Adopting a positive, growth-oriented mindset (stress as adrenaline, reframing).

• The role of conscious self-awareness and intentional action in personal development.

• Power of language: Reframing statements for better outcomes (positive over negative language).

15. Practical Tips and Calls to Action

• Encouragement to track thoughts, language, and actions for greater self-understanding.

• Emphasising actionable steps: Being conscious, taking action, shifting mindset.

16. Conclusion and Resources

• Amanda’s offer of actionable templates for listeners (giveaway details).

• LinkedIn connectivity for further discussion.

• Host Joanne Lockwood summarising the conversation’s key insights and inviting further engagement from listeners.

This progression weaves personal narrative, expert insight, practical guidance, and broader reflections on inclusion and organisational culture throughout the episode.

1. Ever felt like you’re juggling so many hats, you’re not sure which one even fits? Welcome to the club—where chaos isn’t just a phase, it’s the birthplace of true belonging. What if all that “not fitting in” is actually your superpower?

2. “Why don’t I ever quite fit?” If you’re asking yourself that, you’re not alone. What if the secret to thriving isn’t choosing sides, but learning to organise your own glorious chaos? Permission granted—to be different, to lead differently.

3. The world shouts for order. But what if the magic happens in the mess? Here’s how decoding your personal chaos could finally spark the belonging (and momentum) you’ve been hunting for. Ready to see confusion in a brand-new light?

4. Who decided there’s only one right way to belong? Sometimes, the answer is: neither here nor there. Perfect. It’s time to stop chasing boxes—and learn how your unique story is the key to authentic leadership (and sanity).

5. Ever been the outsider—again? Here’s a wild idea: belonging isn’t about blending in, it’s about organising life’s beautiful unpredictability. Want to discover the art of thriving smack in the middle of the mayhem? Keep reading…

Ever felt like you don’t quite fit in, or wondered how real belonging is sparked in chaotic workplaces? In this episode of Inclusion Bites, I’m joined by chaos coordinator Amanda Van Der Heiden, who shares her journey of thriving between worlds and turning complexity into people-centred momentum. We unpack how true inclusion is more than policies—it’s about authentic connection, meeting people where they are, and empowering everyone to bring their best. Ready to organise chaos and ignite belonging in your team? Listen now to get inspired and create real change!

Inclusion Bites Podcast Newsletter — Episode 195: Organising Chaos, Sparking Belonging

Dear Inclusion Bites Community,

Welcome to this week’s edition of our newsletter, spotlighting episode 195, “Organising Chaos, Sparking Belonging.” Hosted as ever by Joanne Lockwood of SEE Change Happen, we’re joined by the inspiring Amanda Van Der Heiden, a seasoned “chaos coordinator” and relationship builder whose professional journey defies borders, disciplines, and expectations.

Breaking the Mould — Amanda’s Journey
Amanda’s story is anything but ordinary. Raised between Kentucky’s rural traditions and the relentless pace of New York, alongside Dutch heritage and a new life in Rhode Island, Amanda explores what it truly means to “fit in” — or fit everywhere, without belonging solely anywhere. Her lived experience of being different, both culturally and physically, taught her profound empathy and inspired a career in people-first solutions for global organisations.

The Heart of Learning and Belonging
In the episode, Amanda reveals how her superpower — translating complexity into people-centred momentum — comes to life. She shares her belief that learning and development should always be driven by curiosity, autonomy, and a deep understanding of “what’s in it for me.” As Joanne Lockwood articulates beautifully, belonging is not about surface-level inclusion or ticking diversity boxes; it’s a feeling, a resonance that makes people want to stay, contribute, and thrive.

Amanda discusses practical strategies for sparking belonging in multi-national organisations, emphasising the importance of self-awareness, positive communication, and genuine intent. She challenges leaders to consciously track their language and reactions, flipping negatives and embracing the diversity of thought, style, and background to unlock the best results.

Key Insights from the Episode:

• Belonging is Emotional, not Merely Structural: The magic happens when people feel seen, heard, and valued, not when policies alone dictate inclusion.

• Embrace Individuality, Leverage Strengths: The most successful teams foster all types — introverts, extroverts, auditors, creatives. There’s no “best type”, only the best environment for enabling strengths.

• Intentional Leadership Is Non-Negotiable: It’s not enough to expect culture and collaboration by chance. Create the conditions for people to flourish, and watch your organisation soar.

• Ask “Why?” Relentlessly: Use Amanda’s five-why technique to uncover the real drivers behind decisions, goals, and change. Often, the surface answer isn’t the whole story.

• Personal Accountability: Amanda’s practical advice includes tracking your communication patterns and consciously reframing to be more positive and proactive.

Take Action — Amanda’s Gift to You
Amanda is offering a free giveaway of actionable templates to help you organise chaos and drive people-first change in your context. Claim yours now at: www.gtdscorp.com/giveaway

Connect & Share
Join the conversation! We want your thoughts, stories, and vision for a more inclusive world. Email Joanne Lockwood directly at jo.lockwood@seechangehappen.co.uk or visit Inclusion Bites to listen, subscribe, and become part of our growing movement.

Let’s not just talk about inclusion — let’s spark belonging, one conversation at a time.

With gratitude,
The Inclusion Bites Team

#InclusionBites #PositivePeopleExperiences #ChaosOrganised #BelongingMatters

Ready to continue the journey? Tune in next week for another bold conversation that ignites real change.

🧵1/ Chaos, culture clashes & belonging — a masterclass from this week’s #InclusionBites with Joanne Lockwood & guest Amanda Van Der Heiden, the self-proclaimed "Chaos Coordinator" who's lived everywhere from Kentucky to New York to Rhode Island. What does it mean to truly fit in when you’ve never quite belonged?👇

2/ When your childhood is split between "polar opposite" worlds, you learn resilience. Amanda Van Der Heiden grew up straddling Kentucky’s rural traditions & NY’s fast-paced diversity. She says it gave her a unique superpower: fitting anywhere, even if she never perfectly fit in herself.

3/ Are you a product of your bubble? Amanda Van Der Heiden challenges how “capital T truth” is often just perspective. She calls on us to step out of echo chambers & embrace multiple realities. Because, as she puts it, “There’s no one right way—there’s the way this group does it, and the way that group does it.”

4/ Being visibly different isn’t optional. With her rare genetic condition (“piebalism”), Amanda Van Der Heiden turned standing out into a point of power. “At first, it’s hard. But eventually, you just own it—and that’s where belonging begins.”

5/ The magic ingredient most organisations miss? Belonging. Joanne Lockwood points out: “You know when you feel it.” It’s not just about ticking D&I boxes. It's about people feeling seen and heard—beyond policy, beyond compliance.

6/ Organising chaos is a life skill that companies need. Amanda Van Der Heiden brings insight from horses (yes, really!) to the boardroom: when diverse people come together, the right glue sparks innovation and connection.

7/ Lifelong learning isn’t optional anymore. Amanda Van Der Heiden believes the most powerful L&D feels personal (“What’s in it for me?”). Flexibility, autonomy, and clarity matter more than ever—and force us to rethink what engagement really looks like.

8/ The pandemic proved we can do things differently—yet how quickly did we forget the lessons of genuine care, flexibility, and trust? Both speakers agree: real transformation only sticks when we let go of outdated models & keep people at the centre.

9/ Want to build truly inclusive teams? Amanda Van Der Heiden’s playbook:

• Seek to understand before you judge

• Know yourself. Then know others

• Leverage strengths; don’t obsess over weaknesses

• Focus on “why”—more than “what” or “how”

10/ Joanne Lockwood’s final rally: “We just need every leader to think like this. If your people thrive, your organisation thrives. It’s not easy, but it IS simple.”

Ready to #SparkBelonging? The full episode is essential listening. Start your journey here: https://seechangehappen.co.uk/inclusion-bites-listen

#Belonging #CultureChange #LearningAndDevelopment #Leadership #Inclusion #Podcast

Guest Article: Amanda Van Der Heiden on Sparking Belonging and Organising Chaos with Inclusion Bites Podcast

Recently, I had the privilege of being a guest on the Inclusion Bites Podcast, hosted by Joanne Lockwood, a renowned advocate for inclusion and belonging. The episode, titled Organising Chaos, Sparking Belonging, provided a wonderful platform to share my personal journey and the lessons I’ve gathered over two decades in learning and development, spanning 15 countries and 12 industries.

As someone often described as a ‘Chaos Coordinator’ and ‘relationship builder’, my life and career have always revolved around translating complexity into people-centred momentum. The very essence of my work, both on corporate and grassroots levels, is to help organisations and teams thrive through authentic connection, effective communication, and methodologies that put people first.

Growing Up Between Worlds

During my conversation with Joanne, I reflected on my unique upbringing—spanning the rural landscapes of Kentucky and the bustling, boundary-pushing streets of New York. These formative experiences, compounded by my Dutch-American heritage and my distinctive appearance due to piebalism, meant I grew up never quite fitting perfectly anywhere, but able to connect everywhere. This duality fostered my adaptability, empathy, and a deep understanding of context—qualities I now channel into facilitating inclusive environments.

Living the Chaos – And Organising It

I shared how the experience of “living in the middle” between contrasting cultures and environments inspired my approach to “organising chaos”. Whether running horse shows as a child or leading global rollouts as an adult, my methodology remains rooted in bringing diverse voices together, establishing clear frameworks for collaboration, and ensuring everyone finds both a seat and a voice at the table.

For me, sparking belonging isn’t simply about ticking boxes or meeting compliance targets. It’s about evoking that feeling—the palpable sense of being welcomed, recognised, and understood. As discussed during the episode, belonging is elusive yet powerful; you know when you feel it, and you know when it’s missing.

People-First Solutions in a Polarised World

Joanne and I explored the current challenges of organisational culture—especially in the wake of Covid-19, increased polarisation, and the disruptive shifts towards hybrid work. We both noted how many companies appear to suffer “amnesia” regarding the lessons learned during the pandemic, often reverting to rigid structures at the expense of flexibility and wellbeing. I emphasised the importance of continually asking “what’s in it for me?” when designing learning experiences, and giving individuals autonomy and voice when navigating change.

I also stressed the significance of emotional intelligence (EQ)—of knowing oneself first and then understanding others. For leaders and managers, the key to sparking real belonging and impact lies in self-awareness, active listening, and communication that truly resonates. As I demonstrated with stories about adapting my approach based on diverse personalities, respecting those differences and leveraging everyone’s strengths is crucial for collective success.

Practical Takeaways

To close the conversation, I offered listeners actionable advice for shifting mindsets and fostering inclusion: track your reactions, notice your language, and challenge yourself to reframe negatives into positives. Personal accountability and conscious action drive results not just in the workplace but in every facet of life.

Get Involved

If my insights resonated with you, I encourage you to explore my Organising Chaos templates, designed to help individuals and teams navigate change and complexity. You can access these free resources at www.gtdscorp.com/giveaway. I’d love to hear how you leverage them, and welcome connection on LinkedIn for further discussion.

Being featured on the Inclusion Bites Podcast was an honour, and I’m grateful for the incisive questions and shared commitment to advancing inclusion. Let’s continue to organise chaos, spark belonging, and create workplaces—and communities—where everyone has the opportunity to thrive.

Amanda Van Der Heiden
Chaos Coordinator | Relationship Builder | Learning and Development Specialist
Find me on LinkedIn or via GTDS Corp

Certainly! Here’s a focused summary of specific pain points and challenges highlighted during the Inclusion Bites Podcast episode "Organising Chaos, Sparking Belonging", alongside tailored content on addressing these issues, rooted firmly in the transcripted discussion.

Key Pain Points & Challenges

1. Living Between Cultures—A Sense of Not Belonging

Amanda Van Der Heiden discussed growing up between two polar opposite worlds—rural Kentucky and urban New York—resulting in a sense of being “not enough of this to be that, not enough of that to be this”, and a struggle to truly fit in.

2. Visible Differences and Early Exclusion

Amanda Van Der Heiden shared her experience of standing out physically due to her piebaldism, leading to early exclusion, unwanted attention, and repeated microaggressions (e.g., strangers commenting or wanting to touch her hair).

3. Polarised Societies and Organisations

The conversation highlighted the polarisation of the US—mirrored in the workplace—with starkly different cultural mindsets. This division affects collaboration, psychological safety, and innovation.

4. Inclusion vs. Belonging—A Missing Ingredient

Both Joanne Lockwood and Amanda Van Der Heiden observed that while organisations discuss diversity, equity, and inclusion, they often neglect the “magic” of belonging. As Joanne Lockwood put it, “businesses miss the magic… the belonging side.”

5. “Organising Chaos”: Aligning Diverse People & Perspectives

Amanda Van Der Heiden outlined the challenge of translating complexity—diverse backgrounds, beliefs, and communication styles—into collective outcomes, especially during organisational change.

6. Inauthentic or Shallow DEI Efforts

There’s a frustration with box-ticking approaches to DEI, where leaders “talk the talk” but don’t create true psychological safety, trust, and authenticity.

7. Traditional and Outdated Leadership Models

The return to rigid, inflexible models post-COVID—such as mandatory office returns—ignore individual differences and the hard-won lessons of recent years around flexibility and empathy.

8. Lack of Transparent Communication & Motivation

Both speakers bemoaned traditional leadership’s withholding of key information, damaging trust, engagement, and productivity.

Addressing the Challenges: Podcast Content-Inspired Solutions

1. Designing for Complex, Hybrid Identity

• Encourage storytelling and cultural exchange in teams so everyone’s “in between” experiences are heard and valued—not just those who fit a dominant archetype.

• Introduce flexible affinity groups or mentoring circles where those with intersectional or hybrid identities can connect and support each other.

2. Tackling Microaggressions and Visible Difference

• Embed anti-microaggression and bystander training into onboarding and continuing education.

• Move beyond awareness by empowering employees to intervene and support colleagues who encounter inappropriate behaviour—turn “conversation starters” into moments for allyship.

3. Reducing Polarisation Through ‘Preferred Communication’

• Foster a culture where communication styles are openly discussed and accommodated; try pre-meeting surveys or personality insights to tailor interactions.

• Equip managers with skills to observe, adapt, and flex their style, ensuring introverts and extroverts are equally valued.

4. Belonging-Centred Practice

• Use belonging as a key performance indicator (not just DEI); conduct regular belonging pulse checks and involve employees in co-creating solutions.

• Deliberately design rituals or team activities (virtual and in-person) that reinforce “everyone knows your name” moments in the style of Joanne Lockwood’s Cheers analogy.

5. Human-Centric Change Management

• In periods of organisational transformation, invest early in empathy interviews and co-creation workshops with affected employees.

• Avoid “one size fits all”—offer multiple channels and formats for training, allowing for autonomy and choice.

6. Authenticity and Psychological Safety

• Leaders should model vulnerability, share their own learning journeys, and admit when they don’t have all the answers.

• Replace “checklist compliance” with shared values discussions and space for respectful dissent.

7. Modern Workplace Flexibility

• Audit policies for flexibility; involve employees in designing hybrid and remote strategies that balance business needs and personal circumstances.

• Instead of blanket mandates, empower teams to negotiate their own rhythms and measures of success.

8. Transparent Trust-Building

• Institute “information sharing” as a best practice, not a privilege; managers should regularly clarify the bigger picture, not hold pieces of the puzzle back.

• Embed the habit of asking “why” at multiple levels to help teams connect their actions to the end goal and deepen trust.

Conclusion:
As Amanda Van Der Heiden emphasised, “what gets measured gets managed”. Organisations serious about inclusion must move from rhetoric to reality, unafraid to challenge legacy thinking, share power, and place belonging at the very heart of their strategy.

Ready to transform chaos into community? Start with these practical steps, and you’ll be sparking belonging—one action at a time.

Absolutely! The conversation between Joanne Lockwood and Amanda Van Der Heiden was filled with thoughtful questions that elicited insightful and practical responses for anyone interested in inclusion, belonging, and leadership. Based on the transcript, here’s a curated set of FAQs that capture some of the most impactful exchanges—ideal for enriching your Inclusion Bites audience’s understanding.

