What if a thriving team doesn’t just hit its targets - but feels alive while doing it?

In this episode, I share a story from a leadership team session where everything seemed “on track” - clear strategy, strong metrics - yet the team felt drained. A leader admitted, “We survive. We perform. But we don’t flourish.” From there, we explore what it means to design for flourishing - beyond resilience or productivity - and how the science of well‑being (including frameworks like PERMA and PERMA+4) helps us build environments where thriving becomes the norm. You’ll hear how early ideas about positivity ratios cracked under scrutiny, why meaningful models matter, and how leaders can shift from reactive culture‑fixing to proactive system‑design. Whether your team works remotely, hybrid or on‑site, this episode lays out how to move from doing things right to creating conditions where people grow, connect and create together.

What You’ll Learn:

• Why flourishing is more than performance or resilience - it’s the architecture of human thriving
• How key frameworks from positive psychology (such as PERMA and PERMA+4) inform modern leadership design
• The pitfalls of simplistic models like the “positivity ratio” and the “happiness pie,” and why leadership needs nuance, not shortcuts
• How to translate flourishing into practical design levers: role design, team rituals, environment, mindsets, and economic foundations
• Questions and tools to begin shifting your team culture from surviving to flourishing

Useful Resources:

• Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. American psychologist, 56(3), 218.
• Seligman, M. E. (2011). Flourish: A visionary new understanding of happiness and well-being. Simon and Schuster.
• Slavin, S. J., Schindler, D., Chibnall, J. T., Fendell, G., & Shoss, M. (2012). PERMA: A model for institutional leadership and culture change. Academic Medicine, 87(11), 1481.
• Seligman, M. (2018). PERMA and the building blocks of well-being. The journal of positive psychology, 13(4), 333-335.
• Donaldson, S. I., & Donaldson, S. I. (2022). Examining PERMA+ 4 and work role performance beyond self-report bias: insights from multitrait-multimethod analyses. The Journal of Positive Psychology, 17(6), 888-897.
• Join The Foresight Leadership Podcast Facebook Group: (https://www.facebook.com/groups/theforesightleadershippodcast/)
• Book a call to work with Joseph: (https://bookings.foresightleadershipgroup.co.uk/#/coaching-services)
• Connect with Joseph on LinkedIn: (https://www.linkedin.com/in/josephwcooper91/)

Your Next Steps:

If this episode stirred something for you - a sense that your team is hitting targets but missing purpose - pause and reflect: Where are you designing for output rather than thriving? Then share one small change you could make this week to shift that. Join our group on Facebook to continue the conversation and connect with leaders doing this work.

How well do you know what you’re feeling - beyond “fine” or “off”? This episode uncovers how emotion isn’t just a reaction; it’s a construction of your brain, shaped by past experience, present cues, and crucially, the words you choose. For leaders, the language you use isn’t just descriptive - it’s powerful.

In this episode, we begin by exploring how your brain doesn’t simply feel emotion - it predicts it. Drawing on the work of Lisa Feldman Barrett and the theory of constructed emotion, we show how the words you use (internally and with your team) act as levers of emotional leadership. You’ll hear the story of “Maya”, which illustrates how labelling the same physiological response as “frustration” versus “determination” leads to very different outcomes. We trace how emotions are built through prediction, language, and culture. From there, we look at how leaders can upgrade their emotional vocabulary, invite granularity, and build teams that can feel and name complexity - rather than flatten it. The segment closes by offering practical invitations for how to embed this work in your leadership.

What You’ll Learn:

• How emotion is constructed, not simply triggered
• Why the words you use to name emotion shape how you and others feel
• What “emotional granularity” is, and why leaders with higher granularity regulate better
• How team language becomes a shared emotional architecture
• Practical tools: expanding emotional vocabulary, modelling precision, designing check‑ins with richer emotional nuance

Useful Resources:

• Barrett, L. F., & Satpute, A. B. (2019). Historical pitfalls and new directions in the neuroscience of emotion. Neuroscience letters, 693, 9-18.
• Gendron, M., & Barrett, L. F. (2019). A role for emotional granularity in judging. Oñati Socio-Legal Series, 9(5), 557-576.
• Barrett, L. F. (2017). The theory of constructed emotion: an active inference account of interoception and categorization. Social cognitive and affective neuroscience, 12(1), 1-23.
• Barrett, L. F. (2017). How emotions are made: The secret life of the brain. Pan Macmillan.
• Barrett, L. F. (2006). Valence is a basic building block of emotional life. Journal of Research in Personality, 40(1), 35-55.
• Barrett, L. F., Gross, J., Christensen, T. C., & Benvenuto, M. (2001). Knowing what you're feeling and knowing what to do about it: Mapping the relation between emotion differentiation and emotion regulation. Cognition & Emotion, 15(6), 713-724.
• Join The Foresight Leadership Podcast Facebook Group: (https://www.facebook.com/groups/theforesightleadershippodcast/)
• Book a call to work with Joseph: (https://bookings.foresightleadershipgroup.co.uk/#/coaching-services)
• Connect with Joseph on LinkedIn: (https://www.linkedin.com/in/josephwcooper91/)

