Beyond The Water Cooler

Lisa LLoyd
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  • MANAGEMENT

Are you confident about how to create the best workplace, from the inside out, where people are put first? Does your workforce share a clear sense of purpose, are they secure about change, do they know how to reduce stress, anxiety and the risk of burnout? Are you sure that productivity in your company is not diminished by presenteeism or staff turnover? This podcast features mini-series’ that delve into these topics and more, that have never been more important. As a psychologist, I get beneath the surface to really figure out the what, the why and the how, around your team being their best. These are authentic conversations about what employee experience is really about, what it takes to succeed and most importantly, how to achieve it. The ‘Great Resignation’ has proven a real challenge to retention, with more people walking and damaging reputations. And workers being recruited are rightfully demanding that organisations put their needs first. So creating an exceptional employee experience, everyday, is a must for companies wanting success in the future of work, and beyond. I will be sharing key strategies and proven insights that I have supported companies to develop, and I will be joined by leaders and inspirational others to hear their stories, their highs and lows and what they have learned. Together we will unpack real-world challenges, current trends and the big questions about organisational culture, engagement, uncertainty, resilience and all things people. Real life, real talk about what it takes to be a great company that puts exceptional employee experience at the heart of everyday practice. My mantra is simple: Get people right to get business right. So if you want to create a workforce that is happy, experiences good mental health, is motivated and connected, and lives and breathes psychological safety and empowerment to enable performance, this podcast is for you. Joining the dots is a priority, so whether you’re in leadership, management, hr, or people development, there will be something to learn. What will be your first step to show that you’re committed to making a difference? It's Time for Change helps companies who are ready to change, who take their people's wellbeing and work-experience seriously, and who recognise the upside to a happy workforce. The big question I'm often asked is "Where do we start?" My response is simple... right at the beginning, from your people up, with my support to help you plan and implement a happy and productive future around positive mental-wellbeing and work-culture. If this resonates with you and your company, we should talk. Email: lisa@itstimeforchange.co.uk Website: www.itstimeforchange.co.uk Join the club: www.itstimeforchange.co.uk/jointheclub LinkedIn: www.linkedin.com/in/lisapsychology/

  1. Why Skills Gaps Keep Growing and What Leaders Miss - Charlotte Harris, Nicholsons

    4 DAYS AGO

    Why Skills Gaps Keep Growing and What Leaders Miss - Charlotte Harris, Nicholsons

    Skills gaps are being talked about in boardrooms everywhere right now, but I think we need to look far deeper than recruitment statistics or the latest government target. It’s not just about how quickly you can hire or how many apprenticeship schemes you’ve got going - it’s about what your workplace stands for, and the environment you’re creating for people to grow and truly engage. A thriving organisation isn’t filled by accident. What’s really shaping the capability pipeline? If we want high-performing teams, we have to consider how leadership, education, industry, and even the earliest childhood experiences all connect. Charlotte Harris from Nicholsons joined me for a conversation that stretched from government forestry targets and primary school curriculums, to the reality of recruiting and retaining people in the green sector. There’s huge value in nurturing potential from within. That means valuing a diversity of backgrounds, creating workplaces where everyone from Gen Z to seasoned experts can learn from each other, and making sure there’s proper support for people moving into management. Too often, people become ‘accidental managers’ without the tools or mindset to succeed – and we miss the chance to build leadership capability for the future. Charlotte has a keen eye for what actually helps people thrive at work - clear expectations, self-awareness, and a workplace culture where feedback is welcomed up and down the ladder. There are some brilliant prompts here for anyone who wants to step back from firefighting and really understand the bigger picture. Getting leadership and culture right isn’t glamorous, but it makes all the difference to wellbeing, engagement and performance. If you want people to flourish, you need more than recruitment drives and bolt-on initiatives - you need a company that listens, learns, and adapts together. More about CharlotteCharlotte Harris is an Associate Director of People at Nicholsons, an environmental consultancy and contracting practice with offices in Oxfordshire, Northamptonshire and Gloucestershire. She is passionate about people-first culture and balancing kindness and inclusion with productivity and accountability to drive commercial success. Charlotte works within a wonderful People Team who help to deliver the key concepts discussed in this podcast. Get in touch with Charlotte: https://www.nicholsonsgb.com/contact-us/ Resources & ReferencesInsight to Action: Beyond Skills Gaps: Building a Culture Where People Thrive Watch this episode on YouTube Hear me discuss the widening manager capability gap: Five People Challenges Find out where some of your gaps lie with this resource: The Intentional Performance Guide Leadership Insights for a Changing World – Oxfordshire Business Summit Free eBook CIPD: Effective people managers: An evidence review Closing skill gaps from within: the case for internal mobility (CIPD Podcast) Investors in People whitepaper: The Broken Ladder Contact details for LisaLinkedIn: lisapsychology Ways to work with me: itstimeforchange.co.uk/tailored-support Join The Leadership Lens: itstimeforchange.co.uk/lets-connect Email me for a friendly chat: lisa@itstimeforchange.co.uk