Inclusion Bites FAQ: Key Moments from "Organising Chaos, Sparking Belonging"

1. How can feeling like an outsider become an asset in building inclusive environments?
Joanne Lockwood asked Amanda Van Der Heiden about growing up "between two worlds" and not quite fitting in anywhere. Amanda described how being raised amidst contrasting cultures (Dutch, Kentucky, New York) gave her a unique perspective, equipping her to fit in anywhere and to understand that there’s no singular "truth." Instead, she emphasises the value in seeing things from multiple viewpoints and using lived experience as a strength to foster empathy and belonging.

2. What is the difference between inclusion and belonging, and why does it matter?
When discussing the importance of belonging in the workplace, Joanne Lockwood described inclusion and belonging as feelings, not just policies or metrics. She pointed out that someone can be included but still not feel that sense of belonging. Amanda Van Der Heiden reinforced this distinction, noting that organisations often overlook belonging, which is the true driver for engagement and retention.

3. How should leaders approach change to ensure people feel involved and motivated?
Joanne Lockwood asked about sparking belonging amid organisational change. Amanda Van Der Heiden suggested leaders should always clarify "what’s in it for me" for their people (the ‘WIFM’ principle), and provide autonomy in how new skills are learnt or processes are adopted. She noted that the best outcomes occur where there’s both standardisation for clarity and customisation for personal resonance.

4. What practical techniques can managers use to increase a sense of belonging?
Amanda’s approach centres on valuing individual learning styles, encouraging autonomy, and understanding what motivates each person. She advises leaders to consider which communication strategies foster authentic engagement and cautions against a "one size fits all" mentality.

5. How do you handle polarising viewpoints in a team while maintaining psychological safety?
Addressing the challenge of political and social polarisation, Amanda Van Der Heiden advocated for authenticity, tempered with emotional intelligence. She explained the need to adapt one’s communication style for the audience, aiming to be true to oneself whilst ensuring mutual respect—so that both parties can hear and be heard.

6. What holds organisations back from sustaining inclusive practices learned during times of crisis (like the pandemic)?
The speakers explored why lessons learned about flexibility and empathy during COVID-19 are so easily forgotten. Amanda Van Der Heiden attributes this to a pendulum effect, where organisations swing back to old habits out of fear, control, or outdated leadership mindsets, rather than staying focused on what genuinely works for people.

7. How does self-awareness translate into better leadership and team dynamics?
Amanda highlights that true inclusive leadership starts with self-awareness—recognising your own communication style and biases. By practising conscious awareness of one’s language and reactions, leaders can build stronger, more accountable teams.

8. What simple action can listeners take right now to foster more positive and inclusive interactions?
Amanda suggests tracking your own patterns for a few days—how you react, the words you use, and the mindset you bring to interactions. Then, consciously reframe your language from negative to positive and take specific action based on what you observe.

These FAQs can be adapted into written resources, social media snippets, or introductory prompts for future podcast episodes, making the podcast’s wisdom accessible and actionable for all listeners.

Organising Chaos, Sparking Belonging: Lessons from the Edge of Inclusion

Have you ever found yourself walking into a room and feeling the odd one out, uncertain if you truly belong? Perhaps you’ve wondered what it really takes to unite people from wildly different backgrounds, experiences, and perspectives—and not just have them work together, but thrive. Now imagine weaving a tapestry from threads as disparate as Dutch heritage, Kentucky horse farms, the bustle of New York City, and the island bridges of Rhode Island. Where would you even begin? This is precisely the lived experience shared by Amanda Van Der Heiden on the Inclusion Bites Podcast, in an episode aptly titled “Organising Chaos, Sparking Belonging”.

Living Between Worlds: The Problem We Can’t Ignore

Belonging is not a luxury—it's a necessity for individual wellbeing and organisational success. Despite the proliferation of diversity, equity, and inclusion initiatives, countless people still operate at the margins, feeling neither seen nor valued. As Amanda Van Der Heiden recounts, being “between two worlds” was a defining feature of her youth. “I always joke that, like, I don't fit anywhere, but I can fit in anywhere,” she reflects, underscoring the unique challenges and gifts of inhabiting cultural and social liminal spaces.

Her story is a microcosm of a much larger issue: organisations are often collections of people brought together under one roof but separated by invisible walls of difference. The consequences? Disconnection, disengagement, and a workforce that flicks past workplace culture with the same indifference as a TikTok user swiping through videos. As Joanne Lockwood astutely points out, “You know when you feel [belonging]; and it’s very hard to describe, but you know when you have it.”

The Agitation: Why We Miss the Mark

Despite the universal desire for belonging, businesses tend to get lost in the weeds of compliance, checking boxes for diversity targets but neglecting the “magic”—the emotional resonance of true inclusion. As Amanda Van Der Heiden observes, “They talk the talk, but...it either feels shallow or doesn’t feel authentic or it feels like it’s just checking a box.” For belonging to be genuine and lasting, it must go beyond policy and enter the lived experience of every employee.

Add to this the modern context: pandemic upheavals, shifting work modalities, political polarisation, and economic uncertainty. The world feels more fragmented and unstable than ever, creating fresh barriers to trust and collaboration. “There's no such thing as an organisation—it's a collection of people,” warns Amanda Van Der Heiden. When leadership loses sight of this, culture atrophies, and disengagement follows.

The Solution: Actionable Insights from Chaos

How do we move from chaos to cohesion, from tick-box inclusion to genuine belonging? Drawing from Amanda Van Der Heiden’s lived expertise, the episode offers a blueprint for transformative change:

1. Start with Self-Awareness
Leadership begins with knowing yourself—your communication style, your emotional triggers, your preferences. Amanda Van Der Heiden emphasises the critical role of self-reflection: “You have to know yourself and you have to be conscious and aware of your thought processes...If you can be conscious to it, you can make it better.” Tracking your own language, behaviour, and reactions yields insight into your patterns—and ultimately, your impact.

2. Prioritise Understanding Over Judgement
It’s human to judge others by their actions and ourselves by our intent. The solution? Slow down and seek to understand. If someone is late, don’t reach for the disciplinary manual—ask them what’s happened. This fosters empathy rather than alienation, and opens the door to authentic connection.

3. Make the “Why” Explicit
Transparency in decision-making is key to buy-in and motivation. Too often, leaders withhold bits of the organisational “jigsaw”, leaving teams working in the dark. As Amanda Van Der Heiden advises, ask why—again and again—until you reach the heart of the matter. Only then can you move forward together.

4. Design for Autonomy and Individuality
Learning and development must be people-centric. Give employees the autonomy to choose how they learn and engage, whether through conversation, reading, or digital interaction. As Amanda Van Der Heiden notes, “The best organisations are figuring out a way to adapt to make their people as successful as they can be.”

5. Reframe Challenge as Opportunity
Change is stressful—or is it? Amanda Van Der Heiden prefers to view it as energising, reminding us that mindset determines whether we rise to the occasion or wilt under pressure: “What if this is opening my eyes to something new?”

6. Lead by Example: Positive Language and Intentional Action
The words we use shape reality. Instead of focusing on what not to do, direct attention towards positive actions. With her own children, Amanda Van Der Heiden found greater success by telling them what to aim for rather than what to avoid. This approach transforms resistance into engagement—a lesson equally relevant for professional life.

7. Never Forget the Power of Habit and Momentum
Systemic change may appear Herculean, but it begins with individual action. Cultivate positive habits, keep conversations alive, and encourage open mindsets. “Simple is not easy,” Amanda Van Der Heiden remarks, but consistency breeds transformation.

From Chaos to Community: The Call to Action

The journey from organising chaos to sparking belonging is ongoing, not a destination but a discipline. The Inclusion Bites Podcast episode “Organising Chaos, Sparking Belonging” reminds us that each of us, regardless of role or rank, possesses the power to catalyse change.

So, what will you do differently tomorrow?
Will you pause and seek understanding before rushing to judgement? Will you question why a policy exists and push for greater transparency? Will you adapt your communication style for inclusivity, and celebrate the quiet strengths in your team rather than just the loud personalities?

Like Amanda Van Der Heiden, perhaps you’ll embrace the chaos of difference—not as a problem to be solved, but a resource to be harnessed. Or as Joanne Lockwood concluded, “We just need to fix the world, don’t we? We need to...get every leader to think about it.”

Ready to ignite the spark of inclusion within your own sphere of influence? Subscribe to Inclusion Bites, share your thoughts, and join a movement of bold conversations that disrupt the status quo. The journey to belonging starts with one question, one action, one person at a time.

Listen to the full episode here and become a part of the conversation that is shaping tomorrow’s inclusive workplaces. Reach out with your perspectives to jo.lockwood@seechangehappen.co.uk—your voice matters.

Let’s organise the chaos, together. Let’s spark belonging, one bold conversation at a time.

The standout line from this episode is:

"You don't have to take on the identity of your bubble... So often people are in kind of like an echo chamber or they're, you know, their own little bubble... you can truly do what makes sense to you."

This captures the essence of the episode's message on embracing difference, resisting conformity, and fostering authentic belonging.

Certainly! Here are ten insightful discussion questions inspired by the episode "Organising Chaos, Sparking Belonging" from the Inclusion Bites Podcast:

1. How did Amanda Van Der Heiden's experience of growing up between Kentucky and New York, as well as her Dutch heritage, influence her approach to inclusion and belonging?

2. In what ways can organisations leverage the diversity of their teams to “organise chaos” and create a culture where everyone feels they belong?

3. Why do you think belonging is often overlooked in favour of diversity and inclusion measures within corporate environments, and what are the consequences of this oversight?

4. Joanne Lockwood discussed feeling lonely even in a room full of people. How can leaders ensure that inclusion efforts genuinely lead to a sense of belonging for all, not just surface-level participation?

5. What role does psychological self-awareness play in adapting to constant flux and change, as described by Amanda Van Der Heiden in her global work?

6. How can managers balance encouraging authentic self-expression with the need for respectful and effective communication between people with vastly different backgrounds and beliefs?

7. The “why” exercise and the practice of asking deeper questions were mentioned as powerful tools for clarity. How could this method improve communication and alignment during organisational change?

8. In light of the “return to office” trend post-COVID, what are the risks and benefits for both individuals and organisations when flexibility and person-centric policies are rolled back?

9. How do learning styles and autonomy in professional development intersect with fostering inclusion and sparking belonging in teams?

10. Amanda Van Der Heiden spoke about leadership models that emphasise self-awareness, communication, and positive framing. How might these practices help leaders inspire and maintain genuine motivation and engagement in multicultural, multi-disciplinary teams?

Feel free to use these questions to spark further conversation, reflection, or action – whether in team settings, training sessions, or personal development.

FAQ: Organising Chaos, Sparking Belonging – Inclusion Bites Podcast

1. What does “organising chaos” mean in the context of inclusion and belonging?

Organising chaos refers to the ability to unite diverse groups of people, perspectives, and backgrounds and guide them towards a shared purpose or outcome. As discussed by Amanda Van Der Heiden, it involves translating complex and varied scenarios into coherent, people-centred action that drives positive cultural and organisational change.

2. Why is the sense of belonging so important in organisations?

Belonging is fundamental because, as Joanne Lockwood points out, people are unlikely to thrive or remain in environments where they do not feel included and welcomed. It is described as a feeling, not simply a policy or checklist, and is what truly makes inclusion meaningful—without belonging, attempts at diversity and inclusion remain superficial.

3. How did Amanda’s background influence her view on inclusion?

Amanda Van Der Heiden grew up between two contrasting environments—Kentucky and New York—exposing her to polarised cultures and ways of thinking. This “in-between” upbringing taught her to adapt, empathise, and appreciate different perspectives, reinforcing the idea that there is no single truth, but rather multiple experiences and viewpoints.

4. How can organisations balance standardisation with individuality in learning and development?

To achieve both consistency and personal engagement, Amanda Van Der Heiden recommends organisations clarify the ‘what’s in it for me’ for learners while providing autonomy in how learning is accessed and experienced. This allows for a tailored approach that respects diverse learning styles without losing organisational coherence.

5. What are practical steps leaders can take to create belonging?

Leaders should focus on transparency, communication, and adaptability:

• Know your why: Regularly question the intent behind initiatives (using the “five whys” technique), to ensure authenticity.

• Meet people where they are: Allow flexibility (e.g., in work location or style), recognising that people excel under different conditions.

• Be transparent: Share the full picture, not just selected parts of a vision or project, to foster trust and motivate teams.

• Lead by example: Model self-awareness, show genuine care, and encourage open, two-way communication.

6. How do you foster respectful, authentic communication in diverse teams?

Both Amanda Van Der Heiden and Joanne Lockwood emphasise adapting communication to the audience. Authenticity matters, but so does empathy—understand your own style, but also adjust it so your message can be best received by others. This is compared to “negotiating the protocol,” like old dial-up modems aligning speeds before connecting.

7. Why do efforts to support people’s wellbeing during the COVID pandemic seem to have been rolled back?

The discussion highlights the “pendulum swing” effect: while people-first strategies became prominent during the pandemic, many organisations reverted to pre-existing models due to habit, pressure (sometimes political or economic), or discomfort with change. Amanda Van Der Heiden stresses that lasting success comes from intentional, not reactionary, action—truly supporting people leads to tangible organisational gains.

8. How can individuals cultivate greater awareness and effectiveness in their roles?

Start by developing self-awareness: consciously track your thoughts, reactions, and language. Shift from negative phrasing to positive guidance (e.g., telling a child what to do rather than what not to do), and measure your own behaviours for patterns. This self-reflection empowers you to take intentional actions that align with your goals and values.

9. What is the best way to approach change and uncertainty?

Embrace a growth mindset: reframe challenges as opportunities to learn. Control your response, even when external circumstances are chaotic. Amanda Van Der Heiden encourages viewing stressful or uncertain situations as catalysts for improvement rather than obstacles.

10. How can listeners connect with Amanda Van Der Heiden or access her resources?

Amanda Van Der Heiden offers free downloadable templates to help organise chaos and foster belonging at GTDS Corp’s website. She is also available to connect on LinkedIn for further discussion.

For more bold conversations on inclusion and belonging, visit the Inclusion Bites Podcast or contact Joanne Lockwood at jo.lockwood@seechangehappen.co.uk.

The guest for this episode, Amanda Van Der Heiden, describes herself as a “Chaos coordinator and a relationship builder,” with over two decades’ experience in Learning and Development (L&D), leading global projects across more than 40 companies in 15 countries and numerous industries. Her declared superpower is “translating complexity into people-centred momentum,” reflecting both her pragmatic and human approach to driving organisational change.

Joanne Lockwood explores with her the formative experiences that shaped Amanda Van Der Heiden’s perspective. She grew up between “polar opposite” worlds—rural Kentucky and bustling New York—after her parents’ divorce, experiencing first-hand the challenges and opportunities of living between two very different cultures ([05:21] - [08:47]). This unique upbringing gave her a flexible mindset: although she never wholly “fit in” to any one environment, she learned to adapt, build relationships with a wide range of people, and recognise there is no single, definitive truth—just a spectrum of lived experiences.

A key part of Amanda Van Der Heiden’s personal story is her rare genetic trait, piebalism, which causes her striking dual-coloured hair and skin. This visible difference meant she always “stood out” as a child, especially after moving from Kentucky to New York, and often confronted reactions ranging from curiosity to prejudice ([08:03] - [10:20]). Over time, however, this taught her radical self-acceptance and offered deep insight into issues of belonging, empathy, and inclusion. She shares that, “being so different, where you don’t have the choice to fit in,” drives you to be comfortable in your own identity—an attitude she now brings to her professional projects.

Moving to her views on L&D and inclusion, Amanda Van Der Heiden emphasises that genuine belonging is a feeling rather than a compliance issue. She argues that organisations often focus on diversity, equity, and inclusion as tick-box exercises, neglecting the human need to “feel heard and seen.” For Amanda Van Der Heiden, learning and organisational change must be individualised, person-led, and rooted in authentic curiosity—she encourages giving people autonomy in how they develop new skills and engage with initiatives, rather than enforcing standardised, top-down solutions ([20:31] - [22:48]).

