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Empowering Through Routine
The Inclusion Bites Podcast
Empowering Through Routine
JL
Speaker
Joanne Lockwood
EJ
Speaker
Ed Johnson
Joanne Lockwood hosts Ed Johnson, a tech entrepreneur passionate about mentoring and inclusive design. They discuss the challenges of scaling software for diverse clients, the importance of honest mentorship, building company culture remotely, and empowering individuals through structured routines and meaningful accountability.
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Featured moments
Highlights
“Ever wondered what it truly takes to create a world? Remember, everyone not only belongs, but thrives.”
“I'm in danger of being very brutal here, and that's what you're there for, is to really hold the mirror up and say, look at yourself.”
“The Challenges of Customising SaaS for Diverse Clients: "building software that can be customised to all of them becomes quite tricky and quite a challenge.”
“but wherever you go in your career, the one objective I would have is for you to always look back on your time at that company, at our company, he said, and know that you enjoyed your time there and feel like it was the best company you'd ever worked for.”
“The Secret to Scaling Team Culture "I think when you've got that Mutual respect and mutual understanding from the employer to the employee and vice versa, then it can scale.”
Timeline
How it unfolded
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Full transcript
Welcome to Inclusion Bites, your sanctuary for bold conversations that spark change. I'm Joanne Lockwood, your guide on this journey of exploration into the heart of inclusion, belonging and societal transformation. Ever wondered what it truly takes to create a world? Remember, everyone not only belongs, but thrives. You're not alone. Join me as we uncover the unseen, challenge the status quo and share stories that resonate deep within. Ready to dive in? Whether you're sipping your morning coffee or winding down after a long day, let's connect, reflect and inspire action together. Don't forget, you can be part of the conversation too. Reach out to jo.lockwood@seechangehappen.co.uk to share your insights or to join me on the show.
So adjust your earbuds and settle in. It's time to ignite the spark of inclusion with Inclusion Bites.
And this is episode 177 with the title Empowering Through Routine. And I have the absolute honour and privilege to welcome Ed Johnson. Ed is a tech entrepreneur and the CEO and co founder of URoutine, driven by a passion for empowering people through structure, goals and inclusive design. When I asked Ed to describe his superpower, he said it is being fueled by purpose. He builds systems that help people thrive to self motivation and meaningful accountability. Hello, Ed, welcome to the show.
Thank you very much. Wonderful to be here. Excited about our conversation?
Yeah. And we were just chatting away in the green room before we pushed the record button. We first met, we reckon about 2018 sometime IBM South bank and it was an EDI DEI recruiter type conference, if I remember rightly. And you were one of the keynote speakers on that day?
I was. And I have to say I felt at that time I was very early on in my previous company and founding my previous company. I felt at the time like I had no idea what I was talking about and I was trying to perfect the elevator pitch and some days it was really eloquent and sounded professional and other days I'd hear myself saying it back and think even I don't know what I'm trying to do.
Or sometimes it sounds so crass, doesn't it? Sometimes you lift back and go, oh, that's a bit cringy. And oh, did I really say that?
Exactly, yeah. And I think that IBM day was probably one of those days where I was one of the keynote speakers and didn't really know what I was talking about. I sort of mumbled and rumbled through it. But I met some wonderful people, you included, so that was a great point.
I will say you winged it well and you did create a lasting impression on me and your belief because the product you were involved with was Pushfile, which is a mentoring platform. And I'm a great believer in the people space around the power of mentoring, formally or informally. And Pushfire Platform was about trying to formalise, creating accountability within mentoring, wasn't it?
Absolutely. The main objective was for us to help people to find and form mentoring relationships that worked and give that a bit of structure, give people the ability to track their progress with their mentor or mentee. Yeah, we seemed to have managed to achieve that when we went on that journey and started engaging with lots of people who were interested in mentoring, which was great to see.
It became quite a big hit in corporates. I saw some of your client lists and it really did get traction and still is, I guess.
Absolutely. It's continuing to grow. It's really a wonderful thing to see it continuing to thrive and incredibly proud that my co founder and I built this, you know. Yeah. Organisations really were engaging with and continue to engage with the power of mentoring. I think it's such an important part of one's professional development, access to a mentor, but also the opportunity to be a mentor. I think that's very empowering for individuals as well.
So who was your mentor? Did you have many?
I have had a number of mentors through the years. The one that I always cite is our chairman at the time, Martin Sherwood, and he was a wonderful mentor. Mentor to me. He would advise me on the things to do, but often things not to do in running startups. He's been involved in and on the board of a number of startups and he's fantastic at what he does, gives me really good advice and is also honest. I think that's really important too. So I can ask questions and he'll give me a really honest answer. I've seen and had interaction with some mentors who will just tell you what they think you want to hear and actually that doesn't really serve as very valuable.
I'd rather hear the truth, even if it's, that was terrible or that was awful. I'd rather hear that than someone say, yeah, that was great, when it really wasn't. So, yeah, he was a very good, very good mentor to me.
Yeah, I agree. I've mentored a few people and I'm sometimes thinking, sitting there when I'm talking to them and saying, I'm in danger of being very brutal here, and that's what you're there for, is to really hold the mirror up and say, look at yourself. You're saying this. Do you really believe that? Or you're just going through the motions and you need people to really cut through that BS that you're hiding behind and face up to those realities. But, yeah, as someone who's mentored others, I have found it quite personally challenged to balance that own objectivity with personal opinion. That's a real challenge as a mentor, isn't it?
Completely. And I think the best way to overcome that fear is to be really transparent and honest with one another. When you're having the initial conversation about, will you be my mentor or mentee? But also then reminding one another at the start of every mentoring conversation and saying, look, I'll be completely honest with you. I'll tell you what I. What I think. And I'm doing that because I want to be helpful. And if at any point you'd rather I didn't, please just say can change. Change the conversation.
But actually, if you're setting that as an expectation at the beginning, you'll find that 99% of the time, the individual being mentored will say, yes, I do want that. I want you to be honest with me. If I was looking simply for a bit of an ego boost or a pat on the back, I could go to my friends for that. And actually, a mentor is there when they're slightly removed, and they can give you that honest response.
So, first of all, you mentioned you founded it with a co founder. So there you are, two people developing on this thing. You've got maybe a. Maybe a shadow board or an informal board to start with, or some business coaches, but you grew to a sizable employee base. I'm guessing 20s, 30s, 50s, over the course of months, maybe years. How did you find that challenge of growing from 2 to 4 to 8 to 16 to 32. You know, that exponential growth that you did. How did you find that challenge of growing?
Actually, you say that we grew the team. Actually, the team stayed fairly small. What grew was the client base. And because it was software, it's scalable. And that had its own challenges where you have to become a bit more professional, not in the way that you do necessarily when you have employees, but. But you do it to a lesser or greater extent within the client base that's growing as well. I think the big challenges were things like process for us. And, okay, we were used to having conversations with maybe 10 clients, and we could talk to them all and invite them to lots of things and really understand their own unique position and situation and therefore adapt the technology and the software to those 10 clients.
When you have 50 clients, that becomes more of a challenge. When you have 150, that becomes a real challenge. Because what we found was, whilst there were some core components to our software that everyone wanted, every organisation is unique. Every organisation has different mentoring programmes that have different requirements, and building software that can be customised to all of them becomes quite tricky and quite a challenge. And it's setting the expectations that this is out of the box software. There are loads of customizations and features within it that you can change, but there are always going to be some limitations. And those early on, clients who were used to saying to us, can your software do X, Y and Z? We would go back and say, not at the moment, but give us a couple of weeks and we'll develop that. It got to a point where we simply couldn't say that and we had to actively change those goalposts and say, well, look, we're with software as a service and we'll try and factor that into development.
We have another client who is asking us for a feature that is completely opposite to what you've just asked us for. So that presented some interesting challenges along the way.
So being able to say no, being able to manage expectations, otherwise you say yes to everybody and it becomes too stressful, I guess, completely.
And I always wanted to say yes to everybody. I want to help people to get the best from their mentoring programmes and see those thriving. And it was a shift that we had to make in how we positioned ourselves. But we got to a point where we were good at doing that, but it took us the best part of two years probably, to make that shift and transition, but we were able to.
You are a completely virtual business. So you didn't have big offices and people were working all over the world.
Correct. We were totally virtual. We were virtual before COVID in fact. So my co founder is a chap called Gabriel, he is based in Romania. So we were definitely virtual and we were working remotely together. And then when the pandemic hit and lockdowns were enforced, it was then a case of doing what we'd always been doing. There was not really any change for us. The only change was that actually organisations were suddenly saying, okay, we need our employees to still be learning, let's give them virtual mentoring.
So actually we saw an uptick in demand as the pandemic struck and I think that remote working that we'd always been doing put us in a really good position and also enabled us to be a global business very quickly as well. So we had clients all over the world and mentoring. It doesn't really change from one country.
To another when we think about the culture of an organisation. Some of these, when we look at big corporate, global companies, they're so massive, it's really hard to create a culture that seeps into every corner. But you were able to grow a culture from day zero. How conscious were you of the fact that you were effectively driving the culture based on your personality and your style? Did you ever consciously think about the culture of your organisation and what its internal values were?
I absolutely did. The reason, one of the reasons why I did, aside from it being incredibly important and something that I think is so powerful and really does shape a business, is I remember one of my first jobs where the CEO of the company said, I know that you won't work in this company forever. He said this to everybody. He wasn't singling me out. He said to everybody, I know that you won't work in this company, company forever, or you're very unlikely to, but wherever you go in your career, the one objective I would have is for you to always look back on your time at that company, at our company, he said, and know that you enjoyed your time there and feel like it was the best company you'd ever worked for. And I always thought, what a cool thing to say and aspire to, you know, it's not about revenue, it's not about growth, it's about the one place where you really enjoyed working. And so I always wanted to build businesses where people felt like that when they were working with me and for the companies that I was co founding. And so that was very much in the forefront of my mind.
And then you start to look at, well, how does one achieve that? And you think, well, what would I like from an employer? What would I like to know that I can talk to them about or that I can get from the company and that they will give back to me? And it really starts with honesty and trust. I think that has to be implicit from day one. And so I would always talk to new hires. There weren't a lot. We were a small team, which makes things obviously easier when it comes to culture. But it was that total honesty, total transparency, and it was saying, if you ever have any issues or challenges or you ever just want to talk about anything, please don't hesitate to do so. And also then instilling that flexibility early on. So if it was a sunny day and I knew that people were in London or in the UK and the weather was Great.
I'd say, look, it's a Friday afternoon, if you finish your work, just log off. And it wasn't that we had a formal policy of a four day working week. It was actually, I understand what's going on and I remember a colleague who was really into football. I have to confess, I'm not, I'm not a huge football follower and fan. But England had got into the, this is going to show how little I understand football. They got into the quarter or semi finals of a big tournament, I can't remember which one. And I said, I said to this colleague, look, whatever the outcome, I know you're going out with friends tonight, don't worry about logging on tomorrow. Because I knew chances are I'd probably be having a few drinks and probably wouldn't feel very fresh in the morning whether England won or lost.
So I said, look, just have the day off. And I think, you know, little things like that where actually as long as it doesn't affect work and doesn't affect the, you know, the experience that clients have or anything else and then you've got to obviously make those judgments, then actually you should be doing that. And he said that that really resonated with him and was something that he will always remember. So it's that building that sort of.
Culture based on trust, does that scale easy for startup, easy for small team, but can IT scale to 50,000 employees globally?
I think it can if you have the right managers of teams and that they have it instilled in them early on. I've always questioned whether it can scale but in questioning it I always come back to if you have the right team leaders who are aware of the team, who are aware of the challenges and the tasks and what's going on for the team, then I think it can scale. I think obviously you have to be mindful of if you've got a big project with a big deadline, then you can't say to people, well, you can take Friday afternoon off or I know that that's going on for you, but I think actually if those things happen then then when you've set the right culture in the first place, then actually the individuals who are in the team, the employees will think, well, I know I was given last Friday off or I, I, you know, was given time off and we've now got a deadline, I've got to work towards it and I'm, you know, more willing to work for longer hours on a Friday afternoon to hit a deadline. And I think when you've got that Mutual respect and mutual understanding from the employer to the employee and vice versa, then it can scale.
The mantra I would probably use is the Ying as an entrepreneur is you work when you want, but the yang is you have to work when you don't want. So both are true. You can take the swings, you can take the roundabouts, but you have to balance it out. There are times where you're. I think actually I'm not feeling it today, or today's not going to be a good day. It's sunny, I need to clear my head, I need to get some creative thinking going and I just need to switch off and do something else. Other days you go, as you say, there's that deadline, the buck stopping with me. I've got no choice.
It has to happen. No matter how sunny it is, no matter how rough I feel, it's got to happen today. So if you have that personal accountability and personal responsibility, then that can work, can't it? And I think what we don't always breed are artisan employees or artisan colleagues who have that creativity and that self management, if you like, self leadership, completely, definitely.
And I think a good manager or a good leader will understand how everybody, how everybody in their team functions. They'll have that emotional intelligence to understand their team and how they, how they work and how they work best. And you know, I think I'd rather if someone wasn't producing very good work because they were exhausted or they just weren't feeling it that day, I'd be more inclined to say to them, look, take the afternoon off. You're not, you're not doing very good work because you're exhausted or because you're just not feeling it. And that's absolutely fine. We're all human. And hopefully in giving them the afternoon off or giving them an hour or two's additional lunch break, that they'll then come back feeling more motivated and therefore be far more productive. I think where some organisations get it wrong is they align productivity to the number of hours worked and they think the more hours you work, the more productive you are.
And I just had never bought into that. I'd rather someone was really productive in three days.
Yeah, we know the stories in the city where people would put the jacket on the back of their chair. So where's Frank? Oh, his jacket's here. He must be around somewhere. And they get lost in the system and really they're outside having a cigarette or gone to the pub or at Balls brothers having some champagne for the afternoon or something like that. And they sneak back in at half six in the evening when everyone has to gone home, pick their jacket up and go home. But that was kind of rife in the city. Maybe, maybe not recently, but maybe in the 90s and the noughties when I was up there. But yeah, we have to breed cultures where people are self accountable and trust is there.
But we still find that many managers and leaders have been brought up the old way with lack of trust where they're micromanaged, they have to have to sit at their desk and that can't be the blocker that we're not really nurturing a new generation of leaders. We're just more of the same.
Totally. And I think one of the other really interesting things is that there are some individuals not who like micromanagement per se, but who actually appreciate a bit of clarity around what accountability looks like. And I think there's a danger that organisations can go the opposite way and they can say, well this is the big picture, this is where we need to be in 12 months time, make sure it happens. And for some employees who've maybe just come out of college or university or school thinking, okay, what do you want me to do today? I don't, I don't have any clarity around what's going on. I'm not saying I want to be micromanaged but I would like a bit of structure and I'm working from home so I know I've got a call at 9am but well, I can roll out of bed at 5 to 9 and then I'll be on that call from 9 till 9:30 and then what? I'll check my emails and actually they probably want to be a bit more productive. They want to have that clarity but don't really know what they're doing or will think, okay, I've got five things to do, I don't really know how I'm going to do them. They haven't got the discipline at any age but may be particularly prevalent in people who've been used to the education system and the structure of a timetable and you know, bedtimes and that routine to go from that to then a 9 to 5 job where you kind of log on in the morning, you go right, I've got these tasks, how am I going to do them? You know what, what am I doing really is, is the opposite, which can be a danger as well. So I think there's that, it's really important that there's that self accountability but it's also important that an organisation presents Their employees, their team, with clarity around what accountability actually looks like.
There's a. There's a book, I don't know if you've ever read it, it's called Nine Lies About Work by Marcus Buckingham and Ashley Goodall. And they have this list of eight insightful questions to ask, how to measure belonging. And one of them, I can't remember if it's two or three, is at work. I know what's expected of me and what you just said there is I need to know how I win, how I lose and how I please you. If I don't understand that and you say, I can't work in a vacuum. I need parameters, I need goalposts, I need edges to my world to know where my interfaces are. So by having that expectation about when I'm doing great and when I'm not doing great, I can then manage within those frameworks and depending on the person, we can either shrink that down to a cage or we can create a safari park and people can wander more freely within their safari park because they know what the parameters are.
So about trying to find the right size of guides, if you like, when you go bowling with the kids, you put the guides up there and stop the bowling ball go down the galley. It's just putting those little nudge points in there to say, right, okay, we're still trying to hit the first pin, get back in there completely.
And there will be some people in an organisation and in their job who know already exactly what's expected of them and they know how to do it and when. And then there will be other people who will need a bit more. It's going to be very rarely going to be a one size fits all as well. So it's giving people the tools and the resources to be able to have that structure and support should they want or need it. And then there will be inevitably some individuals who say, do you know what? I'm good, I've already got this covered. I know exactly what I need to work with.
You said earlier that one of the signs of a great organisation is that you will always think it is the best place you've ever worked. There's that tear in your eye and you reluctantly have to move on to develop your career and find something else. You've done that recently with pushfar. You had an exit plan, VC investors, or however you sort it out. Was it the best place you've ever worked?
I think that's a really hard thing to say about a company that you are the founder of. I Suppose it definitely was in that it was seven years of my life and previously I'd only been at jobs for a year or two at a time before moving on. So it was probably the best and the worst, if that makes sense. And as an entrepreneur, I'm sure you all know this. You know, you have days where you think, oh, my gosh, this is really hard, I don't know what I'm doing, or it's all going wrong. And then you have days where you're on top of the world because you've just won a brand new contract with a multinational company and you suddenly think, wow, my software is going to be rolled out to tens of thousands of people. How cool is that? We're working with some incredible brands. The cherry on the cake is it's not just software, but it's software that makes a difference to people.
And that's a really cool thing. I would say it was the best and the worst place that I've ever worked as a founder. And, yeah, I'm incredibly proud of what we've done and it was wonderful and I hope I can do that all over again.
The day after they changed your password, took your email address off the system, took your security badge back, did you wake up the next morning going, I miss it?
I woke up the next morning and set up a new email account for the, for the new business. So I sort of thought straight out of one and into another. But obviously when you set up a new business, you don't have many emails coming through. I'm still in the habit of checking my inbox every five minutes and going, oh, no new mail, there's nothing. And then I sort of think, that's because no one's heard of you. And that is a sort of, you know, cold shock to the system. You know, the cold reality and the cold light of day, it's a bit of a shock to the system where you think, right, I've actually got to build this brand now. I've got to get people to hear about it.
So it wasn't, it wasn't that I missed it because I, I'm, I, I was ready, I think, to move on, but it was very much a case of ready to move on, but aware that I'm not very good at sitting around, doing not a lot and relaxing. So I was ready for the new challenge and the new chapter. And it was quite literally the next day that I started doing that with my, with my same co founder, Gabriel. We both exited at the same time and have gone on To a new adventure.
I remember when I sold my IT company back in 2017. I woke up the next day and I felt a little bit lost for a while. Even though I was embarking on a new journey, a lot of who I was or am was tied up in an identity of technical director of IT company, business partners, staff, customers. I knew who I was. And as you were saying, the phone stopped ringing. People weren't talking to me, they were talking to the business. And I happened to be the business. Suddenly the world goes very, very quiet and you talk about this new employee.
If there's too much vacuum of. Of what to do now, you sit there going, well, nothing's happening. What do I do? Do you gone from a position where you're. You're looking at a bank account going up and up and up and up and stuff happening. Bat bills, corporation tax, all the things you have to worry about as a business owner and suddenly you're sat there watching your bank account go down and there's no revenue coming in. In fact, it's worse than that because you're spending money on stuff completely.
It's one of those things where I think the only solution for me has been to create a list of all the things that I know I need to do now for the new venture, for the new business, and not distract myself because I don't think it's necessarily that I need distraction because it felt like the right time to leave pushfar. But it's more a case of needing to stay busy because I'm not very good at not doing much. I get immense satisfaction at the end of the day when I reflect on the day from knowing I've done good work or created something or worked hard on something, even if it hasn't gone right, I'll think, well, at least I've spent 8 hours doing something as opposed to 8 hours reading a book and staring out of the window. So for me, it was a case of keeping busy. And it's something I really enjoy, I think, as an entrepreneur, creating new ventures, creating a new brand. That's the most exciting part. That was certainly the most exciting and in equal measure terrifying part of Push for. And I'm certainly finding that again with URoutine.
So we shall see what happens. But I'm really enjoying it at the moment.
I have two children and I remember when we had our second child thinking, we've done this before, we kind of know the game. And you bring the second child home and you think, blimey, that was three years ago. I forgot Blimey. They make a noise, you've got to feed them, they're suddenly dependent on you. And all this stuff that you think, I could have forgotten all about that. Has that happened again? So, you know, you've given birth to a new organisation.
Absolutely.
Is it. Did you have sort of Groundhog Day or was it a case of, oh, my God, I've forgotten all about this stuff?