    49 min
  2. What being an Employer of Choice Really Means in Today's World - Robin Rogers, Oxfordshire County Council

    19 MAR

    What being an Employer of Choice Really Means in Today's World - Robin Rogers, Oxfordshire County Council

    How do you become an employer of choice in a busy, ever-shifting work climate, where people are under pressure and their capacity for work already feels stretched? That’s the question I explored with Robin Rogers, Director of Economy and Place at Oxfordshire County Council. What I found compelling speaking with Robin is how local authorities are wrestling with exactly the same workplace questions as charities and private organisations. Employing talented people is not about a slick strapline or offering the highest salaries, especially when you’re up against rising living costs and competing employers in a vibrant local economy. It’s so easy to reach for the usual ideas around flexibility or development, yet what matters most is the experience people have, day in and day out - the sense that their work genuinely has an impact and is part of something bigger. Robin offers a window into how you can create space for purpose, openness and compassion, whilst support never slips into indulgence. It’s about leaders who show up, who are present, and who care enough to hold themselves and others to account, not out of habit or control but out of genuine commitment to performance and wellbeing. We talk challenging tradition, rethinking career paths, and how proactively supporting your teams makes a real difference to retention, reputation and, crucially, the everyday energy of your organisation. It also means telling honest stories - warts and all, sometimes scrappy, but always anchored in place, people, and pride. That’s how you become an employer people actively choose, not fall into. The practical insights and generosity in Robin’s leadership are a reminder that good work culture starts with leaders who are willing to model what they want to see, listen before acting, and keep people at the heart of decisions. Some valuable provocations for any leader or manager who wants to create a place where people can, and do, thrive. More about RobinRobin Rogers is the Director of Economy and Place at Oxfordshire County Council. His portfolio includes strategic and statutory planning, place shaping and regeneration, climate action, energy, economic development and innovation. Previous Oxfordshire roles have included Head of Strategy and as the Programme Director for the county’s COVID Response. His 20-year career in local government has focussed on place-based strategy and transformation, with prior posts in Southampton and the London Borough of Southwark. Robin is a school governor and trustee of a local homelessness charity and in 2010 was a Churchill Fellow. Get in touch with Robin: robin.rogers@oxfordshire.gov.uk Resources & ReferencesInsight to Action: What It Means to Be an Employer of Choice Watch this episode on YouTube The Heart of Modern Leadership (itstimeforchange.co.uk) Building Cultures (itstimeforchange.co.uk) People First for Business Success (itstimeforchange.co.uk) Contact details for LisaLinkedIn: lisapsychology Ways to work with me: itstimeforchange.co.uk/tailored-support Join The Leadership Lens: itstimeforchange.co.uk/lets-connect Email me for a friendly chat: lisa@itstimeforchange.co.uk

    37 min
  3. Harassment at Work: The Leadership Responsibility We Can’t Ignore - Prisca Bradley, Bradley Employment Consulting

    5 MAR

    Harassment at Work: The Leadership Responsibility We Can’t Ignore - Prisca Bradley, Bradley Employment Consulting

