Truth, Lies and Work

Why do so many change initiatives, town halls and big launches create excitement and then fade with no real behaviour change?

In this episode of Truth, Lies & Work, Al and Leanne speak with Lindsey Caplan, a former Hollywood screenwriter turned organisational psychologist, about why leaders struggle to influence groups at work and what actually works instead.

Lindsey shares the MOVED Model, a practical framework for driving engagement, influencing behaviour and communicating change in a way that sticks. If you lead teams, present ideas, manage projects or drive transformation, this episode explains why information alone never creates change and what does.

What you’ll learn

Why most workplace change fails
Many organisations fall into the transmission trap: the belief that more information leads to better results. More slides, more frameworks and more meetings rarely change behaviour. Real change happens when people feel involved, motivated and emotionally connected.

Informing vs influencing at work
Influencing one person is very different from influencing a group. Leaders often assume employees are already motivated and aligned, but many are neutral, cautious or distracted. Real change begins with a better question: What do we need people to do differently? Not: What do we need to tell them?

The MOVED Model explained
Lindsey’s framework maps how leaders try to influence behaviour using two key dimensions. Push vs Pull: is change being done to people or with people? Generic vs Personalised: is the message broad or relevant to individuals? These create four outcomes: compliance, awareness, entertainment and engagement. Most organisations aim for engagement but accidentally design for compliance.

What Taylor Swift can teach leaders
Great performers design experiences that involve their audience. Leaders can do the same by giving people a role in the change, creating curiosity with a central question, sharing emotion as well as expertise and showing why the change matters to employees. The message is simple: perform with people, not at people.

Practical leadership takeaways
Decide the behaviour you want before designing the message. Pull people into change instead of pushing information at them. Stop saying “I’m excited about this change” and explain why employees should be.

Resources and links
Take the MOVED Model quiz: https://www.gatheringeffect.com/quiz
Connect with Lindsey: https://www.linkedin.com/in/lindseycaplan/

Connect with Truth, Lies & Work
Website: https://truthliesandwork.com
Email: [email protected]
LinkedIn: https://www.linkedin.com/company/truth-lies-and-work
Instagram: https://www.instagram.com/truthlieswork

Connect with the hosts
Al Elliott: https://www.linkedin.com/in/alelliott/
Leanne Elliott: https://www.linkedin.com/in/leanneelliott/

Mental health support
UK & ROI: Samaritans – 116 123 https://www.samaritans.org
US: Suicide & Crisis Lifeline – 988 https://988lifeline.org
Australia: Lifeline – 13 11 14 https://www.lifeline.org.au
Global support: https://findahelpline.com

A LinkedIn Live conversation on money confidence, risk and the future of careers

Over the last few years, work has quietly shifted from ambition to survival.

Rising living costs, economic uncertainty, layoffs and AI have changed how people make career decisions. Instead of taking risks or pursuing meaningful work, many are staying put not because they want to, but because it feels safer to stay. The media has called this the Big Stay or job-hugging.

Why these two perspectives together

Louise and Ruth operate at different, but deeply connected, points in the system.


Louise works at the earliest stage, where money beliefs, habits and confidence are formed in childhood and adolescence.


Ruth works at the adult decision-making stage, where financial confidence shapes career risk-taking, leadership progression, entrepreneurship and long-term wellbeing.

Together, they offer an end-to-end view of how money confidence shapes working lives.


Why money confidence often matters more than income when it comes to career choices


How financial insecurity quietly shapes promotions, leadership ambition and risk-taking


Why people from less affluent backgrounds are less likely to take career risks, even when highly capable


How early money beliefs follow people into adulthood and the workplace


Why financial wellbeing is the most neglected pillar of workplace wellbeing


What leaders and organisations can do to reduce fear-driven decision-making without being intrusive

What you’ll learn in this episode

This conversation reframes financial literacy not as budgeting or products, but as freedom, confidence and optionality.

Money confidence influences:


Who feels able to negotiate, speak up or take risks


Who progresses into leadership roles


Who starts businesses or new ventures


Who opts out, plays safe or stays stuck

Why this matters for leaders and organisations

For leaders concerned about engagement, retention, wellbeing, DEI and social mobility, this episode highlights a hidden but powerful driver of workplace behaviour.

