Can storytelling really transform the way we lead, connect, and communicate at work?

In this episode, I’m joined by TEDx speaker, trauma-informed coach, and author of Meerbott’s Fables, Kelly Meerbott. Inspired by none other than Dr. Seuss, Kelly’s tales aren’t just for bedtime—they’re changing how leaders talk about tough topics like psychological safety, DEI, burnout, and inclusion.

We unpack why storytelling hits so differently today, how it can cut through corporate noise, and why the ability to connect emotionally might just be the most underrated leadership skill of all.

Whether you’re a CEO or a storyteller-in-waiting remember, if they're not moved, they won't move.

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• If they're not moved, they won’t move – Leadership communication needs emotion, not just information.
• Stories break down resistance – Fables connect with people across neurotypes, roles, and belief systems.
• Say less, mean more – Jargon kills clarity. Simplicity and humanity create impact.
• Use story to spark discussion, not silence it – Good stories open space for reflection, disagreement, and growth.

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The key moments in this episode are:

0:00:10 – The problems with communication today 0:04:00 – Who is Kelly Meerbott? The Coach, the Catalyst & the Fables 0:05:30 – Animal Wisdom, Pablo Escobar the Cat & Storytelling with Heart 0:10:30 – From Seuss to Boardrooms: Why Simplicity & Rhythm Work 0:14:00 – The Power of Emotional Access & Unexpected Praise 0:17:30 – Humour, Humanity & Making Generational Gaps Melt 0:21:00 – Neurodiversity, Sales, and the Once Upon A Time Effect 0:23:30 – Meet the Unicorn: Fables as Real-Life Composite Stories 0:26:00 – Why Storytelling Beats Slide Decks for Lasting Learning 0:30:00 – Fear, Algorithms & Why Polarisation Silences Discourse 0:34:00 – Volume Two Sneak Peek: Meerkats, Mockingbirds & Zebras 0:42:00 – Sticky Notes: Kelly’s 3-Point Advice for Better Storytelling 0:45:00 – Final Thoughts, Contact Details & Goodbye

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Get the full transcript of the episode here

What if your team’s biggest performance blocker wasn’t capability—but silence?

In this episode, I’m joined by psychological safety expert Gary Keogh to unpack why so many people still don’t feel safe to speak up at work—and how most leaders are blind to it. We explore what psychological safety really is (and isn’t), why two in five people still hold back, and why 70% of leaders think their teams feel safer than they actually do.

Gary shares practical insights into the four domains of psychological safety, the impact of accurately measuring it, and the powerful shifts he sees during the breakthrough sessions he runs with teams. We also flip the usual doom-and-gloom narrative, highlighting positive examples like Netflix’s “farming for dissent” approach.

If you want to build a high-trust, high-performance culture—this is where it starts.

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• Silence is the hidden killer of performance: Two in five employees hold back ideas or concerns due to fear, costing organisations innovation, speed, and trust.
• Psychological safety isn’t about comfort, it’s about candour: It’s not about being “nice.” It’s about creating space for honest, respectful challenge without fear of reprisal.
• There are 4 domains of Psychological Safety: Willingness to help, inclusion & belonging, attitude to risk & failure, and open conversations.
• Stop guessing. Start measuring: A 3-minute survey can uncover the truth, spark the right conversations, and drive lasting behaviour change.

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The key moments in this episode are:

0:00:10 – Why silence still rules too many workplaces 0:04:00 – Gary’s purpose: Unlocking and igniting potential 0:06:40 – What makes people hold back and what leaders miss 0:09:10 – What psychological safety is (and isn’t) 0:13:55 – The four domains of psychological safety 0:17:45 – Real breakthroughs from team sessions 0:22:40 – Why safety must be a group phenomenon 0:26:20 – Netflix's “informed captain” & farming for dissent 0:30:10 – How to handle challenge and feedback the right way 0:34:30 – Data sparks conversation and change 0:40:20 – What sustained impact really looks like 0:42:55 – Gary’s 3 Sticky Notes for building psychological safety

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Get the full transcript of the episode here

Ever wondered why workplace conflict often persists despite numerous policies and rules? Maria Arpa, an expert in compassionate communication, shares how embracing heart-centred, human-focused dialogue can transform workplace relationships, enhance trust, and boost productivity. Discover how intentional use of compassion can revolutionise your leadership impact and help you curate a better, more effective workplace culture. This stuff ain't fluffy! It's the real deal.

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• Conflict Starts With "I Matter": Conflict arises when people feel undervalued. Compassionate communication focuses on recognising individual worth.
• Dialogue Beats Debate: Dialogue isn't about winning arguments but about understanding. Replacing debates with dialogues fosters genuine understanding.
• Hierarchies Can Be Harmful: Rigid power structures often exacerbate conflict. Compassionate leadership offers a more effective and humane alternative.
• Compassion Is Practical, Not Fluffy: Effective, compassionate communication involves robust boundaries and practical techniques that positively affect organisational performance.