She further discusses the challenge of leading during times of uncertainty and polarisation, advocating for leaders who can both uphold authenticity and intentionally adapt their communication styles to connect with diverse audiences ([24:02] - [27:01]). Amanda Van Der Heiden believes that effective leaders balance self-awareness with a respect for the perspectives and needs of others, so that conversations become genuinely inclusive and productive. This also extends to change management; she points out that understanding the “what’s in it for me” (WIIFM) is critical to engaging employees in transformation efforts.

In the wake of COVID-19, she reflects on the rush to return to “old norms” and the unfortunate organisational “amnesia” about lessons in flexibility and wellbeing. Amanda Van Der Heiden contends that the most forward-thinking companies are those that adapt to the needs and strengths of their people, recognising that real organisational success is achieved by supporting individual flourishing and by embracing diversity in working styles, backgrounds, and viewpoints ([33:13] - [39:17]).

Her approach is deeply practical as well as philosophical: she advocates concrete steps like consciously tracking one’s communication and responses, focusing on the power of language to reframe situations more positively, and taking personal accountability for both perspectives and actions. Ultimately, Amanda Van Der Heiden champions a mindful, people-first approach to both chaos and opportunity—helping leaders and teams not just to “organise chaos” but to truly spark belonging and positive engagement at every level.

Certainly! Drawing from the episode “Organising Chaos, Sparking Belonging” featuring Joanne Lockwood and Amanda Van Der Heiden, there is a wealth of material for actionable, people-first training ideas grounded in the lived experiences and practical wisdom shared.

Training and Workshop Ideas Inspired by the Episode:

1. Organising Chaos—Adaptive Leadership in Unpredictable Times

Focus: Navigating and coordinating diverse teams during times of rapid change or uncertainty.
Content Ideas:

• Managing polarised environments—building bridges between conflicting perspectives.

• Facilitating psychological safety during transformation initiatives.

• Case studies on leading through COVID and hybrid work paradigms.

2. Sparking Belonging—Creating Real Inclusion Beyond Buzzwords

Focus: The emotional reality of belonging in workplace cultures.
Content Ideas:

• Distinguishing “inclusion” from “belonging”—why feelings matter just as much as policies.

• Practical exercises to help participants identify what belonging feels like, and how to replicated it for others.

• Strategies to move beyond D&I tick box exercises into genuinely inclusive practices.

3. Cultivating Conversation—How to Lead Sensitive Discussions in the Workplace

Focus: Facilitating complex, even divisive, dialogue safely and respectfully.
Content Ideas:

• Socratic questioning methods to get to the root of issues.

• Training on communication adaptations (DISC, emotional intelligence).

• Role-play exercises: communicating across difference, finding common ground.

4. Self-Awareness to Transformation—The Power of Mindset and Reflection

Focus: Personal accountability and conscious behaviour as the catalyst for change.
Content Ideas:

• Tracks on self-awareness, pattern recognition, and habit-building.

• Techniques for reframing negative thoughts and language into positive action (eg: Amanda’s “flip your language” approach).

• Journaling assignments: tracking reactions, thoughts, and outcomes over a week.

5. People-Centric Solutions—Designing Learning for Diverse Audiences

Focus: Building L&D solutions “for someone”, not just “about something”.
Content Ideas:

• Engaging employees in co-creation of learning paths (“What’s In It For Me?”).

• Segmenting learning delivery by styles (visual, auditory, kinesthetic, conversational).

• Inclusive design principles for global rollouts—considering diverse backgrounds and cultural expectations.

6. The Why Workshop—Drilling Down to Purpose in People Practices

Focus: Root cause analysis for workplace challenges, using the “Five Whys” technique.
Content Ideas:

• Interactive cycle of questioning real case studies until the group reaches core motivations.

• Linking personal and organisational values with practical ways to communicate purpose.

• Decision-making mapping: aligning organisational policies with lived employee experience.

7. Managing Change—Human Responses to Workplace Transformation

Focus: Supporting staff through emotional and practical impacts of organisational change.
Content Ideas:

• Recognising and supporting different change adoption styles (early adopters vs settlers).

• Creating wellbeing support scaffolds during transition periods.

• Designing feedback loops—systematic ways to check how people feel about change, not just how they perform.

8. Visible and Invisible Diversity—Seeing and Honouring the Whole Person

Focus: Exploring neurodiversity, physical difference, and intersectional identity through lived story.
Content Ideas:

• Discussing the impact of being 'different'—as Amanda Van Der Heiden shares about her hair and heritage.

• Workshops on empathy, approaching difference, and moving from curiosity to respectful engagement.

• Strategies for reducing unconscious bias and fostering genuine connections.

Delivery Modes:

• Highly interactive, action-oriented workshops (face-to-face or virtual).

• “Lunch & Learn” micro-sessions for ongoing culture change initiatives.

• Team-based “challenge sprints” to put new learning into practice.

These topics, woven through the real narratives and insights of this episode, will give leaders, teams, and change agents the skills and confidence to translate talk into transformation.

1. Belonging isn’t just a buzzword. As Amanda Van Der Heiden says, it’s about truly seeing and hearing people, not just ticking boxes. Inclusion becomes real when we let everyone bring their whole self to the table.

2. “What’s in it for me?” The secret to sparking engagement and learning is letting people see personal value. Amanda Van Der Heiden reminds us that growth sticks best when we're given autonomy and clarity.

3. Navigating change is never just about process—it's about people. When we focus on individual strengths and needs, as Joanne Lockwood and Amanda Van Der Heiden discuss, real transformation happens.

4. Culture thrives when leaders trust their teams and communicate the full picture. Transparency is the glue for high-performing, motivated people. As Amanda Van Der Heiden puts it, clarity drives results.

5. Chaos can be an asset. Amanda Van Der Heiden turned a life between cultures and places into a superpower—organising complexity into momentum, sparking a sense of belonging wherever she goes.

Leadership Insights Channel

Ever wondered why your team just isn’t performing at its best? Here’s a common problem leaders face: treating everyone the same and expecting identical results.

People have unique strengths, backgrounds, and communication styles, but many leaders default to a ‘one-size-fits-all’ approach. The outcome? Some flourish, others withdraw, and overall engagement drops.

Here’s what you need to do: Start by really getting to know your team. Listen to their perspectives, not just their output. When you tailor your approach—like allowing for flexible working, matching your communication style to their needs, and involving them in decisions—they’ll feel seen and valued.

The result? Higher motivation, better collaboration, and a thriving team. Remember: successful leadership isn’t about making everyone the same—it’s about bringing out the best in each unique individual. Start today—pay attention, adapt, and watch your impact grow!

1. 5 Bridges Crossed, 15 Countries Led | Translating Chaos into People-Centred Success | Amanda @ GTDSCorp

2. From Kentucky to New York: How 20 Years and 40 Companies Shaped Global Inclusion | Amanda @ GTDSCorp

3. Organising Chaos: Lessons from Managing Global Rollouts Across 12 Industries | Amanda @ GTDSCorp

Subject: ✨ Organising Chaos, Sparking Belonging: 5 Inspiring Takeaways from This Week’s Inclusion Bites 🎧

Hello Inclusion Bites Community,

Ready to spark new ideas about inclusion, belonging, and navigating life’s chaos? This week’s episode, Organising Chaos, Sparking Belonging, is here to brighten your day! Joanne Lockwood sat down with the vibrant Amanda Van Der Heiden for a truly candid conversation—think friendly debates, laugh-out-loud moments, and some seriously bold truths.

Here are 5 Keys You’ll Learn in This Episode:

1. How Diversity of Experience Breeds Adaptability:
   Discover how growing up between “two worlds” gave Amanda Van Der Heiden the ultimate toolkit for bridging perspectives and being the glue that brings different people together.

2. The Real Power of Belonging in Teams:
   Joanne Lockwood and Amanda Van Der Heiden remind us: you can be surrounded by people and still feel alone. Find out what makes workplaces truly welcoming, and why businesses often miss the mark if they stop at diversity and inclusion without sparking belonging.

3. The Secret Sauce Behind Organising Chaos:
   Chaos isn’t just about being busy—it’s about finding ways for everyone’s difference to become a strength. You’ll hear practical tips for “herding cats”—a.k.a. aligning people with wildly different motivations—in a way that actually gets results.

4. Mastering the What’s-In-It-for-Me (WIFM) Factor:
   If you want learning and change to stick, people need a reason to care. This episode dives into how you can spark genuine engagement, curiosity, and growth across diverse groups.

5. The Why Exercise for Leaders:
   Are we just “doing things the way we always have”? Or is there a deeper reason driving change? Learn a practical approach for getting to the real purpose behind workplace decisions, so you can inspire action with authenticity.

Unique Fact from the Episode:

Did you know Amanda Van Der Heiden was born with a striking two-tone hair and skin condition called piebalism? She shared how being “born different” wasn’t always easy—but it taught her empathy, perspective, and how to truly own what makes you unique. In fact, people now stop her to ask if she’s channeling Rogue from X-Men or Princess Anna from Frozen! How cool is that?

Take Action:

Ready to organise your own chaos and help spark a sense of belonging in your circles?
👉 Listen now: Inclusion Bites Podcast – Organising Chaos, Sparking Belonging

Got thoughts or a story to share? We want to hear from you! Email Joanne Lockwood directly at jo.lockwood@seechangehappen.co.uk or connect on LinkedIn.

Strong Finish:

Whether you’re leading a team, teaching, parenting, or just craving real human connection, there’s something in this episode for you. Together, let’s keep dismantling barriers, challenging the status quo, and creating spaces where everyone can thrive. Tune in with your cuppa—or on your commute—and take that next bold bite out of inclusion!

Catch you on the next episode,
The Inclusion Bites Team

#InclusionBites #SparkBelonging #OrganiseTheChaos #RealTalksDriveChange

Episode Intro
Dive into this episode of Inclusion Bites as Joanne Lockwood welcomes Amanda Van Der Heiden, a self-described "chaos coordinator" with a unique upbringing and over 20 years in Learning & Development. They explore how diverse backgrounds, mindset, and authentic connection ignite belonging and transform teams, while tackling modern leadership challenges and shifting workplace cultures. Expect honest insights, warm storytelling, and actionable takeaways to help you organise chaos and empower people to thrive.

In this conversation we discuss

👉 Authentic belonging
👉 Adapting to change
👉 People-first leadership

Here are a few of our favourite quotable moments

1. "I always joke that, like, I don't fit anywhere, but I can fit in anywhere."

2. "If you can set your people up for success, your business will see the results of that 1000% of the time."

3. "People judge other people based off of their actions, but they judge themselves based off their intentions."

Summary & Call to Action
In this dynamic episode, Joanne Lockwood and Amanda Van Der Heiden break down how personal history, empathy, and intentional leadership can spark genuine belonging. If you’re ready to challenge surface-level inclusion and truly transform your culture, listen now at Inclusion Bites—your journey to more positive people experiences starts here.

Opening Context

On our latest episode of the Inclusion Bites Podcast, "Organising Chaos, Sparking Belonging," Joanne Lockwood and Amanda Van Der Heiden explored the essence of belonging within organisations. We discussed how diverse backgrounds, communication styles, and personal authenticity impact the feeling of belonging at work, and why simple actions can spark deeper inclusion.

Poll Question

What most helps you feel genuine belonging at work? Let us know! #InclusionBites #BelongingMatters

Poll Options

1. 👥 Open & honest communication

2. 🎯 Clear vision & leadership

3. 🌱 Autonomy & personal growth

4. 🤝 Recognition & being seen

Why Vote?

Your input helps us drive the conversation forward on what truly makes inclusive workplaces thrive. Vote to shine a light on what creates real belonging—your experience matters!

🌍 Just listened to an outstanding episode of the Inclusion Bites Podcast: Organising Chaos, Sparking Belonging with Joanne Lockwood and Amanda Van Der Heiden – and it struck right at the heart of what HR, leadership, and EDI professionals NEED to be talking about.

Here’s why this is essential for our sector:

💡 Diversity without belonging is not enough – Joanne Lockwood and Amanda Van Der Heiden remind us that you can have a seat at the table yet still not feel part of the conversation. Inclusion and belonging are felt – not tick-boxes.

🧩 Human complexity IS the real workplace – Today’s workforce brings multiple cultures, backgrounds and neurodiversities. Amanda Van Der Heiden nails it: “You don’t have to take on the identity of your bubble.” The best organisations create room for every individual’s uniqueness.

🤝 We need intentional leadership – It starts with understanding your own mindset, adapting your communication, and above all, seeking to understand before judging. As Joanne Lockwood puts it: “We need to be quicker to ask people where they’re at, what’s going on – show an interest and not just judge.”

🔁 Don’t let Covid-era lessons fade – The real winners are the organisations that keep people at the centre, embracing flexibility, trust, and open communication, not slipping back into pre-pandemic habits.

Our profession’s greatest impact is nurturing belonging and translating organisational chaos into connection and innovation.

Ready to challenge the status quo? I highly recommend giving this episode a listen and reflecting on how we can turn bold inclusion talk into genuine action!

🎧 Listen here: https://seechangehappen.co.uk/inclusion-bites-listen
#InclusionBites #Belonging #Leadership #HRCommunity #EDI #CultureChange

Certainly! Here’s an L&D expert’s rapid-fire summary for Senior Leaders, HR, and EDI professionals, capturing the practical insights and “aha moments” from the Inclusion Bites Podcast episode “Organising Chaos, Sparking Belonging”, featuring Joanne Lockwood and guest Amanda Van Der Heiden:

🎯 Key Insights for People Leaders

1. Belonging is Not the Same as Inclusion
   The discussion makes a subtle but crucial distinction: you can be “included” yet not truly feel you belong. Joanne Lockwood observes, “You know when you have it...” – reinforcing that belonging is felt, not just “done”. HR and EDI professionals must ensure efforts go beyond tick-box diversity and instead cultivate genuine belonging, where people feel seen, heard, and valued.

2. Person-Centred Approach: ‘What’s in it for me?’
   Amanda Van Der Heiden stresses the WIFM – what’s in it for me – model for adult learning and engagement. Mandatory training and policies are far less impactful if individuals don’t see the personal relevance. Tailoring interventions towards individual motivations and preferred learning styles is vital.

3. Leaders Must Communicate the ‘Why’ – Not Just the ‘What’
   Both speakers challenge leaders to dig deeper, moving past surface-level directives (“be in at 8am”, “return to the office”) and truly communicate the why behind decisions. This not only drives motivation, it prompts honest reflection about whether policies are outdated, ineffective, or even counterproductive.

😲 “Aha Moments”

• Intent vs. Perception:
  People judge others on actions, themselves on intentions. HR leaders need to check their own biases before leaping to disciplinary action – seek to understand, not just to correct behaviours.

• Change is Human:
  Leaders should recognise that organisational change is essentially a process of supporting individuals through uncertainty. Personalising support during transitions (e.g., post-COVID work models) enables people and businesses to thrive.

• Mindset and Language Shape Talent Outcomes:
  Small tweaks in communication – focusing on what to do rather than what not to do – massively improve engagement and motivation, even for adults. Awareness of language is a muscle to be trained!

🚦 Tactical Shifts for Your Practice

• Measure Belonging – Not Just “Inclusion” or “Diversity”
  Audit employee experience for belonging, not just demographic tick-lists. Use pulse surveys and narrative feedback to uncover whether colleagues feel accepted, not merely present.

• Empower Individual Agency
  Give learners choice over how, when and where they learn. Autonomy boosts intrinsic motivation: offer flexible routes, coaching and peer dialogue alongside e-learning modules.

• Reverse-Engineer Decisions: Ask “Why” Five Times
  Before launching new policies, ask “why?” repeatedly until the true purpose is naked – then communicate that to your people. This narrows the gap between intent and perception and reduces organisational noise.