Your Next Steps:

If this episode stirred something for you - a phrase you didn’t quite have, a moment you couldn’t name - take that as your cue. Notice what you’re feeling this week. Try naming it with more precision. Then share one phrase or new word you used (or could use) in our Facebook group, or message me directly if you’d like to explore this more. The show notes include links if you want to go deeper.

That subtle pause before someone speaks - that hesitation to raise an idea - is a window into your team’s climate. In this episode, we go beneath the jargon to explore what psychological safety actually is, how it’s built (and eroded), and what leaders can do to bring voice, trust, and learning alive in real work.

In this episode, we slow down to explore the origins, logic, and power of psychological safety. This is not about being nice - it’s about creating a social climate where speaking up is safer than silence, even under stress. We trace the concept from Amy Edmondson’s foundational research in medical teams through to modern understandings of climate, neurobiology, and performance. You’ll hear why safety must coexist with accountability, how small leader behaviours send big signals, and how safety becomes not a perk but infrastructure in complex, uncertain contexts. Whether your team is small or large, remote or clustered, this episode lays the groundwork for every leader’s journey to build real learning cultures.

What You’ll Learn:

• The true meaning of psychological safety - beyond comfort and niceness
• Why safety is group-level, not individual, and why that matters
• How silence and self-protection show up when safety is absent
• Why fear narrows thinking and undermines contribution
• How biological systems respond to interpersonal threat and reward
• Leader practices that enable voice: framing work as learning, modelling imperfection, surfacing the unsaid, constructive responses
• How safety operates under pressure - and how to begin rebuilding it

Useful Resources:

• Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative science quarterly, 44(2), 350-383.
• Edmondson, A. C., & Lei, Z. (2014). Psychological safety: The history, renaissance, and future of an interpersonal construct. Annu. Rev. Organ. Psychol. Organ. Behav., 1(1), 23-43.
• Edmondson, A. C., & Bransby, D. P. (2023). Psychological safety comes of age: Observed themes in an established literature. Annual Review of Organizational Psychology and Organizational Behavior, 10(1), 55-78.
• Hallam, K. T., Popovic, N., & Karimi, L. (2023). Identifying the key elements of psychologically safe workplaces in healthcare settings. Brain sciences, 13(10), 1450.
• Bahadurzada, H., Edmondson, A., & Kerrissey, M. (2024). Psychological safety as an enduring resource amid constraints. International journal of public health, 69, 1607332.
• Join The Foresight Leadership Podcast Facebook Group: (https://www.facebook.com/groups/theforesightleadershippodcast/)
• Book a call to work with Joseph: (https://bookings.foresightleadershipgroup.co.uk/#/coaching-services)
• Connect with Joseph on LinkedIn: (https://www.linkedin.com/in/josephwcooper91/)

Your Next Steps:

If this episode stirred something - a hesitation in a meeting, a withheld idea, a fear of speaking - take a moment to notice. Share that reflection in the Facebook group, or message me directly. If you want to deepen your practice of safety, the show notes include paths to work together or explore further readings.

In today’s distraction-heavy world, leadership attention is fragile. This episode reveals how fragmentation, emotional regulation, and presence shape modern leadership - not as flaws to fix, but rhythms to master.

We explore Gloria Mark’s research showing that self-interruption is the norm, not the exception - and that multitasking often functions as emotional regulation. From there, we examine how personality traits, environments, and system design all shape attention.

Finally, we zoom out to the team and cultural level: how shared leadership, healthy boundaries, and attention-aware norms can restore clarity. We close with a powerful reminder: presence isn’t about being everywhere - it’s about showing up when it matters.

