The Journey to Self-Awareness

Ryan’s reflections began with his formative experiences in sales, where he first discovered the value of connecting authentically with others. “I always wanted to leave people feeling better after interacting with me,” he shared, highlighting the foundational mindset that would later shape his approach to leadership.

Despite early career success, Ryan faced a pivotal moment at Yellow Pages.

“I spent two weeks trying to sell by the book and failing. My dad told me, ‘You’re not being yourself.’ That’s when I realised authenticity was my strength.”

This shift in perspective led Ryan to embrace emotional intelligence as a tool for building trust and fostering relationships.

Leading Through Personal Adversity

The podcast delved into how Ryan’s personal challenges shaped his leadership philosophy. Setting up Jago came at a time of immense pressure—his first child was diagnosed with kidney disease, and his second faced a severe brain injury at birth. “Normal isn’t the default,” Ryan reflected.

“These experiences taught me resilience and deepened my understanding of empathy.”

Through these trials, Ryan developed a leadership style that prioritises humanity over metrics. “It’s not about profit first—it’s about people. That’s the kind of leader I aspire to be, and it’s what I aim to cultivate in others.”

Redefining Leadership with Emotional Intelligence

At Jago, Ryan has embedded EQ into personal branding and leadership development. He described the process as one of introspection and alignment:

“You have to look inward to understand your strengths, values, and purpose. That’s the starting point for authentic leadership.”

This approach is more than philosophical. It’s deeply practical. “Consistency is key,” Ryan said. “When leaders show up the same way for everyone—whether it’s a CEO or an intern—it builds trust. Emotional intelligence helps leaders see the ripple effects of their behaviour.”

Practical Steps for Heart-Led Leadership

The conversation outlined clear strategies for leaders to incorporate emotional intelligence into their daily practices:

1. Commit to Self-Discovery: Ryan emphasised the importance of understanding one’s own story. “Our experiences—good and bad—shape our leadership style. Facing them honestly is transformative.”
2. Foster Empathy: Listening actively and responding thoughtfully are hallmarks of empathetic leadership. “It’s not about being agreeable but about genuinely understanding others’ perspectives.”
3. Integrate Values into Decision-Making: “When leaders align their actions with their values, they build cultures that prioritise integrity and respect,” Ryan noted.
4. Model Consistency: Leaders who exhibit predictable, fair behaviour create environments where trust flourishes.

The Shift Toward Purpose-Driven Leadership

While progress is slow, Ryan expressed optimism about the future of leadership. “There’s a growing appetite for leaders who lead with empathy and purpose,” he observed. However, he cautioned against surface-level adoption of these principles.

“It’s not just a branding exercise. Authenticity requires real introspection and intentionality.”

One of Jago’s most compelling success stories involves a client in the finance sector who balances a high-pressure role with mentoring aspiring professionals. “He’s proof that you can succeed commercially while staying true to your purpose,” Ryan shared. “Leaders like that inspire change not just within their organisations but across industries.”

A Better Way Forward

Ryan’s vision for the future of leadership is rooted in emotional intelligence and a commitment to purpose. “If I could change one thing about the commercial world, it would be to see more leaders prioritising empathy over profit,” he said.

“Empathetic leaders create better cultures—and better cultures shape a better society.”

This insight serves as a powerful reminder: leadership isn’t just about strategy or results. It’s about the impact leaders have on those around them. By embracing emotional intelligence, today’s leaders have an opportunity to redefine success and leave a lasting legacy.

In the ever-evolving landscape of corporate governance, ethical leadership has emerged as a crucial driver of business success. It’s no longer enough for companies to adhere strictly to regulatory frameworks; today’s leaders are tasked with making decisions that align with broader societal values, ensuring that their actions contribute positively to the communities they serve. In a recent podcast, Pablo Hepworth Lloyd OBE, Chair of Twin Group and an accomplished social entrepreneur, shared his insights on ethical leadership drawn from over 30 interviews with leading CEOs. His reflections offer valuable lessons for leaders seeking to navigate the complex intersection of ethics, responsibility, and business performance.

From Finance to Social Impact: Pablo’s Journey

Pablo’s career is a testament to the power of aligning personal values with professional ambition. With over 20 years of experience in the education sector and a background in corporate finance, he has witnessed firsthand the consequences of placing profits over principles. Early in his career, Pablo worked for Arthur Andersen, a global accounting firm that ultimately collapsed under the weight of unethical practices. Reflecting on this period, Pablo shared,

“There was only one KPI anyone cared about—billable hours. If you were at the top of that table, you were rewarded, but if you questioned the ethics behind it, you were encouraged to look elsewhere.”