A bit of both, I think. There are certainly quite a lot of things that I've forgotten from the seven. You know, that seven years have passed since we started Pushbar. So there are definitely some things I've forgotten. And there are also quite a lot of things that have changed in the tech landscape. You know, AI wasn't really something that anyone knew about or knew much about seven years ago. And now we've got AI tools and software at, you know, the push of a button that are very easily accessible. So there are certainly things I've forgotten.
There are certainly things that I remembered which is good. I've remembered some of them and been able to do them and adapt and adopt them quickly. And there are some things that have changed since last time. So it's a combination of the three, I would say. But interestingly, the ones that I've forgotten are probably not, unsurprisingly, the more mundane tasks. The things like, oh, remind me of, about articles of association and company memorandum, or I was dealing with HMRC when we were getting our first investment round in what on earth was I supposed to send them? And kind of reminding yourself of the more mundane things that, that are, you know, important and take quite a lot of time. Yeah, those are the things that I forgot quite quickly.
And yeah, you, whilst you can duplicate the processes, you know, copy and paste what you had before, you don't necessarily have the people around you either the process, you know, you say, I've got an idea, fire off an email and someone makes that idea happen. Or you got, you know, suddenly you go, but everything stops with me if I don't. You know, if not me, then hope there's nobody else completely.
The perfect example. Yeah, definitely. I mean, the perfect example I would give of that is social media. Jesse, who is our content marketing manager and did an amazing job at Push Far and continues to do an amazing job at Push Far, was in charge of everything social. So all of our social media content on Pushfar and there was a lot of it. There were a number of channels, we had a number of our clients following us and now I'm going, okay, we've got Social channels that URoutine because we need to get the brand out there. What are we going to post on there? Okay, we need to create some articles and when I say we, it is just me. So I'm stumbling around on Canva going, is this how you create a social post? Or we should probably be on TikTok or what do we need to post on there? And what are the ad formats? And so, yeah, it's all the things that I now need to know how to do that.
When I was at Pushfar, pick up the phone to Jessie and she would do an incredible job of just.
Learning again, I find some of that really fun because it allows you to slice your day up into different bits. And I can have a social day or I can have a newsletter day, I can have a content creation day and I can have a business day. Quotes and conversations and networking and it makes every day different, doesn't it? I think as an entrepreneur, as a single solopreneur myself, I can pick and choose what I want to do, but I come back to that. I work what I want and I also work what I don't want. The times I actually think, okay, I can't do the fun stuff today. I've got to put down Canva for five minutes and actually crack on and deliver a bit of work completely.
Yeah, it's great that you've got so much variety at the start of a venture or as an entrepreneur. But then as you say, a, there are going to be times when you don't feel like you have to or like you want to, but you do have to. But B, there are always going to be tasks on that list of things that you know you need to do which are less exciting. So social media posts and creating things on Canva is probably quite an exciting thing. Cash flow, forecasting, VAT returns, all of those things, not so exciting. I'm sure some people find them exciting. Not for me though. And so you've always got to do those things.
So it gives you variety, but you then you always have to do things you don't necessarily want to.
I've noticed that the posts, I've seen your new posts on LinkedIn and I can't say I've looked on other platforms, but I certainly on LinkedIn you have a different Persona than I've seen you before. You're more human, you're more relaxed, you're more fun, outwardly fun and there's a lot more depth to you and personality at these, which maybe when you have big customers, big corporates you have to kind of tone down who you are and become socially acceptable to everybody and that you're being judged in different ways. But at the moment you've got the luxury of just being you and having a bit of fun doing this.
It's really interesting you say that because it's not something I've consciously thought too much about. But I'm sure you're right that subconsciously when I was at Pushvar, particularly in the latter three, four years, I was very aware that we had clients of all shapes and sizes. We worked with public sector organisations, we worked with police forces and NHS trusts through to then huge global brands like Sony and Samsung. And there are certain things that I wouldn't necessarily have felt comfortable posting and also I think you have less time when you've got all those clients. So actually I'm now really enjoying having that time back again, feeling able to be myself again, where I'm creating something new and fresh and I suppose I am being more human about it but not thinking too much about it, which is probably why it's coming across as more human. And that shift is something I'm really enjoying. I'm really enjoying connecting with people again and in a way that I just didn't have either the time to or didn't feel able to in the latter years as a business goes from being a startup to a scale up and having more clients.
You mentioned one of the things, significant things that's changed in the last seven years is AI and its impact across the board. You know, We've just seen AI OpenAI ChatGPT launch, image generation. They came for the coders, they came for the copywriters, now they're coming for the graphic designers. And we can see the trajectory where AI in its various forms is becoming part of our everyday lives in the same way the Internet became part of our everyday lives in the noughties and the iPhone put it in our pockets, everything else. How hard is it for you to keep human? Because it's very easy to let AI take over your business and do everything with AI. But you've got a human platform, how can you stay human?
Really interesting question. I'm not sure I necessarily know the answer in a very eloquent way, but I will try and answer it. I think the most important thing for me to do is to be present in my business. And the example I'll give is I learned so much at pushva by being the customer support representative at pushva for the first three, four years a because we couldn't afford to hire anybody else. But B, because actually, more importantly in this case, back to being human and being present rather than letting AI take over. You learn so much from those conversations that you have. You learn so much from picking up the phone to a client or a client picking up the phone to you and saying this part of the website isn't easy to use. Or I was doing this and I thought this was how you interacted with this software.
And actually all those things that if AI was talking to the customer, they wouldn't feed that back in an effective way, or you'd miss that and. Or you'd hear something in a conversation where you think it's really interesting that you've just described our platform as this, or maybe all of the markets would describe our product or our software as this and maybe we can then use that in marketing. So I think being human is really important and I think the way you do that is by talking to people. I know it sounds obvious, but not letting AI take over those conversations. And then there are smaller things that shouldn't make a difference, but I think and probably don't make a difference to anyone else. But I try not to use AI on any of my social posts. It's really easy to think I'm going to ask ChatGPT to create a social post, that it's engaging and talks about X, Y and Z. But on a personal level, I take more pride when I get a like or it's reshared if I think I've written that and no one necessarily knows other than me, but I feel better about myself as a result of that.
And so I think that's important to continue to do.
I completely agree and I have a blended approach. I write a good chunk of what I do, but I also use AI to augment that or take what I have written and spice it up a little bit. Sometimes I always put me in IT first. It does help. I wouldn't consider myself a competent programmer, but I'm a competent systems analyst and I can pseudo code. I can spec stuff out of what I want. ChatGPT has helped me write stuff that I would never have embarked on. Some of this stuff I'm looking at going, wow, that's brilliant.
I can do this. It's helped me create WordPress plugins and modules and stuff. I could have probably downloaded it cheaper, I could have probably paid someone 30 pound a year for it. But I've got immense satisfaction by being able to build my own tools if you like. And I guess when you're looking at your platform, which is SaaS platform, it's got code in it, lots of HTML5 and JavaScript and other things are probably in the back end. It allows you to maybe prototype things quicker and then put the human design on top of that.
Definitely. And I think the AI, definitely. And I think the power of AI is that you can generate things quickly and the things that don't matter as much whether they're human or AI generated, such as basic code, as long as it's obviously secure and everything else and you've done a code review on it, those sorts of things, AI is really powerful and really good at doing. I think where things were obviously human before, it's important that they continue to be, Such as social posts that you're putting out there, not necessarily the business. If you wanted to sort of speed up your social media content and using AI to generate those sorts of things I think is fine, But I think when it's your own brand and your own personal articles or content, then yes, absolutely, using AI to help speed up that process is really valuable, but making sure that it's got your touch on it is, I would say, still really, really important.
So we touched earlier about the fact that when we're looking to create a team, that everyone has to understand what's expected. Your new venture, URoutine is about creating personal expectations, personal accountability, isn't it? And across various aspects of your business, do you want to just talk a bit more about the idea, the goal?
Yes, certainly. So URoutine is a social network that really is aimed at helping give people a bit more structure and a bit more accountability to their life. And it's about those things that we all want to be achieving, but either don't get round to or don't do as much as we want to, Whether those are personal or professional goals. So a professional goal could be, I'd love to get down to a zero inbox at the end of each day. And people talk about doing that, but either never do or do it once a month. They feel great about it and then they let it slip. And a personal goal could be, I'd love to eat more healthily, I'd love to eat five portions of fruit and vegetables a day, whatever it is. And when we tell ourselves that we're going to do something, there's a chance we will.
But the psychology of accountability is when we start telling other people what we want to achieve, There's a lot more of a chance that we will. It's the same psychology behind why people will have a personal trainer 99% of the time. It's not to show them how to use the gym equipment, but it's to get them to the gym in the first place. And so URoutine really is about digitising habits and goals and a routine and because it's a social network, it is by its very nature social. So your friends, family and or the wider world subject to your privacy settings, can then see what you said you want to be achieving. They can comment on it, they can like it, they can also copy it. So they can say that's a really good idea, I'm going to add that into my own routine or even that whole routine with all those goals and objectives looks great, I'm going to copy that whole routine. So it becomes a bit like a playlist for routines and goals.
And the idea really is to just help people to achieve more of the things that they want to be achieving.
And I relate. I mean I have disparate apps that create my routine. I've got my Apple watch and I'm looking at my rings. I think attend to the hour if my wrist vibrates and it's all if to stand up. So go and stand up and have a cup of coffee and I look into the day. I'm thinking it's told me if I, if I do another five minutes worth of work, I'm going to close my red ring. Right, okay, let's get, let's go run up and down the stairs a couple of times. So there are, there are nagging type accountability apps I'm using already.
I'm, I've lost 8 stone in weight over the last 18 months using a food diary which I account for everything I eat and I've got a digital scale that bluetooth to my phone and logs my weight whenever I stand on it and my blood pressure monitor does the same. It logs it straight to my app. So I can now build up a metrics of my life, of my intake, my blood pressure, my weight. And I've got these graphs now and so that gives me a target, something to aim for rather than before maybe I was drifting going about this, about that. I know exactly that I'm 96.4 kilogrammes this morning and I know that that's the lightest I've been ever since I've started using app which is at least eight years and they think, wow, I've now got telemetry, I can map my life and I say my goal weight is 80 kilos and I can tell you that on the 10th of October, if I keep doing what I do, that's where I hit my goal weight. So I've now got. I know what's expected of me, go back to that belongingness. I know what's expected of me.
I've got accountability. My wife, I and our daughter, we all share the same calorie app so we can see what we're all eating and say, oh, I saw you had that last night and you had that last night and we're trying to get my mum on it as well. So we're already doing what you're suggesting here in this other app, but you're doing is you've got to bring all of this together outside of just maybe a single, a single function here and give me that telemetry on my, on my life.
And congratulations, by the way. I mean, you're, you know, you're doing fantastically well. You're looking very well as well. So, yeah, it's obviously working and yeah, think. I think that's absolutely. What we're trying to do is trying to give people that support and that structure across health, fitness, well being, financial goals. You can kind of use it for anything and that's what's really wonderful. I've spoken to so many different people who've thought about how they might use it in different ways in the last two or three weeks alone.
I was talking to someone who said, oh, this really great for working parents for the school holidays to give their children a bit of routine or give themselves routine so they can manage that, manage their children. This would be great for students for study, study leave and routines around study time and study revision. This would be great for people who've recently retired, who have a load of hobbies and interests, but don't really have the discipline to kind of get on with them. So there's so many different areas where I'm hopeful that this is going to really have a positive impact.
And as you're talking now, I'm thinking, this is where AI can augment this for you because suddenly AI can help you ideate on ideas for kids in school holiday or help supplement your thoughts and go, I don't know what I'm doing next week. It's 10th of August, what can I get my kids to do next week? Poof. Here's 10 ideas and you go, ah, great. Can you map out number one for me?
Poof.
And you've got a routine. And I think you're ideally placed now to be able to augment human and automation to help people Ideate, I think that's time is right, I think for that.
Fingers crossed. Yeah, I think so. But I mean at that point where you never really know until you launch it and then there'll be lots of iterations, I'm sure along the way, but it's certainly an exciting point in time where I think it's the right time.
What do you do when you're not ideating and building companies? What's your downtime? What sport do you enjoy or hobby?
I go running a lot. I love running. I also love the fact that running gives me time as well, whilst I'm running to think about things and to recalibrate my life and work out what my goals are and what I would like to be achieving the next day or the next week. Try and go running. Most days I spend quite a lot of time reading, but not reading professional workbooks. So I've been invited to a number of entrepreneurs events to speak on them. And the question I always get asked is what books would you recommend? And I sit there and think, I have so many books that I recommend, but none of them are professional, none of them are related to entrepreneurship. They're my downtime where I throw myself into a fictitious world with these amazing characters.
And so I love reading, I love fiction and then yeah, yeah, walking, running, socialising, seeing friends or travel quite a bit. I love the south of France. I've got a real passion for the art and the history and the culture in that part of the world and then really the rest of the time is just thinking about and building a business. I suppose it comes back to that time and time again.
It can be tough to find a life work balance and not a work life balance. Do you battling with that yourself or do you think you've got it nailed?
I used to battle with it at Push Far. Looking back, I like to think I've got it nailed. But maybe I'm only saying that because we're at the early stage of the business and it's very easy to feel like you've got a work life balance when things aren't busy, you know, ask me again in a couple of years time when hopefully we've got lots of clients and we're busy. And I think there are certainly things that I'll have learned from Push Far that I will, that will help me in my work life balance. We'll probably hire a few more people at an earlier stage, but it's easy to say that now and then when you look at cash flow forecasting and you Think, well, we didn't hire an additional person and instead I did that job as well. Then we'd have X amount more in the bank. So that's easy to say, but to actually do it, we'll see.
Well, we're almost midway through 2025. I remember five years ago we were saying, trying to project 2030 by looking back on the previous decade. We said earlier, Facebook became very ubiquitous. IPhone, we've now got AI coming out the mid decade. Where do you think the world's going to be in 2030? What big changes are we going to see in terms of the world of work and society?
That's a question.
Sorry to chuck that on you out of the blue.
No, no, no, it's a really good question and it's probably quite good that it's out of the blue. I think there'll be a lot more autonomy in technology, so there'll be a lot more. The obvious things like driverless cars will be the norm, or certainly more of the norm than they are. I think everyone will have more of a structure with a routine or new routine. But of course, I would say that I think that flexible working will continue and organisations I would hope will be better at dealing with that and across the board, better at dealing with that. There are some organisations that are already brilliant at it, but I think other organisations are still struggling to work out what their position is, let alone how they then adopt that. And I think that technologies will help them to do that and help them to go along with that movement. I think the content creation side of things and content creators economy, the gig economy there will continue to grow.
I think we'll see a lot more entrepreneurs, solopreneurs, freelancers than we are even now. And we're seeing more and more people go into that line of work, but I think that will continue to grow as well. And then more globally recognisable brands that have a very small workforce. So at the moment, generally speaking, the larger organisations that larger in terms of brand have a larger workforce. So the big companies that we all know about have a huge workforce. I think what we will see in 2030 is there'll be huge companies in terms of brand, but they'll have maybe five or 10 employees. And this isn't necessarily new, but I think it will become more acute. So one example is, you know, Instagram, when it sold to Facebook for I think it was $20 billion, they only had 20 employees.
And actually arguably they could have continued to grow with maybe 30 or 40 or 50 employees, but not Hundreds of thousands or tens of thousands. So I think AI will make that more possible to a lesser or greater extent. What about you, what do you think?
Yeah, I think it's very interesting. I think I agree with you and I think I've seen those stats. I was at a LinkedIn conference last week, week before, and one of the keynote speakers there was talking about the evolving age dynamics of the world and the fact that we're. In order to sustain population growth, women need to give birth, something like the rate of 2.2 children per woman in order for the population globally to grow. And we're currently reproducing at 1.2. So the populations globally are shrinking. Every country, every country is globally shrinking in population. What we're seeing is Gen Zs Gen Alphas being the smaller demographic than millennials and Gen Xers and boomers.
Millennials turn 50 in 2031, 2032 or something, and the over 50s will suddenly become the biggest demographic in the workplace. And I found this really insightful that most people will not be able to retire until they're 80 odd because just by the way, the economy's work, we don't have the money, we don't have the resources. My parents are probably the last generation that will leave a legacy to their children because we're going to be spending it on nursing and ageing, healthcare and whatever it may be. So I've got to prepare for a world where I'm working till I'm at least 75, 80, to be able to afford to carry on living in the way I want to live. So we've got to think about how we're adjusting our outlook towards a more 50 dominated employee base, customer base, lifestyle base. And whilst we've spent a lot of time looking at Gen Zs, Gen Alphas and what the emerging technology needs to be forgetting about, there's a huge great legacy of older people. Having listened to that, I thought, wow, you're right and I'm 60. So I thought, hang on a minute, I'm right in the sweet spot.
I'm starting to look more into this ageing population and I think we've got to adapt to a world where we will have people in the workplace into their 70s and 80s and that's the reality. And we've got to look at these transferable skills, retraining, career pivots, whatever phrase you want to use to allow people to continue to be productive and not be aged out of organisations. So I think that would be my hope. We start to really see the Growth of the vintage worker or the classic worker, whichever.
I like that vintage worker, absolutely. But I think with that, lots of exciting opportunities as well. Yeah, I'm. I'm looking forward to.
Yeah, I'm still living my best life. You know, I've had multiple parts of my life and done different things and pivoted and wiggled and waned between them. And I think wanting to be useful and productive and creative is important to me. Other people want different things, obviously, but yeah, I. AIs given me another lease of life to be able to ideate differently and to explore stuff. And I go with you on this content creation gig economy around content creator, multiple different income streams. I think that's really powerful when you are a free spirit, a solopreneur, and you can start slicing yourself up into different areas which either overlap or they can be completely different. I've just got myself a drone, so I'm going to start doing a bit of drone photography and go out there.
And it's of course between a hobby and a business. I want to do more content creation where I talk to the camera while I'm out for a walk and I can have the drone follow me and spin around and take some different shots and I can try and create more humanity around some of my speaking and some of the videos I create. So again, it's an opportunity to do something different.
Fantastic.
Ed. We've been. We started yakking about an hour and a half ago in the green room and I can't wait when we get a chance to have a coffee sometime in London and have some more time to catch up. How can people get hold of you? Just give us a. Give us a bit more of your URoutine pitch if you like, and how to sign up or how to, how to stay interested.
The best way at the moment is LinkedIn, so connecting with me on LinkedIn. I'm certainly posting regular updates about URoutine. We do also have a URoutine company page on LinkedIn that you can follow as well as the other social channels that we're on. So Instagram and TikTok, and then URoutine.com will be where you can sign up and at the moment you can, you can register your interest and then we'll hopefully be launching the first version. Yeah. Later this year. Wow. Later this year.
Fingers crossed. High expectations. Well, I'm going to go and put myself on that list. As we said at the beginning, we've known each other seven or eight years now and I've always enjoyed following you, having conversations with you and I'm really excited to see where this goes for you and the world. And the world. Ed, thank you.
As we bring this conversation to a close, I want to express my deepest gratitude to you, our listener, for lending your ear and heart to the cause of inclusion. Today's discussion struck a chord. Consider subscribing to Inclusion Bites and become part of our ever growing community driving real change. Share this journey with friends, family and colleagues. Let's amplify the voices that matter. Got thoughts, stories or a vision to share?
I'm all ears.
Reach out to jo.lockwood@seechangehappen.co.uk and let's make your voice heard. Until next time, this is Joanne Lockwood signing off with a promise to return with more information. Enriching narratives that challenge, inspire and unite us all. Here's to fostering a more inclusive world one episode at a time. Catch you on the next bite.
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Primary Category: Wellbeing
Secondary Category: Female Empowerment
🔖 Titles
How Routine and Accountability Empower Growth: Insights from Tech Entrepreneur Ed Johnson
Building Inclusive Cultures: The Power of Structure, Mentoring, and Routine in Modern Work
Transforming Workplaces: The Role of Routine, Flexibility, and Honest Mentoring
Empowerment Through Routine: Human-Centred Tech and Inclusive Work Cultures Explored
Cultivating Self-Accountability and Belonging with Ed Johnson and Joanne Lockwood
Start-Up Lessons: Balancing Structure, Growth, and Trust in Diverse Teams
From Mentoring to Habits: Driving Change with Routine and Inclusive Design
Nurturing Belonging: How Culture, Honesty, and Routine Shape Thriving Work Environments
The Human Touch in a Digital World: Inclusive Routines and Sustainable Growth
Redefining Success: Empowerment, Autonomy, and the Routine of Future Workspaces
A Subtitle - A Single Sentence describing this episode
Ed Johnson explores the empowering role of routine, candidly unpacking the interplay between structure, personal accountability, and inclusive design to help individuals and organisations thrive in a rapidly evolving workplace landscape.
