Ways to Change the Workplace with Prina Shah

Prina Shah
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This podcast is all about helping you to find Ways to Change the Workplace. We spend more time of our waking day at work than with loved ones, my mission is to make your workplace a good place to be! Sometimes I speak to amazing thought leaders, sometimes the podcasts will be solo episodes. I am Prina Shah, I am a Global Coach, Consultant, Trainer and Speaker with 20+ years of experience in developing Executives, Leaders and Teams. My specialty is in developing your people and working with you to optimise your organisational cultures. Thank you for tuning in! Prina (can't wait to share great things with you) Shah

  1. 6d ago

    190. Why Being Exhausted Is Not a Badge of Honour - And the Seven Types of Rest We All Need with Prina Shah

    What if constant exhaustion is not proof that you are doing enough, but a sign that something needs to change? Prina Shah explores seven kinds of rest and why sustainable wellbeing is an individual and organisational responsibility. Rest is not a reward for finishing everything. It is part of how the work gets done. In this solo episode, Prina Shah reflects on her own recent depletion and asks why workplaces still celebrate being busy, always available and exhausted. Drawing on Dr Saundra Dalton-Smith's framework of seven types of rest, she explores physical, mental, sensory, creative, emotional, social and spiritual rest - and why a good night's sleep may not be the only recovery someone needs. Prina also looks at the part leaders and organisations play. Wellbeing messages ring hollow when workloads are unreasonable, breaks are discouraged, boundaries are ignored or people are rewarded for working the longest hours. She offers five practical shifts: stop celebrating exhaustion, identify the kind of rest needed, make boundaries normal, look at systems as well as individuals, and rest before reaching breaking point. This episode is a reflective framework, not a medical assessment. Persistent or unexplained exhaustion can have many causes and may need professional advice. Which type of rest are you missing most right now, and what would need to change at work to make more of it possible? Hosted by Prina Shah. Solo episode; no guest. Chapter markers 00:00 A personal conversation about rest 01:03 When did we forget how to rest? 03:03 What if exhaustion means something needs to change? 04:04 When busyness becomes part of our identity 06:21 The exhaustion people do not see 08:09 The seven types of rest 09:25 Physical rest 10:42 Mental rest 13:01 Sensory rest 14:45 Creative rest 16:43 Emotional rest 18:16 Social rest 20:23 Spiritual rest 22:28 Which type of rest are you missing? 23:56 Persistent exhaustion may have other causes 24:20 Why rest cannot be another employee responsibility 26:19 The messages leaders send through their behaviour 28:19 Why we feel guilty about resting 30:18 Five practical ways to make rest part of work 33:45 The question that could change your workplace 35:23 Your rest challenge 36:26 A message for the person who is tired 38:49 Rest is part of how the work gets done 39:19 Closing reflection   Send Prina a text to let her know how you'd change the workplace If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch,  email me. Say hi! Sign up to my monthylish practical newsletter Get in touch with me, PrinaCheck  out my website⁠⁠⁠ - do a professional stalk...Follow me on LinkedInFind out what I am up to on Instagram⁠⁠⁠ Grab a copy of Make Work Meaningful and start creating your own legacy at work and leave me a review. Subscribe to the Ways to Change the Workplace Podcast for more actionable insights. Prina (Helping you find GREAT ways to change your workplace) Shah

