Getting people right means getting business right - and I’m always drawn to conversations about the human factor at work. I’m joined by Alex Rae, CEO at Wise Investments, whose insights cut through the noise about future-proof organisations and put real emphasis on what matters - people.

We dig into preparedness and possibility as a lens for leadership. Forget any notion that leaders should have all the answers - Alex is clear about building teams that can weather uncertainty, adapt, and thrive without being reliant on a single individual. That kind of culture isn’t about complicated strategies. It’s the result of leaders who trust their people, keep the conversation open, and invest in genuine relationships across their business.

You’ll hear us unpack the difference between simply reacting to change and leading with intention. We talk openly about the risks for teams when rapid change leaves people feeling overwhelmed or unsure about their place. Alex shares how Wise Investments face these challenges head-on, through both practical and emotional support, with practices that reinforce resilience and belonging. The social committee, well-being initiatives, and everyday conversations aren’t just nice extras - they’re essential foundations for high performance.

Leadership is about balancing care and challenge. The best managers help their teams grow by keeping things simple, staying present, and making room for continuous learning. None of this is about tick-box exercises - it’s active, ongoing, and firmly embedded in Wise’s culture.

If you’re wondering how to build a workplace where people feel secure, valued, and ready for whatever comes next, this conversation offers plenty to reflect on. Download the free resource in the show notes and join me in thinking about how prepared, and how hopeful, we really are for the future of work.

Alex Rae grew up in Sweden and moved to the UK aged 15. Five years later she started working at Wise Investment and 25 years later she's still there. Alex has an 18 year old daughter and outside of work she loves seeing friends and going out for dinner.

Get in touch here: wiseinvestment.co.uk

Insight to Action: Preparedness, Possibility, and People - How Leaders Build Resilient Teams

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LinkedIn: lisapsychology

Website: itstimeforchange.co.uk

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'HR data' - for many, those two words conjure up images of spreadsheets, reporting for the sake of it, or endless discussions about what to count and who even cares.

But what if we stopped treating ‘people data’ as just another extra or admin task, and instead saw it as essential for understanding what really makes our teams tick?

I sat down with Lorna Moles, director of Farrell HR, to unpick why so many HR professionals - and leadership teams more broadly - struggle to move beyond reporting the basics. We explored how HR data, when used purposefully, can be the backbone of good decision-making, strategic storytelling, and building credibility in the boardroom.

What stood out for me was that data isn’t just numbers - it’s people’s stories, frustrations, ideas, and what gets in the way of them being at their best.

If we really want to create a work culture where employees thrive and managers feel equipped to lead well, we need to spend as much time listening to what people are telling us (in conversations, feedback, and lived experience) as we do looking at the headline numbers.

A big theme was curiosity - not taking data at face value, but asking what lies beneath. It means drilling beyond ‘how many’ to really notice the patterns, the outliers, the “why”. That’s when data moves from being a tick-box exercise to something alive and genuinely useful for managers, leaders, and the whole organisation.

Of course, none of this matters if we don’t communicate well. Lorna and I both agree - it’s far too easy to stop at “here’s the report”. True impact begins when we work together to make sense of the data, ask the right questions, and use it to support people, not just measure them.

If you’re a leader, HR professional, or manager wanting your workplace to perform at its best, start by asking how you use your people data. Is it an afterthought - or a springboard for conversations that drive real change?

This conversation is a reminder to see beyond the spreadsheet and get under the surface of what’s really going on.

Lorna Moles runs FARRELL HR, harnessing over 20 years of in-house experience to help organisations transform workplace culture, future-proof their teams and navigate HR challenges with clarity and compassion.

She offers flexible, tailored HR support - whether you need core HR services, strategic advice or project-based help during periods of growth or change.

With FARRELL HR, businesses benefit from senior-level HR expertise without the overhead of hiring in-house: from policy and procedures to performance management, restructuring, talent planning and employee engagement.

Get in touch here: www.farrellhr.co.uk

Insight to Action: Making Data Matter: How HR Can Build Influence Through Storytelling and Insightful Reporting

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Explore barriers to some data-collection approaches and a number of different methods that provide the opportunity to capture everyone’s voice: Never Just a Survey – Kieran Innes, Stribe

Find out where you and your team are at and what's needed to shift the dial on performance data:

High performing teams aren’t just about more tools or faster processes. What really sets them apart as we look to 2026 is how they create and sustain performance - not simply by working harder, but by rethinking the way they lead and work together.

I’m noticing a clear pattern across organisations: people are working flat out, yet performance feels fragile and easily disrupted. Decision making can be slower, energy is slipping, and many leaders admit to feeling under pressure to have all the answers. The challenge isn’t a lack of talent or drive, but rather that our default models of leadership and management don’t always fit the pace and complexity we face today.

It’s time to let go of what I call “zombie leadership” - outdated habits and models built on constant urgency, control and the relentless need for answers. Instead, the teams that are thriving are those where leaders do less, but do it intentionally. They create space for thinking, learning, and genuine contribution. They focus less on output in the short-term, and more on clarity - quality over busyness.

This shift isn’t always comfortable, especially if your identity as a manager or leader has been based on having the answers. But asking better questions, building real pauses into conversations, and protecting your team’s energy pays off in resilience, judgement, and creativity.

Our focus has to be on work cultures where wellbeing and high performance aren’t separate goals, but interdependent. Sustainable success comes from leading differently, not pushing harder. If you’re ready to step back, prioritise space, and foster genuine high performance in your organisation, there are some simple but impactful actions you can take - fewer, better meetings, smarter decision making, and actively managing energy.

What would happen if doing less became your greatest leadership strength? If you want the support to make that shift, you know where to find me.

Download the free resource: Insight to Action: Sustainable High Performance in 2026: What Teams Need to Do Differently

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Download the High Performance Accelerator to increase self-awareness

The 5 Unseen People Challenges Leaders Must Face in 2026

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LinkedIn: lisapsychology

Website: itstimeforchange.co.uk

Sign up to be kept in the loop: itstimeforchange.co.uk/jointheclub

Contact me: itstimeforchange.co.uk/contact

Email me for a friendly chat: lisa@itstimeforchange.co.uk