    We often talk about progress on International Women’s Day, but real progress in our organisations means taking a hard look at what still isn’t working, especially where workplace harassment is concerned. Throwing a policy on the shelf or holding a one-off session misses the point. The reality - which far too many women live, often in silence - should make us all uncomfortable. As leaders and managers, we set the tone. When we treat workplace harassment as just a legal issue, we fail our people. It is a leadership issue, a cultural issue, and for too many, a daily experience that chips away at well-being, confidence, and trust. The recent statistics stagger me: 80% of women on average do not report harassment, many don’t even recognise it at the time, and this is happening in every sector. Power dynamics, exhaustion, and a lack of confidence all play roles - so does a work culture where open conversation isn’t normalised. I’m joined by Prisca Bradley, whose expertise in employment law and discrimination practice is one thing, but it’s her straight-talking focus on actionable responsibility that I value most. Together we get specific - what does meaningful responsibility look like for leaders and managers? How does proactive, ongoing education replace reactive, box-ticking behaviour? What tangible steps can you take, not only to comply, but to ensure your people are supported, seen, and able to thrive? You’ll hear stories, concrete examples, and practical advice on everything from risk assessments to opening up conversations that matter. This is about more than compliance. It’s about leadership that actively builds a culture where employees are safe, engaged, and able to contribute at their best. If you care about high-performing teams and your reputation as an employer, knowing your part in this is essential. More about PriscaHaving been a solicitor and partner in private practice for several law firms, Prisca Bradley decided to set up her own consultancy in 2019 focussing on providing a blend of employment law advice and support and training to organisations and businesses primarily within the education, charity, technology and start-up sectors. She particularly enjoys supporting leaders and managers to develop their skills and working with organisations to create healthy working environments. Get in touch with Prisca: www.bradleyemploymentconsulting.co.uk Resources & ReferencesInsight to Action: Tackling Workplace Harassment: Leadership Responsibility in Action Watch this episode on YouTube 7 Superpowers of Women in the Workplace Part 1 - Dr Shawn Andrews (itstimeforchange.co.uk) 7 Superpowers of Women in the Workplace Part 2 - Dr Shawn Andrews (itstimeforchange.co.uk) Women’s Equality 50 Years On: Actions for Employers – Prisca Bradley (itstimeforchange.co.uk) 3 Inspirational Female Leaders (itstimeforchange.co.uk) Employer 8 Step Guide Preventing Sexual Harassment Work (equalityhumanrights.com) Employers' Initiative on Domestic Abuse (eida.org.uk) Developing a combined measure of domestic abuse, sexual assault and stalking, England and Wales - Office for National Statistics Retained Partnership Info Contact details for LisaLinkedIn: lisapsychology Sign up to be kept in the loop: itstimeforchange.co.uk/jointheclub Email me for a friendly chat: lisa@itstimeforchange.co.uk

    48 min
  4. Prepared or Panicked: How Leaders Build Resilient Teams – Alex Rae, CEO, Wise Investment

    12 FEB

    Prepared or Panicked: How Leaders Build Resilient Teams – Alex Rae, CEO, Wise Investment

    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. More about Alex: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 Resources & ReferencesInsight to Action: Preparedness, Possibility, and People - How Leaders Build Resilient Teams Watch this episode on YouTube Oxfordshire Business Summit Ebook Retained Partnership Info Contact details for Lisa LLoyd:LinkedIn: lisapsychology Website: itstimeforchange.co.uk Sign up to be kept in the loop: itstimeforchange.co.uk/jointheclub Email me for a friendly chat: lisa@itstimeforchange.co.uk

    41 min
  5. Making People Data Matter: From Reporting to Real Influence – Lorna Moles, Farrell HR

    29 JAN

    Making People Data Matter: From Reporting to Real Influence – Lorna Moles, Farrell HR