    190. Why Being Exhausted Is Not a Badge of Honour - And the Seven Types of Rest We All Need with Prina Shah

  2. Oct 30

    189. Rest Is Part of the Work: Penelope Barr on Sleep, Energy and Better Work with Prina Shah

    What if rest is not a reward for finishing work, but part of what makes good work possible? Prina Shah speaks with Penelope Barr about sleep, energy, work design and letting go of exhaustion as a badge of honour. In this episode of Ways to Change The Workplace Podcast, Prina Shah talks with Penelope Barr about the relationship between sleep, energy and the quality of our work. Penelope shares how a poor night's sleep can affect concentration, patience, creativity and the way we interpret other people. They discuss why workplaces often organise around time while overlooking energy, how teams can map when people do their best thinking, and why breaks and transitions matter during demanding days. Penelope also explains her 6-3-3 approach: six months of paid work, three months to create and three months to rejuvenate. The conversation challenges the idea that exhaustion proves commitment. Rest can support clearer thinking and better work. Penelope suggests asking, “What is the work I can do today that matters?” and noticing whether an activity is restoring you. Listen for practical ideas including an energy audit, protecting time for deep work, taking a short walk or pause between meetings, and experimenting with rest in ways that suit you. Connect with Penelope: https://www.linkedin.com/in/penelopebarr/ What is one small change that would help you protect your energy at work this week? Send Prina a text to let her know how you'd change the workplace If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch,  email me. Say hi! Sign up to my monthylish practical newsletter Get in touch with me, PrinaCheck  out my website⁠⁠⁠ - do a professional stalk...Follow me on LinkedInFind out what I am up to on Instagram⁠⁠⁠ Grab a copy of Make Work Meaningful and start creating your own legacy at work and leave me a review. Subscribe to the Ways to Change the Workplace Podcast for more actionable insights. Prina (Helping you find GREAT ways to change your workplace) Shah

    189. Rest Is Part of the Work: Penelope Barr on Sleep, Energy and Better Work with Prina Shah

  3. Oct 23

    188. Tiny Culture Change Series - The Most Dangerous Words in Workplace Culture with Prina Shah

    Tiny Culture Change Series - The Most Dangerous Words in Workplace Culture "That's just how we do things around here." Six words that can quietly kill curiosity, discourage improvement and keep outdated workplace practices alive. In this week's Tiny Culture Change, Prina Shah challenges leaders to replace this familiar phrase with one simple question: "Is this still working for us?" It's a small shift in language that can open the door to better processes, more effective ways of working and a culture where people feel empowered to question the status quo. Rather than redesigning everything, Prina encourages leaders to identify one process, report or workplace habit that has passed its use-by date and invite the people closest to the work to improve it. In this episode: Why "that's how we've always done it" can discourage curiosity.How leaders can challenge established practices without dismissing what works.Why the people closest to the work should help shape improvements.How one question can encourage continuous improvement.Why tradition should never outrun usefulness.Your tiny culture change this week: The next time someone says, "That's just how we do it around here," ask: "Is this still working for us?" If it is, keep doing it. If it isn't, ask what could make it easier, better or more useful. Because cultures stagnate when tradition outruns usefulness. Listen to Ways to Change the Workplace for practical ideas to improve leadership, workplace culture and the way people work together. Subscribe to Prina Shah's newsletter for more practical workplace culture and leadership insights. Send Prina a text to let her know how you'd change the workplace If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch,  email me. Say hi! Sign up to my monthylish practical newsletter Get in touch with me, PrinaCheck  out my website⁠⁠⁠ - do a professional stalk...Follow me on LinkedInFind out what I am up to on Instagram⁠⁠⁠ Grab a copy of Make Work Meaningful and start creating your own legacy at work and leave me a review. Subscribe to the Ways to Change the Workplace Podcast for more actionable insights. Prina (Helping you find GREAT ways to change your workplace) Shah

    188. Tiny Culture Change Series - The Most Dangerous Words in Workplace Culture with Prina Shah

  4. Sep 13

    187. Tiny Culture Change Series – Cancel one unnecessary meeting (and don’t replace it) with Prina Shah

    We complain that there isn’t enough time to get the work done. And then we fill our calendars with meetings that achieve very little. In this short Tiny Culture Change episode of Ways to Change Your Workplace, Prina Shah challenges leaders to make one deceptively simple change: cancel one recurring meeting that adds no real value — and don’t replace it. Because time is one of your people’s most valuable resources. And your calendar is your culture in pixels. What does your organisation’s calendar say about what you really value? Focus and meaningful work? Or availability, busyness and back-to-back meetings? Your Tiny Culture Change Look at your calendar for the coming week. Identify one recurring meeting that no longer has a clear purpose or creates genuine value. Cancel it. And tell people why: “I’m cancelling this so that you can have focus time back. If we need to connect, we will do it with a clear purpose.” Then comes the important part: Don’t replace it with another meeting. Protect the space. When leaders demonstrate that they are willing to protect people’s attention rather than constantly consume it, they send a powerful message about the culture they want to create. Reflection questions Which recurring meeting on your calendar has outlived its usefulness? How much focus time does your team genuinely have each week? Are meetings your default response when another form of communication would work better? What does your calendar tell people about what your workplace truly values? What could your people achieve if you gave them some of their attention back? Take the challenge Cancel one unnecessary meeting this week. Don’t replace it. Give people their time back. And see what happens. Send Prina a text to let her know how you'd change the workplace If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch,  email me. Say hi! Sign up to my monthylish practical newsletter Get in touch with me, PrinaCheck  out my website⁠⁠⁠ - do a professional stalk...Follow me on LinkedInFind out what I am up to on Instagram⁠⁠⁠ Grab a copy of Make Work Meaningful and start creating your own legacy at work and leave me a review. Subscribe to the Ways to Change the Workplace Podcast for more actionable insights. Prina (Helping you find GREAT ways to change your workplace) Shah