Episode Tags
Inclusive Workplaces, Empowering Through Routine, Tech Entrepreneurship, Mentoring Relationships, Workplace Accountability, Remote Working Culture, Personal Development, Structure and Goals, Digital Wellbeing, Self Motivation
Episode Summary with Intro, Key Points and a Takeaway
In this episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Ed Johnson to explore how routine and structure can empower both individuals and organisations. The conversation uncovers the principles behind fostering accountability and cultivating organisational culture, particularly as Ed reflects on his journey as a tech entrepreneur. Together, they examine the nuances of scaling software businesses, nurturing remote teams, and spearheading inclusive workplace behaviours. Joanne and Ed discuss the psychology of mentoring, honesty in leadership, and the practicalities of evolving work habits in a world shaped by technology and flexible working patterns.
Ed is a tech entrepreneur, CEO, and co-founder of URoutine, with a notable track record in digital mentoring through his previous venture PushFar. He is driven by a commitment to create systems that enable people to thrive through purposeful structure and inclusive design. Ed’s experience encompasses growing software-as-a-service businesses, leading fully virtual teams prior to the pandemic, and shaping user-centric platforms that address both individual and collective growth. His expertise lies in leveraging technology to bridge the gap between ambition and action, translating personal and professional goals into tangible routines while fostering a culture rooted in trust and transparency.
Joanne and Ed delve into the challenges of scaling expectations without sacrificing flexibility, highlighting how honest feedback, clarity of purpose, and emotional intelligence are vital for both leaders and mentors. They explore how technology—including artificial intelligence—can be harnessed as a force for good while still retaining the human touch essential for belonging and motivation. The discussion widens to address changing societal demographics, the rise of freelance and gig economies, and the evolving definition of success and fulfilment at work.
This episode’s key takeaway is the transformative power of routine when paired with honesty, accountability, and inclusive culture. Listeners will find inspiration to rethink how habits, structure, and digital tools can be used to empower themselves and their teams, while still preserving the essential human connections that drive collective progress.
📚 Timestamped overview
00:00 Join Joanne Lockwood on Inclusion Bites for transformative conversations on inclusion and belonging. Share your insights or join the discussion via jo.lockwood@seechangehappen.co.uk.
04:22 Martin Sherwood, a former chairman and experienced board member of startups, was a valued and honest mentor, providing crucial advice on both actions to take and avoid in running startups.
08:05 Managing clients becomes challenging as their number increases, due to unique requirements and software customisation limits. Initially, specific requests were accommodated quickly, but the approach had to shift to a more sustainable model with set capabilities due to growing demand.
11:24 Building a business where employees feel they enjoyed working is more important than revenue or growth.
14:33 Scalability depends on having the right team leaders and a culture of mutual respect and understanding between employers and employees.
18:28 Employees appreciate clarity in accountability, as organisations' emphasis on big-picture goals without clear guidance can lead to confusion, especially among those new to the workforce who are used to structured environments.
20:13 "Nine Lies About Work" by Marcus Buckingham and Ashley Goodall includes eight questions on measuring belonging. Key among them is understanding what's expected at work, which provides necessary parameters for managing performance within defined frameworks, allowing flexibility according to individual needs.
25:35 Creating lists and staying busy helps fulfilment and enjoyment in entrepreneurship, especially with new ventures.
28:45 Jesse excelled at managing Push Far's extensive social media content, but now the responsibility falls solely on me, requiring a crash course in social media management and content creation.
31:47 Enjoying more personal freedom and connection now, after previously feeling restricted by time and client demand at Pushvar.
34:32 Human interaction is crucial in customer communication and marketing, as it provides insights AI might miss. Personal content creation also offers more satisfaction than relying on AI.
39:00 URoutine leverages social accountability by allowing users to share and track their goals with others, encouraging achievement through social interaction and routine sharing.
40:22 Lost 8 stone in 18 months using a food diary, digital scale, and blood pressure monitor linked to an app. Tracks metrics and sets goals, aiming to reach 80 kg by 10th October.
44:59 Reflecting on past challenges with work-life balance at Push Far, the speaker feels they've mastered it, but acknowledges this might be due to a less busy current stage. Future challenges may alter this perception, with plans to hire more staff early on, despite financial considerations.
49:13 By 2031, over 50s will dominate the workforce, with many unable to retire before 80 due to economic constraints. Future planning should focus on adapting to an older demographic, despite current emphasis on younger generations.
51:01 Embracing a versatile, creative lifestyle through AI, solopreneurship, and diverse income streams, now exploring drone photography.
53:52 Contact Joanne Lockwood at jo.lockwood@seechangehappen.co.uk for inclusive narratives.
📚 Timestamped overview
00:00 Inclusion Conversations with Joanne Lockwood
04:22 "Guidance from a Trusted Mentor"
08:05 Customisable Software Challenges with Growth
11:24 Creating Fulfilling Workplace Cultures
14:33 Effective Team Management Enables Scalability
18:28 Need for Structure in Work Accountability
20:13 "Understanding Work Expectations"
25:35 "Embracing Busyness in Entrepreneurship"
28:45 Navigating Social Media Challenges
31:47 Rediscovering Authenticity Post-Corporate Life
34:32 "Human Touch Over AI Interaction"
39:00 Social Accountability Through Digital Routines
40:22 "Data-Driven Weight Loss Success"
44:59 Balancing Work and Growth Challenges
49:13 "Ageing Workforce: A New Reality"
51:01 Living My Best, Creative Life
53:52 Inclusive Conversations with Joanne Lockwood
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🎙️ 𝗧𝗵𝗶𝘀 𝗪𝗲𝗲𝗸 𝗼𝗻 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 𝗕𝗶𝘁𝗲𝘀: 𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗶𝗻𝗴 𝗧𝗵𝗿𝗼𝘂𝗴𝗵 𝗥𝗼𝘂𝘁𝗶𝗻𝗲 🎙️
💥 What if routine was the secret weapon to unlock your team’s potential—and your own sense of belonging? Tap play for a power-packed 60 seconds of insight! 💥
This week, I’m delighted to sit down with Ed Johnson, tech entrepreneur, CEO, and co-founder of URoutine. Ed’s vision? To help people thrive through structure, goals, and inclusive design—transforming how we show up at work and in life.
Together, we unpack:
🔑 Purpose-Driven Performance – How routine fuels personal motivation and meaningful accountability for all.
🔑 Rethinking “Productivity” – Why hours at your desk matter less than the quality of your impact (hint: trust and flexibility win out).
🔑 Crafting Cultures, Not Just Companies – How honesty and transparency, even in fully remote teams, create truly inclusive environments.
Why Listen?
"Inclusion is about understanding, and this episode is packed with insights to help you create more #PositivePeopleExperiences."
About the Podcast
As the host of Inclusion Bites, I release episodes every week to inspire, educate, and challenge perspectives on inclusion and belonging. This short clip is just a taste of what’s to come.
What’s your take? 💭 Share your thoughts below 👇 or tell us how you use routine to empower yourself or your team.
🎧 Listen to the episode: https://seechangehappen.co.uk/inclusion-bites-listen
#PositivePeopleExperiences #SmileEngageEducate #InclusionBites #Podcasts #Shorts #InclusiveLeadership #WorkplaceCulture #Accountability #RemoteWorking #Neurodiversity
Don’t forget to like, subscribe, follow, and let’s spread the inclusion revolution—one routine at a time.
With SEE Change Happen and Ed Johnson
TikTok/Reels/Shorts Video Summary
Focus Keyword: Empowering Through Routine
Video Title:
How Routine Empowers Positive People Experiences & Drives Culture Change | #InclusionBitesPodcast
Tags:
empowering through routine, culture change, positive people experiences, inclusion, workplace culture, mentoring, accountability, leadership, personal growth, habits, employee wellbeing, organisational development, inclusive design, team culture, remote work, self motivation, goal setting, routine building, ed johnson, joanne lockwood, hr, diversity and inclusion, business culture, workplace empowerment, inclusionbites
Killer Quote:
"I always wanted to build businesses where people felt like that when they were working with me... it really does shape a business." – Ed Johnson
Hashtags:
#EmpoweringThroughRoutine, #CultureChange, #PositivePeopleExperiences, #InclusionBites, #Inclusion, #Belonging, #Mentoring, #Leadership, #RoutineMatters, #WorkplaceCulture, #StructureForSuccess, #TeamDynamics, #EmployeeWellbeing, #PersonalAccountability, #GrowthMindset, #PurposeDriven, #DiversityMatters, #InclusiveWorkplace, #ChangeMakers, #PeopleFirst
Summary Description:
How do we truly drive Culture Change and ensure Positive People Experiences in our workplaces? In this episode of the Inclusion Bites Podcast, I’m joined by Ed Johnson, tech entrepreneur and founder of URoutine. We dive into the power of routine and structure—not just for productivity, but as the heartbeat of inclusion and accountability. Ed shares powerful insights on how purpose-driven routines not only empower individuals but catalyse transformation across organisations. If you’re passionate about fostering a people-centric culture where everyone can thrive, this is your call to action. Tune in, reflect, and join me, Joanne Lockwood, as we spark real change. Listen to discover why strong routines are the backbone of inclusive, high-performing teams.
Outro:
Thank you so much for tuning in to Inclusion Bites. If you found today’s insights inspiring, please like and subscribe to stay connected with more episodes and resources. For full episodes and more about Positive People Experiences and Culture Change, visit the SEE Change Happen website at https://seechangehappen.co.uk. Listen to the full episode of the Inclusion Bites Podcast here: https://seechangehappen.co.uk/inclusion-bites-listen.
Stay curious, stay kind, and stay inclusive – Joanne Lockwood
ℹ️ Introduction
Welcome to this episode of Inclusion Bites, hosted by Joanne Lockwood, where we champion bold conversations that spark meaningful change in the world of inclusion and belonging. In this episode, titled "Empowering Through Routine," Joanne welcomes tech entrepreneur Ed Johnson, CEO and co-founder of URoutine, for an in-depth exploration of the transformative power of structure, accountability, and inclusive design.
Together, they journey through Ed’s entrepreneurial path, from the early days of mentoring platform Pushfar—shaped by authentic mentorship and honest feedback—all the way to his latest venture, which aims to give people more agency over their daily routines and goals. This episode delves into the realities of scaling a business, building culture in virtual teams, and the vital balance between autonomy and accountability. Joanne and Ed also tackle the evolving workplace: how technology, especially AI, is reshaping both productivity and personal connection, and why fostering a sense of purpose and flexibility is more crucial than ever.
As they share reflections on work-life balance, the future of work, and the role of routine in wellbeing, listeners are invited to challenge their own perspectives and discover new strategies to thrive—both personally and professionally. Tune in for candid stories, practical insights, and a call to action for creating cultures where everyone not only belongs, but truly flourishes.
💬 Keywords
inclusion, belonging, societal transformation, workplace culture, mentoring, accountability, tech entrepreneurship, organisational growth, remote working, virtual teams, employee wellbeing, professional development, scaling businesses, leadership, honesty in business, start-up challenges, personal growth, exit strategy, AI in business, routine building, habits, goal setting, productivity, work-life balance, personal branding, social networks, content creation, flexible working, digital health tracking, future of work
About this Episode
About The Episode:
In this compelling discussion, Ed Johnson, tech entrepreneur and CEO/co-founder of URoutine, shares his unique perspective on empowering individuals through structure, routines, and inclusive design. Drawing on his journey as a start-up founder and mentoring advocate, Ed explores the intersection between honest leadership, scaling organisational culture, and the use of technology to drive meaningful accountability. Listeners will discover how routines—personal and professional—can underpin thriving, inclusive workplaces and unlock sustained well-being and achievement.
Today, we'll cover:
The pivotal role that authentic, constructive mentorship plays in personal and professional development.
How clarity of expectations and transparent accountability are fundamental for building trust and belonging in teams.
Strategies for maintaining an inclusive, purpose-driven culture when scaling a business or adapting to remote, virtual work environments.
The importance of designing processes that empower self-leadership while recognising individuals’ varying needs for structure and autonomy.
Approaches to blending technology and humanity, especially the merits and limitations of AI in creating personal connection and organisational alignment.
The psychological benefits and practical outcomes of publicly sharing goals to foster accountability, whether for wellbeing, learning, or workplace success.
Insights into preparing for a future where ageing demographics, flexible work, and digital innovation will reshape both career trajectories and inclusive practice.
Listen and subscribe to Inclusion Bites for more bold conversations that transform the way we think about inclusion and belonging: Inclusion Bites Podcast.
💡 Speaker bios
Joanne Lockwood is the host of "Inclusion Bites," a podcast dedicated to sparking bold conversations about inclusion, belonging, and societal transformation. As a passionate advocate for change, Joanne guides listeners on a journey to uncover unseen perspectives and challenge the status quo, sharing resonant stories that encourage reflection and action. Committed to creating a world where everyone not only belongs but thrives, Joanne invites others to connect, share their insights, and become active participants in the ongoing dialogue around inclusion.
💡 Speaker bios
Ed Johnson’s entrepreneurial journey has been shaped by the influence of several mentors, but none more so than Martin Sherwood, a former chairman with a wealth of experience guiding startups. Martin’s honest, insightful advice—particularly on what pitfalls to avoid—proved invaluable to Ed as he navigated the complexities of running his own ventures. Unlike some mentors who simply echo what they think you want to hear, Martin always provided Ed with candid feedback, a quality Ed values highly. This forthright mentorship has been instrumental in Ed’s development as a leader, helping him make informed decisions and grow his businesses with confidence.
❇️ Key topics and bullets
Certainly! Here is a comprehensive sequence of the topics covered in the episode "Empowering Through Routine" from The Inclusion Bites Podcast, with sub-topic bullets outlined under each main heading:
1. Introduction and Welcome
Joanne Lockwood introduces the podcast’s ethos
Invitation for listeners to engage and contribute to the conversation
Setting the tone for an inclusive and transformative discussion
2. Introducing the Guest: Ed Johnson
Ed Johnson’s background as a tech entrepreneur and CEO/co-founder of URoutine
Overview of Ed’s superpower: being fuelled by purpose
The origin story of Ed and Joanne’s professional connection
3. Early Experiences in Professional Development and Mentoring
Ed’s first forays into public speaking and business pitching
Reflection on the mentoring platform, Pushfar
The role of mentoring in career development
Creating accountability in mentoring relationships
Impact of mentoring in corporate environments
4. The Power and Nature of Mentorship
Ed’s experience with his mentor, Martin Sherwood
Value of honest and constructive feedback
Balancing objectivity and personal opinion as a mentor
Setting expectations and boundaries in mentoring relationships
5. Challenges and Learnings from Scaling a Tech Business
Growth dynamics: client base expansion versus team size stability
The role of scalable SaaS models
Navigating increased client demands and the challenges of product customisation
Learning to say "no" and managing expectations pragmatically
6. Navigating Remote and Virtual Work
Running a virtual business pre- and post-pandemic
Advantages of remote set-up for global scalability
Trends in virtual mentoring and client engagement
7. Cultivating Organisational Culture
Deliberate creation of a values-driven, inclusive workplace culture
Inspiration from past leadership
Importance of honesty, trust, and flexibility
The challenge of maintaining and scaling positive culture in larger organisations
Role of frontline managers and mutual respect
8. Reflections on Entrepreneurship: Autonomy and Accountability
Tensions between entrepreneurial freedom and responsibility
Fostering self-leadership and creativity among employees
Recognising differences in employees’ preferences for structure and guidance
The necessity of clear parameters and expectations
9. Reflecting on Leaving and Restarting Businesses
Emotional dynamics of exiting one’s own company
Re-establishing personal and professional identity after an exit
The reality of starting again: excitement, fear, and rediscovering skills
10. The Evolving Role of AI in Business and Content Creation
Comparison of ways AI has transformed business operations since Ed’s early ventures
Balancing automation with human presence and authenticity
Use cases of AI as augmentation rather than replacement
11. URoutine: Concept, Goals, and Vision
Overview of the URoutine platform as a social network for habit and goal formation
Significance of social accountability in achieving personal and professional goals
Potential use cases across various demographics and life contexts
12. The Intersection of AI and Routine Formation
Opportunities for AI to prompt ideas and structure routines
Augmenting the human experience with intelligent suggestions and personalisation
13. Life Beyond Business: Personal Routines and Hobbies
Ed’s dedication to running and reading for relaxation and reflection
The ongoing struggle for, and importance of, work-life balance
14. The Future of Work and Society
Predictions for the evolution of technology, remote working, and entrepreneurial trends by 2030
Discussion of demographic shifts: ageing workforce and implications for work/life dynamics
The growing role of the gig economy and content creation
15. Closure and Calls to Action
Joanne’s closing gratitude and reiteration of the podcast’s inclusive mission
Encouragement for listeners to participate and connect
Sharing ways to connect with Ed Johnson and follow the URoutine journey
This summary sequentially follows the conversation, highlighting each primary theme and the nuanced subplots woven throughout the episode.
The Hook
Ever feel like you’re just stumbling through your days, hoping for clarity but ending up overwhelmed (again)? What if the missing link to real progress isn’t drive—but routine? Imagine engineering your own momentum—on your terms. Curious… what might shift for you if you had structure that actually worked?
“The best place I ever worked”—could that be your reality… not just a dream? Unlock the surprising power of shaping culture from day zero. Turns out, small tweaks in daily habits can spark massive transformation—for your mindset, your team, your life. Ready to discover the secret ingredient?
Stop glorifying chaos. Start designing the kind of structure that fuels your boldest ambitions. Think you know what “accountability” means? Think again…it’s time to hold up the mirror and challenge everything—especially your own narrative.
Picture this: You know exactly what’s expected, you belong, and you thrive. Not just another self-help wish list, but a lived experience. What would happen if routine became your superpower—opening doors, not building cages? Get ready to find out.
What if you’re only one routine away from everything changing? Not another productivity hack. Not more busyness. But real, meaningful progress—anchored in intention, flexibility, and genuine human connection. Shall we crack open the “how”?
🎬 Reel script
On this episode of Inclusion Bites, I sat down with Ed Johnson, tech entrepreneur and co-founder of URoutine, to explore how structure and routine can empower both individuals and organisations. We unpacked the real power of mentoring, building authentic workplace cultures, and why honest feedback matters. Ed shared how scaling a business doesn’t mean losing your humanity—if anything, purpose and transparency are essential. If you’re curious about building accountability and thriving in a changing world of work, this episode is a must-listen. Subscribe to Inclusion Bites and join the movement for true inclusion and belonging!
🗞️ Newsletter
Subject: Empowering Through Routine – Unveiling Structure, Purpose, and Inclusive Growth | Inclusion Bites Podcast
Dear Inclusion Bites Community,
Welcome to this month’s edition of the Inclusion Bites newsletter—where candid conversations ignite real change and actionable inclusion is our shared priority!
🎙️ Latest Episode Refresh
Our newest episode, “Empowering Through Routine,” welcomes tech entrepreneur Ed Johnson, CEO and co-founder of URoutine. Together with your host, Joanne Lockwood, Ed delves deep into how structure and purpose underpin both individual flourishing and inclusive organisational culture.
Key Episode Takeaways:
1. Mentoring with Meaning
Ed shares candidly how structured mentoring empowers personal and professional growth, stressing the value of honest feedback. Transparency and clear expectations are essentials for both mentors and mentees—an insight for anyone investing in people development.
2. Scaling with Heart
Ed recounts his journey turning PushFar from a start-up into a thriving (yet lean) SaaS success. While teams remained small by design, what truly scaled was their commitment to client-centred inclusivity and adaptable structure. The secret? Learning to say no, setting boundaries, and anchoring collaboration in trust.
3. Culture by Design
A people-first workplace doesn’t “just happen”—it’s intentionally modelled. Ed and Joanne unpick the nuance between self-leadership and the provision of clarity from above. It’s a powerful reminder that accountability and autonomy must coexist, tailored to individual needs instead of imposed through rigid policy.
4. Reimagining Productivity
The discussion boldly challenges old workplace orthodoxies—hours clocked ≠ value delivered. Productivity thrives when self-motivation aligns with wellbeing and managers empower, not micromanage. Sound familiar? It might just be your next talking point with senior leaders.
5. Tech with a Human Touch
As AI and automation accelerate, Ed reflects on the importance of keeping digital innovation people-centric. Whether it’s design decisions in URoutine or honest social posts, humanity must remain at the core.
Why Routines, Why Now?
Joanne and Ed explore how routines—digitised or otherwise—support accountability, inclusion, and wellbeing. URoutine, Ed’s latest venture, promises a fresh approach to collective routine-building, blending social encouragement with personal tracking, and opening the door for AI-enhanced personal growth.
💡 Reflective Provocation
Are you intentionally shaping your daily or workplace routines to enable inclusion and belonging? In what ways could greater structure (or flexibility) empower your team or community?
🌐 Stay Connected & Get Involved
Are you passionate about fostering belonging and disrupting norms? We want your voice!
Eager to share your story or join as a future guest? Email Joanne: jo.lockwood@seechangehappen.co.uk
Never miss an episode: Subscribe and listen to Inclusion Bites
Connect with Ed and follow URoutine for the latest on purposeful routines.
Thank you for bringing your curiosity and commitment to this conversation.
Here’s to empowered routines—and a world where everyone truly thrives.