• Centre Communication on Empathy
  Move away from judgmental HR script (“you’re late, here’s a warning”) towards supportive check-ins (“how are you, what’s going on?”). This doesn’t mean lack of accountability; it’s about fostering psychological safety.

• Champion Strengths, Not Just Correct Weaknesses
  Evaluate organisational design: are you leveraging diverse strengths or conforming to one ‘type’? Diverse thinking is proven to boost profit, adaptability and satisfaction.

⚡ Top Hashtags

#BelongingAtWork #HumanCentredLeadership #InclusionBites #LeadWithWhy #LDCultureShift

TL;DR:
Senior leaders, HR, and EDI pros must move past surface-level inclusion and embed belonging via person-centred learning, empathetic leadership, and habitually asking “why?”. Create space for genuine connection, autonomy, and authenticity – this is where both individual and commercial brilliance occur. 🌱

Video Title (for posting):
How to Organise Chaos & Spark True Belonging at Work! #WorkCulture #InclusionMatters

Hashtags:
#PositivePeopleExperiences
#CultureChange
#BelongingAtWork
#LeadershipTips
#InclusiveMindset

Text on screen:
Organising Chaos in Teams 🌪️

Have you ever felt like your workplace is just chaos waiting to happen, and nobody really feels at home? Well, you are absolutely not alone—and here’s how to shift that.

Text on screen:
✨ Belonging Starts With You

The secret is to move beyond just ticking the diversity box. True belonging means everyone feels seen, heard, and valued. It’s not one-size-fits-all. If you’re in a leadership role, remember: people judge others by actions, but themselves by intentions. Challenge yourself to seek understanding before passing judgement.

Text on screen:
What’s In It For Me? 🤔

Ask: “What's in it for me?” But also, help your team answer that. People engage when they see personal meaning in what they’re doing. Allow room for autonomy. Let people choose how they learn, work and communicate. This fosters momentum instead of resistance to change.

Text on screen:
Meet People Where They Are 👥

Next, always check in before criticising. Don’t jump to disciplinary action if someone’s late—ask what’s going on in their life. Genuine curiosity and support can transform workplace culture and boost motivation.

Text on screen:
Actionable Steps You Can Take Today 📝

1. Be conscious of how you react and communicate—notice your own patterns.

2. Focus your language positively. When giving feedback, point towards what can be done rather than what’s wrong.

3. Ask "why"—and keep asking! Find the real reason behind every task, goal or change.

4. Remember, changing culture can start with one person—create momentum through your actions.

Thanks for watching! Remember, together we can make a difference. Stay connected, stay inclusive! See you next time. ✨

### Uncommon Concepts and Terminology from “Organising Chaos, Sparking Belonging”

- **Piebalism**  
  *Definition:* A rare genetic condition leading to patches of skin and hair without pigment, resulting in a distinctive appearance, partially similar to albinism but specifically referenced as Amanda's hereditary birthmark distinguishing her visually and socially.

- **Chaos Coordinator**  
  *Definition:* An informal title for someone skilled at managing unpredictability, complex people dynamics, and unstructured environments; in this episode, used to describe the guest’s ability to facilitate cohesion in diverse teams and situations.

- **People-Centred Momentum**  
  *Definition:* The act of driving progress or change by focusing on the needs, strengths, and engagement of individuals within a group, rather than imposing top-down or prescriptive methods.

- **Learning and Development (L&D)**  
  *Definition:* A discipline and organisational function focused on the continual growth, skills acquisition, and professional development of employees, rather than just initial training; the guest clarifies it's not “Labour and Delivery”.

- **Echo Chamber**  
  *Definition:* A social or cultural environment in which views are reinforced by exclusive communication within a closed group, potentially stifling exposure to different perspectives or practices.

- **Capital T Truth**  
  *Definition:* A term used to denote absolute or universal truths, as opposed to the more subjective or context-dependent 'truths' that arise from differing backgrounds or experiences.

- **Person-Centric Design**  
  *Definition:* The practice of developing programmes, solutions or experiences prioritising individual needs and agency (“what’s in it for me?”), as opposed to standardised, one-size-fits-all models.

- **WIIFM (What’s In It For Me?)**  
  *Definition:* An acronym used in adult learning and corporate change management to describe the intrinsic motivation of participants—underlining that engagement relies on personal relevance and benefit.

- **Collection of People (as an Organisation)**  
  *Definition:* A reframing of what an organisation truly is—less about bricks, mortar or static policies, more about a dynamic community of individuals whose well-being and engagement directly correlate with organisational success.

- **Pendulum (Change in Culture or Policy)**  
  *Definition:* Metaphor for the cyclical swing between extremes in societal, educational, or workplace practices—suggesting patterns of reactionary retrenchment rather than steady evolution or balance.

- **Early Adapters**  
  *Definition:* Individuals within an organisation who are quick to embrace, support, and adopt new changes or innovations, often driving momentum for wider acceptance.

- **Five Whys Exercise**  
  *Definition:* A problem-solving technique involving repeated questioning (“Why?”) to identify the root cause of a challenge, rather than accepting superficial explanations or symptoms.

- **DISC Model**  
  *Definition:* A behavioural assessment tool classifying individuals into four personality archetypes (Dominance, Influence, Steadiness, Conscientiousness)—referenced as a way to embrace, celebrate and leverage different working and communication styles.

- **Groupthink**  
  *Definition:* The phenomenon in which desire for harmony or conformity results in irrational decision-making or suppression of dissent within groups, highlighted as a barrier to diverse thinking and inclusive culture.

- **High-Functioning Introvert**  
  *Definition:* A person who may naturally prefer solitude or less stimulation but is capable of effectively performing extroverted tasks or social engagement when required.

- **Surface-Level Solving vs Root-Cause**  
  *Definition:* The distinction between addressing superficial issues (symptoms) in organisational problems, and undertaking deeper diagnostics to uncover and solve the fundamental drivers of behaviour and outcomes.

- **Simple vs Easy (Change Process)**  
  *Definition:* A nuanced differentiation: some solutions are 'simple' in concept but 'not easy' to implement, due to organisational inertia, personal habits or cultural resistance.

- **Personal Accountability**  
  *Definition:* The process of self-reflection and ownership in taking meaningful action toward improvement, rather than defaulting to external blame or passivity—cited as the heart of sustainable personal and organisational change.

Focus Keyword: Organising Chaos for Positive People Experiences

Video Title:
Organising Chaos for Positive People Experiences | #InclusionBitesPodcast

Tags:
organising chaos, positive people experiences, culture change, inclusion, belonging, diversity, leadership, learning and development, L&D, empathy, workplace culture, hybrid working, self-awareness, organisational transformation, team building, communication styles, emotional intelligence, conscious leadership, change management, Kentucky to New York, neurodiversity, people-first solutions, business psychology, Amanda Van Der Heiden, Joanne Lockwood,

Killer Quote:
"There's no such thing as an organisation, it's a collection of people. If you want your organisation to do well, you want your people to do well." – Amanda Van Der Heiden

Hashtags:
#OrganisingChaos, #PositivePeopleExperiences, #CultureChange, #InclusionBites, #Belonging, #Inclusion, #Leadership, #PeopleFirst, #OrganisationalDevelopment, #EmotionalIntelligence, #Diversity, #HybridWork, #Communication, #ChangeManagement, #LearningAndDevelopment, #TeamBuilding, #BusinessPsychology, #HR, #Wellbeing, #SEEChangeHappen

Why Listen

In this compelling episode of Inclusion Bites Podcast, titled "Organising Chaos, Sparking Belonging," I, Joanne Lockwood, am joined by the dynamic Amanda Van Der Heiden. Together, we embark on a transformative journey into the art and science of Organising Chaos for Positive People Experiences, centring our dialogue around what it truly means to foster authentic Culture Change in today’s ever-evolving workplace.

The conversation kicks off with Amanda sharing her unique heritage and life experience, navigating the contrasting worlds of Kentucky and New York, underpinned by her Dutch roots and current home in Rhode Island. Amanda eloquently unfolds how this duality—living between two cultural polarities—taught her to neither completely fit in nor fully stand out, yet giving her an unparalleled ability to relate, empathise, and connect with anyone, anywhere. Her story is a living example of adapting to chaos and finding strength in difference, which is the foundation of a genuinely inclusive culture.

Listeners are invited into Amanda’s world where the challenge of not feeling wholly ‘enough’ in any one place leads to an extraordinary capacity to build relationships and coordinate chaos into momentum, particularly in Learning and Development (L&D) across diverse industries and multinational organisations. If ever there was a testament to the power of Positive People Experiences to drive business success and individual fulfilment, Amanda's career provides it.

Key to this episode is the focus on Culture Change – not just as a theoretical concept but as a lived, continuous process. We unpick the importance of belonging as the magic ingredient often overlooked in the diversity, equity, and inclusion (DEI) discourse. Amanda and I dissect how inclusion goes beyond ticking boxes, demanding deeper emotional intelligence—self-awareness, adaptability, and real listening. We explore practical strategies to create environments where people genuinely want to show up and contribute, drawing on Amanda’s rich background as “the glue” that brings teams together for shared purpose and exceptional results.

The episode doesn’t shy away from the hard truths either. We tackle the real consequences of polarisation, the effects of COVID-19 on our work and wellbeing, and the widespread amnesia creeping into post-pandemic workplace policies—where good intentions for staff wellbeing risk being sidelined by outmoded leadership instincts or political and economic pressures. Amanda highlights how the pendulum swing between crisis and recovery repeatedly tests the authenticity and agility of organisational leaders.

Listeners also learn actionable methods for building Positive People Experiences even amidst uncertainty and change. We examine how leaders and teams can cultivate trust, model vulnerability, and communicate their "why" to mobilise buy-in and ignite sustainable culture transformation. Amanda draws on psychological models, such as DISC profiling and the power of the “Five Whys,” to break down how understanding oneself and others is the bedrock of effective leadership and thriving teams.

This episode is a masterclass in putting people at the centre of business. It’s a call to action for every leader, team member, and HR professional who aspires to organisational excellence through Culture Change and Positive People Experiences. With honest storytelling, expert analysis and tangible advice, Amanda and I convince listeners that creating space for all kinds of people to contribute their best selves isn’t a nice-to-have—it’s essential for the future of work.

By tuning in, you’ll gain rare insights into:

• Harnessing your own dualities and difference as a strength

• Decoding the unseen barriers to true belonging in the workplace

• Adapting leadership and communication across diverse global teams

• Building resilience and flexibility in a rapidly changing world

• Structuring personal and organisational change through intention and curiosity

• The critical interplay between trust, autonomy, and accountability

If you’re passionate about fostering an inclusive, vibrant workplace where everyone thrives, or if you’re navigating the complexities of post-pandemic culture, this episode will give you the language, the tools, and the motivation to lead Culture Change and ensure Positive People Experiences are at the heart of everything you do.

Closing Summary and Call to Action

In this enlightening conversation, Amanda Van Der Heiden and I have reminded ourselves—and you—the audience, that Organising Chaos for Positive People Experiences is not only possible but essential for sustainable Culture Change. The journey to inclusion and belonging is ongoing, and every leader, manager, and team member has a crucial role to play.

Here’s what you can take away and action immediately from this episode:

1. Lead Yourself First:

   • Invest time in self-awareness. Track your behaviours, your triggers, and your communication preferences for a few days.

   • Reflect on your thought patterns. Are you responding reactively or proactively? Are you aware of unconscious patterns that affect your leadership?

2. Know Your Why:

   • Don't accept the status quo. When faced with a challenge or a change, probe deeper: Why are we doing this? Utilise the "Five Whys" to uncover the root cause or true motivation.

   • Share the whole picture with your team—transparency fosters trust and invites engagement.

3. Shift from Policing to Empowering:

   • Move away from surveillance-based management. Focus on outcomes, not facetime. Trust your people; measure what matters (results, engagement, growth).

   • Question old assumptions about attendance and productivity. Is compulsory office return serving individual or organisational growth?

4. Cultivate Belonging, Not Just Inclusion:

   • Remember, diversity brings together different voices, but only inclusion and belonging lets them harmonise.

   • Small actions—greeting people by name, listening deeply, allowing space for both introverts and extroverts—have outsized impact.

5. Champion Emotional Intelligence:

   • Develop both self-awareness and social awareness. Learn the communication styles of those around you and adapt your message.

   • Practice “meeting people where they’re at”—show curiosity about others’ backgrounds, pressures, and motivations.

6. Recognise & Leverage Difference:

   • Diverse teams outperform homogenous ones. Amanda’s experience across Kentucky, New York, and beyond illustrates the benefit of welcoming contrasting perspectives.

   • Use psychometric tools and structured reflection to map strengths and build high-performing teams.

7. Redesign the Employee Experience:

   • When developing L&D programmes or rolling out change, always design for the end-user—what’s in it for them? Give autonomy, allow for personalisation, and spark curiosity.

   • Build in flexibility: allow people choice in where, when and how they contribute and thrive.

8. Model Vulnerability and Authenticity:

   • It’s not about being perfect or always “fitting in.” Embrace your quirks, share your story, and create space for others to do the same.

   • Celebrate mistakes as learning opportunities—continuous improvement underpins both personal growth and organisational innovation.

9. Action Breeds Momentum:

   • Don’t wait for permission to start Culture Change. Amanda’s advice is clear: change begins with one person’s action, and culture is built one conversation at a time.

   • Foster positive language and solution-focus. Replace “don’t do this” with “try this”—this works for toddlers and CEOs alike!

10. Be Consistently Curious and Kind:

    • Genuine curiosity about your colleagues’ experiences and challenges leads to empathy.

    • Kindness, especially during periods of uncertainty and high stress, is the greatest tool a leader—or any human—holds.

The bottom line? Culture Change is not an HR project, nor a leadership fad, but the everyday practice of building Positive People Experiences at every level of an organisation. It’s about being intentional, connected, and unwaveringly human.

Action Point:
Reflect on which one of these principles you’ll put into practice this week. Share your commitment with a colleague, and encourage them to join the conversation—because change multiplies through connection.

And don’t forget: you can access Amanda’s free actionable templates for organising chaos at www.gtdscorp.com/giveaway, as well as reach out to me, Joanne Lockwood, if you’d like to share your story or join a future episode.

Outro

Thank you, the listener, for tuning into this episode of the Inclusion Bites Podcast. Your curiosity, your care, and your commitment to Positive People Experiences and genuine Culture Change are what fuels this movement for inclusion and belonging.

If you found value in this conversation, please give this video a like, subscribe to the channel, and share your insights in the comments. Your engagement helps amplify the voices and messages that truly matter in today’s world.

For more inspiration, resources, and bold conversations, visit the SEE Change Happen website:
https://seechangehappen.co.uk

and explore all the episodes of the Inclusion Bites Podcast here:
https://seechangehappen.co.uk/inclusion-bites-listen

Let’s keep building workplaces—and a world—where everyone has the space, the trust, and the encouragement to belong.

Stay curious, stay kind, and stay inclusive – Joanne Lockwood

Certainly. Below, I’ve approached your request as a Root Cause Analyst, drawing directly from the topics and insights covered in this episode of Inclusion Bites Podcast: “Organising Chaos, Sparking Belonging”.

Key Problems Identified

1. Persistent Lack of Genuine Belonging in Organisations

2. Challenges in Organising Diverse and Chaotic Environments

3. Inadequate Adaptation to Individual Needs and Styles

4. Tendency to Revert to Outdated Models Post-crisis (e.g. COVID-19 amnesia)

Let’s take each of these and dig deeper—applying the ‘Five Whys’ technique—to reveal what’s really at play.

1. Persistent Lack of Genuine Belonging in Organisations

• Why does this problem exist?
  Because organisational strategies too often focus on diversity, equity, and inclusion (DEI) at a superficial level but neglect the deeper element of belonging.

• Why is belonging de-prioritised?
  Because senior leadership and HR often interpret inclusion as compliance—ticking boxes—rather than investing in relational and emotional outcomes.

• Why is compliance prioritised over relational outcomes?
  Because tangible metrics such as attendance, completion of mandatory training, and demographic representation are easier to measure than feelings of belonging or psychological safety.