What You’ll Learn:

• Why fragmentation isn’t necessarily a failure - how our minds manage competing demands
• What “attentional residue” is, and why task switching carries a hidden cognitive cost
• How emotion drives attention: the “control paradox” of multitasking
• The role personality traits (e.g., neuroticism, impulsivity) play in focus patterns
• How environment and system design amplify or attenuate fragmentation
• Practices to design rhythms of attention, presence, and recovery
• How presence becomes leadership, even across distance

Useful Resources:

• González, V. M., & Mark, G. (2004, April). " Constant, constant, multi-tasking craziness" managing multiple working spheres. In Proceedings of the SIGCHI conference on Human factors in computing systems (pp. 113-120).
• Dabbish, L., Mark, G., & González, V. M. (2011, May). Why do I keep interrupting myself? Environment, habit and self-interruption. In Proceedings of the SIGCHI Conference on Human Factors in Computing Systems (pp. 3127-3130).
• Mark, G., Iqbal, S., Czerwinski, M., & Johns, P. (2015, February). Focused, aroused, but so distractible: Temporal perspectives on multitasking and communications. In Proceedings of the 18th ACM Conference on Computer Supported Cooperative Work & Social Computing (pp. 903-916).
• Mark, G., Iqbal, S. T., Czerwinski, M., Johns, P., & Sano, A. (2016, May). Neurotics can't focus: An in situ study of online multitasking in the workplace. In Proceedings of the 2016 CHI conference on human factors in computing systems (pp. 1739-1744).
• Mark, G., Czerwinski, M., & Iqbal, S. T. (2018, April). Effects of individual differences in blocking workplace distractions. In Proceedings of the 2018 CHI Conference on Human Factors in Computing Systems (pp. 1-12).
• Akbar, F., Bayraktaroglu, A. E., Buddharaju, P., Da Cunha Silva, D. R., Gao, G., Grover, T., ... & Zaman, S. (2019, May). Email makes you sweat: Examining email interruptions and stress using thermal imaging. In Proceedings of the 2019 CHI Conference on Human Factors in Computing Systems (pp. 1-14).
• Book a call to work with Joseph: (https://bookings.foresightleadershipgroup.co.uk/#/coaching-services)
• Connect with Joseph on LinkedIn: (https://www.linkedin.com/in/josephwcooper91/)

Your Next Steps:

Notice where your attention drifts during the day. Which shifts feel intentional - and which are just habit? Share your reflections in the Facebook group, or message me directly. And if you want to dive deeper, the show notes have links to work together.

Resilience isn’t just about grit or recovery. It’s about designing systems of emotional flexibility, shared leadership, and foresight so we don’t just bounce back - we evolve together.

In this episode, we redefine what resilience in leadership means. Instead of framing resilience as endurance or rebound, we explore how it is an ongoing dance of balance, emotional regulation, and system design. We begin with George Bonanno’s research, which shows that resilience is common, not exceptional, and challenges old assumptions about trauma and recovery. Then we dive into the work of Tugade & Fredrickson: how small moments of positive emotion act as recovery fuel, shifting physiology and cognition under stress. From there, we map resilience beyond individuals - through the lens of shared leadership, organisational systems, and cultural context, drawing on the work of Bowman, Shek & Wilkinson, and Gichuhi. We conclude by exploring emotional literacy - for those leaders who sense tension that no one else names. This episode is for anyone tired of oversimplified models and who wants to lead with depth, nuance, and presence.

What You’ll Learn:

• Why resilience isn’t exceptional - it’s often the norm under adversity
• The difference between recovery (bounce-back) and resilience (shape-holding under stress)
• How micro-moments of positive emotion accelerate biological recovery
• Why mindset (threat to challenge) matters for physiological resilience
• How leadership becomes more resilient when influence is shared
• What emotional labour and emotional literacy look like in real rooms
• Practices to nurture systems, teams, and selves that flourish under pressure

Useful Resources:

• Bonanno, G. A. (2004). Loss, trauma, and human resilience: have we underestimated the human capacity to thrive after extremely aversive events?. American psychologist, 59(1), 20.
• Tugade, M. M., & Fredrickson, B. L. (2004). Resilient individuals use positive emotions to bounce back from negative emotional experiences. Journal of personality and social psychology, 86(2), 320.
• Bowman, A. (2022). Leadership and resilience: where the literature stands. Journal of Leadership Studies, 16(2), 33-41.
• Shek, D. T., & Wilkinson, A. D. (2022). Leadership and resilience: where should we go next?. Journal of leadership studies, 16(2), 50-55.
• Gichuhi, J. M. (2021). Shared leadership and organizational resilience: a systematic literature review. International Journal of Organizational Leadership, 10(1), 67-88.
• Join The Foresight Leadership Podcast Facebook Group: (https://www.facebook.com/groups/theforesightleadershippodcast/)
• Book a call to work with Joseph: (https://bookings.foresightleadershipgroup.co.uk/#/coaching-services)
• Connect with Joseph on LinkedIn: (https://www.linkedin.com/in/josephwcooper91/)

Your Next Steps:

If this episode stirred something in you, take a moment to reflect: where in your leadership do you default to control rather than connection? I’d love for you to share that in the Foresight Leadership Podcast Facebook group, or send me a message. Also, check the show notes if you’d like to take the conversation deeper or explore working together.