It was this discomfort that pushed Pablo to seek a different path. He left the profit-driven corporate world and transitioned into social entrepreneurship, founding and co-founding several enterprises aimed at creating social impact. His most recent venture, Visionnaires, provides mentoring and support to early-stage entrepreneurs, particularly those without traditional qualifications or social capital. Through Visionnaires, Pablo and his team have helped over 2,000 entrepreneurs launch their businesses, proving that ethical leadership can fuel both social good and economic growth.

The Power of Ethical Decision-Making

One of the key insights Pablo shared from his conversations with CEOs is the idea that ethical leadership goes beyond mere regulatory compliance. While regulations provide a framework for responsible business conduct, truly impactful leaders strive to do more. “Ethical leadership sets the tone for responsible practices,” Pablo explained, “and regulatory compliance is just a guidepost for ethical decisions.”

Pablo’s reflections draw on his wide-ranging discussions with CEOs across various industries. He emphasised that ethical leadership is about making tough decisions that may not always yield immediate financial rewards but can lead to sustainable success in the long term.

“It’s easy to make decisions that prioritise short-term gains, but the best leaders are those who think beyond the quarterly results and consider the broader impact of their actions,”

he said.

This long-term view was shaped by Pablo’s experience at Nationwide Building Society in the 1990s, where the CEO made the bold decision to reject privatisation despite the potential financial gains. The decision was driven by a commitment to maintaining the building society’s core mission of providing financial peace of mind to its customers. “That moment was pivotal for me,” Pablo noted. “It made me realise that leadership is about more than just profits; it’s about staying true to your values, even when the financial incentives suggest otherwise.”

The Challenges of Ethical Leadership

Despite the clear benefits of ethical leadership, Pablo acknowledged that it is not without its challenges. One of the recurring themes in his conversations with CEOs was the difficulty of balancing ethical considerations with the demands of running a profitable business. Many leaders feel overwhelmed by the sheer scope of responsibilities they now face, particularly in the context of global supply chains, environmental sustainability, and social responsibility.

As Pablo pointed out, “It can be overwhelming, but I see it as a fabulous opportunity. When you acquire power and authority, there’s an expectation that you’ll use it wisely. The challenge is to leverage that power to make a bigger difference, even when it’s not the easiest or most profitable route.”

One of the most compelling stories Pablo shared was from his time working with a leader whose team had been affected by the 9/11 attacks. The trauma experienced by the team led to difficult conversations about how to support staff who no longer felt safe travelling to their Manhattan office. The leader could have prioritised the company’s bottom line, insisting that employees return to work. Instead, they made the compassionate decision to offer financial and emotional support to any team member who wanted to leave the company or work remotely. “It was a huge risk to the business,” Pablo explained, “but it was the right thing to do. And in the long term, it paid off—people wanted to work for an organisation that cared about them as individuals.”

Ethical Leadership in a Regulated World

Pablo also discussed the symbiotic relationship between ethical leadership and regulatory compliance. Regulations, while essential, are often seen as a baseline for ethical conduct. True leaders, Pablo argued, go beyond these requirements to foster a culture of integrity that permeates every aspect of their business. “Compliance should be the foundation, but not the ceiling,” he said. “Ethical leaders understand that regulations provide the framework, but it’s up to them to build something meaningful on top of it.”

One area where this dynamic is particularly evident is in the field of environmental sustainability. Pablo noted that many CEOs he spoke to are grappling with the complexities of meeting increasingly stringent environmental regulations while also striving to reduce their companies’ overall carbon footprints. “The regulations are necessary, but they don’t always go far enough,” he said.

“The leaders who stand out are the ones who go above and beyond, not because they have to, but because they believe it’s the right thing to do.”

Lessons from 30 Conversations with CEOs

Throughout his discussions with CEOs, Pablo identified several recurring themes that define ethical leadership. First, ethical leaders must be clear about their personal values and how these align with the organisation’s mission. “You have to know what you stand for,” Pablo said. “If your decisions don’t reflect your core values, you’ll find it hard to lead with integrity.”

Second, Pablo highlighted the importance of long-term thinking. Leaders who prioritise short-term financial gains often miss opportunities to build trust and loyalty with their employees, customers, and other stakeholders. “It’s not about maximising profits every quarter,” Pablo explained. “It’s about creating an organisation that people believe in, one that they want to support and work for.”