• Why are feelings of belonging harder to measure?
  Because there’s a lack of awareness and tools for capturing sentiment and lived experience, and a discomfort with subjective or qualitative data in executive decision-making.

• Why does this discomfort occur?
  Because it demands vulnerable leadership: admitting gaps, using emotional intelligence, and challenging ingrained assumptions—attributes not universally present or valued in traditional leadership paradigms.

Root Cause:
Traditional leadership models prioritise control, compliance, and quantifiable outputs over people-centric, intangible outcomes such as belonging, due to lack of vulnerability, emotional intelligence, and appropriate measurement tools.

2. Challenges in Organising Diverse and Chaotic Environments

• Why does chaos arise in diverse organisational environments?
  There’s a wide variation in backgrounds, perspectives, and communication styles, making alignment and momentum difficult.

• Why is alignment difficult to achieve?
  Because leaders rarely invest in understanding individual motivations, preferences, or learning styles—preferring uniform processes.

• Why do leaders favour uniformity?
  Because standardisation simplifies management, and there’s a belief that ‘one-size-fits-all’ drives efficiency.

• Why is this belief persistent?
  Because it’s rooted in legacy industrial models of work, where conformity was prized and difference was regarded as disruptive.

• Why do organisations cling to legacy models?
  Due to risk aversion, inertia, and lack of exposure to evidence that pluralism and flexibility deliver superior performance and engagement.

Root Cause:
A legacy mindset drives organisations to prefer uniformity and standardisation, making it difficult to reconcile chaos and harness the power of diversity for collective momentum.

3. Inadequate Adaptation to Individual Needs and Styles

• Why aren’t individual differences properly addressed?
  Organisations often lack both awareness and intentional structures to recognise, support, and accommodate divergent needs and communication styles.

• Why do these structures not exist?
  Because implementing flexible, person-centric practices is wrongly perceived as burdensome, expensive, or unnecessary.

• Why is flexibility deemed burdensome?
  Because leaders fear loss of control, inconsistency, or resource inefficiency.

• Why do leaders fear this loss of control?
  Traditional management development rarely emphasises the value of autonomy, trust, or psychological safety.

• Why is psychological safety not prioritised in management development?
  Because there’s still a systemic bias towards extrinsic motivators (e.g. pay, status) rather than intrinsic ones (e.g. meaning, purpose, belonging).

Root Cause:
Systemic bias towards extrinsic control mechanisms and fear of perceived inefficiency stymies the adoption of person-centric, adaptive practices.

4. Tendency to Revert to Outdated Models Post-Crisis

• Why do organisations revert to pre-crisis models after moments of forced adaptation (e.g. COVID-19 pandemic)?
  There’s organisational amnesia and a comfort in the familiar, even when the familiar is demonstrably less effective.

• Why is the familiar preferred, despite evidence to the contrary?
  Leaders gravitate towards what feels controllable and predictable, even at the expense of employee engagement or well-being.

• Why do leaders value predictability over well-being?
  Because short-term metrics (e.g. office occupancy, business-as-usual routines) are valued above long-term cultural transformation and staff happiness.

• Why are long-term cultural outcomes devalued?
  Lack of accountability for people outcomes at board or leadership levels; insufficient connection between culture and commercial success in reporting structures.

• Why is there insufficient accountability for culture?
  Because culture is regarded as ‘soft’, secondary, or difficult to evidence in business cases for change.

Root Cause:
Organisational systems reward the familiar, the quantifiable, and the controllable, leading leaders to retreat from progressive models—even after these have proven more effective—due to lack of accountability and undervaluing of cultural outcomes.

Summarised Findings

• The ongoing lack of genuine belonging stems from traditional management paradigms that prize compliance, control, and easy-to-measure outcomes over people-first experiences.

• Chaos in diverse environments is aggravated by inertia and the erroneous belief that uniformity ensures efficiency.

• Failure to adapt to individual differences is traceable to systemic extrinsic bias and fear of losing control.

• Reversion to outdated post-crisis models is caused by organisational amnesia and the lack of accountability for culture and well-being at leadership level.

Potential Solutions

1. Champion Vulnerable & Emotionally Intelligent Leadership

   • Develop leaders with awareness, emotional intelligence and the courage to prioritise people over process; foster vulnerability and open dialogue.

2. Implement Tools to Measure Belonging

   • Create qualitative and quantitative tools that capture lived experiences, psychological safety, and sentiment—embedding these as core KPIs.

3. Shift Management Training Paradigms

   • Redesign management and leadership development to emphasise intrinsic motivators, adaptability, autonomy, and the principles of psychological safety and inclusion.

4. Design Person-Centric Systems

   • Replace uniform approaches with flexible, adaptive structures that celebrate and support individual needs, learning styles, and preferences (e.g. autonomy in remote/hybrid working).

5. Create Accountability for Cultural Outcomes

   • Embed cultural and people outcomes in leadership appraisal, reward systems, and board-level reporting; hold leaders to account for the effect of their decisions on employee experience and belonging.

6. Institutionalise Learning from Crisis

   • Formally review crisis adaptations (such as during COVID-19), document lessons learned, and institutionalise best behaviours—actively preventing organisational amnesia.

7. Embrace Organising Chaos as a Strength

   • Treat diversity–even chaos–as a resource, deploying ‘chaos coordinators’ who bridge differences and align efforts around people-centred momentum.

In sum, addressing the lack of belonging and the challenge of harnessing diversity requires bold, people-centred organisational transformation—starting at the root with leadership, systems, and mindset. Otherwise, as Joanne Lockwood and Amanda Van Der Heiden have articulated, the habit of ‘organising chaos’ will remain a missed opportunity, rather than the spark that drives real inclusion.

Slide 1
✨ Feeling out of place… or just organising chaos?
Ever felt like you don’t quite fit in—anywhere? Or wondered how “belonging” really feels at work?

Slide 2
🌏 Meet Amanda Van Der Heiden—The Chaos Coordinator
Juggling Dutch heritage, Kentucky roots, and New York flair, Amanda’s life is a masterclass in adapting, connecting, and thriving amidst extremes.

Slide 3
🤝 From Difference to Belonging
Amanda reveals how growing up between worlds taught her to embrace uniqueness, spark empathy, and translate complexity into people-first momentum.

Slide 4
💡 The Secret to True Inclusion
Forget checking boxes—real belonging is about spaces where you feel seen, heard, and valued. Learn why “organising chaos” is the first step to building an inclusive culture.

Slide 5
🎧 Ready to spark belonging?
Dive into “Organising Chaos, Sparking Belonging” on The Inclusion Bites Podcast.
Listen now: seechangehappen.co.uk/inclusion-bites-listen
#InclusionBites #SparkingBelonging #ListenNow

Organising Chaos, Sparking Belonging: Six Essential Conversations on Inclusion and Belonging

Meta Description:
Explore how inclusion and belonging are ignited through stories on diversity, authenticity, leadership, communication, change and curiosity. In this deep dive, discover practical strategies to organise chaos and spark belonging at work and beyond.

When I think back on my conversation with Amanda Van Der Heiden, what sticks out is how the threads of inclusion and belonging wove through every theme we touched. Inclusion and belonging aren’t mere buzzwords—these are essential ingredients both for our workplaces and our wider lives. From Amanda’s unique upbringing to her insights into leading global teams, every moment offered a spark for anyone keen on creating spaces where people can thrive. Let’s explore some of the most compelling topics we delved into, and the nuggets of curiosity that kept me (and I hope you!) eager for more.

1. A Life Between Worlds: The Power of Diverse Upbringings

If you’ve ever felt like you didn’t quite fit in anywhere, Amanda’s journey will resonate. Raised with Dutch roots in America, Amanda split her formative years between the urban bustle of New York and the rural landscapes of Kentucky. The contrasts—cultural, political, even culinary—were stark. As Amanda recounted, growing up in “two extremes” fostered a unique perspective: not tethering to a single capital-T “Truth,” but learning to see multiple realities as equally valid.

Here’s what I found especially curious: Amanda’s natural ability to “fit in anywhere without ever truly fitting in.” It’s a reminder that the magic of diversity isn’t about finding uniformity, but about embracing the contrasts that shape our outlooks. Can you imagine how this ability to traverse boundaries impacts one’s sense of belonging at work—or in society at large?

2. Organising Chaos: Facilitating Collaboration Across Difference

Amanda’s self-described superpower—translating complexity into people-centred momentum—is more than clever wordplay. In our chat, she likened her early experience running horse shows to managing chaos on a grand scale. Now, with two decades in learning and development behind her, she sees herself as the glue in multinational organisations, aligning disparate teams and personalities toward shared success.

But here’s a point to ponder: How do you bring together people from wildly different backgrounds, cultures, and disciplines to collaborate? Amanda’s approach underscores the importance of creating environments where every voice matters. The curiosity here lies in what happens when you genuinely prioritise understanding and harness the strengths of variety instead of insisting on uniformity—does the result leapfrog what “like minds” can achieve?

3. Sparking Belonging: From Inclusion Policy to Lived Experience

Belonging emerged as a heartbeat throughout our discussion. As Amanda and I reflected, companies may speak volumes about diversity, equity and inclusion, but often miss the critical spark—belonging. True workplace inclusion happens not when everyone’s box is ticked, but when people feel seen, valued and genuinely a part of something bigger.

We mused on a familiar pop culture image: the bar from “Cheers,” where everybody knows your name. That’s real belonging—not just access, but deep-rooted connection. Here’s a curiosity for you: Could the difference between “inclusion” and “belonging” be the same as the gap between being invited to a party, and being asked to dance (or knowing your favourite drink’s already waiting at the bar)?

4. Curiosity and Continuous Learning: Crafting Development for All

An undercurrent in our conversation was the value of sparking curiosity. Amanda, whose background spans everything from childhood equine events to global corporate rollouts, made it clear: adults and children alike learn best when they understand the “what’s in it for me.” Learning isn’t about compliance, it’s about autonomy and tailored engagement.

What fascinates me most is Amanda’s assertion that no single approach works for all. Some might crave a conversation with a colleague; others need manuals and data. This diversity in learning styles echoes the need to personalise inclusion—are we asking what helps each team member grow, or delivering cookie-cutter programmes? What might happen if we all took the time to understand the unique drivers of curiosity and motivation among our teams?

5. Leadership, Trust and Authenticity: Adaptive Communication

One riveting thread ran through our reflection on leadership: authenticity is important, but not an excuse for stubbornness. Amanda noted that while it’s essential to be one’s true self, adaptability makes inclusion possible. As she put it, you may be a natural extrovert, but if your audience thrives on data and detail, it pays dividends to flex your approach.

A point of curiosity: are leaders truly listening, or simply performing inclusion in theory? The distinction comes alive in whether people feel empowered to communicate in a way that lands, not just sounds authentic. If we judge others by their actions and ourselves by our intentions, what bridges are left to be built for genuine connection and understanding?

6. Navigating Change and Chaos: Mindset, Motivation and Momentum

The world feels chaotic—politically polarised, economically turbulent, socially fragmented. Amanda and I delved deep into how leaders and organisations can weather disruption by placing people first. Drawing from the shockwaves of COVID-19, we agreed: those organisations that centre wellbeing, flexibility and trust emerge stronger.

Curiously, Amanda highlighted the “pendulum swing” of organisational memory; why do companies so quickly forget the human-centred lessons of crisis times and rush to reinstate old controls? What change could we ignite if we all remembered to ask “why” with relentless curiosity—about our processes, our policies, and our people? Is it culture, leadership inertia, or merely fear that keeps us from sustaining momentum?

Inclusion and Belonging: From Conversation to Practice

Reflecting on my conversation with Amanda, I am reminded that the path to inclusion and belonging is both simple and profound: see people as they wish to be seen, adapt in the face of complexity, lead with both trust and self-awareness, and never stop asking why. If there’s a call to action here, it’s this—keep the curiosity burning, and make space for every story. After all, sparking belonging is an ongoing act, not a destination.

Hungry for more actionable strategies? Connect with me or revisit the Inclusion Bites journey—because together, we can continue to organise chaos and light the fires of inclusion and belonging.

🎧 Feeling out of place, or leading a team through constant change? Dive into “Organising Chaos, Sparking Belonging” on the Inclusion Bites Podcast! Host Joanne Lockwood sits down with chaos-coordinator Amanda Van Der Heiden to unpack how embracing difference, working across cultures, and owning your authentic self create real belonging—even in the wildest environments.

From the meaning of true inclusion to practical ways of sparking connection at work and beyond, this episode is brimming with bold insights and real talk. 🚀✨

Ready for more? Listen to the full episode and ignite your own journey towards belonging 👉 https://seechangehappen.co.uk/inclusion-bites-listen

#InclusionBites #Belonging #Leadership #Podcast #CultureMatters

Certainly! Drawing on the episode "Organising Chaos, Sparking Belonging" from the Inclusion Bites Podcast, I've curated standout slogans, soundbites, and memorable quotes that would make powerful merchandise, as well as creative hashtags. Each comes with a detailed prompt for AI-generated imagery, perfectly suited for mugs, t-shirts, stickers and more.

Slogans, Soundbites & Quotes + AI Image Prompts

1. Organising Chaos, Sparking Belonging

Image Prompt:
A vibrant, dynamic collage of diverse people interlinking hands or gears, with swirling patterns to evoke 'chaos' transforming into a harmonious circle in the centre, radiating light. The words "Organising Chaos, Sparking Belonging" float boldly in the middle. Bright, optimistic colours with a balance of cool and warm shades.

2. "You don't have to take on the identity of your bubble."

Image Prompt:
A person breaking out of a glass bubble, reaching towards a world map filled with different colours and cultures. The quote overlays in sleek, modern font. The mood is optimistic, symbolising openness, exploration, and personal growth.

3. "Be the glue that brings everybody together."

Image Prompt:
An abstract depiction of a golden glue bottle pouring out into a tangled web that straightens into interconnected threads of multiple hues. Silhouettes of people from different backgrounds are visibly joined and uplifted. The text arches over the image in bold, friendly type.

4. "Simple is not easy."

Image Prompt:
Minimalist design with a tangled knot morphing into a straight line, created in simple geometric shapes. Overlay the slogan in a clean sans-serif, contrasting the complexity and simplicity in silhouette. Neutral palette with a bold pop of colour.

5. "Consciously today, think about how you're reacting to people."

Image Prompt:
An illustrated brain with small thought bubbles that show different reactions: empathy, kindness, curiosity. Diverse faces peer out from each bubble. The quote is in a soft, hand-lettered script along the bottom. Gentle pastel tones evoke mindfulness.

6. #SparkingBelonging

Image Prompt:
Large, glowing hashtag embedded in a radiant spark bursting outwards. Centre the hashtag, surround it with inclusive icons (hands, hearts, globe, rainbow). Warm yellows, golds, and iridescent accents.

7. #PeopleFirst

Image Prompt:
Centre a stylised heart composed of tiny diverse silhouettes, all coming together to form the shape. Place the hashtag boldly beneath. Make it feel community-oriented and inviting, with colours echoing skin tones and rainbow elements.

8. "You can break any pattern or build any amazing pattern."

Image Prompt:
A tessellated background that breaks apart into unique mosaic pieces, then reforms into an intricate, beautiful pattern. Illustrate motion and transformation with vibrant jewel tones. The quote spans the centre in dynamic font.

9. "What gets measured gets managed."

Image Prompt:
A whimsical scene of a magnifying glass focusing on different colourful icons: clocks, checklists, graphs, happy people. Display the phrase smartly above or inside the glass, with an analytical but playful vibe.

10. "All people want is to be heard and seen."

Image Prompt:
Human silhouettes with radiating lines from their mouths and eyes. The background is a crowd scene, but each figure is highlighted and clear, symbolising being noticed in a crowd. The text is elegant and central.

Merchandising Notes

• Each design prompt is crafted to ensure inclusivity, vibrancy, and universal appeal.

• The slogans evoke the episode’s ethos and are rooted in direct transcript quotes or core ideas discussed by the speakers.