    '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. More about Lorna: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 Resources & ReferencesInsight to Action: Making Data Matter: How HR Can Build Influence Through Storytelling and Insightful Reporting Watch this episode on YouTube 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 Performance Accelerator A Guide to HR Data Insights That Drive Real Results (www.thehrdirector.com) Retained Partnership Info Contact details for Lisa LLoyd:LinkedIn: lisapsychology Website: itstimeforchange.co.uk Sign up to be kept in the loop: itstimeforchange.co.uk/jointheclub Email me for a friendly chat: lisa@itstimeforchange.co.uk

    39 min
  6. What High-Performing Teams Will Do Differently in 2026

    15 JAN

    What High-Performing Teams Will Do Differently in 2026

    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. Resources & ReferencesDownload the free resource: Insight to Action: Sustainable High Performance in 2026: What Teams Need to Do Differently Listen to this episode on YouTube Download the High Performance Accelerator to increase self-awareness The 5 Unseen People Challenges Leaders Must Face in 2026 Retained Partnership Info Contact details for Lisa LLoyd: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

    13 min
  7. The 5 Unseen People Challenges Leaders Must Face in 2026

    18/12/2025

    The 5 Unseen People Challenges Leaders Must Face in 2026

    As we approach a new year, I’m urging leaders and managers to pause and reflect - it’s time for strategic, actionable thinking about how we’ll lead into 2026. Expectations at work have changed, people have changed, and the way organisations respond needs to change too.  I’m sharing the five people challenges that simply can’t be ignored if you want a work culture where employees thrive, not just survive. You'll also hear my suggestions about where to start for each challenge to make a real difference for the year ahead. The reality facing us? Emotional exhaustion is everywhere, often hidden behind the facade of resilience. High output does not mean high wellbeing - it's all too easy to misinterpret performance and overlook quiet depletion within teams. If left unchecked, this erodes empathy, creativity, and ultimately, results. I’m seeing manager capability gaps widen, especially as they avoid difficult conversations or rely on tech for easy, yet superficial, solutions. Managers are now the critical link between strategy and reality. They need practical support to become skilled communicators who coach rather than instruct - tackling feedback, boundaries, and emotional intelligence head-on. With more of us working hybrid or across multiple sites, culture is fragmenting. Belonging, consistency, and trust now hinge on intentional daily habits, observable behaviours, and rituals that build connection, even at a distance. Culture is built moment to moment: in tone, clarity, and follow-through, not slogans on the wall. The world is also less predictable - dealing with brittleness, anxiety, non-linearity, and incomprehensibility. Thriving teams need to practise flexibility, foster trust, adapt quickly, and ensure shared understanding. Finally, a warning - there’s often a gulf between what leaders believe is happening and the lived reality for their teams. Listening, curiosity, consistent communication, and small intentional changes matter more than ever. Ask yourself: Where are the cracks? Where do the opportunities lie for your leadership, your management approach, and your team’s ability to perform at their best? When people thrive, business thrives. Let’s start that journey now. Resources & ReferencesDownload the free resource: Leading in 2026 - The 5 Critical People Challenges and Actions for Thriving, High-Performing Teams Listen to this episode on YouTube Download the High Performance Accelerator to increase self-awareness To reduce the anxiousness experienced in our BANI world, this discussion framework could prove helpful: Tackling Anxiety Collectively: Team Discussion Framework Explore ways to build resilience: 13 Skills to Build Resilience Retained Partnership Info Contact details for Lisa LLoyd: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

    30 min
  8. Lead like a Diplomat - Gareth Weir, Deputy Ambassador, British Embassy Seoul