Finally, Pablo stressed the need for courage in ethical leadership. Making principled decisions can be risky, especially when they conflict with immediate business interests. However, the CEOs he spoke to were unanimous in their belief that ethical decisions ultimately lead to better outcomes in the long run. “There’s always a risk,” Pablo acknowledged, “but the rewards—both in terms of business performance and personal satisfaction—are worth it.”

Ethical Leadership: Performance, Principle, and Power

A crucial aspect of Pablo’s insights revolves around the principles of Performance, Principle, and Power Decision-Making, which he sees as fundamental to ethical leadership. These three elements form a balanced framework for leaders who seek to make impactful decisions that align with their values. As Pablo explained during the podcast, “Performance is essential—every leader must ensure their organisation delivers results. But focusing solely on performance risks losing sight of the bigger picture.” This is where Principle comes in—making decisions grounded in ethics, rather than just financial returns. Pablo believes that principled leaders are those who consistently align their actions with core values, even when it’s difficult or unpopular.

Power Decision-Making refers to the responsibility that comes with leadership. “When you hold power, there’s an expectation that you will use it wisely,” Pablo said, highlighting that ethical leaders must be conscious of the broader impact of their decisions. This framework encourages leaders to use their power not just for profit, but to foster a culture of responsibility and trust.

The Five Pillars of Ethical Leadership

Expanding on this framework, Pablo outlined the Five Pillars of Ethical Leadership, captured through the mnemonic ETHIC. These pillars guide leaders in navigating complex moral decisions:

1. Empathy: Knowing and listening to your stakeholders, understanding their needs and concerns.

2. Traction: Turning ideas into action, making sure ethical values translate into real-world results.

3. Higher Purpose: Defining what the organisation stands for beyond profit, and focusing on its long-term mission.

4. Ingenuity: Using creativity and smart thinking to align ethical goals with business sustainability.

5. Conscience: Tapping into personal values and ensuring they align with professional actions, making decisions that reflect the leader’s true beliefs.

Pablo explained that the final pillar, Conscience, is often the most challenging for leaders. It requires them to look beyond organisational metrics and ask themselves, “What do I truly care about? And how do I align my leadership with that?” According to Pablo, this is the key to authentic leadership—being deeply connected to one’s own moral compass and using it to guide decisions.

The Future of Ethical Leadership

Looking ahead, Pablo is optimistic about the future of ethical leadership. He believes that as more leaders embrace the principles of transparency, fairness, and social responsibility, businesses will become more resilient and better equipped to tackle the challenges of the modern world. “We’re moving in the right direction,” he said.

“The more leaders focus on ethical decision-making, the more we’ll see businesses thrive not just financially, but socially as well.”

Pablo’s own career stands as a powerful example of what can be achieved when leaders prioritise ethics over expediency. Through his work with Twin Group and Visionnaires, he continues to push for a more inclusive, socially responsible approach to leadership—one that empowers individuals and benefits society as a whole.

Conclusion

Pablo’s reflections on ethical leadership, drawn from his conversations with CEOs and his own extensive experience, provide a compelling blueprint for modern leaders. In a world where the pressures of regulatory compliance, financial performance, and social responsibility often collide, Pablo’s insights offer a way forward. Ethical leadership is not just about following the rules; it’s about setting a standard that others can aspire to, making decisions that reflect core values, and creating a lasting positive impact on society.

In today’s rapidly evolving business landscape, retaining key employees has become increasingly challenging, particularly with the growing presence of Gen-Z in the workforce. As businesses strive to keep their workforce engaged, productive, and loyal, it’s crucial to explore effective employee retention strategies that align with the values and expectations of the younger generation. In a recent episode of The Responsible Edge Podcast, host Charlie Martin engaged in a conversation with James Skirrow, Head of Customer Sustainability at Futureproof, to delve into this pertinent topic. This article explores insights from their discussion and offers practical strategies for enhancing employee retention.

Understanding the New Workforce Dynamics

James Skirrow, who has transitioned from the advertising industry to a leading role in sustainability, highlights a fundamental shift in workforce dynamics. “We’re seeing a high turnover rate, particularly among Gen-Z and Millennials,” James notes.

“75% of Gen-Z and Millennial respondents in a survey said they would work with a company for up to two years before moving on.”

This trend reflects a broader change in career trajectories, where younger employees prioritise diverse experiences and rapid career progression over long-term tenure at a single company.

The Cost of High Turnover

High employee turnover is not just a matter of inconvenience; it’s a significant financial burden. The Society for Human Resources estimates the cost to hire a new employee averages $4,700. Moreover, the loss of institutional knowledge and the disruption caused by frequent staff changes can hinder a company’s growth and stability. James emphasises the importance of understanding why employees leave and addressing those factors proactively. “Learning about why people leave through exit interviews and employee satisfaction surveys is crucial,” he says. “It helps organisations understand what they can do better to retain their talent.”