    187. Tiny Culture Change Series – Cancel one unnecessary meeting (and don’t replace it) with Prina Shah

  5. Sep 4

    186. You Can’t Demand Trust: What High-Trust Workplaces Do Differently

    What if your employees’ lack of trust isn’t a culture problem? What if mistrust is actually a perfectly rational response to the workplace you’ve created? In this solo episode of Ways to Change the Workplace, Prina Shah challenges one of the most common assumptions about workplace culture: that trust is something leaders need to build, demand or manufacture. Instead, Prina argues that trust is an outcome. Employees gather evidence every day about what happens when they take small interpersonal risks. Can they disagree with their manager? Admit they don't know? Ask for help? Raise bad news? Make a mistake? Challenge a decision? Every interaction gives them information about whether doing those things is safe. And they adjust their behaviour accordingly. That means the more useful leadership question isn't: "Why don't my people trust me?" It's: "What are they seeing that makes mistrust useful?" Prina explores the relationship between trust, control, accountability, transparency and workplace systems — including why excessive monitoring can create a vicious cycle in which mistrust creates control, control signals mistrust, and mistrust grows. She also explores why organisational memory matters, why trust is really tested in the aftermath of mistakes, and why making trust less dangerous and more reversible could help people take more interpersonal risks at work. In this episode, you'll discover: Why trust isn't simply a feeling — it's a predictionThe tiny interpersonal risks employees take every dayWhy demanding trust can actually increase suspicionHow excessive monitoring can create a surveillance trapWhy workplace systems reveal more about culture than values statementsThe difference between healthy trust and blind trustWhy high trust and high accountability can coexistWhy the real test of trust is what happens after something goes wrongHow organisational memory shapes employees' willingness to trustWhy mistrust isn't always cynicism — sometimes it's intelligent adaptationHow inconsistency quietly destroys trustWhy transparency and verification can strengthen rather than weaken trustHow leaders can communicate uncertainty without undermining confidenceWhy making decisions reversible can make trust saferFive practical experiments leaders can use to examine trust in their workplaceThe Trust Battery Think of trust as a battery. Every workplace interaction either adds a little charge or drains some away. A manager promises to respond on Tuesday and doesn't? Drain. Someone shares something confidential and you protect it? Charge. Leadership asks for employee feedback but nobody ever hears what happened to it? Drain. Someone challenges an idea and the leader responds, "That's useful. Tell me more." Charge. Trust rarely arrives through one enormous gesture. It grows — or disappears — through hundreds of seemingly insignificant moments. A challenge for leaders If people aren't speaking honestly, challenging decisions, asking for help or taking ownership, don't immediately assume you have an attitude or engagement problem. Ask what your workplace has taught people. Because sometimes what looks like disengagement is actually intelligent adaptation to the environment. Five workplace trust experiments 1. Audit unnecessary proof. Where are employees repeatedly required to prove they're working, sick, competent or trustworthy? 2. Watch what happens to bad news. Pay particular attention to your first reaction when someone brings you a problem. 3. Separate mistakes from misconduct. A genuine mistake, poor judgement and deliberate dishonesty are not the same thing. 4. Make uncertainty speakable. Create room for leaders and employees to say, "I don't know," "I may be wrong," and "We need more information." 5. Ask the uncomfortable question. What happens here that makes people cautious about trusting each other? Then listen without explaining, defending or correcting. Questions to reflect on What does your workplace make it rational for people to do?What happens when someone brings leaders bad news?What happens when somebody makes an honest mistake?Can people disagree with authority without damaging their career?Do your systems communicate trust — or suspicion?What promises have employees seen broken?Where has control become a substitute for relationships?What would make trusting someone less dangerous in your workplace?And perhaps most importantly: what are your people seeing that makes mistrust useful?Send Prina a text to let her know how you'd change the workplace If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch,  email me. Say hi! Sign up to my monthylish practical newsletter Get in touch with me, PrinaCheck  out my website⁠⁠⁠ - do a professional stalk...Follow me on LinkedInFind out what I am up to on Instagram⁠⁠⁠ Grab a copy of Make Work Meaningful and start creating your own legacy at work and leave me a review. Subscribe to the Ways to Change the Workplace Podcast for more actionable insights. Prina (Helping you find GREAT ways to change your workplace) Shah