• Hashtags (#SparkingBelonging, #PeopleFirst) are ready to be adopted on all products, campaigns and social media.

Let me know which slogans or designs you'd like to focus on, or if you want bespoke prompts for other quotes from the episode!

Amanda Van Der Heiden, this month’s guest on Organising Chaos, Sparking Belonging—the featured episode of The Inclusion Bites Podcast—brings together a lifetime of navigating complexity and building bridges across divides. As a “Chaos Coordinator” and relationship builder with over 20 years’ experience in Learning & Development, Amanda’s career has spanned global rollouts across 40+ companies, 15 countries, and 12 industries. Her passion? Turning workplace complexity into people-centred momentum and meaningful belonging.

Amanda’s story is one of living on intersections—between Dutch heritage and American upbringing, between the rural rhythms of Kentucky and the vibrant pulse of New York, and now embracing life “over the bridges” in Rhode Island. These contrasts have informed her nuanced approach to difference, cultural navigation, and organisational change. Whether it is translating divergent perspectives or harnessing diversity for high-performing teams, Amanda’s philosophy is rooted in the conviction that belonging is not a tick-box exercise but a lived, emotional reality.

Throughout the episode, Amanda and host Joanne Lockwood dissect the nature of chaos, the power of personal narrative, and the barriers to genuine inclusion. Amanda shares not just professional expertise but also personal experiences, including growing up visibly different due to her rare condition, piebalism, and the lessons in empathy and resilience it instilled. Her advocacy for people-first solutions is both practical and transformational—emphasising curiosity, autonomy, and the necessity of crafting inclusive learning environments that recognise individual strengths and differences.

Amanda reminds us that true belonging cannot be enforced by policy alone; it must be cultivated through authentic conversation, conscious leadership, and a willingness to meet people where they are. She challenges us to reconsider how intentions and actions align, how organisational change is possible even amidst polarisation, and why self-awareness—in both language and mindset—sits at the core of inclusive practice.

In this unmissable feature, Amanda equips us with strategies to organise the chaos of modern workplaces into communities where every individual can show up, contribute, and thrive. Listen in to discover how you might spark belonging in your own team, and why even the smallest cultural moments can fuel significant and lasting inclusion.

Opening Hook:
Are you ready to disrupt the narrative around belonging and spark real change in your workplace? What if the very chaos you fear could become the catalyst for authentic inclusion?

Episode Summary:
In this bold episode of Inclusion Bites Podcast (“Organising Chaos, Sparking Belonging”), host Joanne Lockwood sits down with chaos coordinator and global relationship builder, Amanda Van Der Heiden, for a compelling conversation on how discomfort, diversity, and difference aren’t barriers—they’re fuel for progress. Discover how Amanda’s unique upbringing and rare condition shaped a perspective able to bridge worlds: between Kentucky and New York, corporate life and authenticity, chaos and synergy.

You’ll dive into:

• How growing up ‘between worlds’ can cultivate empathy, adaptability, and resilience.

• The power of leveraging individuality and authenticity to unite teams and amplify organisational results.

• How intentionality and mindset transform stress into momentum and drive innovative change.

• Practical tools for leaders to evoke genuine belonging, foster psychological safety, and banish outdated policies that stifle creativity.

Takeaways & Actions:

• Reflect: Challenge the assumptions at the core of your workplace culture. When was the last time you truly asked why you do things the way you do?

• Connect: Make authenticity your default; seek to understand before you act or judge—people want to feel seen.

• Act: Review your communications, meeting structures, and leadership practices; shift from compliance to autonomy and inclusive engagement.

• Audit: Start tracking your team’s strengths, learning styles, and sense of belonging—then tailor your approach.

• Lead: Advocate for practices that create space for difference, dialogue, and psychological safety. Remember, culture shifts start with a single conversation.

After listening, expect to think more critically about how chaos can be harnessed for good, to feel empowered to spark belonging in any context, and to act with greater purpose and effectiveness—organising the chaos not to control, but to unite.

Listen now and reinvent your approach to inclusion:
https://seechangehappen.co.uk/inclusion-bites-listen

#InclusionBites #OrganisingChaos #SparkingBelonging #InclusiveLeadership #PsychologicalSafety #DEI #MindsetMatters #PeopleFirst #ChallengeTheNorms #PositivePeopleExperiences

Inclusion Bites Podcast Quiz

Episode: Organising Chaos, Sparking Belonging

Multiple Choice Questions

1. According to Joanne Lockwood, what is a crucial factor for making people perform at their best in organisations?
A) Strict hierarchical structure
B) Feeling welcomed and that there is a place for them
C) Offering financial incentives
D) Strong disciplinary processes

2. Joanne Lockwood often likens the feeling of belonging to which of the following examples?
A) Passing an exam
B) Being alone in nature
C) Walking into the bar from the sitcom 'Cheers'
D) Winning an award

3. In discussing inclusion, what does Joanne Lockwood argue is often overlooked by businesses in their diversity efforts?
A) Recruiting from top universities
B) The magic of belonging
C) Compliance with legal requirements
D) Global expansion

4. Joanne Lockwood believes that people can feel lonely even in what circumstances?
A) When working from home
B) When attending a training course
C) In a room full of people
D) While travelling

5. When referring to adapting communication, what analogy does Joanne Lockwood use to describe people negotiating how to best communicate with each other?
A) Teaching children to read
B) The sound of dial-up internet modems connecting
C) Playing chess
D) Sailing a ship

6. What does Joanne Lockwood cite as a significant challenge for leaders and HR during and after COVID?
A) Supporting only senior leaders
B) Encouraging people to use annual leave
C) Balancing people’s needs with organisational priorities
D) Enforcing strict uniform policies

7. During changes such as COVID or hybrid work, what does Joanne Lockwood suggest companies quickly forgot?
A) How to utilise technology
B) The importance of valuing and caring for their people
C) How to plan office parties
D) The role of profit margins in engagement

8. When it comes to people management, Joanne Lockwood suggests HR should do what when someone is late to work?
A) Issue a warning immediately
B) Ignore the lateness
C) Seek to understand what’s going on for the individual
D) Reduce their salary

9. Joanne Lockwood notes that many organisations’ approach to remote work and office returns is often influenced by what?
A) Coffee preferences
B) Senior leadership’s personal style or beliefs
C) Customer complaints
D) Weather patterns

10. According to Joanne Lockwood, what is essential for leaders to share in order to foster motivation and clarity in their teams?
A) Competitive salary information
B) Entire business strategy documents
C) The ‘why’ behind decisions and initiatives
D) Annual leave policies

Answer Key with Rationale

1. B) Feeling welcomed and that there is a place for them
Rationale: Joanne Lockwood stresses throughout the conversation that creating a sense of belonging is key to getting the best out of people.

2. C) Walking into the bar from the sitcom 'Cheers'
Rationale: She references the bar from Cheers as an analogy for belonging—a place where everyone knows your name and you feel comfortable.

3. B) The magic of belonging
Rationale: Joanne Lockwood points out that while organisations talk about diversity and inclusion, they often neglect the actual experience of belonging.

4. C) In a room full of people
Rationale: She explains that one can feel lonely even among many others, highlighting the difference between inclusion and belonging.

5. B) The sound of dial-up internet modems connecting
Rationale: Joanne Lockwood uses the modem negotiation metaphor to describe how people adjust their communication styles to connect.

6. C) Balancing people’s needs with organisational priorities
Rationale: The episode discusses how organisations had to adapt quickly during COVID to support their people while still achieving business objectives.

7. B) The importance of valuing and caring for their people
Rationale: She argues that lessons about caring for people during COVID were quickly forgotten by many organisations as they reverted to old practices.

8. C) Seek to understand what’s going on for the individual
Rationale: Rather than jumping to discipline, Joanne Lockwood advocates for empathy and understanding the reasons behind lateness.

9. B) Senior leadership’s personal style or beliefs
Rationale: She notes that decisions around returning to the office are frequently driven by leaders' personal preferences rather than by staff’s actual needs.

10. C) The ‘why’ behind decisions and initiatives
Rationale: Joanne Lockwood repeatedly emphasises the importance of leaders sharing the rationale behind actions to increase buy-in and motivation.

Summary Paragraph

This episode of Inclusion Bites, hosted by Joanne Lockwood, underscores the critical importance of fostering genuine belonging within organisations as a powerful driver of engagement and performance. Through vivid metaphors such as the bar in 'Cheers' and the connecting whir of dial-up modems, Joanne Lockwood highlights the difference between surface-level inclusion and the authentic experience of being welcomed. She warns that despite the empathy shown during COVID, many companies have quickly reverted to outdated habits, overlooking the necessity of caring for their people and understanding their individual needs. Joanne Lockwood urges leaders and HR professionals to seek understanding before judgement, to ensure that policies and workplace choices are truly people-centric rather than driven solely by management preference. Above all, leaders are encouraged to clearly communicate the ‘why’ behind decisions to cultivate motivation, clarity, and a sustainable culture of belonging.

Organising Chaos, Sparking Belonging

Between the worlds of city lights and fields of roaming horse,
Where accents shift like seasons and each path takes its course,
A different shade, a blending hue, of skin and hair combined,
Teaches hearts to shape compassion, leave old boundaries behind.

Two bridges cross a river, two truths can hold the day,
To fit in everywhere and yet not truly find your way.
Alone but not abandoned, apart and still entwined,
What makes a self? What makes a team? The questions realigned.

Belonging isn’t surface—no tick box, rule, or role;
It’s not the noisy chatter or the volume of control.
It’s knowing eyes that notice, a space where you can bloom,
A reason to step forward, not just tolerate a room.

If chaos is the canvas and connection is the glue,
Then sparking kind momentum brings the best in all we do.
From Kentucky fields to city streets, each culture, voice, and stance,
Belonging’s born of listening, and the courage of advance.

Intentions drive inclusion as we shape the way we speak,
Exchange the phrase “don’t do that” for “here’s the path you seek”.
Leaders open storybooks, not keeping jigsaws tight,
Building trust through why and how—the full truth, shared in light.

So measure not by presence, or the clicking in the halls,
But by the spark that’s kindled when someone finally calls
Out hope, and dreams, and seeing, in workplaces or in bars—
Where everyone belongs inside, not left behind in scars.

Transformation starts so simply—by noticing, by care,
By shifting language, seeking why, and choosing to prepare
A culture where the difference is a gift and not a test,
Where collaboration’s nurtured and each person does their best.

So subscribe, share this journey, let the change and learning grow—
For every bite brings vision, and together, seeds we sow.

with thanks to Amanda Van Der Heiden for a fascinating podcast episode

Key Learning and Takeaway

The central lesson from this episode is that true inclusion and belonging in organisations arises not from tick-box diversity or rigid processes, but from cultivating environments where people are understood, valued, and empowered to thrive as their authentic selves. Successful leaders and teams organise the inherent chaos of human dynamics by focusing on shared purpose, transparent communication, and deep self-awareness—embracing difference as the key ingredient to meaningful collaboration, innovation, and enduring cultural change.

Point #1: Embrace the Chaos, Celebrate Difference
Rather than trying to eliminate complexity and diversity, Amanda Van Der Heiden highlights how authentic belonging emerges through acknowledging varied backgrounds, perspectives, and personal journeys. It’s in the messy interplay of cultures, communication styles, and viewpoints that individuals and organisations find the greatest strength.

Point #2: Self-Awareness Precedes True Leadership
Both Joanne Lockwood and Amanda Van Der Heiden emphasise that inclusion starts with self-reflection. Leaders who understand their own motivations and communication preferences are far more effective at creating environments where everyone feels seen, heard, and respected. Track your thoughts and reactions—what gets measured gets managed.

Point #3: Translate Complexity Into Momentum Through Communication
The art of “organising chaos” lies in clear, consistent, and transparent communication. Sharing the ‘why’ behind decisions and inviting open, respectful exchanges allows teams to align around common goals, reduces friction during change, and unleashes collective creativity.

Point #4: Belonging is Felt, Not Imposed
Belonging is not merely about being present—it’s about feeling genuinely welcomed and valued. As Joanne Lockwood points out, people leave environments that lack warmth or authenticity, regardless of formal inclusion policies. Organisations must foster spaces where individuals’ unique stories are acknowledged, and their contributions actively encouraged.

Book Outline Based on Guest Perspectives from the Inclusion Bites Podcast: “Organising Chaos, Sparking Belonging”

WORKING TITLE SUGGESTIONS

1. Embracing Chaos, Sparking Belonging: Lessons in People-Centred Leadership

2. Bridging Worlds: Insights into Inclusion, Adaptability, and Human-Centred Change

3. Order from Chaos: Navigating Belonging in Complex Workplaces

INTRODUCTION

• Framing the Journey
  Introduce the concept of “organising chaos” as experienced from childhood through to professional life. Set the stage for exploring belonging, adaptability, and thriving amidst change. Highlight the core promise of the book: actionable strategies for building people-first cultures in complex environments.

CHAPTER 1: GROWING BETWEEN WORLDS—A MASTERCLASS IN ADAPTABILITY

Subheadings:

• Living Between Extremes: Kentucky’s Rural Roots and New York’s Cutting Edge

• Fitting in Everywhere, Belonging Nowhere

• The Power and Challenge of Cultural Contrast

Summary:
Recount formative years moving between highly contrasting environments: Kentucky’s tradition-bound culture and New York’s progressive edge. Explore how this duality fostered adaptability and a unique perspective on identity and belonging. Reflect on learning early that there is no single ‘truth’—perspective depends on lived experience.

Potential Quote:
“I don’t fit anywhere, but I can fit in anywhere.”

Visual Aid:
Map/illustration of cultural spectrums and how experiences fit between extremes.

CHAPTER 2: THE BEAUTY OF DIFFERENCE—OWNING INDIVIDUALITY IN A CONFORMIST WORLD

Subheadings:

• Born Visibly Different: Embracing Uniqueness

• Early Lessons in Standing Out

• Cultivating Resilience and Empathy from Otherness

Summary:
Discuss living with piebalism, and the personal journey from embarrassment to self-acceptance. Unpack the double-edged sword of visible difference: curiosity, questions, and, ultimately, the freedom to embrace one’s identity. Draw lessons on childhood adversity as an accelerator for empathy and inclusive thinking.

Example:
Anecdotes about repeated reactions to the visible birthmark demonstrate the universality of human response.

Reflection Exercise:
Invite readers to consider ways in which their own differences shaped their approach to adversity and inclusion.

CHAPTER 3: ORGANISING CHAOS—FINDING ORDER IN DIVERSE ENVIRONMENTS

Subheadings:

• Learning from Horses: Early Lessons in Coordination and Leadership

• The Glue in the Middle: Bridging People, Processes, Cultures

• Turning Complexity into Momentum

Summary:
Explore the development of people-centric project management skills, using childhood experiences running horse events as a metaphor for adult organisational change. Define the importance of being the “glue” that unites disparate backgrounds and roles towards shared results.

Interactive Element:
Practical exercise on mapping sources of organisational “chaos” and identifying points for coordination.

CHAPTER 4: SPARKING BELONGING—THE MISSING INGREDIENT IN DIVERSITY STRATEGY

Subheadings:

• Inclusion Beyond Compliance: Moving Past the Box-Ticking

• From “What” to “Why”: The Centrality of Purpose and Motivation

• The Feeling of Belonging—How to Know When It’s There (or Not)

Summary:
Delve into why belonging matters more than mere inclusion or diversity. Illustrate with examples of both belonging and non-belonging in teams and classrooms. Highlight the emotional nature of belonging and the need for authenticity from leadership.

Quote:
“People just want to be seen and heard. Without that, everything falls apart.”

Research:
Integrate statistics on engagement and retention when belonging is prioritised.

CHAPTER 5: THE DUAL EDGE OF AUTHENTICITY AND ADAPTATION

Subheadings:

• Authenticity Versus Self-Awareness: How to Be Real and Respectful

• Adapting Without Losing Yourself

• Bridging Styles—From Extrovert to Engineer

Summary:
Explain how genuine self-expression must be matched with emotional intelligence and audience awareness, especially in global or technical workplaces. Share strategies for negotiating authenticity with cultural or interpersonal sensitivity.