Strategies for Retaining Young Talent

1. Dynamic Onboarding Process:
   A robust onboarding process is crucial for making a positive first impression and setting the stage for long-term engagement. According to James, “The onboarding process should make new recruits feel welcome and informed. It’s about making them understand their role in the team and the prospects of a bright, long-term future.” Personalised welcome packages, mentorship programs, and a clear itinerary for the first few weeks can significantly enhance the onboarding experience.
2. Flexibility as a Necessity:
   Flexibility in the workplace is no longer a perk but a necessity. A LinkedIn survey revealed that a majority of workers have left a job or considered leaving due to a lack of flexible work policies. James points out, “The UK government’s new flexible working policies, allowing requests for flexible working from day one, are a step in the right direction.” Embracing flexible work arrangements, such as remote work and adjustable hours, can greatly improve employee satisfaction and retention.
3. Thoughtful Promotion Practices:
   Promotion is often seen as a reward for good performance, but it needs to be handled thoughtfully. “A three-year survey by ADP found that 29% of people left their companies within a month of receiving their first promotion,” James mentions. This indicates that promotions without adequate preparation, compensation, or resources can lead to dissatisfaction. Regular performance reviews and timely, well-supported promotions can help retain top performers.
4. Comprehensive Training Programs:
   Providing continuous learning and development opportunities is essential for employee retention. “People who are given more responsibility without adequate preparation are more likely to quit,” James warns. Companies should invest in training programs that equip employees with the skills they need to succeed in their roles and progress in their careers. This includes mentoring, executive coaching, and access to relevant courses.
5. Creating a Compelling Mission and Values:
   A strong, clear mission and set of values can significantly enhance employee loyalty. Skirrow shares,

“We set a really clear mission at Futureproof, aiming to build a business that benefits people and the planet. It’s about being mission-driven, entrepreneurial, and a team player.”

Companies should articulate their mission and values clearly and ensure they are reflected in everyday practices and communications. This alignment can make employees feel part of a larger purpose, increasing their commitment to the organisation.

Measuring Success

To understand the effectiveness of these strategies, it’s important to track key metrics over time. James explains, “We launched a metric system that allows companies to track attrition rates, employee satisfaction, and other key indicators. This data helps us understand what’s working and what needs improvement.” Regularly reviewing these metrics and making data-driven adjustments can help companies refine their retention strategies and achieve better outcomes.

In conclusion, retaining young talent requires a multifaceted approach that addresses their unique needs and expectations. By implementing dynamic onboarding processes, embracing flexibility, promoting thoughtfully, providing comprehensive training, and creating a compelling mission and values, companies can cultivate a loyal and engaged workforce. As James aptly puts it,

“It’s about being curious and always looking to improve. That’s how you build a company that people want to stay with and grow with.”

By adopting these strategies, businesses can navigate the challenges of the modern workforce and create a thriving, sustainable organisational culture.

In the fast-paced world of startups, the line between personal identity and business success often blurs, bringing with it a risk of burnout that can derail even the most dedicated founders. The Responsible Edge Podcast, hosted by Charlie Martin and temporarily led by Zacc, explores this nuanced challenge in a recent episode. Both founders of The Anti-Greenwash Charter, Charlie and Zacc, delve into their experiences, offering firsthand insights into maintaining balance and integrity while pursuing ambitious business goals.

The Challenge of Founder Burnout

Startup founders are notoriously susceptible to burnout. The intense pressure to succeed, coupled with the constant challenges of business management, can lead to mental and emotional exhaustion. This phenomenon is well-documented in the startup ecosystem, prompting discussions on how founders can sustain their health and their enterprises without succumbing to stress. The Inc.com article, “4 Ways to Avoid Founder Burnout,” highlights similar concerns, advocating for strategies that manage the intense demands placed on entrepreneurs.

Insights from The Responsible Edge Podcast

Charlie Martin, typically at the helm but now on holiday, joins Zacc, the show’s producer now turned host, to share reflections on their journey navigating the ups and downs of startup life. Charlie’s approach to stress stands out during their conversation:

“I’ve always just felt like it… I just absolutely love it… I just find it super exciting… scary, terrifying you know at times overwhelming but… not stressful just more exciting.”

This mindset exemplifies a powerful method of stress management – seeing it as an inherent, even exhilarating, part of the entrepreneurial journey.