    04/12/2025

    Lead like a Diplomat - Gareth Weir, Deputy Ambassador, British Embassy Seoul

    No sidelines. That’s the phrase Gareth Weir digs into as we explore leadership, management, and the connections across our working world. Gareth is the Deputy Ambassador at the British Embassy in Seoul, and he’s just recorded a TEDx talk challenging the myth that it’s enough to stand on the edge and watch the world go by. Growing up in West Africa with teachers for parents, Gareth’s early experience with diverse cultures shaped his view that we’re all far more connected than we admit. Whether it’s a mobile phone made across continents or the food on our plate, nothing is truly isolated anymore. Gareth believes that real leadership starts with recognising this interdependence and embracing the messiness of reality. Curiosity, as Gareth sees it, isn’t a soft skill - it’s a strategic tool for managers and teams. Listening loudly and deliberately seeking what’s unsaid shifts conversations from the superficial to the substantial. If we want thriving, high performing teams, we have to ask ourselves: what might I be missing? Creating the space to challenge assumptions and actively invite diverse perspectives should be woven into our workplace governance, not just left to chance. Gareth also shares why maximum challenge followed by maximum loyalty is at the heart of great decision making. Leaders must signal their intentions, flex their style, and be open about when they’re directing and when they’re co-creating. Building trust, prioritising connection, and respecting the hidden system beneath any organisation are essential to wellbeing, alignment, and lasting influence. If you’re questioning what it means to be a courageous leader in today’s world - this conversation will help. Connection isn’t just about feeling good; it’s vital for high performance, psychological safety, and tackling the toughest problems together. Gareth’s reflections on shadowing, co-creation, and practical curiosity offer plenty to take away. For those looking to build work cultures where people thrive, this is not one to skip. More about Gareth:Gareth Weir has worked as an entrepreneur, in the private sector and public sector. He is fortunate to have lived and worked in a range of countries and contexts. Gareth is currently the UK Deputy Ambassador to the Republic of Korea. Links to contact Gareth:LinkedIn: Gareth Weir Resources & ReferencesInsight to Action: Lead Like a Diplomat: Practical Lessons in Curiosity, Connection & Courage Watch this episode on YouTube The Human Factor Behind High-Performing Teams Retained Partnership Info Contact details for Lisa LLoyd: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

    57 min
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Are you confident about how to create the best workplace, from the inside out, where people are put first? Does your workforce share a clear sense of purpose, are they secure about change, do they know how to reduce stress, anxiety and the risk of burnout? Are you sure that productivity in your company is not diminished by presenteeism or staff turnover? This podcast features mini-series’ that delve into these topics and more, that have never been more important. As a psychologist, I get beneath the surface to really figure out the what, the why and the how, around your team being their best. These are authentic conversations about what employee experience is really about, what it takes to succeed and most importantly, how to achieve it. The ‘Great Resignation’ has proven a real challenge to retention, with more people walking and damaging reputations. And workers being recruited are rightfully demanding that organisations put their needs first. So creating an exceptional employee experience, everyday, is a must for companies wanting success in the future of work, and beyond. I will be sharing key strategies and proven insights that I have supported companies to develop, and I will be joined by leaders and inspirational others to hear their stories, their highs and lows and what they have learned. Together we will unpack real-world challenges, current trends and the big questions about organisational culture, engagement, uncertainty, resilience and all things people. Real life, real talk about what it takes to be a great company that puts exceptional employee experience at the heart of everyday practice. My mantra is simple: Get people right to get business right. So if you want to create a workforce that is happy, experiences good mental health, is motivated and connected, and lives and breathes psychological safety and empowerment to enable performance, this podcast is for you. Joining the dots is a priority, so whether you’re in leadership, management, hr, or people development, there will be something to learn. What will be your first step to show that you’re committed to making a difference? It's Time for Change helps companies who are ready to change, who take their people's wellbeing and work-experience seriously, and who recognise the upside to a happy workforce. The big question I'm often asked is "Where do we start?" My response is simple... right at the beginning, from your people up, with my support to help you plan and implement a happy and productive future around positive mental-wellbeing and work-culture. If this resonates with you and your company, we should talk. Email: lisa@itstimeforchange.co.uk Website: www.itstimeforchange.co.uk Join the club: www.itstimeforchange.co.uk/jointheclub LinkedIn: www.linkedin.com/in/lisapsychology/

Information

  • Creator
    Lisa LLoyd
  • Years Active
    2022 - 2026
  • Episodes
    114
  • Rating
    Explicit
  • Copyright
    © Copyright 2026 Lisa LLoyd
  • Show Website
    Beyond The Water Cooler

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