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The key moments in this episode are:

0:00:10 – Introduction: Tackling Workplace Conflict with Compassion 0:05:16 – From London's Streets to Corporate Suites: Maria’s Journey 0:09:29 – Why Do People Really Argue? Three Core Conflict Messages 0:14:05 – Is Compassionate Communication Too Soft for Business? 0:17:36 – Relationships and Trust: The Foundation of Productive Workplaces 0:27:40 – Dialogue vs Debate: Unpacking Maria’s Dialogue Road Map 0:34:07 – Why Companies Struggle with Compassionate Leadership 0:40:02 – The Holistic Approach: Blending Energy and Practical Communication 0:42:24 – Sticky Notes: Advice for Compassionate Communication 0:44:11 – Closing Thoughts & Where to Find Maria

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Get the full transcript of the episode here

Is work becoming too much? Between the chaos of AI-generated content, the pressure of constant digital demands, and outdated workplace models, something’s got to give.

In this episode of Sticky From The Inside, Andy Goram speaks with Brent Kedzierski, workplace futurist and former Head of Global Learning Strategy at Shell, to explore how we can build more human-centred organisations in the age of AI. Brent introduces powerful concepts like work density and work intensity, exposing why today’s work environments leave so many people overwhelmed—and how we can fix that. He challenges legacy industrial thinking, highlights the generational misalignments at play, and makes the case for designing work that supports cognitive clarity, emotional fulfilment, and real human value.

If you're a leader grappling with AI overload, generational tensions, or rising burnout, this conversation offers both a wake-up call and a hopeful way forward.

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• Too Much Work, Not Enough Meaning - AI and outdated systems are overwhelming employees and draining purpose from work.
• Rethinking Work: Density vs. Intensity - True engagement requires both clarity in the work and emotional connection to it.
• Gen Z Wants Purpose, Not Just Promotion - Younger workers seek meaning and growth, not just a climb up the corporate ladder.
• Design With Humans, Not Just for Them - Organisations must shift from control to co-creation to build healthier, more fulfilling work.

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The key moments in this episode are:

0:00:10 – Are We Making Work Too Intense? 0:03:48 – Meet Brent Kedzierski: From Steel Mills to Shell to Shaping the Future of Work 0:07:03 – A Crash Course in the Five Industrial Revolutions 0:13:32 – The AI Explosion: Autocatalytic Data and Algorithmic Drift 0:17:36 – Work Density and Intensity: Fixing the Chaos of Modern Work 0:22:45 – Generational Disconnect: Gen Z vs. Old-School Work Thinking 0:30:47 – The Four Human Truths of Meaningful Work 0:35:16 – Designing Work That Feeds the Brain, Not Just the Bottom Line 0:39:33 – Sticky Notes: Brent’s Top 3 Takeaways for Thriving in Industry 5.0 0:42:39 – Wrapping Up: What’s Next for Leaders and Organisations

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Get the full transcript of the episode here

Anxiety, fear, procrastination, perfectionism, and self-doubt—what Daniel Packard calls the "Funky 5"—hold back countless professionals every day. But what if these issues weren't just manageable, but solvable? Daniel, CEO of Full Liberation Technology and known as "The Internal Engineer," joins Andy Goram to share his revolutionary, body-based system that permanently resolves anxiety and fear by recalibrating the nervous system. Discover the innovative, data-backed approach that has already transformed lives and teams worldwide.

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• Anxiety and fear aren't just mental—they originate in a malfunctioning nervous system.
• The traditional "mind-based" approaches often only manage symptoms instead of solving the core issue.
• Small, consistent actions to care for the nervous system can permanently solve anxiety and related issues.
• True liberation from anxiety leads to profound improvements in professional performance, personal happiness, and overall well-being.

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The key moments in this episode are:

0:00:10 – Why Traditional Approaches to Anxiety Fail 0:07:36 – Daniel Packard’s Journey: From Mechanical Engineer to Anxiety Innovator 0:15:57 – Solving Anxiety: The Engineering Approach 0:23:26 – The Power of Results-Focused Anxiety Solutions 0:30:13 – Mind vs. Body: Where Does Anxiety Truly Originate? 0:39:06 – Recalibrating the Nervous System for Permanent Anxiety Relief 0:45:48 – The Simple System for Lasting Anxiety Freedom 0:53:23 – Daniel Packard’s Three Powerful Sticky Notes

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Get the full transcript of the episode here

Are traditional approaches to talent management holding your organisation back? Andy Goram is joined by Brice Jaggars, bestselling author of "Two Fish And The Tree," who challenges conventional thinking by arguing that aligning roles with people's natural strengths—rather than trying to fix their weaknesses—unlocks extraordinary performance. Brice shares why it's time to stop forcing fish to climb trees and how to practically create a workplace where people truly thrive.