How often do we categorise people to feel safe - and in doing so, lose sight of who they really are? In this episode, we explore the tension between frameworks and lived reality, personality and presence, labels and personal growth.

Leaders often rely on models (like the Big Five) to make sense of complexity. But what if those models reduce people to traits and overlook their dynamic systems? In this conversation, I reflect on my own early misreadings (such as with “Isabel”) and introduce the critiques of psychologist Jack Block - particularly his profoundly important point that the Big Five are descriptive summaries, not explanatory truths. We explore how personality is a living, self-organising system shaped by context, emotion, and development - and what that means for leadership.

We also turn to questions from early listeners, exploring the tensions leaders face: balancing expectations and internal life, leading authentically while remaining prudent, and knowing when a role or environment is no longer supporting their growth. Finally, I share a more vulnerable, personal story - how my childhood experience shaped a pattern of suppressing pain, and how that pattern showed up in my leadership.

This episode is for leaders who are tired of oversimplified models, who sense there’s more behind behaviour than labels, and who want to lead from a lens of depth and ongoing evolution.

What You’ll Learn:

• Why the Big Five model - while useful - can mislead if treated as the “whole truth”
• Jack Block’s critique: traits vs. dynamic processes, and what “personality coherence” really means
• How leadership is less about having the “right traits” and more about cultivating adaptive systems
• The polarity of stability + plasticity in personality and leadership
• The ethical dimension of conscientiousness vs. conscience
• What emerges when leaders stop suppressing inner signals and start honouring them
• Questions to reflect on: how you manage internal tension, what you’re carrying, and how your leadership system is evolving

Useful Resources:

• Block, J. (1995). A contrarian view of the five-factor approach to personality description. Psychological bulletin, 117(2), 187.
• Costa, P. T., & McCrae, R. R. (1995). Solid ground in the wetlands of personality: A reply to Block.
• Block, J. (2001). Millennial contrarianism: The five-factor approach to personality description 5 years later. Journal of Research in Personality, 35(1), 98-107.
• Block, J. (2010). The Five-Factor Framing of Personality and Beyond: Some Ruminations. Psychological Inquiry, 21(1), 2–25.
• Join The Foresight Leadership Podcast Facebook Group: (https://www.facebook.com/groups/theforesightleadershippodcast/)
• Book a call to work with Joseph: (https://bookings.foresightleadershipgroup.co.uk/#/coaching-services)
• Connect with Joseph on LinkedIn: (https://www.linkedin.com/in/josephwcooper91/)

Your Next Steps:

If this episode stirred something in you, don’t just listen - reflect. What’s your next question? What might be hidden beneath your “traits”? Share that in the Foresight Leadership community (or send me a message). And if you’re curious to go deeper, there’s an opportunity in the show notes to explore working together.

What does it take to grow into a leader others trust - without pretending, burning out, or constantly second-guessing yourself?

In this opening episode of The Foresight Leadership Podcast, I introduce the deeper “why” behind this show - and the kind of leader it’s for. If you’re ambitious, self-aware, and quietly carrying more than most people realise, this space was built with you in mind.

I share parts of my own leadership story: the wins, the challenges, and the moments that shaped my work with early to mid-career leaders today. You’ll learn what makes this podcast different: grounded in research, designed for real-life leadership, and built around the hard questions we don’t usually discuss.

If you’ve ever felt unseen in your potential, stuck between where you are and where you want to be, or tired of advice that doesn’t reflect the emotional weight of real leadership - welcome. You’re in the right place.

What You’ll Learn:

• Why this podcast exists - and who it’s for
• How leadership can be practised, not performed
• Why we need to talk about the parts of leadership no one names
• What I’ve learned from coaching, strategy, and my own missteps
• What to expect from future episodes (and how to make them actionable)

Useful Resources:

• Foresight's Website: (https://www.foresightleadershipgroup.co.uk/)
• Foresight's Blog: (https://www.foresightleadershipgroup.co.uk/blogs/)
• Joseph's LinkedIn: (https://www.linkedin.com/in/josephwcooper91/)

Subscribe, follow, and share this episode with another leader who’s ready to grow - not perform. And if something resonated? Let me know. This space is for you.

Your Next Steps:

• Bookmark this podcast as your weekly leadership check-in
• Explore more about Foresight Leadership’s work via our website
• Send this to the ambitious peer who never says how much they’re holding