With gratitude,
Joanne Lockwood
Host, Inclusion Bites Podcast
SEE Change Happen
Inspiration. Action. Belonging—one bite at a time. #InclusionBites
🧵 Tweet thread
🧵1/ Inclusion isn’t just a buzzword—it’s the spark that drives organisations to thrive. On the latest #InclusionBites, Joanne Lockwood (@jo_lockwood) sits down with Ed Johnson, tech entrepreneur and CEO/co-founder of URoutine, to explore how routine empowers lives.👇
2/ Ed shares his journey from founding Pushfar, a mentoring platform, to scaling with integrity—highlighting the true power of mentoring. “Access to a mentor is key, but being a mentor is just as empowering,” Ed states. Accountability, honesty, and growth are at the core.
3/ The hard truths? Good mentors don’t just say what you want to hear. Ed credits his best mentor for candid advice—sometimes “that was awful” is exactly what you need to progress. Brutal honesty, but delivered with care and constructive intent.
4/ Joanne and Ed dive deep into scaling: “Saying yes to every feature turns to chaos.” Learning to say no and managing expectations was essential as Pushfar’s client list exploded. Tech can scale, but culture and service require thoughtful boundaries.
5/ On building culture: Ed reflects on instilling trust, transparency, and flexibility from day one—regardless of remote work or small teams. “I want people to look back and say this was the best place they’ve worked.” Culture is crafted intentionally, not left to chance.
6/ Can this scale to 50,000 employees globally? Ed argues it’s possible—“if you nurture the right leaders from the start, upholding trust and understanding across every team.” Mutual respect in both slow and high-pressure times is non-negotiable.
7/ The entrepreneur’s outlook: freedom comes with responsibility. “You work when you want, but you must work when you don’t want.” Self-management and accountability are vital for both founders and teams—flexibility balanced with delivering results.
8/ Structure ≠ Micromanagement. Ed highlights how some want more definition; others crave autonomy. The key? Set clear expectations so everyone, from grads to veterans, knows how to win—and where to find support or guide rails.
9/ Pivoting post-exit: Ed recounts leaving Pushfar—“It was the best and worst place I’ve worked. The sense of identity, the quiet after the storm… but the thrill of a new start is invigorating.” Resilience comes from building, reflecting, and getting busy again.
10/ Enter URoutine—Ed’s new venture: a social network to help people build habits, routines, and accountability, blending digital nudges with social support. Imagine your health goals, inbox-zero ambitions, or family routines—now with community, data, and encouragement.
11/ The tech challenge: How do you stay human when AI can do it all? Ed’s answer: “Be present. Talk to your users. Don’t outsource the soul of your business to algorithms.” He uses AI for efficiency, but insists authenticity and direct human interaction remain core.
12/ Looking to 2030? Ed and Joanne see more solopreneurs, shrinking workforces for major brands, and a UK workplace where the over-50s become the largest demographic. Skills and adaptable mindsets will matter more than age or tradition.
13/ Ultimately, Ed’s and Joanne’s conversation proves: inclusion, intentionality, and routine build better businesses and more meaningful lives. Whether you’re launching startups or leading teams at scale, honesty, clarity, and care are your non-negotiables.
14/ Ready for more? Listen to the full episode of #InclusionBites Podcast with @jo_lockwood—a safe space for bold, actionable conversations about inclusion and change:
🎧 https://seechangehappen.co.uk/inclusion-bites-listen
#Inclusion #Leadership #Startups #Mentorship #MentalHealth #Routine #TechForGood
Guest's content for their marketing
Empowering Through Routine: My Experience on the Inclusion Bites Podcast
Recently, I had the privilege of joining Joanne Lockwood on the Inclusion Bites Podcast for an episode titled “Empowering Through Routine.” It was a rich and rewarding conversation that allowed me to reflect on my entrepreneurial journey, the significance of routine in both professional and personal growth, and the power of authentic connection within inclusive cultures.
Delving into Structure, Purpose, and Accountability
Joanne’s podcast is renowned for tackling issues that go beyond surface-level discourse. Our episode was no exception. We explored how routine and structure can empower individuals to thrive, especially in an increasingly virtual world. As the CEO and co-founder of URoutine, my passion lies in building systems and environments where people feel supported in achieving their goals—regardless of whether those are professional milestones or personal wellness targets.
I was able to discuss how my previous experience with PushFar, a mentoring platform, shaped my understanding of the value of accountability and honest feedback. Mentoring, as we agreed during our chat, isn’t just about encouragement; it’s about holding up a mirror and offering constructive, sometimes challenging, perspectives—because real growth demands honesty.
Building Culture in a Virtual World
One of the highlights was talking about the challenges and rewards of leading teams virtually—long before remote work became a widespread necessity. We discussed how creating an authentic, trust-based culture requires conscious effort, especially as a company scales. I shared the lessons I’ve learned about balancing flexibility with clarity on expectations; people need to know not only what’s required of them but also where they fit into the bigger picture.
Joanne and I reflected on the importance of transparency, psychological safety, and the simple principle of enabling people to look back at their time within a company and truly value the experience. This is what I strive for in every venture—wherever my journey takes me.
Navigating Change and Innovation
Our conversation also looked at how technology and AI are transforming workplaces and routines. At URoutine, I’m excited to leverage these advances, but firmly believe that human touch and presence remain irreplaceable, especially in the context of learning from and supporting one another.
We examined how digital tools can facilitate better habits and routines, offering individuals a way to introduce structure, accountability, and even community into everyday goals, whether that’s wellness, professional development, or simply finding balance.
A Call to Embrace Purposeful Action
Being featured on Inclusion Bites gave me the space to share my vision for empowering others—a vision where purpose and routine drive enduring success and well-being. Our chat reaffirmed my belief that inclusion is not just about bringing diverse individuals together, but about creating the systems and cultures where everyone can truly belong and thrive.
For those interested in learning more, I regularly share updates about URoutine and the themes we discussed on my LinkedIn, and I’m always keen to connect with fellow changemakers who share a passion for inclusive, purposeful innovation.
Thank you once again to Joanne Lockwood and the Inclusion Bites community for the opportunity. It’s conversations like these that remind me why I do what I do—and why the work of building inclusive, empowering structures matters now more than ever.
Find out more and tune into my episode at Inclusion Bites – Listen
Pain Points and Challenges
Certainly. Here are the specific pain points and challenges discussed during Episode 177, “Empowering Through Routine,” of the Inclusion Bites Podcast, followed by content aimed at addressing each of those issues:
Pain Points & Challenges Highlighted
1. The Difficulty of Building Organisational Culture Remotely
Ed Johnson described the challenge of nurturing a strong and inclusive company culture from day zero, especially in a totally virtual business without physical offices.
2. Balancing Honesty with Empathy in Mentoring
Both Ed and Joanne discussed the tension between being brutally honest as a mentor and maintaining empathy, objectivity, and respect for the mentee’s feelings and development stage.
3. Scaling Personal Touch as Client Numbers Grow
Ed revealed the growing pains of moving from a handful of clients to hundreds, and the difficulty of maintaining bespoke solutions and personal engagement without overstretching resources.
4. Setting Boundaries and Managing Expectations
They spoke about the necessity—and discomfort—of having to say “no” to new client feature requests, learning to set expectations rather than over-promising, and managing inevitable constraints.
5. Accountability vs. Autonomy for Employees
The conversation touched on the balance between self-leadership, personal accountability, and the need for structure and clarity, particularly in remote or flexible environments.
6. Navigating Change After Exiting a Business
Ed reflected on the personal and emotional void that follows exiting a venture—loss of identity, loss of routine—and how overwhelming it can be to build new momentum.
7. Dealing with the Gaps Created by Scaling Down
After losing the support and resources of a larger team, Ed described the challenges of “doing it all yourself” in a new venture—especially in marketing and content creation.
8. The Double-edged Sword of Technology and AI
Both speakers discussed how AI and automation can speed things up but risk eroding the human essence behind communications, creativity, and business decision-making.
9. Maintaining Wellbeing and Sustainable Work-Life Balance
Ed and Joanne acknowledged the challenge of “life-work” balance as founders—struggling with downtime, knowing when to delegate, and how to avoid burnout.
Content Focused on Addressing These Issues
1. Creating Culture Remotely
Solution: Actively foster a sense of belonging with routine virtual check-ins, transparent communication, and rituals that celebrate milestones and values. Digital “watercoolers”, virtual coffee breaks, and team storytelling can help replicate office serendipity.
2. Mentoring with Honest Empathy
Solution: Set expectations at the start of a mentoring relationship about the need for honesty, balanced by regular check-ins on the mentee’s emotional responses. Frame feedback with developmental intent and always offer actionable next steps.
3. Personal Touch at Scale
Solution: Invest in scalable systems (like well-designed onboarding and knowledge sharing platforms), but always personalise key touchpoints—such as check-ins, feedback loops, and community forums where clients can connect and co-create.
4. Managing Client Expectations
Solution: Develop a clear framework for feature requests—public roadmaps, transparent prioritisation criteria, and regular updates build trust. Communicate the “why” behind decisions, and invite users to shape future solutions within realistic boundaries.
5. Structuring for Accountability and Autonomy
Solution: Define clear, measurable outcomes for roles and projects, and provide toolkits or frameworks for self-management. Encourage employees to customise their ways of working within defined “guardrails”—cultivating both ownership and clarity.
6. Navigating Identity After Business Exit
Solution: Prepare emotionally for transition—set personal milestones, seek new communities, and embark on self-led projects to maintain momentum and purpose. Celebrate achievements, but be patient as new meaning and routines are established.
7. Bridging the Solopreneur Gap
Solution: Leverage automation for routine administrative tasks, but schedule dedicated creative “deep work” slots to keep marketing and thought leadership feeling authentic. Network with freelancers for flexible support.
8. Humanising Automation and AI
Solution: Use AI for initial drafts, research, or automation, but always review and rewrite key communication in your own voice. Reserve human engagement for client interaction and brand storytelling—where empathy, intuition, and nuance are vital.
9. Sustaining Wellbeing and Balance
Solution: Proactively diarise downtime and set digital boundaries. Delegate or outsource where possible, and build support systems outside of work to maintain perspective. Make reflection and celebration part of your routine to reinforce a positive cycle.
In short, while routine and structure can transform outcomes and foster inclusion, real empowerment comes from blending human connection with smart systems. As the Inclusion Bites Podcast demonstrates, the future of work will always benefit from clarity, empathy, and purposeful self-leadership—no matter how technological the workplace becomes.
For more actionable insights and bold conversations, subscribe to the Inclusion Bites Podcast at seechangehappen.co.uk/inclusion-bites-listen, or share your own experiences at jo.lockwood@seechangehappen.co.uk.
Questions Asked that were insightful
Absolutely, the transcript of “Empowering Through Routine” (Inclusion Bites Podcast, episode 177) contains a wealth of thoughtful exchanges that lend themselves perfectly to a series of audience-focused FAQs. Below are key questions, each prompted by particularly insightful responses from Ed Johnson and Joanne Lockwood, which would serve your listeners well and encourage engagement:
Inclusion Bites FAQ Series: Empowering Through Routine
Q1: How important is honesty in mentoring relationships, and how should it be established?
A: Ed Johnson emphasised that honesty and transparency are vital from the outset of any mentoring relationship. He advises that mentors and mentees should establish clear expectations about open feedback, ensuring both parties are comfortable with receiving (and giving) constructive, sometimes even brutal, insights. This lays the foundation for authentic growth rather than superficial reassurance.
Q2: How can small organisations build a strong culture, and is that scalable to larger companies?
A: Ed shared his deliberate approach to fostering a culture rooted in trust, honesty, and flexibility, inspired by a former CEO’s aspiration to make the company “the best place you've ever worked.” While Ed believes such values can scale if team leaders embody them, he acknowledges that large organisations face unique challenges in maintaining this intimacy but insists that strong, emotionally intelligent management is key.
Q3: What are the unique challenges of scaling a SaaS (Software as a Service) platform in terms of client expectations?
A: As PushFar grew, Ed faced the challenge of balancing bespoke client requests with the realities of scalable software. Initially, every client’s custom needs could be addressed quickly, but with substantial growth, it became necessary to set boundaries and manage expectations, shifting towards a more standardised offering while maintaining flexibility where possible.
Q4: Does remote, fully virtual working help or hinder organisational culture and client relationships?
A: PushFar operated remotely even before the pandemic, allowing for global reach and seamless adaptation during COVID-19. Ed found that virtual working, when combined with robust communication and clarity around expectations, did not hinder but rather enhanced the business’s ability to scale, attract clients worldwide, and support a flexible, trusting culture.
Q5: How do you balance giving employees autonomy with providing enough structure and accountability?
A: The conversation highlighted that not all employees thrive under the same conditions; while some relish autonomy, others benefit from structure and clarity on their deliverables. Ed and Joanne discussed the need for tailored management, where each individual understands “how they win, lose, and please,” using frameworks without tipping into micromanagement or complete ambiguity.
Q6: What psychological principles underpin goal achievement and routine building, especially in new ventures?
A: Ed explained the core premise behind URoutine: humans are more likely to achieve their goals when they share them with others, leveraging social accountability (mirrored in phenomena such as personal training). URoutine is designed to make routines and goals social, so that accountability and peer support enhance the likelihood of sustained healthy habits and professional development.
Q7: Has the rise of AI fundamentally changed the way entrepreneurs and creative professionals go about their work?
A: Reflecting on the rapid emergence of AI in the past seven years, both Ed and Joanne recognised its potential to accelerate content creation, prototyping, and ideation. Still, they advocate for a “blended approach,” ensuring the human touch remains central—particularly when it comes to direct communication, branding, and creative expression.
Q8: In times of professional transition, how can entrepreneurs manage the loss of routine and identity?
A: Both speakers described the post-exit “void” after leaving a longstanding business, where silenced inboxes and shifted identities can be jarring. Ed copes by immediately building structure into new ventures and maintaining purposeful activity, acknowledging the emotional complexity of starting over—balancing excitement with echoes of what’s been left behind.
Q9: How might work, technology, and society evolve as global demographics shift and AI becomes ubiquitous?
A: Looking forward to 2030, Ed and Joanne anticipate more autonomous technology (e.g., driverless cars, greater AI integration), further mainstreaming of flexible and remote work, and a pronounced shift in workforce demographics towards older employees as populations age. The future, they postulate, requires reimagined lifelong learning, continuous engagement, and inclusive design for the “vintage worker.”
Q10: How do entrepreneurs and leaders maintain a sense of balance and wellbeing amid the demands of start-up life?
A: Ed advocates for intentional downtime — running, reading fiction, and travel — to maintain mental health. Both he and Joanne highlight the importance of flexibility, self-awareness, and recognising when it’s necessary to switch off, even amidst the pressures of building and scaling a business.
These questions and answers provide listeners with deep insight while sparking further thought around inclusion, entrepreneurship, remote work, and personal growth. They could be further expanded into blog posts, newsletter content, or “mini episodes” for Inclusion Bites, inviting audience interaction and reflection.
For more details or to join the Inclusion Bites conversation, listeners can always reach out to Joanne at jo.lockwood@seechangehappen.co.uk and tune in via Inclusion Bites Podcast.
Blog article based on the episode
Empowering Through Routine: Building Inclusive Cultures One Habit at a Time
What if the secret to unlocking both personal fulfilment and truly inclusive workplaces lies not in grand gestures, but in the humble power of routine?
On episode 177 of the Inclusion Bites Podcast—titled Empowering Through Routine—host Joanne Lockwood welcomed Ed Johnson, tech entrepreneur, CEO, and co-founder of URoutine. Ed’s journey, insights, and pragmatic outlook shine a sharp light on a deceptively simple question: How do routines empower us to thrive, personally and collectively—and how do they shape genuinely inclusive environments?
The Modern Workplace Problem: Structure, Belonging, and Accountability in Flux
Contemporary work has become a paradox. On one side, the rise of remote work, on-demand technology, and the gig economy grants us unprecedented autonomy. On the other, the erosion of traditional office structures and routines leaves many struggling with a lack of direction, connection, and clarity. As Ed Johnson reflected: transitioning from education’s timetable-driven days or corporate hierarchy to an open-ended, “work-from-anywhere” reality can leave even high performers wondering, What do you want from me? What does success really look like?
Inclusive cultures are not just built on policies or rhetoric—they emerge from consistent, repeatable behaviours underpinned by trust, communication, and mutual understanding. Joanne and Ed’s conversation underscored that without clear expectations and honest feedback—as in formalised mentoring—the workplace can drift, breeding ambiguity and disengagement. If inclusion is to become the default rather than an aspiration, then the everyday routines through which employees understand, contribute, and belong are essential.
Problem Analysis: Why Routines Matter in Inclusive Workplaces
It’s tempting to see routine as the enemy of creativity, or as a relic of a more rigid age. In fact, the opposite is true. Routines provide psychological safety. They frame the parameters of freedom: marking out the “safari park” in which employees know where they stand, how to win, how to fail, and—crucially—how to please both themselves and their colleagues. Routines help new joiners and seasoned professionals alike to self-manage, self-lead, and become artisans of their own contribution.
But there’s a problem: as Ed noted, when accountability evaporates, people risk being set adrift. When structure becomes too loose, productivity and wellbeing can spiral. When it’s too rigid, individuality and inclusion suffer.
How do we find the right balance? The answer lies in blending human-centred design, clear expectation-setting, and social accountability—precisely the core of Ed’s work at URoutine and the stories shared on Inclusion Bites.
Actionable Insights: Embedding Empowering Routines for Inclusion
What can organisations—and individuals—do to harness routine as a force for inclusion, not exclusion?
1. Prioritise Honest Conversations, Especially in Mentoring
Formal or informal mentoring is a cornerstone of professional development and inclusion. But as Ed explained, it only works where there’s honest, two-way communication. Leaders and mentors should invite openness at the outset—“Do you want honest feedback, or a friendly pat on the back?”—and commit to transparency. Avoiding “ego boosting” and speaking difficult truths, with empathy, builds trust and helps colleagues see beyond the façade to their real strengths and blind spots.
2. Define and Communicate Clear Expectations
Drawing on insights from Marcus Buckingham’s Nine Lies About Work, Joanne stressed that belonging flourishes when people know “what’s expected of me.” Don’t assume staff—especially remote joiners—understand unspoken rules. Lay out what accountability looks like. Use regular check-ins, clear outcomes, and documented goals as guardrails, offering a “safari park” of structure rather than a narrow cage.
3. Use Technology to Augment, Not Replace, the Human Element
The proliferation of AI and habit-tracking apps offers new ways for employees to monitor progress, collaborate, and seek accountability—across weight loss, inbox management, professional upskilling, and beyond. As Ed highlighted, the secret is leveraging these tools to enhance rather than erase humanity. Whether it’s digital platforms like URoutine for openly sharing goals, automated reminders, or collaborative check-ins, keep the human experience centre stage. AI can suggest routines or track habits, but authentic inclusion still relies on real conversation and connection.
4. Celebrate Individualisation and Flexibility
An empowering routine isn’t prescriptive; it’s adaptable. Joanne’s analogy of bowling with children—adjusting the lane barriers for different needs—captures the principle perfectly. Some employees thrive with maximum autonomy, others crave more scaffolding, especially when transitioning from structured phases of life. Leaders should tune into these differences, adjusting routine-building tools and expectations to fit each person’s strengths and preferences.
5. Foster a Culture of Trust (and it can Scale!)
Ed was adamant: Trust-based cultures, if role-modelled from the top and underpinned by emotionally intelligent leadership, can scale from start-ups to global enterprises. It is possible for organisations of 50,000 to feel as welcoming, transparent, and accountable as a two-person venture—if the right managers embody these values and pass them down through the line. Flexible policies, mutual respect, and permission to “log off” in the sunshine or for big life moments are not perks—they’re essential enablers of inclusion.
Driving Change: A Call to Action for Leaders and Change Agents
What will you do differently tomorrow to embed empowering routines for yourself and your team?
Inclusion, as ever, is not a static goal but a living, breathing process—built one habit, one routine, one honest conversation at a time. If you’re still navigating the trade-offs between freedom and structure, individuality and accountability, reflect on Ed Johnson’s journey and insights from the Empowering Through Routine episode. Do you invite honest, actionable feedback? Have you set expectations as clearly as possible? Are your digital tools enhancing, not diminishing, the humanity in your work?
Don’t let routine become a straitjacket; make it your launchpad for personal flourishing and belonging. And remember, inclusion isn’t built in the boardroom—it’s made real in everyday actions, micro-interactions, and the invisible threads that bind us through shared habits and ambitions.
Inspired? Join the Movement.
For more inspiring stories and practical guidance, subscribe to Inclusion Bites. Share your challenges and ideas—Joanne is all ears at jo.lockwood@seechangehappen.co.uk. Let’s build a community where routine empowers everyone to belong, contribute, and thrive.
Empowering Through Routine: Your next inclusive breakthrough might be the habit you choose to start tomorrow.
The standout line from this episode
The standout line from this episode is:
"The psychology of accountability is when we start telling other people what we want to achieve, there's a lot more of a chance that we will."