Real-Life Example:
Communicating differently in technical versus creative environments.

Reflection Questions:

• When is adaptation a strength rather than a compromise?

• Where do you draw the line?

CHAPTER 6: PRACTICAL INCLUSION—DESIGNING FOR AUTONOMY AND INDIVIDUALITY

Subheadings:

• One Size Never Fits All: Allowing Room for Individual Learning and Working Styles

• Personalisation Versus Process: Holding the Tension

• From Compliance to Curiosity

Summary:
Unpack the practicalities of fostering autonomy in learning and development. Recommend giving people both the ‘what’s in it for me’ and control over their engagement. Discuss the implications for leadership in hybrid, global, and diverse teams.

Diagram:
Matrix showing standardisation versus customisation in people practices.

CHAPTER 7: THE TRUE NATURE OF CHANGE—OVERCOMING RESISTANCE AND ORGANISATIONAL AMNESIA

Subheadings:

• Lessons from the Pandemic: When Everyone Had to Adapt

• Why We Forget: The Pendulum of Progress

• Setting People up for Success Amid Uncertainty

Summary:
Address why meaningful change is often short-lived. Analyse the forces—political, financial, emotional—that swing the pendulum back after progress. Recommend approaches for sustaining empathy, wellbeing, and people-centricity through times of turbulence.

Exercise:
5 Whys analysis: Root cause exploration for policy or practice change.

CHAPTER 8: MAKING INVISIBLE PATTERNS VISIBLE—THE POWER OF SELF-AWARENESS AND INTENTION

Subheadings:

• How Habits Are Formed and Reformed

• The Impact of Unconscious Patterns in Leadership and Everyday Life

• Small Changes, Big Impact

Summary:
Show how self-awareness is the precursor to all meaningful growth. Illustrate, with both research and personal insight, how changing language and intention triggers transformed outcomes. Suggest methods for personal and team pattern tracking.

Exercise:
Diary exercise: Track words, actions, and choices for three days; reflect on patterns.

CONCLUSION: BUILDING BELONGING—A CALL TO ACTION

• Summary:
  Encapsulate the message that sustainable, thriving organisations depend on belonging—not just diversity or inclusion, but the genuine lived experience of connection. Reiterate the book’s practical strategies for bringing order to chaos through people-first principles.

• Call to Action:
  Challenge readers to audit their current approach to belonging, experiment with new strategies, and share outcomes with others. Encourage continued conversation and culture-building beyond the final page.

FEEDBACK AND REFINEMENT

• Suggest gathering select subject matter experts, HR/L&D professionals, and a small panel of test readers (especially from diverse backgrounds) to review the outline and provide feedback on clarity, synthesis, and practical application. Plan to iterate before proceeding to draft.

SUPPLEMENTARY CONTENT IDEAS

• Case Studies: Insert brief boxed case studies at the end of key chapters

• “Try This” Sections: Offer reflection and discussion prompts

• Resource Lists: Curate D&I, psychology, and leadership resources for further reading

• Visuals: Mindmaps summarising “what belonging looks like,” infographics on change processes, process flow diagrams for people-centric change

• Templates & Tools: Digital download links for practical templates as referenced in the podcast’s giveaway

CHAPTER SUMMARIES

• Ch. 1: Adaptability emerges from living between disparate worlds, shaping a unique and inclusive approach to life and work.

• Ch. 2: Difference, even when uncomfortable, bestows the empathy and resilience needed to disrupt norms and foster inclusion.

• Ch. 3: Organising chaos is the core people-centric leadership skill enabling connection and collective achievement.

• Ch. 4: Belonging is the essential ingredient missing from many D&I efforts—here’s how to foster it systemically.

• Ch. 5: Authenticity must be balanced with audience awareness; true inclusion means knowing when and how to adapt.

• Ch. 6: Sustainable inclusion relies on recognising and honouring individuality within collective frameworks.

• Ch. 7: To embed meaningful change, we must understand—and counter—the drivers of organisational forgetting.

• Ch. 8: Personal and organisational transformation both begin with self-awareness and the courage to act with intention.

Endnote:
This outline translates the richness and nuance of the guest’s conversation into a blueprint for an actionable, engaging book. It weaves together practical tools, real-world challenges, and a fundamentally optimistic vision for building inclusive, adaptive cultures.

Maxims for Organising Chaos and Sparking Belonging

1. Embrace Difference as Strength
   See diversity in thought, background, and experience as an advantage, not an obstacle. True growth and innovation thrive in variety.

2. Seek Understanding Before Judgement
   Approach others’ perspectives with curiosity, not assumption. Listening deeply and asking questions dissolves barriers.

3. Lead With Authenticity, Balanced by Empathy
   Be unapologetically yourself, yet attune your actions and communication to the needs and comfort of others.

4. Create Spaces Where Everyone Can Belong
   Foster environments, both physical and cultural, where people feel seen, heard, and valued—never just tolerated.

5. Recognise That Belonging Is a Feeling
   Understand that inclusion isn’t tick-box compliance; it's about making people feel welcome, safe, and essential.

6. Prioritise ‘What’s In It For Me?’
   Frame opportunities, learning, and change so each person understands their stake and role, moving from obligation to genuine engagement.

7. Accept That Change Brings Discomfort
   Recognise that all transformation—personal, organisational, or societal—will meet resistance. Acknowledge emotions; support people through the process.

8. Foster Continuous Self-Discovery
   Commit to understanding your own motives, reactions, and habits. Self-awareness is the starting point for influence and adaptation.

9. Respond, Don’t React
   Rather than offering knee-jerk solutions, take a step back. Keep asking “why?” to uncover true needs and deeper patterns.

10. Celebrate Your Uniqueness—And Others’
    Let go of fitting in; instead, embrace what sets you apart and encourage the same in your peers.

11. Find the Joy in Organising Chaos
    View complexity and unpredictability as stimulating challenges, not headaches. Channel energy into bringing order and momentum where others see confusion.

12. Communicate Intentionally
    Adapt the way you deliver your message to better reach your audience—whether technical, creative, introvert, or extrovert.

13. Trust Is the Bedrock of Collaboration
    Replace micromanagement and surveillance with trust. When people are supported, nurtured, and trusted, performance follows.

14. Replace Rules With Purpose
    Challenge traditions that have lost their value. If you cannot explain the ‘why’, reconsider the ‘what’.

15. Refuse to Be Defined by Others’ Limitations
    Live beyond echo chambers and adopt perspectives from outside your “bubble”. The truth is rarely singular or capitalised.

16. Reframe Setbacks as Lessons
    Shift your mindset: stress can be adrenaline, difference is opportunity, obstacles are Teachers.

17. Make Your Leadership Visible Through Action
    Model the change you wish to see. Influence spreads from small wins and honest conversations.

18. Measure What Matters—And Act on It
    What gets checked gets changed. Track habits, reactions, and language to bring about real transformation.

19. Let Hope Be Your Companion
    Even amidst chaos, dare to dream and aspire. Hope and belief are as important as technique and planning.

20. Everyday Influence Counts
    Big change starts with small actions. Never underestimate your power to shift a culture, one moment at a time.

These guiding principles are designed to help anyone organise the inevitable chaos of life and spark true belonging, wherever they are.

Organising Chaos, Sparking Belonging | Inclusion Bites Podcast #195 with Amanda Van Der Heiden

Discover how to turn chaos into connection and drive organisational success through authentic inclusion and belonging! In this episode of the Inclusion Bites Podcast, host Joanne Lockwood sits down with Amanda Van Der Heiden, a globally experienced People-First L&D leader, to explore strategies that help teams thrive amid profound complexity and diverse backgrounds.

⏰ Timestamps for Easy Navigation
00:00 – Introduction: What does inclusion really mean?
01:15 – Meet Amanda: Cultural adaptation and difference in the USA
05:21 – Growing up between opposing worlds: Kentucky vs. New York
08:08 – Navigating visible difference and identity (piebaldism story)
13:19 – Organising chaos & finding belonging through shared purpose
16:08 – Adult learning & development for impact
17:50 – The magic of belonging in organisations
20:24 – Tailoring learning solutions for real people
23:54 – Free speech, healthy boundaries, and authentic connection
28:54 – Bridging communication styles for true inclusion
31:54 – Change management and putting people first
33:13 – Pandemic lessons: Are businesses already forgetting?
36:25 – The case for hybrid, flexible, and trust-based working
39:30 – Leadership, transparency, and sharing the ‘why’
46:53 – Driving culture change as an individual
49:21 – Resilience and mindset in a world of flux
52:57 – Action steps: Building self-awareness and accountability
56:19 – Free resource, contact details, and closing thoughts

⭐ Description & Key Takeaways

If you’re an HR professional, people manager, or Diversity & Inclusion advocate, this episode is your blueprint for cultivating resilient, inclusive cultures where everyone belongs. Amanda Van Der Heiden draws from her rich personal and professional journey, highlighting:

• How to Organise Chaos: Learn practical methods to align teams with radically diverse backgrounds, cultures, and perspectives—without sacrificing individual authenticity.

• The Power of Belonging: Discover why inclusion goes beyond compliance and diversity, and how a genuine feeling of belonging can skyrocket employee engagement and organisational results.

• Learning & Personalisation: Amanda demystifies crafting learning experiences that balance personal autonomy with organisational standards, ensuring every voice is heard.

• Adapting to Change: Hear actionable strategies for supporting people during times of uncertainty—whether adapting to hybrid work, navigating polarised workplaces, or leading through rapid change.

• Effective Leadership & Communication: Gain insights into the importance of transparency, trust, and understanding the ‘why’ behind every initiative.

• Practical Tools: Walk away with Amanda’s self-awareness exercises, language reframing tips, and ideas for fostering authentic communication at every level.

🚀 Take Action!

• Subscribe for more bold conversations on building inclusive cultures and positive people experiences.

• Visit seechangehappen.co.uk/inclusion-bites-listen for free resources and upcoming episodes.

• Connect with Amanda Van Der Heiden for her actionable giveaway and L&D expertise.

• Watch another episode: How to Spark Psychological Safety in Teams

What’s been your greatest challenge in building belonging at work? Drop a comment—we want to hear your story!

📈 Keywords for Maximum Reach

Inclusion at work, organisational culture, fostering belonging, workplace diversity, inclusive leadership, change management, psychological safety, people-first L&D, hybrid working, employee engagement, communication strategies, leadership transparency, Amanda Van Der Heiden, Joanne Lockwood

🔗 Relevant Hashtags

#InclusionBites #BelongingAtWork #DiversityAndInclusion #OrganisationalCulture #PeopleFirst #LeadershipDevelopment #WorkplaceWellbeing #ChangeManagement #HRStrategy #PositivePeopleExperiences

Elevate your impact—listen, reflect, and ignite change with Inclusion Bites!

Organising Chaos, Sparking Belonging: From Complexity to Connection

Is it really possible for everyone in your organisation to feel they truly belong—even when navigating constant change and a swirling mix of cultures, perspectives, and personalities? If you've ever felt like you’re herding cats rather than leading people, or if “belonging” just seems like another buzzword on a corporate wall, you’re not alone.

That’s the knot I set out to untangle in this week’s Inclusion Bites Podcast. I’m Joanne Lockwood, your curator of inclusive cultures, and in this episode—Organising Chaos, Sparking Belonging—I’m joined by Amanda Van Der Heiden: a true chaos coordinator and relationship-builder who has spent over two decades helping global organisations translate complexity into people-centred momentum.

Making Sense of the Maelstrom

Amanda’s story is one of perpetual transition—childhoods split between Kentucky’s rural traditions and the bustling drive of New York, Dutch heritage layered atop the American tapestry, and now a career shaping Learning and Development across industries and continents.

In our conversation, we dissect the lived reality of not quite fitting into any one definition or group, and how this “in-between” space can actually become a powerful inclusive asset. For HR professionals, Talent heads, D&I leaders, and all those tasked with nurturing workplace culture, Amanda’s approach provides a lens that goes beyond compliance or checklists. How can we foster engagement and keep people thriving, not just ticking boxes? Through intentional listening, adaptive leadership, and a relentless focus on people first.

Amanda didn’t just share her professional playbook—she wove in personal tales of not blending in, living between extremes, and ultimately discovering that, in order to spark a genuine sense of belonging, it’s not about smoothing out the wrinkles, but about embracing them.

Lessons from the Margins: Amanda’s Gift for Translating Complexity

Hear about Amanda’s unique perspective growing up between the polar opposites of Kentucky and New York—a childhood that taught her to make sense of difference, read the room, and navigate between worlds rather than just assimilate. Her openness about living with piebalism—a rare genetic condition giving her naturally striking two-toned hair—served as a metaphor for embracing visible difference and the subtle signals that shape others’ responses to us at work and in society.

It’s not just Amanda’s background that sets her apart but the skill with which she organises organisational chaos into cultures of belonging. From running horse shows as a child to orchestrating L&D programmes for thousands across the globe, her stories urge us—no matter our context—to look for the red thread that carries people through anxiety, resistance, change, and ultimately, towards inclusion.

Insights to Shape Your Inclusive Culture

After our spirited dialogue, here are some of the lessons that have stayed with me—actionable, practical, and relevant to anyone committed to building equitable, people-first workplaces:

1. See Difference as an Asset, Not a Distraction

Amanda’s experience proves what research repeatedly confirms: genuine belonging isn’t about fitting in, but feeling safe to stand out. Leaders must champion environments where visible (and invisible) differences are treated as conversation starters, not conversation stoppers. Are your policies, team rituals, and everyday practices reinforcing conformity, or offering room for individuality to shine?

2. Shift from Control to Curiosity in Change

Organisational change is rife with anxiety and resistance—especially when pushed from the top. Amanda reminds us that “organising chaos” is less about rigid control than about inviting people’s curiosity and input. Instead of mandating new routines, ask: What’s in it for the people in the room? How might you include their voices and learning preferences, rather than impose a one-size-fits-all solution?

3. Personalise Learning and Development

Amanda’s journey as an L&D leader demonstrates that adults, like children, need autonomy and the “why” behind their growth. Giving employees control over how they learn, recognising a spectrum of communication and processing styles, and offering visible paths for development—these aren’t nice-to-haves, but essentials in any contemporary workplace.

4. Lead by Listening and Asking ‘Why’ (Again and Again)

From senior leaders down to first-time managers, Amanda challenges us to avoid knee-jerk reactions to surface symptoms. She swears by the “five whys” method: ask why, then probe deeper, until you reach the root of the matter. Whether you’re responding to a late colleague or embarking on a culture transformation, resist the urge to leap into solutions before understanding the real issue.

5. Build Bridges—Not Only Between Ideas, but Between People

“Organising chaos” is ultimately about connection: bridging the gaps between backgrounds, departments, and mindsets. That means showing up with humility, adapting communication styles as needed, and never assuming your intent is obvious—especially when working remotely or across borders. As Amanda notes, the magic often lies not in grand gestures but in the everyday habit of checking in, clarifying, and celebrating the human quirks that make your team unique.

A Sneak Peek of What Belonging Feels Like

Curious about how Amanda brings these ideas to life? I’ve selected a powerful one-minute audiogram from our conversation, spotlighting Amanda’s fresh perspective on growing up “between worlds” and how it shaped her approach to building cultures where people aren’t just seen but understood.

Watch the 1-minute video audiogram here for a taste of what it means to turn difference from a source of self-doubt into the spark for authentic team connection.

Ready to Embrace the Chaos—and Build Belonging?

There’s far more richness than I can pack into a newsletter. If you’re driven to create a workplace where chaos is not a threat but a springboard for empathy, learning, and connection, I encourage you to listen to the full episode.

Listen to ‘Organising Chaos, Sparking Belonging’ now

Don’t keep these insights to yourself—forward this to colleagues, share in your professional networks, and ignite a conversation about what inclusion, belonging, and true people-centred leadership look like in practice. The more we normalise these stories and ideas, the closer we get to workplaces where belonging isn’t wishful thinking, but lived reality.