    186. You Can’t Demand Trust: What High-Trust Workplaces Do Differently

  6. Aug 28

    185. Return on Trust: From Best Kept Secret to Go-To Authority with Petra Zink and Prina Shah

    In this episode of Ways to Change The Workplace, Prina Shah sits down with Petra Zink to unpack a concept most leaders talk about - but few truly understand: trust as a measurable return on investment. Petra challenges the idea that trust is just a “nice-to-have” and instead reframes it as a strategic, compounding asset that directly impacts decision-making, influence, and commercial outcomes. Together, they explore why so many leaders remain “best kept secrets,” how trust is built (and broken) across different levels, and why the real work starts with trusting yourself first. This conversation goes deep into leadership behaviour, decision-making under uncertainty, and what it actually takes to become a trusted authority in today’s workplace. Connect with Petra • LinkedIn • Website • Book: Return on Investment of Trust In this episode, we discuss: •Why trust should be treated as a return on investment, not a soft skill •The Trust Stack: individual → team → cross-functional → organisational → industry •Why leaders struggle with decision-making in uncertain environments •How low trust shows up as indecision, delays, and bottlenecks •The concept of on-the-go credibility (and why polished posts no longer cut it) •Why we’ve outsourced trust to titles, credentials, and institutions •The impact of predictability vs perfection in leadership •How silos, incentives, and “job hugging” erode trust internally •The authority cliff: why technical experts struggle when promoted to leadership •The four types of leadership: People leadershipProject leadershipChange leadershipThought leadership•What breaks trust fastest: unkept promises •How to rebuild trust through consistency and over-delivery Key Insight “Predictability is more important than perfection. People don’t need you to be right every time — they need to know how you think and how you’ll respond.” Reflection Questions •Where are you outsourcing trust instead of building it internally? •What decisions are being delayed because no one wants accountability? •Are your values truly non-negotiable — or only when convenient? •Where might you need to show more of your process, not just your outcomes? •What is one promise you’ve made that needs to be followed through? About the Guest Petra Zink works with leaders, executives, and entrepreneurs to systemise their intellectual property and position themselves as trusted authorities. She is the creator of the Trusted Authority Framework and is currently writing her second book focused on the Return on Investment of Trust. Petra helps professionals move from being overlooked to becoming the go-to voice in their industry by building credibility, clarity, and influence. Send Prina a text to let her know how you'd change the workplace If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch,  email me. Say hi! Sign up to my monthylish practical newsletter Get in touch with me, PrinaCheck  out my website⁠⁠⁠ - do a professional stalk...Follow me on LinkedInFind out what I am up to on Instagram⁠⁠⁠ Grab a copy of Make Work Meaningful and start creating your own legacy at work and leave me a review. Subscribe to the Ways to Change the Workplace Podcast for more actionable insights. Prina (Helping you find GREAT ways to change your workplace) Shah