This encapsulates the episode’s core message on the power of routine, structure, and community in empowering individuals to thrive.
❓ Questions
Certainly! Here are 10 discussion questions based on the “Empowering Through Routine” episode of The Inclusion Bites Podcast with Ed Johnson and Joanne Lockwood:
What role does honest feedback play in successful mentoring relationships, and how can mentors balance transparency with encouragement?
How did Ed Johnson’s experience in building and scaling PushFar shape his perspective on organisational culture and maintaining trust within virtual teams?
In what ways does accountability influence both personal and professional growth, particularly when goals are shared with others?
How might organisations effectively scale a culture of trust and flexibility as they transition from start-ups to large-scale enterprises?
What are the challenges of offering customisation in software as a service (SaaS) products, especially as client bases grow and diversify?
How can technology such as AI augment, rather than replace, authentic human interaction in developing routines, habits, and professional development tools?
What considerations should organisations make when supporting younger generations entering the workforce who may need more structure and guidance in remote settings?
To what extent does a leader’s personal approach influence organisational culture, especially in smaller or newer companies?
How are advances in AI and automation expected to reshape both the gig economy and traditional work structures by the end of the decade?
With an ageing workforce becoming more prominent, what strategies can organisations adopt to create inclusive environments for older professionals and promote lifelong learning?
These questions are designed to spark nuanced discussion about routine, inclusion, technology, and evolving work cultures highlighted in this episode.
FAQs from the Episode
FAQ: Empowering Through Routine — Insights from The Inclusion Bites Podcast (Episode 177)
1. What is the main theme of this episode?
The episode centres on the power of routine, structure, and accountability—both personal and professional—as tools for empowerment, inclusion, and cultural transformation within organisations. Guest Ed Johnson discusses his journey as a tech entrepreneur, the foundation and scaling of mentoring technology, and the launch of his new venture, URoutine.
2. Who is Ed Johnson and what are his key achievements?
Ed Johnson is a tech entrepreneur and CEO/co-founder of URoutine. He previously co-founded PushFar, a widely adopted corporate mentoring platform. His focus is on building systems that help individuals thrive through purpose-driven structure, inclusive design, and meaningful accountability.
3. How do routine and structure relate to inclusion?
Routine and structure provide clarity, reduce ambiguity, and foster environments where individuals understand what is expected of them—key factors for building psychological safety and a sense of belonging. The episode highlights that when employees have clear routines and accountability mechanisms, they are empowered to perform, innovate, and feel included.
4. Why is accountability important in professional development?
Accountability turns intention into action. As discussed, having someone to answer to—be it a mentor, peer, or digital platform—increases the likelihood of achieving personal and professional goals. Accountability also nurtures self-motivation, helps overcome inertia, and refines focus.
5. What makes an effective mentor-mentee relationship?
According to Ed Johnson, honesty, trust, and the willingness to give and receive candid feedback are vital. A mentor should hold up a mirror, balance objectivity with support, and help their mentee face realities, not simply offer reassurance or ego-boosts.
6. How can small teams create and maintain a strong organisational culture?
Culture in small teams is often defined by the founders’ values and leadership style. Ed Johnson emphasises the deliberate creation of honesty, flexibility, and mutual respect as foundational elements. These practices set the tone for scalable, positive workplaces where people look back with pride on their tenure.
7. Can the principles of trust and self-accountability scale to large organisations?
Yes, but it requires intentional leadership. Scalable trust depends on equipping team leaders with emotional intelligence and setting clear expectations. When large organisations foster mutual respect and transparency at every level, staff are more willing to collaborate, innovate, and adapt.
8. How does URoutine differ from other personal development apps?
URoutine is a social network designed to help users establish, track, and share routines and goals—across personal and professional domains. Its key differentiator is the social accountability aspect: users can share routines with friends, family, or the wider community, encouraging active participation and inspiration from others.
9. What role does technology, particularly AI, play in the future of empowerment and inclusion?
The discussion highlights AI's dual role: as an enabler for rapid prototyping and idea generation, and as a potential risk to human connection. The solution is for leaders and entrepreneurs to stay present, maintain human touchpoints, and use AI to augment—not replace—authentic engagement.
10. How does the episode approach work-life balance for founders and employees?
Work-life balance, or rather life-work balance, is depicted as a shifting practice rather than a static achievement. Flexibility, awareness of personal needs, and honest reflection are key. Founders are encouraged to recognise their own limits and create environments that enable both well-being and peak performance.
11. What insights are offered about the future of work and society by 2030?
The episode predicts greater automation, more remote and flexible work, and an ageing workforce staying engaged for longer. The gig economy and portfolio careers are expected to grow, with a focus on lifelong learning and retraining, to ensure both inclusion and productivity for all ages.
12. How can listeners connect with Ed Johnson or learn more about URoutine?
Connect with Ed Johnson on LinkedIn for regular updates. URoutine’s beta release is expected later this year—interested parties can register at URoutine.com for early access.
13. How can I engage further with The Inclusion Bites Podcast?
Subscribe to Inclusion Bites at seechangehappen.co.uk/inclusion-bites-listen. Share feedback, insights, or your own inclusion story by contacting host Joanne Lockwood at jo.lockwood@seechangehappen.co.uk.
For further bold conversations that challenge and ignite inclusion, keep tuning in to The Inclusion Bites Podcast.
Tell me more about the guest and their views
The guest on this episode of The Inclusion Bites Podcast, titled "Empowering Through Routine," is Ed Johnson. He is introduced as a tech entrepreneur, CEO, and co-founder of URoutine. Ed’s professional journey is built around the principle of empowering people through structure, goals, and inclusive design. Previously, he was best known for co-founding PushFar, a mentoring platform that rapidly gained traction, especially in corporate spaces, by bringing accountability and structure to mentoring relationships.
Ed’s Perspective on Mentoring and Accountability:
Ed is a strong proponent of mentorship—not just as a means for career advancement, but also as a mechanism for personal growth. He emphasises that mentoring works best with structure, clear objectives, and—crucially—transparency. He values honesty in his relationships with mentors and mentees; he prefers honest, sometimes brutal, feedback over empty praise, as he believes this is vital for genuine development.
He highlights one of his formative experiences with a mentor, Martin Sherwood, who provided candid advice about both what to do and what to avoid in startups. Ed argues that real value in mentoring arises from this sort of honesty; he actively encourages future mentors and mentees to set expectations for openness from the outset of their relationship.
Views on Organisational Culture:
Ed’s leadership philosophy is rooted in cultivating an organisational culture characterised by honesty, trust, and mutual respect. Drawing on formative lessons from previous employers, he aspires to lead companies where people look back and remember their experience as the best place they worked—not because of financial metrics, but because of the culture and the way they were treated.
He consciously instilled this ethos in his ventures by focusing on transparency and flexibility. For instance, if a sunny afternoon presented itself, he’d encourage his team to log off early if their work was done. He believes such gestures build goodwill and create positive, lasting organisational memory.
On Managing Growth and Change:
Interestingly, Ed notes that while his company’s client base scaled rapidly, the internal team remained relatively small due to the scalable nature of software. This created its own unique set of challenges, particularly around process management and balancing client expectations. At a certain point, personalised customisation for every client became unsustainable, necessitating a shift in strategy and communication.
Remote and Flexible Working:
Ed’s businesses have always operated virtually—PushFar, for example, was remote even before the pandemic. He believes this approach fosters global reach and inclusivity, while allowing for a more flexible, autonomous work culture. He’s also aware of the challenges inherent in a remote structure, particularly around clarity of expectations and maintaining motivation.
Personal Accountability and Routine:
This focus on autonomy, structure, and accountability is reflected in his current venture, URoutine. The platform aims to digitise and socialise personal and professional routines, leveraging social accountability to help users establish and maintain habits, routines, and reach their goals. He draws a parallel with the way people hire personal trainers—not just for expertise, but for the accountability such relationships create—and wants to replicate that dynamic digitally.
Embracing Change, Technology, and Humanity:
Ed is keenly aware of the rapid evolution in tech, especially with the rise of AI. Yet, he’s careful not to lose the human touch. He considers direct engagement with users indispensable for product improvement and customer experience. While he uses AI for supporting certain technical or process-driven tasks, he feels it’s important that personal communications and content (such as social media posts) retain a direct, authentic connection to their creator.
Work-Life Balance and Self-Organisation:
On a personal note, Ed places value on routines that support wellbeing, noting his passion for running, reading, and travel as parts of his downtime. He’s candid about the difficulties of drawing boundaries between work and personal life, especially as an entrepreneur, but feels he’s getting better at it with experience.
Vision for the Future:
Looking forward, Ed anticipates the world of work becoming more autonomous, with greater reliance on technology and more flexible structures. He foresees a rise in solopreneurship and small, agile teams, alongside an increasing demand for tools that facilitate personal accountability and inclusive, supportive environments.
In sum:
Ed Johnson is characterised by his deep belief in structured support, radical honesty, tech-enabled empowerment, and the human element of inclusive workplaces. His views blend practical entrepreneurial experience with an inclusive, people-first mindset, always with an eye toward harnessing technology for collective improvement—all while never losing sight of the need for personal connection and authenticity.
Ideas for Future Training and Workshops based on this Episode
Certainly! Drawing upon the key themes and insights from this episode of the Inclusion Bites Podcast, “Empowering Through Routine” with Ed Johnson and Joanne Lockwood, here are some robust ideas for training sessions and workshops:
1. Cultivating Accountability Through Routine
Overview:
Explore how routine can be a powerful driver for personal and professional accountability. Use practical exercises to help participants build, share, and sustain meaningful habits, drawing on the psychology behind platforms like URoutine.
Key Elements:
Identifying personal and team routines
Role of social accountability
Habit-stacking for inclusion and wellbeing
Tools for tracking progress and sustaining motivation
2. Mentoring for Inclusion: Structures, Accountability, and Impact
Overview:
Leverage Ed Johnson’s experience with PushFar to unpack best practices in building effective mentoring programmes that foster inclusion, growth, and genuine connections.
Key Elements:
Structuring mentoring relationships for maximum impact
Honest feedback and holding up the ‘mirror’
Creating cultures of psychological safety
Balancing formal and informal mentoring
3. The Remote Culture Blueprint: Building Trust and Belonging in Distributed Teams
Overview:
Examine practical ways to intentionally embed organisational culture when teams are virtual or hybrid, inspired by Ed’s experience running a virtual-first business.
Key Elements:
Establishing trust and transparency remotely
Flexible working without losing productivity
Recognition and support for diverse working styles
Enabling self-management and autonomy
4. Managing Growth and Change: From Startup to Scale
Overview:
Delve into the organisational and leadership challenges of rapid client and team growth, with emphasis on processes, scalability, and maintaining inclusive values.
Key Elements:
Communication and expectation setting
Process vs. personalisation: When to say “no”
Scaling inclusion as you scale operations
Real stories and pitfalls from Ed’s journey
5. Human + AI: Augmenting, Not Replacing, Authentic Work
Overview:
Explore the intersection of technology and humanity, discussing how AI can enhance but not substitute person-centred leadership and inclusive practices.
Key Elements:
Identifying tasks suited for AI vs. the human touch
Maintaining authenticity in communications
Automation as a support for routine, not a replacement for connection
Practical demos on using AI to augment—but not erase—the personal touch
6. Inclusion and Belonging: Designing Work for Every Stage of Life
Overview:
Tackle the realities of a multigenerational workforce and explore techniques to support routine, autonomy, self-leadership, and well-being at any career stage.
Key Elements:
Tailoring support and structure for different ages and backgrounds
Addressing changing expectations: From graduates to vintage workers
Techniques for career pivots and lifelong learning
Supporting wellbeing through transitions
7. Feedback: From Brutal Honesty to Compassionate Accountability
Overview:
Train managers and mentors in effective feedback skills that balance honesty, compassion, and growth, avoiding both unhelpful niceties and destructive critique.
Key Elements:
The art of ‘holding the mirror’
Setting expectations and boundaries
Creating psychological safety for tough conversations
Practical role-play and scenario analysis
All suggested sessions can be tailored to specific organisational needs or demographics (leaders, managers, new joiners, etc.), and can incorporate practical toolkits, lived experiences, and interactive discussions to drive real change.
For further details or to design a bespoke session, connect with Joanne Lockwood at jo.lockwood@seechangehappen.co.uk. And don’t forget to visit Inclusion Bites Podcast for more inspiration!
Are you ready to embed routine-driven empowerment and genuine inclusion in your teams?
🪡 Threads by Instagram
True workplace culture is built with trust and honesty from day one. Ed Johnson shares how creating a positive environment means making people feel valued and heard—no matter the team size. How do you nurture trust in your circles?
Growth in tech isn’t just about scaling products. It’s about learning to say no, setting boundaries, and ensuring your culture grows with you. Ed Johnson’s journey from startup to success proves culture is as vital as code.
Honest feedback drives real development. Ed talks about mentors who offer genuine advice, not just empty praise. Do the people around you push you to grow, or just make you feel comfortable?
Routine doesn’t limit creativity—it empowers us. Whether running a business or managing life, structure brings clarity. Ed’s new venture URoutine brings accountability and purpose to daily goals. What’s your daily non-negotiable?
AI and technology shouldn’t replace human connection. Ed’s advice? Stay present with your people and learn from every real conversation. In a digital world, the personal touch matters more than ever.
Leadership Insights - YouTube Short Video Script on Common Problems for Leaders to Address
Leadership Insights Channel
Struggling to build trust and accountability in your team? Here’s what many leaders get wrong: they confuse freedom with a lack of structure. When people are left without clear expectations, productivity drops and motivation wanes.
Here’s how to turn it around:
First, be absolutely clear with your team—define what success looks like. Make sure everyone knows how they win, how they lose, and how they can genuinely please both you and themselves at work.
Next, let people know the boundaries. Some need a safari park to explore; others thrive with a bit more guidance. Don’t micromanage, but don’t leave them adrift either.
Final tip: build mutual trust. Show flexibility when possible, and your team will work extra hard when it counts. Recognise that honest, frequent communication is the foundation of sustainable success.
Remember, great leaders don’t just delegate tasks—they create the framework for everyone to thrive with confidence and clarity. Start leading with trust and structure—see the change in your team’s energy and results.
SEO Optimised Titles
How Scaling from 10 to 150 Clients Unlocked Inclusive Success in SaaS | Real Stories from PushFar | Ed @ URoutine
7 Years, 1 Exit, and the Power of Routine for Workplace Belonging | Founder Insights & Stats | Ed @ URoutine
Why 99 Percent of Mentees Seek Honesty Over Ego-Boosts | Empowering Through Routine | Ed @ URoutine
Email Newsletter about this Podcast Episode
Subject: Discover the Power of Routine – Inclusion Bites Podcast Episode 177
Hello Inclusion Bites Family,
Ready to shake up your sense of routine and empowerment? We’re thrilled to bring you the latest episode of The Inclusion Bites Podcast, “Empowering Through Routine.” Get ready for an inspired sit-down between your host Joanne Lockwood and guest Ed Johnson—tech entrepreneur, CEO, and the passionate mind behind URoutine.
🌟 What’s in it for you? Here are 5 keys you’ll pick up from this episode:
The Value of Honest Mentorship
Discover why the best mentors aren’t just cheerleaders—they hold up the mirror, ask the tough questions, and nurture genuine growth.Culture by Design, Not Default
Hear how Ed built a thriving business culture rooted in trust and transparency, and what it really takes to scale those values—even in a virtual team.Personal Accountability & Motivation
Learn how routine, structure, and a dash of digital accountability (thanks to Ed’s new venture) can help you reach goals, big or small—whether that’s inbox zero or healthy habits.Balancing Flexibility and Responsibility
We unpack why flexible working isn’t just about letting people log off early on a sunny day—it’s about crafting mutual respect and understanding in every workplace interaction.Thriving at Any Age and Stage
With a shifting workforce and longer careers, how can we empower everyone—from Gen Z to the “vintage worker”? The answers might surprise you.
✨ Unique Fact Shared
Ed offered a relatable and honest insight—after selling his company, he woke up the next day, checked his inbox obsessively, and realised… with a new venture, the world is suddenly very quiet! It’s a powerful, human reminder: success is not only about what you do, but how you reset, recharge, and build anew.
🔔 Get Involved
Let’s keep this conversation going—subscribe to Inclusion Bites for more bold conversations, share this episode with your network, or email your thoughts straight to Joanne at jo.lockwood@seechangehappen.co.uk. Want to dive even deeper or maybe join us on the show? Don’t be shy—we genuinely want to hear from you!
Ready to ignite your routine, challenge your status quo, and uncover fresh inspiration?
Listen now: Inclusion Bites Podcast
Together, let’s spark action, break barriers, and create spaces where everyone not only belongs, but thrives.
Catch you on the next bite!
Best,
The Inclusion Bites Podcast Team
#InclusionBites #EmpoweringThroughRoutine
Potted Summary
Episode Intro
In this engaging episode of Inclusion Bites, host Joanne Lockwood welcomes tech entrepreneur Ed Johnson to explore the empowering nature of routine, the evolution of mentoring, and the challenges of building purposeful, inclusive business cultures. Ed shares insights from his journey founding mentoring platform PushFar and his new venture, URoutine, delving into structure, accountability, and the human connection underpinning sustainable development and growth in today's virtual, rapidly-evolving working world.
In this conversation we discuss
👉 Mentoring & honesty
👉 Building team culture
👉 Digital routines & goals
Here are a few of our favourite quotable moments
"I'd rather hear the truth, even if it's, that was terrible or that was awful. I'd rather hear that than someone say, yeah, that was great, when it really wasn't."
"I always wanted to build businesses where people felt like that when they were working with me and for the companies that I was co founding."
"The psychology of accountability is when we start telling other people what we want to achieve, there's a lot more of a chance that we will."
Episode Summary & Call to Action
Ready to rethink routine as a source of empowerment and inclusion? Dive into this lively episode as Joanne and Ed tackle the realities of mentoring, leading with trust, and leveraging digital tools for genuine growth. Join the Inclusion Bites community and be inspired—tune in now at seechangehappen.co.uk/inclusion-bites-listen and spark your own change through purposeful routine.
LinkedIn Poll
Opening Summary:
In episode 177 of the Inclusion Bites Podcast, "Empowering Through Routine," Joanne Lockwood and guest Ed Johnson explored how structure, routine, and meaningful accountability can empower individuals at work and in life. They delved into the power of self-motivation, building inclusive workplace cultures, and the art of creating routines that help us thrive. With increasing flexibility and autonomy in the modern workplace, understanding what drives our best routines is more important than ever.
Poll Question:
What MOST helps you stick to a positive routine?
🔁 Clear goals & structure
👀 Accountability partners
📱 Tech & productivity apps
🎯 Personal motivation
#InclusionBites #EmpoweringRoutine #WorkplaceCulture #Wellbeing
Why vote:
Your insight helps us all understand what truly empowers people to create and maintain impactful routines, both at work and in daily life. Let’s spark discussion and inspire lasting change—vote and tell us what works for you!
Highlight the Importance of this topic on LinkedIn
Just listened to the latest Inclusion Bites Podcast episode “Empowering Through Routine” and it truly resonated. 🎧
The dialogue between Joanne Lockwood and Ed Johnson offered real insights into building cultures of honesty, trust, and meaningful accountability—cornerstones for thriving, inclusive organisations. 🔑
The exploration of mentoring, transparency, and evolving routines highlights what our industry often overlooks: structure and flexibility are not mutually exclusive; they are both vital levers for inclusion and performance.
Ed’s reflections on scaling culture, embracing hybrid work, and the intersection of AI with human experience are critical for every HR, EDI, and senior leader navigating change. This is exactly the kind of bold, reflective conversation we need to drive the profession forward. 🚀
If you care about fostering belonging and empowering people to be their best—this episode is a must.
Let’s keep learning and challenging each other to build workplaces where everyone can thrive. 🏆
#InclusionBites #EDI #PeopleExperience #Mentoring #WorkplaceCulture
Listen here: https://seechangehappen.co.uk/inclusion-bites-listen
L&D Insights
Absolutely—here’s a comprehensive summary with actionable insights for senior leaders, HR, and EDI professionals, drawn directly from the episode "Empowering Through Routine" from the Inclusion Bites Podcast. This will help you distil key learnings and drive positive organisational change.
Key Insights & "Aha Moments" 💡
1. The Transformative Power of Accountability and Structure
The conversation between Joanne Lockwood and Ed Johnson underscores how shared routines and clear expectations underpin both individual and team empowerment. The link between psychological accountability and tangible outcomes is an "aha moment"—publicly sharing goals or routines boosts the likelihood of success and nurtures a culture of self-leadership.
2. Mentoring as a Two-Way Street
Genuine mentoring flourishes on honesty, transparency, and mutual respect. Ed highlights how critical it is that mentors deliver honest feedback—sometimes uncomfortable—to fuel professional growth, rather than simply affirming mentees’ actions.
3. The Hidden Challenge of Growth: Process, Not Just People
A major, often overlooked challenge in scaling organisations is not just increasing headcount, but professionalising processes and managing expectations (especially in service or SaaS products). This is a valuable prompt to not equate growth solely with recruitment, but to prioritise evolving operational foundations.