Bringing Inclusion Home

If you stripped away your job title and your toolkit, how would you help someone in your company truly feel they belong? What habits or systems might you re-examine, and what questions could you start asking today to shift your culture just one step closer to inclusion?

Inclusion isn’t a destination managed from the boardroom, or an outcome of policies passed down the line. It’s built—one small act of curiosity, recognition, and openness at a time.

Stay Connected—Let’s Spark Change Together

I always love hearing how these topics resonate in your world. Want to share your own story, ask a question, or suggest a guest for the next episode? Drop me a line at jo.lockwood@seechangehappen.co.uk, and connect with our growing Inclusion Bites community:

• YouTube – Dive into video highlights and insights

• TikTok – Bite-sized inclusion on-the-go

• LinkedIn – Connect with me and join the conversation

• Website – Discover more resources and support for your DEI journey

Here’s to finding the spark of belonging amidst the chaos—together.

Warmest regards,

Joanne Lockwood
Host, Inclusion Bites Podcast
SEE Change Happen – The Inclusive Culture Expert

What will you do this week to turn organisational chaos into a sense of belonging for just one person in your team?

Organising Chaos, Sparking Belonging: My Journey Through the Fraught Art of Bringing People Together

“If you want people to do their best work, you have to let them be who they are—and then actually want it.” That’s not a management cliché. It’s a lesson wrested from childhood division, corporate transformation, and hard-won global experience. When you’ve lived your life translating chaos—personal, cultural, or organisational—into real connection, you see right through any half-hearted attempt at ‘inclusion’. People know when you’re just ticking a box. They also know—instinctively—when they genuinely belong.

This is the heart of what I’ve built in my decades as a leader, learning and development (L&D) expert, and, quite literally, a coordinator of chaos. And recently, I had the pleasure of unpacking those lessons with Joanne Lockwood on the Inclusion Bites Podcast.

Why Belonging is My Real Superpower

The truth is, I've never fit neatly into a single narrative. My surname, Van der Heiden, speaks to Dutch heritage, but I was raised in a swirl of divergent American worlds: Kentucky’s rural conservativism and New York’s feverish cosmopolitanism. Division was not a theoretical construct for me—it was in the air I breathed, the schools I attended, even the way I looked. My rare condition (piebalism, labelled “partially albino”) made sure I couldn’t blend in, even if I’d wanted to. And that, as it turns out, forged the superpower that would define my career: the ability to translate complexity into people-centred momentum.

Why? Because when you’re born into chaos, comfort with difference becomes muscle memory. You stop seeking an artificial “fit” and learn how to create spaces where others can show up as they are—flaws, contradictions, and all. Real inclusion, real belonging, is never about sandpapering down the edges; it’s about harnessing them.

Meet Joanne: The Voice Behind Inclusion Bites

Joanne Lockwood, the force behind the Inclusion Bites Podcast, is one of those rare hosts who doesn’t just foster dialogue—she excavates it. Founder of SEE Change Happen, Joanne has championed inclusion across the UK and beyond, never settling for anaemic, check-the-box approaches. Her brilliance lies in unearthing hard questions and refusing to let leaders off the hook with empty platitudes. More than [INSERT_VIEW_COUNT] people have already watched our interview on YouTube, with many more tuning in via Spotify and Apple Podcasts.

If this conversation sparks something for you—questions, pushback, or agreement—I’d love to hear your thoughts in the comments below. I read every one.

Thriving Between Worlds: The Gift of Not Fitting In

My earliest experience with chaos management wasn’t corporate; it was painfully personal. When my parents divorced, I spent my formative years shuttling between the family farm in Kentucky and the teeming sidewalks of New York. Imagine, if you will, the culture shock: rural horses and small-town conservatism colliding with melting-pot ambition and relentless urban reinvention. I never belonged fully to either, but, paradoxically, gained the ability to flex—to fit everywhere, not by abandoning who I was but by adding to it.

This constant state of flux forced a radical lesson: there is no “capital-T Truth”. You learn, quickly, that different communities can have fiercely held beliefs, each thinking theirs is the only way purely out of lack of exposure to alternatives. My dual upbringing was less about confusion and more about permission: I learned to consciously select my beliefs, values, even social codes.

Joanne recognised this immediately: “You’re not enough of this to be that, and not enough of that to be this. The others living in the middle somewhere.” That “middle” is precisely where I’ve made my career—helping people and teams decode each other, dissolve the binary thinking, and find shared humanity.

Even my appearance—my defining white streak of hair, from birth—became a lesson. You can try to hide difference, but often it resurfaces in ways you can’t control (trust me, I tried dyeing it as a child; pigment doesn’t take). So, instead, you own it. You use it as a starting point for empathy. And you get very good at reading people, noticing which stories repeat, and exactly what it takes to create the psychological safety that allows difference to thrive.

Organising Chaos: Lessons from Farms, Boardrooms, and L&D

People think “organising chaos” is just about logistical skill or project management frameworks. But for me, it’s much deeper: it’s the art of orchestrating people, purpose, and process across boundaries—geographical, ideological, even emotional.

My career began with horses, wrangling summer camps and horse shows from as young as ten. When you’re coordinating live events, often with volunteers and animals, you can’t dictate outcomes. You have to sense everyone’s motivations, find the lynchpins, and get them moving in, roughly, the same direction. That ethos of pragmatic, boots-in-the-dirt coordination never left me; it simply scaled to become the glue in global L&D initiatives.

Joanne nailed it: “People very rarely go where you want them to go. The chaos ensues because we’re all different, aren’t we?” Precisely. My approach, tested over dozens of global rollouts and culture transformations, is simple but unyielding: always begin with people. Understand what’s in it for them (the classic “WIIFM”), then architect learning and change experiences that allow for autonomy within a framework. People learn (and work) in different ways: some crave conversation; others want to read and reflect. If you want buy-in, you must design for both. Compliance is only a fraction of lasting learning.

Belonging Is Not the Same as Inclusion

If there’s one lesson I evangelise to every leader, it’s this: inclusion is a feeling, not a policy. You cannot force true belonging through strategy decks or forced “diversity days.” People must feel seen and heard, not simply present. I’ve worked with companies that throw every acronym at the wall—DEI, L&D, even belonging initiatives—yet bleed talent because no one ever genuinely asks, “Do you want to be here with us?”

As Joanne articulated: “Businesses spend a lot of time talking about diversity, equity, inclusion, but they miss the magic, which is the belonging side. Because I’m not going to hang around for long if it doesn’t resonate.” This distinction matters. Inclusion can be measured—attendance, demographics, engagement stats. Belonging, though, is revealed only in retention, discretionary effort, and that wordless sense: “These are my people.”

Joanne and I swapped stories about those moments when you know you belong: the local bar where they know your name, the workshop where every question is genuinely welcome. Too often, businesses fail here. They mistake physical proximity (or digital presence) for emotional commitment. In this era of hybrid work, TikTok attention spans, and infinite choice, you have seconds to earn trust—or people swipe on.

Navigating Polarisation: Respect Without Capitulation

Today’s chaos isn’t just operational—it’s cultural and political. The world feels more polarised than ever. From remote work battles to global conflict and fractured societies, the “us versus them” mentality poisons productivity and stifles learning.

I’m frequently asked: how do we allow free speech, respect difference, yet maintain a safe and productive workspace? For me, the answer returns to boundaries and self-awareness. Authenticity doesn’t mean barrelling through others with your “truth”; it’s about expressing yourself while holding space for other realities.

I shared with Joanne: “There’s a way I can be true to myself but also be respectful of someone else. I know I can overwhelm some people in my full extrovert state. It’s not about hiding; it’s about choosing the version of me that creates the most value in a given context.” If your goal is genuine communication, not just self-expression, you’ll learn to adapt your delivery without sacrificing your essence.

This negotiation is like the early days of dial-up internet—two sides exchanging signals, finding the right protocol, then connecting. You must scan for feedback, adjust accordingly, and keep the line open.

Culture Is What Happens When Leaders Aren’t in the Room

One of my core frustrations—and greatest leverage points—is the gap between a company’s stated values and its lived culture. So many leaders ask for culture change, then cling to outdated models, hoarding information, or enforcing rigid rules because “that’s how it’s always been done.” They want innovation without mess, productivity without risk, “ownership” without relinquishing control.

Joanne echoed this well: “The leader would always keep pieces of the jigsaw. You never saw the full picture. If only that little bit of extra information had been shared…I’d have understood where we’re actually trying to get to.” Secrecy breeds disengagement; transparency creates buy-in and initiative.

The COVID-19 pandemic exposed these rifts. Overnight, we had to trust people to work from home, manage themselves, deliver results outside of the watchful eye. The best leaders seized this chaos as an opportunity—rethinking real estate, flexing on compliance, investing in well-being. But others snapped back to the old ways the instant crisis faded.

Here’s the reality: culture is not what you write; it’s what you tolerate, what you reward, and how you handle tension when no one’s watching. If you want transformation, start by giving people the whole story—and trusting them to help write the ending.

Practical Chaos: Building Personal and Organisational Resilience

All of this might sound philosophical, but every lesson was earned at the coalface of change—implementing new tech, managing post-merger integration, or simply surviving as a visibly different person in a world that prizes conformity.

If I’ve learned anything, it’s that the person who embraces chaos—who learns to see stress as fuel, difference as a resource, boundaries as an opportunity for connection—will win. This resilience is entirely learnable but demands both self-awareness and action.

My best diagnostic for leaders and teams is embarrassingly simple: track your own words and reactions for a few days. Are you framing things as problems or possibilities? Are you telling others what not to do, or clarifying their best next move? If you want to lead people anywhere worth going, start with your own mental models.

And remember: People judge others on actions, themselves on intentions. Close that gap, and you unlock real progress.

The Power and Responsibility of One

So many executives, when confronted with the scale of organisational inertia, throw up their hands. “But what difference can one person make?” Here’s the rub: every cultural shift is triggered by small ripples—one conversation, one act of transparency, one leader asking “why?”, not once but five times, until the real answer emerges.

Simple is not easy. But that doesn’t mean it’s not effective. If enough people refuse to default to “how it’s always been,” the system can’t help but shift.

I am proof that it’s possible to craft belonging out of chaos—not because I fit in, but because I choose, day after day, to make space for difference and bridge it. And it’s a gift I want to extend to every team, leader, and organisation I touch.

Final Thought: If You Want Better, Lead Better

“Be aware. Take action.” That’s the manifesto I wish every leader would adopt. If you want your people to thrive, create the conditions for authenticity, then trust them to find their unique rhythm. If you believe the world is divided, become the person who listens, really listens, across lines that others fear to cross. And if you’re a chaos coordinator by accident or by choice—as I have been your whole life—know that your difference may well be your team’s missing superpower.

Thanks to Joanne Lockwood and Inclusion Bites for holding the space for this rigorous, honest conversation—and to everyone reading who knows that chaos, far from being the enemy, is the birthplace of the best kind of progress.

Let’s keep the dialogue open. I want to hear your stories of chaos, belonging, or that time you finally decided to do things differently. The comment section is yours—I’ll be reading closely.

[Title
Organising Belonging]

[Synopsis
Episode 195 — Born of “Organising Chaos, Sparking Belonging,” this song journeys through the challenges and gifts of difference, dislocation, and finding your place. Set to indie-acoustic pop with a gentle country hue and steady optimism, it charts the path from outsiderhood to self-acceptance, spotlighting radical empathy and the uplifting impact of building people-first communities. For anyone forging belonging in a fractured world.]

[Vibe
Empowering, warm, and rooted. Female vocals. Acoustic guitars blend with subtle pads and percussion. Each verse begins softly; the chorus blooms with optimism and resolve. The bridge strips instrumentation back, growing into a final, confident chorus. Fade-out echoes the core message: you belong here.]

Lyrics

[Verse 1]
Between two bridges and a thousand rooms,
I crossed the silence, feeling out of tune.
My hair, a badge of questions, my voice, a mix of place —
Wherever I landed, someone else set the pace.

[Instrumental break — gentle guitar, spacious pads]

[Verse 2]
Raised by difference, learned to organise the wild,
A little Kentucky dust, a little city style.
Watched as worlds collided, found the lesson deep:
We don’t fit in the boxes, but we all need somewhere to leap.

[Pre-Chorus]
You stand at every border
With a longing you can't name,
But inside all this chaos
Is a door still calling your name.

[Chorus]
Come as you are — bring your misfit, bring your gold,
This room is for the restless, the young and the old.
You're not one or the other, you’re the spark in between,
Here in the chaos, you are seen.

[Instrumental (half-verse) — strummed guitar, subtle harmonies]

[Verse 3]
Some will try to measure you by the bridges that you cross,
Judge your worth in moments lost or roles you never chose.
But trust the pulse inside you, trust the rhythm in your bones,
Every beating difference builds the strength you call your own.

[Bridge]
We are not just echoes of the stories we’ve been told,
We are every contradiction; we are fragments making whole.
So, stand here in your colour, your history and skin,
Belonging isn’t given — you claim it from within.

[Instrumental build — rising chords, layered percussion]

[Final Chorus (Lifted)]
Come as you are — bring your heartbreak, bring your song,
This circle’s for the quiet, the brave who don’t belong.
You’re not just passing through, you're the root, you’re the green,
Here in this chaos, you are seen.

[Outro/Instr. Fade]
(You are seen, you are seen…)
[Guitar and harmonies gently fade, lingering on “belong”.]

[Artistic Direction:
Let the verses breathe, leaning into vulnerability. Each chorus delivers vocal uplift and steady assurance. The bridge pares down—close-mic vocals, nearly spoken. Final chorus soars with unity. Fade on soft repetitions, inviting listeners to hold the message as the last note lingers.]

In the Inclusion Bites podcast episode "Organising Chaos, Sparking Belonging," Amanda Van Der Heiden and Joanne Lockwood explore how navigating between drastically different worlds and embracing individuality can catalyse belonging and people-centred success in organisations.

Here is a summary of the core concepts and actionable principles:

1. Chaos as a Catalyst for Belonging

• Liminal Identity: Moving between divergent environments creates adaptability, empathy, and a perspective beyond echo chambers.

• Embrace Difference: Standing out—by background or appearance—builds resilience and challenges accepted norms, fostering deeper inclusion.

2. Organising People-Centred Chaos

• Glue Functions: The core role is to bridge people, ideas, and disciplines, not impose uniformity.

• Shared Direction: Aligning diverse groups around shared goals requires intentional communication and mutual understanding.

• Individual Autonomy: Empower people with choice and ownership in their learning and working methods—don’t enforce conformity.

3. Sparking Belonging, Not Just Inclusion

• DEI vs. Belonging: Diversity, Equity, and Inclusion are necessary structures, but belonging is the feel—an outcome of people feeling seen, heard, and valued.

• Authenticity with Boundaries: Encourage authentic expression, but balance it by recognising the impact on others; adapt for mutual respect, not performative tolerance.

4. Mindset and Emotional Intelligence

• Self-Awareness: Begin with understanding one’s own habits, reactions, and unconscious patterns.

• Intentional Action: Track language, behaviours, and decisions; reframe negatives into positives to create better engagement.

5. Leadership: Trust, Clarity, and Adaptability

• Transparency: Leaders must share the full context ("the full jigsaw") to foster genuine motivation and trust.

• Trust Over Policing: Replace time-and-place policing with outcome orientation and trust in people’s autonomy.

• Change Management: Meet people where they are during times of flux; support emotional journeys through change.

6. Practical Techniques

• The Five Whys: Continually ask “why” to uncover root causes in policies, practices, or resistance.

• Strengths-Based Approach: Build on individual and team strengths rather than focusing solely on remediating weaknesses.

• Flexible Infrastructure: Hybrid work, learning autonomy, and acknowledging diverse communication styles are critical to sustained performance and belonging.

Summary Table: From Chaos to Belonging

Key Takeaway: Belonging is achieved not by erasing chaos, but by intentionally organising it around trust, transparency, and genuine inclusion—enabling people to contribute fully, safely, and authentically.

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