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• Strengths, Not Weaknesses: Organisations should focus on amplifying people's natural strengths instead of trying to fix weaknesses.
• Role Alignment is Key: Poor performance often reflects misalignment between an individual's strengths and their job role, rather than incompetence.
• Reimagining Soft Skills: Traditional methods of changing ingrained soft skills rarely succeed—better results come from leveraging people's inherent traits.
• Impact on Engagement: Aligning roles to strengths significantly increases employee engagement, satisfaction, and productivity.

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The key moments in this episode are:

0:00:10 – Introduction: Is Traditional Talent Management Failing? 0:04:23 – Meet Brice Jaggars: The Man Challenging Talent Management Norms 0:07:45 – Why Fixing Weaknesses Doesn't Work 0:12:35 – The Fish and Tree Analogy Explained 0:15:40 – Why Organisations Struggle with Soft Skills 0:19:35 – The Neuroscience of Behaviour Change 0:24:56 – Implementing a Strength-Based Role Alignment Framework 0:30:23 – Uncovering Hidden Talents in Your Team 0:36:07 – Transformational Impact of Strength-Based Roles 0:41:18 – Changing Your Organisation’s Approach to Performance Management 0:42:55 – Brice Jaggars' Three Sticky Notes for Talent Management

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Get the full transcript of the episode here

AI is everywhere in hiring, promising faster, smarter recruitment—but can technology alone fix your hiring headaches? Andy Goram chats with Joel Quintela, an HR tech innovator with a psychology background, who argues AI alone won't cure broken hiring practices. They discuss why great recruitment still hinges on leadership, culture, and human decision-making, and how companies can intelligently integrate AI without losing their human touch.

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• AI Isn't A Magic Fix: AI speeds up processes but amplifies existing problems if underlying hiring strategies are weak.
• Two Phases of Recruitment: Distinguish between 'screening out' (where AI excels) and 'selecting in' (which requires human nuance).
• Culture and Management Fit: AI struggles with evaluating nuanced cultural and managerial compatibility—critical factors for long-term success.
• Step-by-Step Implementation: Successful companies use AI incrementally, adjusting along the way rather than blindly adopting big solutions.

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The key moments in this episode are:

0:00:10 – AI is Everywhere, But is it Fixing Recruitment? 0:04:56 – Meet Joel Quintela: HR Tech Innovator with a Psychology Twist 0:10:53 – The Reality of Recruitment: Why it Feels Like Rolling Dice 0:14:47 – AI in Recruitment: Strengths, Weaknesses, and Common Misconceptions 0:21:09 – Human Nuance: Why AI Struggles with Culture and Management Fit 0:27:34 – Leadership's Role in Fixing Broken Hiring Practices 0:34:34 – What Forward-Thinking Companies Are Doing Differently with AI 0:41:41 – Joel Quintela’s Three Sticky Notes for Better Hiring with AI

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Get the full transcript of the episode here

Can emotional intelligence (EI) at work become more performance than authentic practice? Dr. Robin Hills, expert psychologist and director of EI4Change, believes it can—and it's harming workplace culture. In this episode, we unpack the common myths surrounding emotional intelligence, exploring how EI, when genuinely understood and ethically applied, can transform workplace relationships, foster resilience, and build lasting trust.

Robin reveals how emotional intelligence has been misunderstood and even misused, discussing how true EI isn't simply about being "nice" but involves navigating discomfort, challenging conversations, and courageous accountability. We dive deep into how leaders can distinguish genuine EI from manipulation and provide practical ways to ensure emotional intelligence is applied authentically to drive positive organizational outcomes.

This episode is filled with actionable insights, and the conversation equips leaders with the knowledge to harness and use emotional intelligence authentically. Don’t miss it!

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• Beyond Performative EI: Genuine emotional intelligence involves consistent practice, reflection, and authentic behavioral change.
• The Manipulation Trap: EI must be applied ethically; misusing emotional insights for manipulation erodes trust.
• Embracing Healthy Discomfort: True growth occurs when leaders balance empathy with accountability, facing into tough conversations.
• Redefining Emotions: Emotions aren't inherently good or bad—they provide valuable data, and how leaders respond determines their impact.

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The key moments in this episode are:

0:00:10 – The Real Truth About Emotional Intelligence 0:04:08 – Who is Dr. Robin Hills? 0:07:07 – Debunking EI Myths: Why Being Nice Isn't Enough 0:09:11 – Understanding Neuroscience and Emotional Intelligence 0:10:28 – Why Labeling Emotions as 'Positive' or 'Negative' Misses the Point 0:14:15 – Have We Made Work Too Comfortable? 0:22:03 – Has Emotional Intelligence Become Performative at Work? 0:28:07 – Manipulation: The Dark Side of Emotional Intelligence 0:32:03 – Bully or Tough Boss? Understanding the EI Difference 0:37:29 – Taking Control: Resilience Through Emotional Intelligence 0:43:02 - Sticky Notes – Three takeaways for using emotional intelligence authentically

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Get the full transcript of the episode here