4. Culture by Design, Not Default
Leaders shape culture intentionally—small acts of trust, flexibility, and active listening leave lasting impressions. Micro-interventions, like giving autonomy or personalising support, can widely ripple through organisational sentiment and performance.
5. Hybrid & Remote Work: Personal Accountability Needs Scaffolding
The shift to hybrid/remote work highlights diverse needs for structure. While some employees thrive with autonomy, others—particularly new joiners or career changers—require clear guidance and checkpoints. Successful leaders design support systems tailored to these varying comfort levels.
6. Sustainable High-Performance ≠ More Hours
Productivity is not synonymous with presenteeism. Both Joanne and Ed reiterate that output, not input, is what counts. Encourage results-focused leadership, discourage arbitrary presenteeism, and trust employees to manage their workload for best outcomes.
7. Tech & Humanity: Striking the Balance
Ed’s new venture, URoutine, and reflections on using AI stress a crucial balance: leverage digital tools for efficiency, but preserve meaningful human connection in mentorship, feedback, and content creation.
Practical Actions for Senior Leaders, HR & EDI Pros 🔧
🔄 Move Beyond Token Flexibility
Build a structured-yet-flexible framework where expectations are explicit and accountability is shared. Offer optional scaffolding for those who need more structure (early-career, remote hires), without micromanaging self-motivated staff.
🤝 Prioritise Honest Conversations
Train mentors and managers to deliver constructive, honest feedback and hold up the mirror for professional growth. Celebrate transparency over platitudes.
📈 Professionalise through Process
As your organisation scales, review process maturity—don’t wait until operational cracks appear. Invest in scalable systems before your client or employee base balloons.
🏆 Redefine Productivity
Reinforce a culture where measuring performance is about value delivered, not seat-warming. Ditch outdated presenteeism and model output-based recognition.
🤖 Augment, Don’t Replace, Human Touch
Use AI and tech tools to reduce drudgery—but never at the expense of human connections, storytelling, or mentoring. Ensure digital initiatives are complemented by authentic relationship building.
🌱 Nurture Culture Continuously
Don’t just design your culture for the start-up phase; plan how core values will be maintained and evolved as you scale (through team leader development, storytelling and recognisable rituals).
Suggested Changes to Practice 🔄
Develop onboarding and mentoring systems with an explicit balance of structure and autonomy.
Model vulnerability and transparency as a leader—share your own routine or learning journey.
Regularly check if your stated values are reflected in everyday behaviours, policies, and leader actions.
Equip managers with tools, training, and clear communication frameworks to handle growth and remote work transitions.
Social Media Hashtags
#InclusionBites #EmpowerThroughRoutine #LeadWithAccountability #CultureByDesign #HumanFirstTech
Shorts Video Script
ATTENTION-GRABBING TITLE:
How Routine and Accountability Unlock Success 🚀 | #RoutineWins #InclusionInsights #WorkplaceCulture #ThriveTogether #GoalGetter
[Text on screen: "Empowering Through Routine 💡"]
Ever wish you could achieve more, feel genuinely included, and stay accountable—in both life and work? Here’s how routines and honest conversations can be the game-changers you need.
[Text on screen: "Why Routine Matters 🔑"]
Having structure isn’t just about ticking boxes or getting up at the same time each day. Routine gives you clarity about your goals and keeps you accountable—not just to yourself, but to those around you. Even the simple act of telling someone your objective makes you much more likely to reach it.
[Text on screen: "The Power of Honest Mentoring 🤝"]
Strong mentoring relationships hinge on honesty and feedback. Sugar-coating things only holds us back—it’s much more valuable to have someone who’ll give direct, sometimes even tough, feedback. This builds growth and resilience, both for individuals and teams.
[Text on screen: "Scaling Trust & Culture 🌍"]
Can a culture of trust and flexibility scale? Absolutely. The secret is consistency—manage by outcomes, not hours. Flexibility works if it’s backed by mutual respect and clear expectations. Employees thrive when they know “how they win, how they lose, and how they please you.”
[Text on screen: "AI & Humanity: Better Together 🤖❤️"]
AI offers brilliant efficiency, but human presence still matters. Use tech to automate mundane tasks, but keep personal connections and creativity human-led. That balance helps retain authenticity, especially when building connections or sharing your story.
[Text on screen: "Accountability Makes It Happen ✅"]
If you want to turn your goals into habits, make them visible—whether in a shared routine app, through buddies, or public commitments. Accountability is the bridge between intention and results, and it works both for personal wellbeing and work performance.
So ask yourself: What small step can you share, today, to build your own empowering routine?
Thanks for watching! Remember, together we can make a difference. Stay connected, stay inclusive! See you next time. ✨
Glossary of Terms and Phrases
## Specialist Concepts and Phrases from "Empowering Through Routine" (Episode 177)
Below is a list of concepts, industry terminology, and nuanced phrases used in the episode which are not ubiquitous in everyday speech. Their definitions reflect the context as discussed by Ed Johnson and Joanne Lockwood.
1. **EDI / DEI**
*Abbreviation for Equality, Diversity, and Inclusion / Diversity, Equity, and Inclusion.* Refers to organisational initiatives aimed at creating fair and inclusive environments — specifically highlighted in recruitment and organisational culture.
2. **Mentoring Platform**
A digital system designed to facilitate and structure mentoring relationships, providing tools for accountability, tracking progress, and supporting both mentors and mentees.
3. **Shadow Board**
An informal or semi-formal advisory group offering guidance to founders and senior leaders, often without formal governance powers, to influence decision-making in early-stage companies.
4. **SaaS (Software as a Service)**
A software licensing and delivery model in which software is accessed online via subscription rather than bought and installed on individual computers.
5. **Product-Market Fit**
The extent to which a product satisfies a strong market demand, often a central focus for start-up success and scalability.
6. **Accountability Psychology**
The behavioural science principle that individuals are more likely to follow through on goals and habits when those goals are shared and tracked publicly or socially.
7. **Zero Inbox**
The practice of maintaining an empty email inbox, used here as an example of a professional efficiency goal.
8. **Routine Digitisation**
The transition of daily habits and routines into a digital format for tracking, analysis, and accountability — as seen in Ed’s description of the URoutine concept.
9. **Structure/Process Scaling**
The challenge and practice of transforming bespoke, personalised ways of doing business into scalable, repeatable processes as an organisation rapidly grows.
10. **Virtual First Organisation**
A company that operates with remote or distributed teams as the default, foregoing traditional office-based working.
11. **Culture by Design**
The intentional establishment of organisational culture, beginning at the outset (day zero) of a new venture, rather than letting it develop passively.
12. **Emotional Intelligence**
The capacity of managers and leaders to be attuned to the motivations, needs, and personalities of team members — viewed as essential for self-leadership and team development.
13. **Artisan Employees**
Workers who demonstrate self-leadership, creativity, and a high degree of autonomy and accountability, rather than following rigidly imposed directives.
14. **Micromanagement**
A management style characterised by excessive control and attention to minor details, contrasted with trust-based autonomy.
15. **Guided Autonomy/Self-Accountability**
The idea that individuals need both freedom to manage themselves and appropriate parameters or 'goalposts' to understand what success looks like.
16. **Telemetry of Life**
Collecting and visualising data about one’s habits, health or behaviours for self-improvement and accountability — includes metrics like weight, calorie intake, or productivity.
17. **Habits as Playlists**
The metaphor of treating routines and habits as modular, shareable sets (like music playlists), which can be copied, adapted, and tracked digitally.
18. **Founder’s Identity**
The phenomenon where one’s sense of self and personal identity is intertwined with being a business founder, and the emotional impact of exiting a business.
19. **Gig Economy / Content Creator Economy**
The rise of freelance, non-traditional work based on short-term contracts or self-created digital content, reflected in predictions for the future of work.
20. **Blended Approach to AI**
Using artificial intelligence to augment, but not wholly replace, human creativity and judgement—particularly in content creation and business communication.
21. **Vintage Worker / Classic Worker**
Terms referencing the emerging significance of older employees in the future workforce, as demographic shifts mean more people work later into life.
22. **Problem-Agitate-Solution (PAS) Model**
An approach to problem-solving or communication that involves defining the problem, highlighting its impact, and proposing constructive solutions—implicit in how Ed approaches both mentoring tech and routines.
23. **Safari Park Analogy (to Autonomy)**
The illustrative idea of providing broad but defined spaces for people to exercise autonomy at work, contrasting open micromanagement or unbounded freedom.
24. **Pitch-Perfect Elevator Pitch**
The practice of succinctly explaining a business or idea in a compelling, memorable way, often under time pressure, and the challenge of refining this skill.
25. **Digital Scale and Food Diary (as Accountability Tools)**
Utilisation of technology-enabled devices that synchronise data for habit tracking and personal accountability — discussed as an everyday example supporting routine digitisation.
These concepts together capture the episode's deep dive into the scaffolding that underpins empowered, accountable, and inclusive organisational and personal routines.SEO Optimised YouTube Content
Focus Keyword: Empowering Through Routine
Video Title:
Empowering Through Routine: Fuel Positive People Experiences and Drive Culture Change | #InclusionBitesPodcast
Tags:
Empowering Through Routine, Positive People Experiences, Culture Change, inclusion, diversity, routine, workplace wellbeing, mentoring, accountability, leadership, remote work, self-motivation, workplace culture, tech entrepreneurship, habits, empowerment, inclusion podcast, team dynamics, flexible working, employee engagement, professional development, AI in work, sustainable success, personal growth, SEE Change Happen
Killer Quote:
"I've always wanted to build businesses where people look back and say—it was the best company they ever worked for." – Ed Johnson
Hashtags:
#InclusionBitesPodcast, #EmpoweringThroughRoutine, #PositivePeopleExperiences, #CultureChange, #Inclusion, #Diversity, #Mentoring, #WorkplaceWellbeing, #Leadership, #SelfMotivation, #EmployeeEngagement, #RemoteWork, #HabitBuilding, #AccountableTeams, #ProfessionalDevelopment, #Belonging, #FlexibleWorking, #TechForGood, #SEEChangeHappen, #JoanneLockwood
Why Listen: Optimised Around "Empowering Through Routine"
Welcome to this transformative episode of Inclusion Bites, where I’m joined by Ed Johnson for an insightful dialogue on Empowering Through Routine. If you are committed to igniting Positive People Experiences and championing genuine Culture Change, this is not just a podcast—you’ll find it’s a blueprint for reshaping workplaces, rethinking leadership, and reimagining personal as well as organisational success.
At the heart of this discussion is Ed’s journey as a tech entrepreneur and co-founder of URoutine, a platform born out of the very need for structure and inclusive accountability he witnessed during years of leading Pushfar, a mentoring powerhouse. Together, we unravel the universal yet nuanced aspiration for belonging—not just as something we offer, but as the essential bedrock for growth, resilience, and thriving across all communities.
Empowering Through Routine isn’t just about habit-tracking or productivity hacks; it’s a lived philosophy. It’s about designing systems, both digital and human, that invite people to bring their authentic selves to work, to strive, reflect, learn, and lead in ways that are adaptive to the complexities of modern life. As we dissect the evolution from startup chaos to scalable structure, you’ll uncover how honesty, flexibility, and transparency forge a culture where trust isn’t just a value—it’s a lived daily practice.
You’ll discover how the blend of mentoring and routine shapes a culture of radical candour, where feedback isn’t a performance but a vital act of care. Ed’s experience demonstrates the fine balance leaders face: maintaining clarity and purpose without slipping into micromanagement, and offering autonomy without abandoning accountability. We discuss practical mechanisms—those “guides in the bowling alley”—that enable team members from every generation and background to truly understand “what’s expected of me,” fostering an environment where empowerment isn’t prescriptive but a co-created, evolving promise.
A key thread running through our exchange is the future of workplace culture in an age where remote and hybrid models are the norm, and where AI accelerates the pace of both innovation and complexity. Yet, as digital tools become ever more present, we return again and again to the fundamentals of humanity—personal connection, lived experience, and a culture of reflection.
You’ll enjoy the stories of innovation in adversity, from the agility required to manage a fast-growing SaaS company with a lean, globally dispersed team, to the vulnerability needed to “hold the mirror up” in mentoring, resisting the comfort of easy praise in favour of real, transformative honesty. We also debate the delicate art of scaling a trust-based, flexible culture from two founders to potentially tens of thousands of employees across the globe—and the stubborn persistence of legacy mindsets resistant to change.
The episode goes beyond mere theory, equipping you as a leader, mentor, or changemaker with practical insights around structuring accountability, fostering individual agency, and facilitating lifelong learning. You’ll hear how structured routine and transparent feedback empower employees of all stripes—not just to meet expectations, but to surpass them as self-leaders, artisans, and creative contributors.
In the latter half, Ed and I tackle the opportunities and responsibilities emerging from macro trends: demographic change, an ageing workforce, the relentless advance of AI, and the rise of gig and creator economies. Our forecast for 2030 is rooted in optimism and realism, challenging you to embrace vintage workers, multi-generational teams, and a culture flexible enough to remain both human-centric and innovative at scale.
If you aspire to a culture in which people look back and say, “That was the best place I ever worked,” then this episode is for you. It’s a call to move from the surface of inclusion to the substance of Positive People Experiences—where empowerment through routine is not merely a management strategy but the scaffolding for genuine, sustainable Culture Change.
Closing Summary and Call to Action
After this deep-dive conversation with Ed, it’s clear that Empowering Through Routine isn’t just a catchphrase—it’s the machinery behind Positive People Experiences and the linchpin of holistic Culture Change. Here are the key learning points and actionable insights you can apply to your team, organisation, or personal journey today:
Foster Radical Honesty in Mentoring & Leadership
Encourage open feedback from mentors who stretch, not soothe, enabling honest self-reflection.
Set clear boundaries in mentoring: clarify at the outset that tough feedback is given for genuine support, and establish trust for difficult truths to land well.
Design Routine with Personal & Professional Purpose
Structure empowers. Enable individuals to define and share their routines—whether pursuing inbox zero, healthier habits, or learning sprints—to reinforce accountability and shared goals.
Create mechanisms for people to socialise and replicate effective routines (routine “playlists”), amplifying best practice within and beyond teams.
Clarify Expectations to Boost Belonging
Help everyone understand “how to win, how to lose, and how to please." Define what success looks like—for each day, each project, and each role.
Use frameworks or routine-building tools to shrink or expand “the safari park”, adapting boundaries to individuals’ levels of self-leadership and independence.
Nurture a Trust-Fuelled, Flexible Culture
Prioritise humanity: let flexibility and compassion guide, not just policies. Trust individuals to manage their energy—give time off for wellbeing, not just performance.
Accept that productivity isn’t measured by hours at a desk. Judge impact, not input. Allow artisan employees to thrive by aligning work with energy and skill, not just time.
Balance Accountability with Psychological Safety
Be wary of shifting too far away from structure, especially for newcomers or those lacking self-discipline. Provide regular check-ins, clarity on deliverables, and visible pathways to growth.
Use routines and transparent accountability to support, not police—proactive structure prevents drift, maintains motivation, and fosters personal development.
Embrace the Power and Challenge of Scaling Culture Change
Seek leaders who model trust, transparency, and empathy. Culture scales through role-modelling far more than through handbooks or slogans.
Accept that culture at scale demands both systems and stories. Celebrate anecdotes of flexibility, trust, and honest feedback as touchstones for growth.
Harness Digital Tools—But Stay Human
Let AI and automation take the drudgery out of routine, but remain present in customer support, storytelling, and the building of communities.
Use technology to ideate and augment, not replace, personal touch—write your own messages, give first-person feedback, and build authentic narrative in all communications.
Equip Yourself for the Future of Work
Prepare now for a multi-generational, skills-diverse workforce: welcome “vintage workers,” redesign upskilling programmes, and foster intergenerational mentoring.
Re-cast work as a lifetime journey—support pivots, portfolio careers, and lifelong creativity.
Champion Diverse Positive People Experiences
Design products, processes, and policies that bring out the best in all colleagues—across different stages of life, identities, and working patterns.
Celebrate inclusion not just as rhetoric but as practice—inviting, equipping, and supporting each person to thrive.
Connect, Share, and Build Community
Join the Inclusion Bites community—reach out with your stories, reflections, and aspirations.
Share this episode widely: with your leadership team, your D&I working group, or anyone wrestling with the challenge of driving real, sustainable Culture Change.
By embracing these actionable points, you’re not only fuelling your own journey, but you’re joining a movement determined to build organisations that people never forget—for all the right reasons. Positive People Experiences and courageous, honest routines remain at the heart of every thriving, future-fit culture. Let’s move inclusion from intention to everyday reality—together.
Outro
Thank you so much for tuning in to this episode of the Inclusion Bites Podcast. I deeply appreciate you lending your ear—and your heart—to this crucial conversation. If you found value in today’s episode, please like, subscribe, and share this podcast with friends, colleagues, and wider communities.
For more inspiring episodes and resources, visit the SEE Change Happen website at https://seechangehappen.co.uk.
And don’t miss future conversations—subscribe to The Inclusion Bites Podcast at https://seechangehappen.co.uk/inclusion-bites-listen.
Stay curious, stay kind, and stay inclusive - Joanne Lockwood
Root Cause Analyst - Why!
Certainly. Acting as a Root Cause Analyst, I will examine the transcript of “Empowering Through Routine” from the Inclusion Bites Podcast hosted by Joanne Lockwood with guest Ed Johnson. The aim is to identify the key issues discussed, systematically probe with ‘why?’ five times for deeper insight, and then summarise findings with potential solutions.
Key Problem Identified:
Lack of sustained personal accountability and clarity around expectations in workplace routines, especially in virtual teams and for individuals transitioning into new work environments. This manifests as diminished productivity, reduced engagement, and suboptimal well-being at both personal and organisational levels.
Root Cause Analysis Using Five Whys
1. Why does a lack of sustained personal accountability and clarity exist in workplace routines, particularly in virtual environments?
Because many employees struggle to self-manage and remain productive without clear parameters, and organisations often fail to provide structured support and explicit expectations.
2. Why do employees struggle to self-manage and organisations fail to set clear expectations?
Because traditional management practices often rely on physical presence and micromanagement, with limited adaptation to remote work models, and there is insufficient focus on developing self-leadership skills across teams.
3. Why do management practices remain rooted in traditional approaches and why is there insufficient development of self-leadership?
Managers and leaders have typically been socialised within hierarchical, control-based cultures, leading to a lack of trust and underinvestment in empowering employees with autonomy and structured guidance for accountability.
4. Why do organisational cultures remain hierarchical and averse to trust-based, empowering models?
Because of slow-moving organisational change, legacy mindsets about productivity (measured by hours rather than outcomes), and nervousness about relinquishing control to employees, which is compounded by lack of tools that facilitate mutual trust and transparency.
5. Why is organisational change slow and why do legacy mindsets prevail?
Because there is an absence of sustained strategic commitment to inclusive, adaptive leadership development, paired with a lack of widespread adoption of technology and routines that make expectations transparent, foster mutual accountability, and support individual well-being.
Summary of Findings
At its core, the problem arises from entrenched management cultures that do not adequately adapt to the demands of remote, self-directed work or accommodate the diverse routines and needs of modern employees. This leads to unclear expectations, insufficient accountability structures, and a lack of genuine belonging at work. As a result, both individuals and organisations miss opportunities for optimal performance, satisfaction, and growth.
Potential Solutions
Embed Structural Clarity and Autonomy:
Adopt explicit frameworks for setting and communicating expectations, such as job scorecards or routine-shaping digital tools (e.g., URoutine), which support individuals in defining and tracking goals aligned to organisational priorities.Develop Self-Leadership Across the Organisation:
Invest in training and mentoring to help employees build habits of self-accountability, goal-setting, and reflective practice. Make use of mentoring ecosystems, as discussed in the podcast, to foster honest feedback and personal growth.Reframe Management Mindsets:
Shift leadership development programmes towards outcome-based management, emphasising trust, transparency, and flexibility, rather than control and presenteeism. Encourage leaders to get to know their teams’ unique routines and motivators.Leverage Technology Effectively:
Utilise social platforms and habit-forming applications to provide real-time feedback, peer inspiration, and nudges that reinforce productive routines and support well-being, not only at individual but at team and organisational levels.Institutionalise Routine Review:
Create regular opportunities (e.g., retrospectives, team check-ins) to review routines, celebrate successes, and recalibrate expectations to continually reinforce a sense of progress, inclusion, and shared purpose.
In summary:
Solving the challenge of sustained accountability and clarity in modern workplaces requires reimagining how routines are formed, expectations are communicated, and feedback is given. By combining purposeful leadership, transparent frameworks, and supportive technology, organisations can create environments where everyone thrives—not simply belongs.
Canva Slider Checklist
Episode Carousel
Slide 1:
🌟 Are You Thriving or Just Surviving? 🌟
What if the secret to real empowerment lies in your daily routine?