Strategies to Avoid Burnout

1. Reframing Stress: Charlie advocates for viewing stress not as an adversary but as an exciting element of the entrepreneurial journey. He states, “I think the article was talking about viewing stress as a challenge… I’ve just always loved it so much… it’s such a thrill.” This perspective can transform the daunting into the motivational, altering how founders engage with their daily stresses.
2. Prioritising Recovery: Critical to combating burnout is the prioritisation of recovery, a theme that resonates deeply in the podcast. Charlie discusses the importance of substantial breaks, suggesting that founders should take meaningful time off to recharge, reflecting on how these periods help rejuvenate one’s enthusiasm and creativity for work.
3. Support Networks: The value of support networks is emphasised through the founders’ experiences. Zacc highlights the creation of a local entrepreneurial group that serves as a mutual support system, focusing on emotional rather than technical support. Charlie’s reflection on these interactions underscores the benefit: “It was always less about the technical support of one another and far more about the emotional support.”
4. Maintaining a Balanced Identity: Perhaps the most crucial strategy discussed is maintaining a balanced identity that distinguishes the personal from the professional. The conversation on the podcast sheds light on this struggle, with Zacc questioning, “You have to be so in it, and it’s so easy [for the business] to become part of your identity… but do you think that your identity should be aligned with the startup, or do you think you need to keep that separate?”

Applying Podcast Insights to Everyday Practices

Listeners can take away several actionable strategies from the podcast:

• Engage in activities outside of work that enrich personal life, such as hobbies or community involvement, which can provide a refreshing counterbalance to the demands of startup life.
• Establish routine physical activities, like cold-water swims or resistance training, as mentioned by Charlie. These activities introduce controlled discomfort that can help condition the body and mind to handle stress more effectively.
• Regularly schedule breaks and vacations to ensure complete disconnection from work, allowing for mental and emotional recovery.
• Develop a robust support network that provides not just professional connections but emotional support during challenging times.

Conclusion

This episode of The Responsible Edge Podcast offers a revealing look at the challenges faced by founders Charlie Martin and Zacc as they navigate the complexities of their entrepreneurial roles. Through their personal experiences and strategic insights, they illuminate the pressures inherent in startup culture and discuss essential strategies for maintaining a healthy work-life balance. Their conversation highlights the importance of personal well-being in achieving sustainable business success.

Reflect on the insights shared by Charlie and Zacc in this episode to evaluate and possibly revitalise your own approach to managing the demands of entrepreneurship. As you consider their strategies, think about how you might implement similar practices to protect your own health and ensure the longevity of your business endeavours.

Introduction

In the fast-paced world of marketing, where brands often strive to present a flawless image, the concept of vulnerability is emerging as a powerful tool for building authenticity and trust. The recent episode of ‘The Responsible Edge Podcast’ featuring Charlotte Saunders, Head of Communications at Axter, sheds light on this intriguing aspect.

Owning Up to Mistakes

Charlotte discussed an example of a company that openly admitted its mistakes, a rare occurrence in the corporate world. She mentioned Ace & Tate, a Dutch eyewear brand, which not only achieved B Corporation status but also candidly acknowledged the challenges and missteps along the way. She elaborated,

“And they showcased all of the bad moves that they made… So they just owned up to it and they said, we messed up. This is what we’ve done. We’re really sorry. And we want to make it right.”

This approach not only humanises the brand but also illustrates a commitment to transparency and responsible business practices.

The Challenges Faced by Businesses

Charlotte further touched upon the challenges businesses face in assessing and improving their practices. “It’s really difficult to assess what you’re currently doing and then put in place actions to make things better… there’s no harm in explaining and being very clear and transparent about the difficulties that businesses face”​​. This statement highlights the importance of being honest about the journey towards improvement, not just the end result.

Honesty and Vulnerability as Strength

Perhaps the most compelling insight Charlotte offered was on the impact of honesty and vulnerability in business.

“If we’re just honest about it, showing vulnerability… it’s really hard and we’re finding it really challenging. If they see a personal emotion through a business, it’s going to work both ways. It’s going to make them feel more real and more approachable and appealing. And presumably more trustworthy”​

This reflects a growing understanding that consumers value authenticity and are more likely to engage with brands that show their human side.

Conclusion

These insights from Charlotte provide a valuable perspective for marketers. In a world where consumers are increasingly skeptical of corporate motives, embracing vulnerability can be a key differentiator. It’s not just about admitting faults or challenges, but about showing the human aspect behind the brand, fostering a deeper connection with the audience. This approach could redefine the future of marketing, where authenticity and transparency are not just buzzwords, but integral to a brand’s success.