    185. Return on Trust: From Best Kept Secret to Go-To Authority with Petra Zink and Prina Shah

  7. Aug 21

    184. Tiny Culture Change: Say Thank You in Detail with Prina Shah

    Tiny Culture Change: Say Thank You in Detail “Thanks, team” is nice. But it’s also easy for people to tune out. In this short episode of Ways to Change Your Workplace, Prina Shah shares a tiny culture change leaders can put into practice immediately: make your thank you specific. Instead of offering generic praise, name three things: The behaviour — what did the person actually do? The effort — what did it require from them? The impact — what difference did their actions make? For example: “Thank you for staying calm with that difficult client, for protecting the rest of the team’s focus, and for documenting everything so clearly afterwards.” Why does this matter? Because specific gratitude does more than make someone feel appreciated. It shows people exactly what good looks like. When leaders recognise the behaviours, effort and impact they want to see more of, they reinforce those behaviours and make workplace expectations clearer. And unlike another engagement initiative or survey, this culture change costs nothing and can start today. Try this today Think of one person you need to thank. Don’t stop at “great job” or “thanks for your help”. Tell them specifically what they did, the effort you noticed, and the impact it had. That’s your tiny culture change for this week. Reflection question When was the last time someone thanked you specifically enough that you knew exactly what they valued about your contribution? Send Prina a text to let her know how you'd change the workplace If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch,  email me. Say hi! Sign up to my monthylish practical newsletter Get in touch with me, PrinaCheck  out my website⁠⁠⁠ - do a professional stalk...Follow me on LinkedInFind out what I am up to on Instagram⁠⁠⁠ Grab a copy of Make Work Meaningful and start creating your own legacy at work and leave me a review. Subscribe to the Ways to Change the Workplace Podcast for more actionable insights. Prina (Helping you find GREAT ways to change your workplace) Shah

    184. Tiny Culture Change: Say Thank You in Detail with Prina Shah

  8. Aug 14

    183. The Loneliness We Don't Talk About: Why So Many People Feel Alone at Work with Prina Shah

    Loneliness is one of the most overlooked challenges facing today's workplaces. In this solo episode of Ways to Change the Workplace, Prina Shah explores the hidden reality of workplace loneliness and why it affects everyone-from graduates to CEOs. Despite constant communication, many people have never felt more disconnected. Surrounded by colleagues, sitting in packed meetings, or spending the day on Zoom doesn't necessarily create genuine connection. Drawing on research from Dr Vivek Murthy, Brené Brown, Amy Edmondson and Gallup, Prina unpacks why belonging, psychological safety and authentic relationships are no longer "nice to have"-they are essential for healthy workplaces, effective leadership and sustainable performance. This episode challenges leaders and employees alike to rethink what connection really looks like and offers practical ways to create workplaces where people feel seen, heard and valued. In this episode we discuss •Why loneliness is different from simply being alone •The hidden loneliness experienced by leaders •How remote work can increase isolation despite constant communication •The difference between fitting in and truly belonging •Why psychological safety reduces loneliness •What Gallup discovered about having a best friend at work •Practical ways to create genuine connection every day •Why small conversations often matter more than formal team-building •The leadership behaviours that build belonging Reflection Questions •When was the last time you genuinely connected with someone at work? •Do people know the real you, or only your professional armour? •What conversations are you avoiding because they feel uncomfortable? •How psychologically safe does your workplace really feel? •Who in your workplace might quietly be feeling invisible? •What one action could you take this week to help someone feel they belong? Resources Mentioned •Dr Vivek Murthy - Together: The Healing Power of Human Connection •Brené Brown - Research on Belonging and Vulnerability •Amy Edmondson - Psychological Safety •Gallup Workplace Research Send Prina a text to let her know how you'd change the workplace If you are seeking professional advice or would like to change your company culture through training, consulting, speaking and coaching, get in touch,  email me. Say hi! Sign up to my monthylish practical newsletter Get in touch with me, PrinaCheck  out my website⁠⁠⁠ - do a professional stalk...Follow me on LinkedInFind out what I am up to on Instagram⁠⁠⁠ Grab a copy of Make Work Meaningful and start creating your own legacy at work and leave me a review. Subscribe to the Ways to Change the Workplace Podcast for more actionable insights. Prina (Helping you find GREAT ways to change your workplace) Shah

    183. The Loneliness We Don't Talk About: Why So Many People Feel Alone at Work with Prina Shah
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This podcast is all about helping you to find Ways to Change the Workplace. We spend more time of our waking day at work than with loved ones, my mission is to make your workplace a good place to be! Sometimes I speak to amazing thought leaders, sometimes the podcasts will be solo episodes. I am Prina Shah, I am a Global Coach, Consultant, Trainer and Speaker with 20+ years of experience in developing Executives, Leaders and Teams. My specialty is in developing your people and working with you to optimise your organisational cultures. Thank you for tuning in! Prina (can't wait to share great things with you) Shah

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