Slide 2:
Ed Johnson—tech entrepreneur and CEO of URoutine—reveals how structure and purpose can transform your work, life, and wellbeing. Imagine a culture where trust, honesty, and creativity empower everyone, every day!
Slide 3:
Ever wondered why some teams flourish while others flounder?
Discover why mentoring, honest feedback, and personal accountability are Ed’s formula for nurturing inclusive, high-performing teams—no matter your company’s size.
Slide 4:
From battling old mindsets to harnessing the power of AI, this episode unpacks how smart routines and transparent values create belonging and inspire action—at work and at home.
Slide 5:
Ready to break the mould and build a life where everyone belongs and thrives?
👂 Listen to “Empowering Through Routine” now on Inclusion Bites!
🔗 Tap the link in bio or visit seechangehappen.co.uk/inclusion-bites-listen
#InclusionBites #Empowerment #Belonging #Routine #Podcast
6 major topics
Empowering Through Routine: Reflecting on My Conversation with Ed Johnson
When I sat down with Ed Johnson, tech entrepreneur and CEO of URoutine, for Inclusion Bites, our chat blossomed into a masterclass on empowerment, accountability, and the power of building inclusive habits. What started as a catch-up between old colleagues quickly became a vibrant journey into the structural pillars that empower individuals and organisations alike. Over our hour together, we delved deep into key themes that shape culture and routine, always keeping "Empowering Through Routine" at the centre of our discussion.
Mentoring: The Power of Honest Relationships
From the outset, Ed and I reflected on the impact of mentoring. Drawing on his days launching Pushfar, Ed emphasised how the mentoring relationship is less about ego and more about courageous honesty. He spoke fondly of his own mentor, Martin Sherwood, who gave advice that wasn’t always easy to hear, yet always truthful. I couldn’t help but concur—true empowerment stems from mentors holding up a mirror, forcing us to confront reality rather than bask in platitudes.
Curiosity might lead you to wonder: Can mentorship exist without brutal honesty? Or is the discomfort of constructive feedback a necessary catalyst for growth? Exploring this tension revealed the delicate dance mentors must manage, holding space for growth yet ensuring authenticity takes precedence.
Scaling Culture: From Start-Up Values to Global Consistency
As we reminisced about scaling small enterprises, Ed shared a counterintuitive insight: organisational culture doesn’t simply “grow” with headcount. Instead, he explained, culture is crafted through a leader’s daily actions—rooted in trust, honesty, and flexibility—regardless of whether you have five or fifty thousand employees.
We mused over whether such personal, trust-based culture could be replicated at scale. Can you maintain close-knit values as an organisation spans continents? Ed believes so, provided team leaders embody those values at every level. The bigger the organisation, the more reliant it becomes on its leaders to cascade the same culture down.
It’s certainly a question of curiosity: What happens when scale and human connection collide? And is there a tipping point where culture becomes diluted, no matter how good the intentions?
Routine and Accountability: Building Empowering Habits
This brings me to the heart of Ed’s current mission: URoutine. The concept behind it is alarmingly simple yet transformative—empowerment through routine. Ed and I examined how both professional and personal goals benefit from externalising intentions. Whether it’s the desire to hit inbox zero or eat five portions of fruit a day, sharing these goals with others boosts accountability. It taps into social psychology: we’re far more likely to act when others know our aims.
We both agreed—empowering through routine isn’t about rigid adherence or stifling spontaneity. Rather, it’s offering a framework where autonomy flourishes. After all, where does discipline end and creativity begin? Can routine be the foundation upon which freedom and innovation are constructed?
The Human-Tech Interface: Staying Human in an AI World
No conversation about empowerment these days can ignore artificial intelligence. Ed and I explored the advantages and dilemmas of integrating AI into daily life and work. He remains adamant: true inclusion in digital spaces means keeping the human touch alive. AI should accelerate routine tasks and offer practical support, but decision-making, creativity, and relationship-building must remain resolutely human.
This raised fascinating points about AI’s future. Is there a risk that, in automating routine, we also automate our humanity? How do we retain individuality, authenticity, and the nuance of human judgement when technology is so pervasive?
Modern Leadership: Remote Work, Self-Management, and Trust
Ed’s companies have always been fully remote—years before it became mainstream. We discussed how flexible work models demand something deeper than operational tweaks; they demand trust. Not every employee thrives on unbounded freedom—some crave clarity and structure. I found myself reflecting on the balance leaders must strike: fostering autonomy while providing enough touchpoints to stave off ambiguity and isolation.
Curious yet? Consider, for example, how remote work challenges old-school monitoring and raises the bar for meaningful connection. Does true empowerment require more structure or less? And how do we, as leaders, ensure that flexible work isn’t a mask for disengagement?
The Demography of Empowerment: Ageing Workforces and Future Inclusion
Finally, we peered toward the horizon—what does empowerment through routine look like as the age profile of our workforce shifts dramatically? With populations ageing and retirement ages moving ever higher, Ed and I pondered how businesses must adapt to long, multi-stage careers and lifelong learning.
This topic is ripe for further exploration: Will older employees be empowered—or marginalised—by routine and technology? How can we foster belonging across generations, ensuring that new tech is an enabler, not a gatekeeper?
In summary, this conversation around empowering through routine reminded me just how central daily habits, cultural integrity, honest mentorship, and adaptability are to genuine inclusion. Routine may sound simple, but woven skilfully, it has the power to transform lives, workplaces, and society. That’s an idea well worth biting into.
For more inclusive conversations, actionable insights, and to join me on this journey, visit Inclusion Bites or drop me a line at jo.lockwood@seechangehappen.co.uk. Let’s keep sparking change—one routine at a time.
TikTok Summary
⏰ Ready to unlock the secret power of routines? On the latest episode of #InclusionBites, tech entrepreneur Ed Johnson joins Joanne Lockwood to reveal how structure, self-accountability, and honest mentoring can help everyone thrive—at work and in life. 🌍✨
🗣️ Dive into bold truths about inclusion, virtual teams, and building a real culture from day zero. Whether you’re setting up new habits or growing a team, this episode drops sharp tips you don’t want to miss!
👀 Want the full story? Listen now 👉 https://seechangehappen.co.uk/inclusion-bites-listen
#Empowerment #InclusiveCulture #Belonging #RoutineRevolution
Slogans and Image Prompts
Certainly! Here are some memorable slogans, soundbites, and quotes from the episode “Empowering Through Routine,” ideal for merchandise or hashtags. Each comes with a detailed AI image generation prompt, crafted to make the imagery both desirable and visually striking.
1. "Ignite the Spark of Inclusion"
Hashtag: #IgniteInclusion
AI Image Prompt:
Create a vibrant illustration of diverse hands reaching towards a luminous, central spark that radiates rainbow-coloured light. The spark should be prominent and dynamic, symbolising energy and unity. The setting is abstract, with a subtle digital aura evoking connection and possibility. Style: modern, bold, and energetic, suitable for mugs and t-shirts.
2. "Empowering Through Routine"
Hashtag: #EmpowerWithRoutine
AI Image Prompt:
Design a stylised sunrise emerging behind a planner or calendar, with silhouettes of people from various backgrounds standing confidently in front. Incorporate soft pastel gradients and subtle geometric patterns, suggesting structure and hope. Add faint tick boxes or checkmarks floating around. Style: uplifting, minimalistic, and empowering—perfect for a daily coffee cup or a sticker.
3. "Be Fueled by Purpose"
Hashtag: #FueledByPurpose
AI Image Prompt:
Illustrate an individual pouring brilliant golden light into a fuel tank labelled “Purpose,” with gears turning inside their chest, symbolising motivation. The background is a calm, inclusive workspace. Embed faint motivational doodles, like arrows and targets. Style: sleek line art with contrasting gold highlights, ideal for t-shirts and notebook covers.
4. "Everyone Belongs, Everyone Thrives"
Hashtag: #BelongAndThrive
AI Image Prompt:
Show a lush, interconnected tree with branches bearing diverse, smiling faces as blossoms or leaves. Roots are intertwined hands, grounding the message of belonging. Use vibrant green and earth tones, with cheerful expressions and dynamic movement. Style: detailed, hand-drawn look, friendly and inviting, suited for stickers and eco-friendly merchandise.
5. "Hold Up the Mirror—Face Your Truth"
Hashtag: #FaceYourTruth
AI Image Prompt:
Depict a bold, abstract mirror reflecting a diverse group of people looking at themselves with both curiosity and courage. The mirror is surrounded by swirling positive affirmations. Use energetic brushstrokes, a palette of blues and silvers, and expressive faces. Style: contemporary, reflective, and thought-provoking—ideal for journal covers and wall art.
6. "Be Honest. Be Transparent. Be Helpful."
Hashtag: #HonestyFirst
AI Image Prompt:
Design three interlocking speech bubbles, each labelled with “Honest,” “Transparent,” and “Helpful.” Each bubble is a different, bright colour, symbolising communication. Place the bubbles over a subtle world map background with heart icons scattered around. Style: crisp, playful vector art, perfect for mugs, tote bags, and team swag.
7. "Routines Help People Thrive"
Hashtag: #RoutineToThrive
AI Image Prompt:
Illustrate a daily routine checklist turning into stepping stones, leading upwards with figures walking confidently. Each stone features a tiny routine symbol: a water bottle, a book, a dumbbell, a heart. The ascent leads to a rising sun and a sense of accomplishment. Style: clean and inspirational with soft gradients, great for motivational posters and stationery.
8. "Structure for Success, Flexibility for Life"
Hashtag: #StructureAndFlex
AI Image Prompt:
Create an image split into two halves: one side features a neatly organised workspace with digital calendar icons, the other shows a person enjoying a sunny park, relaxing on the grass with a coffee. Blend the two scenes seamlessly using a curved transition. Style: balanced, harmonious, vibrant—a t-shirt or sticker for hybrid workers.
9. "Self-Accountability is Empowering"
Hashtag: #OwnYourJourney
AI Image Prompt:
Show a figure looking at a path with glowing milestones, each labelled with a personal accomplishment. The figure holds a lit lantern, symbolising self-guidance. The path winds through an inclusive, vibrant cityscape. Style: semi-realistic, warm tones, encouraging and adventurous; ideal for notepads and reusable bottles.
10. "Celebrate Progress—One Routine at a Time"
Hashtag: #CelebrateYourRoutine
AI Image Prompt:
Depict a festive calendar page with balloons, stars, and confetti bursting from each completed task or habit. Diverse hands give high-fives around the border. Use joyful colours—yellows, orange, teal—conveying celebration and perseverance. Style: playful, cartoony, and energetic—ideal for mugs, stickers, or event lanyards.
These slogans and image prompts are grounded directly in the themes and standout moments from the episode, with each offering both a visual and a conceptual hook for your merchandise lineup.
Inclusion Bites Spotlight
Ed Johnson, our guest on Empowering Through Routine, this episode of The Inclusion Bites Podcast, offers a refreshing insight into the intersection of structure, motivation, and inclusion. As a tech entrepreneur and co-founder of URoutine, Ed is deeply committed to empowering individuals—whether in the workplace or their personal lives—by providing tools that foster meaningful accountability and encourage positive habits.
Throughout the conversation, Ed reflects on his journey developing scalable technology platforms, such as the mentoring tool PushFar, and highlights how routine and accountability remain crucial across both corporate environments and entrepreneurial ventures. His experiences navigating the challenges of remote, global teams and building workplace cultures centred on trust and honesty provide valuable lessons for anyone striving to create inclusive environments from the outset.
Ed's philosophy extends far beyond technology. He challenges us to contemplate how routine can anchor us in moments of transition, help us reclaim agency, and fuel a sense of belonging at work and beyond. He openly discusses the delicate balance between autonomy and structure, the power of honest mentorship, and the ever-evolving role of AI—reminding us that human connection and self-compassion must remain at the heart of any drive for personal or organisational development.
In this episode, Ed shares his reflections on building purposeful teams, redefining productivity, and constructing routines that genuinely support wellbeing and growth. He invites us to consider: How might routine empower your own sense of belonging and inclusion? What would it mean to craft a workplace where accountability is both supportive and humane?
Join us as we spotlight Ed’s journey, and explore why fostering inclusive routines could be the catalyst for thriving individuals and organisations alike.
YouTube Description
Are your routines truly empowering you—or are they holding you back?
On this episode of The Inclusion Bites Podcast—"Empowering Through Routine"—Joanne Lockwood sits down with tech entrepreneur Ed Johnson to unravel how intentional structure, meaningful accountability, and inclusive habits can revolutionise not just our daily lives but our entire workplace culture.
Discover cutting-edge strategies to build self-motivation, foster adaptive teams, and leverage both human and digital tools for lasting personal and professional growth. Ed shares candid stories of founding two ventures, overcoming the pitfalls of people-pleasing, and the delicate art of saying ‘no’ to drive scalable impact. Joanne and Ed challenge old paradigms of leadership, trust, and micromanagement—revealing why modern organisations must nurture transparency, clarity, and emotional intelligence to truly thrive.
Listen in if you want to:
Rethink how routine shapes wellbeing and belonging
Learn how to instil honest accountability without micromanagement
Understand the coming wave of AI in workplace habits—and how to keep the human touch
Grasp why workplace culture isn’t just built; it’s modelled, adapted, and shared
After this episode:
Expect to question old habits, feel ready to recalibrate your own routines, and act purposefully to humanise your team’s culture—no matter the size or sector.
Key actions:
Reflect on your routines: Do they help you grow or keep you stagnant?
Approach mentoring and leadership with radical honesty.
Bring personal accountability into your daily and team habits.
Harness AI as a supportive tool, not a replacement for real empathy.
Be the catalyst for an empowered, inclusive future. Subscribe, share your thoughts, and get involved: jo.lockwood@seechangehappen.co.uk
#InclusionBites #WorkplaceInclusion #EmpoweringRoutine #InclusiveCulture #Accountability #TechForGood #WorkplaceWellbeing #HumanCentricLeadership #AIandInclusion #FutureOfWork
Listen now: Inclusion Bites Podcast
10 Question Quiz
Inclusion Bites Podcast Quiz: "Empowering Through Routine" (Episode 177)
Host: Joanne Lockwood
1. According to Joanne, what is a key function of mentoring within the professional environment?
A) To fast-track career promotions
B) To provide honest reflection and challenge thinking
C) To replace formal training programmes
D) To ensure compliance with organisational policies
2. Joanne notes a challenge she faces when mentoring others. What is it?
A) Keeping conversations strictly business-focused
B) Ensuring constant positivity
C) Balancing objectivity with her personal opinion
D) Avoiding discussing weaknesses
3. What does Joanne highlight as important for fostering a strong organisational culture in a growing business?
A) Increasing salary scales
B) Building culture from day zero based on honesty and trust
C) Mandating in-office attendance
D) Implementing rigid processes only once large
4. Which metaphor does Joanne use to describe workplace accountability and self-leadership?
A) "The carrot and stick method"
B) "The Ying and the Yang of the entrepreneur"
C) "Pouring water into a sieve"
D) "Running the corporate marathon"
5. How does Joanne view the relationship between productivity and hours worked?
A) More hours always equal higher productivity
B) Productivity is unrelated to flexibility
C) Productivity should be measured by outcomes, not hours
D) Shorter hours reduce productivity
6. Joanne mentions what as a crucial expectation for employees to have at work to foster a sense of belonging?
A) Regular salary increases
B) Knowledge of what’s expected of them
C) Permission to skip meetings
D) Guaranteed annual promotions
7. When discussing the adoption of new technology (like AI), how does Joanne believe businesses should approach 'staying human'?
A) By automating all possible tasks
B) By removing human interaction from customer service
C) By using AI as an augmentation tool, but retaining personal input and presence
D) By avoiding AI entirely
8. In her routine and personal accountability, Joanne cites an example involving her health. What method does she use to track her progress?
A) Weekly phone calls with a coach
B) A digital app to log her food, weight, and blood pressure
C) Manual journal entries in a notebook
D) Relying on memory alone
9. Joanne identifies a trend for the future of work. What demographic does she expect will become increasingly significant in the workplace by 2030?
A) Gen Z exclusively
B) Only freelancers
C) The over-50s demographic
D) School leavers
10. At the episode’s conclusion, what primary call-to-action does Joanne give listeners?
A) Submit CVs for her consultancy
B) Send her gifts and sponsorship requests
C) Subscribe to Inclusion Bites, share the podcast, and contribute their insights
D) Avoid giving feedback to the show
Answer Key with Rationales
1. B) To provide honest reflection and challenge thinking
Rationale: Joanne articulates the need for mentors to “really hold the mirror up and say, look at yourself... face up to those realities,” underscoring the role of challenging and supporting mentees.
2. C) Balancing objectivity with her personal opinion
Rationale: Joanne expresses that as a mentor, balancing “own objectivity with personal opinion” is a real challenge.
3. B) Building culture from day zero based on honesty and trust
Rationale: Joanne discusses growing culture “from day zero” and emphasises “honesty and trust” as foundation stones for meaningful workplace culture.
4. B) "The Ying and the Yang of the entrepreneur"
Rationale: Joanne uses this phrase to describe working when one wants (freedom) versus having to work when one doesn’t want to (responsibility).
5. C) Productivity should be measured by outcomes, not hours
Rationale: Joanne critiques old models of equating hours worked with productivity and supports flexibility focused on outcomes.
6. B) Knowledge of what’s expected of them
Rationale: She references the importance of “knowing what’s expected of me” at work as foundational to belonging and measuring success.
7. C) By using AI as an augmentation tool, but retaining personal input and presence
Rationale: Joanne advocates a “blended approach,” using AI to augment her work but still prioritising her own voice and human touch.
8. B) A digital app to log her food, weight, and blood pressure
Rationale: Joanne describes using digital tools to create “metrics of my life” and provides details of her food diary and Bluetooth-enabled scales.
9. C) The over-50s demographic
Rationale: Joanne discusses demographic trends pointing to “the over 50s will suddenly become the biggest demographic in the workplace.”
10. C) Subscribe to Inclusion Bites, share the podcast, and contribute their insights
Rationale: She encourages listeners to subscribe, share, and reach out, because “you can be part of the conversation too.”
Summary Paragraph
In this episode of Inclusion Bites, Joanne Lockwood expertly explores the theme of "Empowering Through Routine." Drawing from her experience as both mentor and entrepreneur, she highlights the vital role of honest, constructive reflection in mentoring and the challenge of maintaining objectivity. She underscores that creating an inclusive organisational culture stems from early investments in honesty and trust, supplemented by a balanced approach to accountability—what she calls the “Ying and Yang of the entrepreneur.” She refutes the notion that productivity is tied strictly to hours worked, arguing for a focus on meaningful outcomes, and stresses that a sense of belonging at work pivots on employees knowing what’s expected of them. As technology advances, Joanne champions using AI as an augmentation tool—always preserving a distinctly human touch. On a personal level, she shares her routine-driven approach to well-being, leveraging digital tools for tracking progress. Looking ahead, she anticipates the rising influence of older demographics in the workforce. Throughout, Joanne calls listeners to join the Inclusion Bites community, emphasising the power of shared insights in driving inclusion.
Rhyme Scheme and Rhythm Podcast Poetry
Empowering Through Routine
In the dawn of the day when the world feels askew,
We seek gentle habits to guide us anew.
A whisper of purpose, a structure, a frame,
In cycles we orbit, no day feels the same.
Does routine confine, or can it set free,
To build up our lives with possibility?
The mirror of mentoring, honest and bold,
Reflecting our truths, not just stories retold.
In ventures begun with a spark and a friend,
From few to the many, ambitions ascend.
Yet, scaling a passion, demands gentle art,
Of giving each process and person their part.
Accountability’s gift, its mirror so clear,
Echoes intentions, not whispers of fear.
Clarity blossoms when boundaries are drawn,
Structure and freedom entwined in the dawn.
Across distant screens, in a virtual sprawl,
Culture is sculpted, both groot and small.
Fostered by trust, by candour and care,
By seeing the one, not the sum in the chair.
Adaptation’s a dance through the shifting of times,
With AI evolving and scaling new climbs.
But the heart of achievement, the core of our quest,
Remains touch and connection, our ultimate test.
So pause as you ponder the arc of your days,
What routines uplift you, what habits amaze?
Share this reflection, and let others find,
The light in routines that empower the mind.
For journeys like these that uplift and inspire,
Subscribe and share—help inclusion aspire.
With thanks to Ed Johnson for a fascinating podcast episode
Key Learnings
Key Learning and Takeaway
The core learning from this episode of the Inclusion Bites Podcast—“Empowering Through Routine”—is the transformative power of structure, accountability, and honesty in fostering inclusion and personal growth within both individuals and organisations. Routine is not merely about productivity; when approached with empathy, flexibility, and mutual respect, it becomes a lever for empowerment, belonging, and scalable cultural change. By blending transparency, autonomy, and proactive support, leaders can build environments where everyone understands expectations, is trusted to manage their own contribution, and is encouraged to thrive—whatever their personal or professional context.
Point #1: The Importance of Honest Mentoring
Transparent and truthful mentoring relationships are vital for genuine growth. Both Ed Johnson and Joanne Lockwood highlighted the need for mentors who are unafraid to give honest feedback—even when it’s difficult—which enables mentees to embrace self-reflection, tackle challenges head-on, and develop into resilient leaders who, in turn, empower others.
Point #2: Building Culture through Trust and Flexibility
A culture grounded in trust and flexible working fosters loyalty, motivation, and a sense of belonging. Ed’s virtual business model and philosophy of openness—such as letting staff enjoy a sunny afternoon off—demonstrates that flexibility, coupled with accountability, yields productivity and employee satisfaction.
Point #3: The Nuance of Accountability and Structure
Not everyone in a modern, diverse workforce craves complete autonomy; many thrive with clear expectations and structured routines. Making people aware of “how to win, how to lose, and how to please” ensures they do not drift and helps organisations empower both independent self-starters and those who benefit from guided routines.
Point #4: Harnessing Technology to Support, Not Replace, Humanity
While digital tools, AI, and scalable software can increase efficiency and customise experiences, the episode underscores the necessity of maintaining a human touch. Engaging directly with clients and colleagues provides irreplaceable insight and connection, ensuring tech enhances rather than erodes meaningful relationships and inclusion.
Book Outline
Certainly. Below is a detailed book outline, grounded exclusively in the guest’s contributions from the podcast “Empowering Through Routine” (Inclusion Bites Podcast, Episode 177). This outline distils the expert insight, anecdotes, and actionable wisdom into a structured and engaging format suitable for a publishable book.
Proposed Book Title Ideas:
Empowering Through Routine: Purpose, Accountability, and the Art of Structure
Fueled by Purpose: Building Success with Routine and Accountability
From Chaos to Clarity: The Human Power of Routine and Mentoring
Book Outline
Introduction
Definition: The Power of Purpose and Routine
Overview of the author’s journey: from tech entrepreneur to exploring the impact of routine and accountability
Setting the scene: Why structure and inclusive design matter in today’s professional and personal worlds
Chapter 1: Purpose as a Superpower
Subheadings:
Discovering Purpose Early in Entrepreneurship
Purpose vs. Performance: The Real Fuel for Innovation
The Humility of Not Knowing Everything
Transforming Self-Doubt into Learning Opportunities
Quote:
“Some days it was really eloquent and sounded professional and other days I'd hear myself saying it back and think even I don't know what I'm trying to do.”
Chapter Summary:
Explores how a sense of purpose has shaped the entrepreneurial journey, with anecdotes about early setbacks, imposter syndrome, and the importance of continual learning for authentic leadership.
Chapter 2: The Mentoring Mindset
Subheadings:
Formalising Mentorship: Building Relationships That Work
The Value of Honest Feedback
Being a Mentor and a Mentee: Empowerment in Both Roles
Transparency and Brutal Honesty as Tools for Growth
Quotes:
“I'd rather hear the truth, even if it's, that was terrible or that was awful... a mentor is there when they're slightly removed, and they can give you that honest response.”
Real-Life Example:
Experience with a chairman as a mentor—how meaningful critique created professional growth. Reflections on mentoring employees and balancing objectivity with empathy.
Chapter Summary:
Details the evolution from being mentored to mentoring others; highlights the dual roles’ impact on accountability and self-awareness.
Chapter 3: Scaling with Integrity
Subheadings:
Growth: When Client Bases Expand but Teams Stay Lean
Software as a Scalable Solution: Opportunities and Challenges
Managing Expectations: When “No” Becomes Necessary
The Tension Between Customisation and Scalability
Quote:
“What we found was, whilst there were some core components to our software that everyone wanted, every organisation is unique... building software that can be customised to all of them becomes quite tricky.”
Visual Suggestion:
Diagram of “Scalability Stress Points” – showing the increasing complexity as client numbers rise versus team size.
Chapter Summary:
Shares the practicalities of scaling a virtual business, focusing on managing client expectations, the journey to professionalisation, and learning to prioritise.
Chapter 4: Cultivating Culture—Remotely and Authentically
Subheadings:
Leading Before the World Went Remote
Building a Culture on Trust, Honesty, and Flexibility
The Subtle Power of Small Gestures
Institutionalising Positive, Scalable Values
Quote:
“If it was a sunny day... I'd say, look, it's a Friday afternoon, if you finish your work, just log off... Little things like that... you should be doing that.”
Real-Life Example:
Allowing flexibility around special occasions, such as major sporting events, to foster loyalty and motivation.
Reflection Exercise:
Prompts for readers to identify and articulate their own workplace culture values.
Chapter Summary:
Challenges assumptions that strong culture can only thrive in co-located teams. Provides actionable strategies for embedding values remotely.
Chapter 5: Rethinking Accountability and Productivity
Subheadings:
Dispelling Myths: Productivity Is Not Just About Hours Worked
The Balancing Act: Autonomy and Structure for Teams
Self-Accountability: How to Foster Artisan Mindsets
The Danger of Micromanagement and the Need for Clarity
Quote:
“I'd rather someone was really productive in three days… we have to breed cultures where people are self accountable and trust is there.”
Interactive Element:
Worksheet on constructing meaningful, personalised measures of success.
Chapter Summary:
Analyses how trust, autonomy, and well-defined parameters combine to produce high-performing, inclusive teams.
Chapter 6: Navigating Change—Exits, Transitions, and Identity
Subheadings:
Exiting a Venture: Loss, Opportunity, and Reinvention
The Emotional Aftermath: Identity and Starting Anew
The Realities of Solopreneurship
Lessons Revisited: What Endures, What Evolves
Quote:
“It was probably the best and the worst, if that makes sense... I'm not very good at sitting around, doing not a lot and relaxing.”
Visual Suggestion:
Timeline diagram: “Cycle of Entrepreneurial Renewal”
Reflection Question:
How do you separate your professional identity from your business?
Chapter Summary:
Examines the psychological and practical realities of moving on from a company, and the process of building again from scratch.
Chapter 7: The Entrepreneur’s Toolkit for the Modern Age
Subheadings:
Embracing New Technologies: The Role of AI
Remaining Human in a Digital Ecosystem
The Power and Pitfalls of Automation
Rapid Prototyping and Continuous Learning
Quote:
“I learned so much... by being the customer support representative... you learn so much from those conversations.”
Interactive Exercise:
Checklist for balancing AI use with human touch in business operations.
Chapter Summary:
Addresses integrating technology into daily routines whilst safeguarding authenticity, innovation, and user empathy.
Chapter 8: Building a Life—Not Just a Business
Subheadings:
Personal Routines for Wellbeing and Success
Bringing Telemetry to Life: Monitoring Habits, Goals, and Progress
Harnessing Accountability Beyond Business: Health, Learning, and Relationships
Quote:
“I love running. I also love the fact that running gives me time... to recalibrate my life and work out what my goals are.”
Real-Life Example:
Use of digital habits and sharing routines with family for collective motivation.
Exercise:
Design a “life routine playlist” tailored to health, learning, and personal development.
Chapter Summary:
Demonstrates how the tools and mindsets from entrepreneurship translate into holistic, meaningful lives.
Chapter 9: The Future of Work, Success, and Routine
Subheadings:
Predicting the 2030 Landscape
Ageing Workforce and the Rise of Classic Workers
Entrepreneurial and Consumer Shifts: Toward the Gig and Content Creation Economy
The Universal Need for Structure and Autonomy
Quote:
“I think we'll see a lot more entrepreneurs, solopreneurs, freelancers than we are even now...”
Visual Suggestion:
Infographic on demographic changes and implications for work patterns.
Action Step:
Prompt for readers to envisage their own ideal working structures by 2030.
Chapter Summary:
Synthesises social and technological trends, with a human-centric vision for the future of routine and inclusion.
Conclusion: The Ongoing Journey of Empowerment
Summarises key insights about harnessing routine, mentoring, and authentic leadership
Stresses the necessity of adapting routines as circumstances evolve
Reaffirms the value of purpose, intentionality, and continual renewal
Call to Action:
Encourages readers to actively audit their routines, seek honest mentorship, and design their life and work with inclusion at the core.
Supplementary Materials
Appendix: Sample routines and habit trackers
Guides: Templates for mentoring conversations, goal-setting frameworks
Further Reading: Curated list of recommended books, articles, and tools
Interactive QR links: Direct access to URoutine resources and community spaces
Feedback and Refinement
Iterative review process with D&I and leadership experts
Inclusion of pilot reader feedback, particularly from start-ups, HR practitioners, and freelancers
Continuous engagement with real-world users of URoutine
End of Outline
Maxims to live by…
Maxims for Empowering Through Routine and Inclusion
Lead with Purpose
Let purpose fuel your actions, guiding both your personal development and the systems you build to help others thrive.Embrace Accountability
Share your goals with others and foster environments where meaningful accountability drives genuine progress.Honest Feedback is a Gift
Value candour over comfort—seek and give honest feedback, even when it’s challenging. True growth thrives on transparent conversations.Structure Enables Freedom
Implement routines and set clear expectations. Structure doesn’t stifle creativity; it liberates it by providing a solid foundation for achievement.Celebrate Mentorship
Mentorship is reciprocal empowerment: seek guidance as a mentee, and offer insight as a mentor. Both roles create valuable learning experiences.Set and Clarify Expectations
Clarity in your objectives—knowing what success and failure look like—enables you and those you work with to operate confidently and independently.Adaptability is Essential
Be willing to iterate, shift your perspective, and change direction as your context or the needs of those around you evolve.Champion Flexibility and Trust
Empower yourself and others with trust and autonomy, balanced by mutual respect and shared responsibility.Routine Supports Well-being
Develop habits that nurture your mental, physical, and emotional well-being. Small, regular actions compound to significant change.Inclusion Starts with Culture
Foster environments where everyone feels valued and respected. Culture is built from day one and must be sustained with intention and honesty.Embrace Technology, Remain Human
Use tools and technology to augment productivity, but never lose the human connection. Presence and empathy are irreplaceable.Autonomy and Support Go Hand in Hand
Provide space for independent work, while ensuring support and guidance are accessible for those who need it.Celebrate Progress, Learn from Setbacks
Take pride in achievements—yours and others’. Own missteps as learning opportunities that refine your journey.Lifelong Learning is Non-negotiable
Remain curious. Continuous personal and professional development ensures you adapt, grow, and remain relevant in a changing world.Balance Variety with Discipline
Diversify your days and tasks, yet retain focus on your overarching goals. Routine is most effective when combined with flexibility and enjoyment.Regularly Recalibrate
Reflect on your routines, culture, and well-being. Adjust your habits and approach as your life, work, or ambitions shift.Community Deepens Accountability
Involve others—friends, family, colleagues—your commitment increases when goals are shared and witnessed by a wider community.Work-Life Balance is a Dynamic Practice
Consciously blend work and life routines. Sometimes the balance shifts, but regular recalibration maintains sustainability.Progress Over Perfection
Strive for continual improvement, not flawless execution. Consistent, incremental steps yield lasting transformation.Leave a Legacy of Belonging
Strive to create spaces—whether at work or in your life—where people look back and say, “That was where I felt valued and truly belonged.”
Live by these maxims to cultivate empowerment, inclusion, and fulfilment through your routines and interactions—whether at work, in the community, or at home.
Extended YouTube Description
YouTube Video Description – Inclusion Bites Podcast | Episode 177: "Empowering Through Routine" with Ed Johnson
Unlock the power of routine, accountability, and inclusive leadership in the latest episode of the Inclusion Bites Podcast, hosted by Joanne Lockwood! In this inspiring conversation, tech entrepreneur Ed Johnson, CEO and co-founder of URoutine, reveals how structured habits and inclusive design drive personal growth, employee engagement, and business success. Whether you’re an HR professional, D&I advocate, people leader, or someone striving for purpose-driven change, this episode is packed with actionable strategies to help you thrive—both at work and in life.
⏰ Timestamps for Easy Navigation:
00:00 – Introduction to Inclusion Bites
01:14 – Meet Ed Johnson: Journey & Superpower
02:58 – Early Days of Pushfar & Formalising Mentoring
04:22 – The Role of Mentoring in Personal & Professional Growth
07:22 – Start-up Challenges: Scaling and Managing Expectations
09:58 – Building a Remote, Global Team
11:24 – Shaping Organisational Culture from Day Zero
14:25 – Can Start-Up Culture Scale to Enterprises?
16:29 – Crafting Accountability and Self-Leadership in Teams
18:28 – Generational Mindsets and the Need for Structure
20:13 – The Importance of Clear Expectations for Belonging
22:13 – Reflections on Exiting Pushfar
27:04 – The Realities of Starting Anew as an Entrepreneur
33:41 – Staying Human in the Age of AI
38:17 – URoutine: Social Accountability & Personal Success
40:22 – Digital Tools for Health & Wellbeing
43:34 – AI as an Enabler for Ideas and Personal Growth
44:42 – Ed’s Downtime and the Work-Life Balance
46:12 – Predictions for 2030: Ageing Workforce & Tech
52:35 – How to Connect & Get Involved with URoutine
53:19 – Closing & Call to Action
In-depth Episode Summary:
In Episode 177, "Empowering Through Routine," Inclusion Bites welcomes Ed Johnson, a passionate tech entrepreneur committed to making purpose-driven routines the engine of personal and professional well-being. Discover the evolution from founding the Pushfar mentoring platform—revolutionising how corporates and individuals approach mentoring and accountability—to Ed’s latest venture, URoutine, a social network designed to foster sustainable, inclusive habits.
Joanne and Ed unpack:
The critical role of mentorship—why honest feedback, meaningful accountability, and psychological safety empower diverse talent to grow.
Scalability of company culture—can trust and flexibility be nurtured as start-ups evolve into large, global businesses?
How virtual-first teams stay connected and set clear expectations without borders.
The importance of structure and routine—balancing autonomy with the need for defined goals, especially for new employees and recent graduates.
Leveraging AI and digital tools without losing your human touch in leadership, content creation, and health.
Why the future of work lies at the intersection of technology, multigenerational teams, inclusion, flexible working, and continuous skill development.
Whether you’re building an inclusive workplace, striving for healthier daily habits, or leading through disruption, this episode provides fresh insights to help you embed accountability, cultivate a thriving culture, and future-proof your routines in a fast-changing world.
🚀 Ready to drive inclusion and unlock your best routines?
🔔 Subscribe for more bold conversations and practical takeaways from Inclusion Bites!
🌐 Visit seechangehappen.co.uk/inclusion-bites-listen for show notes, resources, and guest opportunities.
💬 Have insights or want to join the conversation? Email Joanne at jo.lockwood@seechangehappen.co.uk
🎥 Watch another episode: Inclusion Bites Podcast Playlist
Target Audience:
HR and People Professionals
Diversity, Equity & Inclusion (DEI) Leaders
Managers and Business Owners
Entrepreneurs
Anyone seeking structure, purpose, and inclusive growth
Benefits for You:
Build self-motivation and accountability in your life and teams
Discover tools and mindsets for inclusive leadership and belonging
Learn to adapt culture and routines for flexibility and growth
Stay ahead with insights on AI, digital wellbeing, and the future of work
Suggested Hashtags:
#InclusionBites #InclusiveLeadership #Mentoring #Routine #HRTech #FutureOfWork #PurposeDriven #Accountability #URoutine #DEI #WorkplaceCulture #SeeChangeHappen #EmployeeEngagement
Join the Inclusion Bites community. Amplify your voice. Spark change—one habit at a time!
Substack Post
Building Belonging, One Routine at a Time
Have you ever paused to ask yourself why some teams seem to flourish with seamless collaboration and motivation, while others struggle to ignite that spark of belonging? In the world of DEI, routine can sometimes seem like an uninspired word, yet it’s often structure and clear expectations that create the scaffolding for inclusion, equity, and true belonging. In this week's Inclusion Bites Podcast, I explored this theme in depth with Ed Johnson—tech entrepreneur, mentoring champion, and now CEO and co-founder of URoutine.
If you’ve ever struggled to marry flexibility with accountability, or wondered how to nurture an inclusive culture in our age of hybrid working and digital transformation, this episode, “Empowering Through Routine,” offers practical, fresh perspectives that might just help you find the missing piece.
Why Routines Matter in the Quest for Inclusion
This conversation with Ed was especially poignant given our shared belief in the transformative power of mentoring, self-leadership, and personal accountability. Together, we reflected on our early days navigating the DEI landscape—back when business cards were printed, elevator pitches were rehearsed (often nervously!), and remote-first working was still a novel concept.
We delved into how Ed’s journey—from co-founding PushFar, a global mentoring platform, to his latest venture URoutine—has revealed that structure and routine can be powerful vehicles for personal growth and for cultivating cultures where every individual feels they matter.
This isn’t about clock-watching or rigid processes, but rather about creating personalised frameworks in which people can thrive, whether they’re seasoned leaders or fresh out of college. For HR professionals, D&I leads, talent specialists, and L&D champions, our discussion addresses the perennial challenge: how can we empower people—wherever they work—to contribute their best, take ownership, and nurture belonging?
Highlights From My Conversation With Ed Johnson
Ed brings years of entrepreneurial and mentoring experience to the table, with a refreshingly honest take on the growing pains—not just of businesses, but of people and cultures.
Key themes we explored include:
The power and pitfalls of saying yes: Why learning to set boundaries isn’t just a personal skill but an organisational necessity for sustainable growth and innovation.
Mentoring as a two-way street: Real stories about brutal honesty, holding up the mirror, and how mutual vulnerability is the secret to growth for both mentor and mentee.
Scaling culture in a virtual world: Lessons from building remote teams and global software—from culture as a founder’s shadow to practical policies that nurture trust and flexibility.
From chaos to clarity: How Ed’s new venture, URoutine, is designed to act as a digital scaffolding—helping us build personal and professional routines that align with our goals and values.
Gold Dust For Inclusive Leaders: Insights To Put Into Practice
Here are some seeds from our conversation, ready for you to sow in your own workplace garden:
Structure Breeds Freedom
Rather than stifling creativity, clear boundaries, expectations, and routines free people up to be at their best. As Ed shared, it’s about knowing how you “win, lose, and please”—without second-guessing or micromanagement. This clarity is especially vital in dispersed or hybrid teams.Mentoring With Honesty and Care
A truly valuable mentor speaks the truth with compassion, holding up an honest mirror rather than giving empty praise. Setting this expectation upfront “removes the mask,” making feedback a gift, not a threat. Organisations should urge both mentors and mentees to value radical candour as part of the learning journey.Trust As Your Foundation
Ed’s story about giving his football-mad colleague the day off after a big match speaks volumes. When you trust people to deliver—and are flexible about when and how they do it—you foster loyalty and discretionary effort. The message? Treat people like adults, not commodities.One Size Never Fits All
Not everyone wants to be left to roam the “safari park” of work without guide rails. A new graduate might want more structure, while a seasoned colleague prefers autonomy. The craft lies in tailoring your accountability and support structures—shrinking or stretching boundaries to suit the person, not the policy.Own Your Narrative in an Age of AI
Human presence still matters. Ed and I agreed that while AI and automation can accelerate and simplify our working lives, what truly connects is humanity—whether in crafting a social post or responding to client needs. Don’t let tech dilute your voice; let it amplify what makes you unique.
Step Inside the Conversation
Sometimes a single moment captures the essence of an entire dialogue. For a taste of this episode’s spirit, I invite you to watch this brief audiogram—a minute packed with candour, practical wisdom, and that all-important spark of human connection.
Watch the audiogram now.
Want the Bigger Picture?
If the above resonates, don’t stop at the edges! There’s so much more to this episode—stories of entrepreneurial highs and lows, the light and shade of career transitions, and the untapped power of digital routines to nurture inclusion.
Listen to the full episode here.
Share it with your HR teams, talent groups, managers, or any colleague quietly wrestling with the challenge of remote culture, employee motivation, or inclusive growth. These conversations are sparks—let’s start a bonfire.
Is It Time to Rethink Your Routine?
When did you last examine the building blocks of your team or organisation? Are your structures nurturing a sense of belonging, or catching people in the net of invisibility? What routines could you reshape so everyone has a clear path to succeed—on their terms and yours?
Reflect on this episode and ask yourself:
How might a shift in routine, expectation, or trust unlock untapped talent and create spaces where every individual feels they truly belong?
As always, I’d love to continue this exploration with you:
YouTube – Find episode highlights and more thought-provoking content.
TikTok – Engage with real stories in bitesize format.
LinkedIn – Let’s discuss, debate, and learn together.
See Change Happen – Dive into more resources and join our community.
I’m always listening—feel free to reply or reach out directly if you’d like to discuss how SEE Change Happen can support your organisation’s journey.
Here’s to routines that empower, cultures that include, and workspaces where every bite leads to belonging.
What’s the smallest change in routine you could make today—to help others feel at home tomorrow?
With inclusion always,
Joanne Lockwood
Host, Inclusion Bites Podcast
The Inclusive Culture Expert at SEE Change Happen
Let’s make routine our ally, not our straitjacket.
Subscribe here for more Inclusion Bites and don’t miss an episode!
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