About our guests

Louise Hill
Co-founder of GoHenry, a financial education platform helping children and young people build money confidence from an early age.
🔗 LinkedIn: https://www.linkedin.com/in/louise-hill-5197614/
🔗 GoHenry: https://www.gohenry.com

Ruth Handcock
CEO of Octopus Money, supporting adults and employees to make confident financial decisions about work, life and the future.
🔗 LinkedIn: https://www.linkedin.com/in/ruth-handcock-obe-71b3656/
🔗 Octopus Money: https://octopusmoney.com

🎧 Who this episode is for


Leaders and managers worried about engagement, retention and risk-aversion


HR and People teams focused on wellbeing, DEI and social mobility


Parents thinking about the long-term impact of money conversations at home


Employees feeling cautious, stuck or unable to take career risks


Founders and policymakers interested in innovation and economic participation

💬 Connect with Truth, Lies & Work


Website: https://truthliesandwork.com


Email: [email protected]


LinkedIn: https://www.linkedin.com/company/truth-lies-and-work


Instagram: https://www.instagram.com/truthlieswork

Connect with the hosts


Al Elliott: https://www.linkedin.com/in/alelliott/


Leanne Elliott: https://www.linkedin.com/in/leanneelliott/

🧠 Mental health support

If this conversation brings anything up for you:


UK & ROI: Samaritans — 116 123 | https://www.samaritans.org


US: Suicide & Crisis Lifeline — 988 | https://988lifeline.org


Australia: Lifeline — 13 11 14 | https://www.lifeline.org.au


Elsewhere: https://findahelpline.com

What happens when two art students fall in love, start freelancing together, and accidentally build one of the UK's happiest creative brand agencies?

In this episode of Truth, Lies & Work, we're joined by Gemma Ruse and Xavier Shariff, the husband-and-wife co-founders of Studio Zag, a 60-person agency that designs and builds experiential installations for brands all over the world.

STUDIO XAG: https://studioxag.com/

Gemma: https://www.linkedin.com/in/gemma-ruse-646979a

Xavier: https://www.linkedin.com/in/xavier-sheriff-49091132

Ellie Glason PR: https://ellieglasonpr.com/

They met at 20 in a house share at Central Saint Martins. They've been together for over 20 years, running Studio Zag together for 16 of those. They've clad a 35-metre boombox onto Diesel's Carnaby Street facade, become a certified B Corp, and built a business where people regularly say: "This is and will always be the best place I've ever worked."

This isn't a story about having it all figured out. It's about trusting your gut, knowing when enough is enough, and building culture through brilliant work — not ping pong tables.

What you'll learn in this episode

Why they never planned to work together (and why it works anyway)

How complementary skills matter more than identical visions

Why "disagree in the room, commit outside the room" is their partnership rule

The difference between forced fun and authentic culture

Why they don't want to grow from 60 to 600 people (and what that says about sustainable business)

How trust your gut feeling actually works as a leadership strategy

Why great work IS culture (and how they keep that red thread of attention to detail at scale)

What it means when people say your agency is, "the best place you've ever worked"

Gemma and Xavier are brutally honest about the realities of building a creative business with your life partner: the complementary strengths, the stubborn moments, and why sometimes the best business advice is to ask yourself: "What does this feel like in my stomach?"


💬 Connect with Truth, Lies & Work


Website: ⁠https://truthliesandwork.com⁠


Email: ⁠[email protected]⁠


LinkedIn: ⁠https://www.linkedin.com/company/truth-lies-and-work⁠


Instagram: ⁠https://www.instagram.com/truthlieswork⁠


Al Elliott: ⁠https://www.linkedin.com/in/alelliott/⁠


Leanne Elliott: ⁠https://www.linkedin.com/in/leanneelliott/⁠

🧠 Mental health support

If this conversation brings anything up for you or someone you care about:


UK & ROI: Samaritans — 116 123 | ⁠https://www.samaritans.org⁠


US: Suicide & Crisis Lifeline — 988 | ⁠https://988lifeline.org⁠


Australia: Lifeline — 13 11 14 | ⁠https://www.lifeline.org.au⁠


Elsewhere: ⁠https://findahelpline.com

Welcome back to Truth, Lies & Work — the podcast where behavioural science meets real working life.

This week, we’re asking a simple question with uncomfortable answers: who really gets flexibility, who’s trusted around AI, and what psychology myths are still shaping work decisions?

🔥 Stories covered

1. Who actually gets flexible work — and why

Leanne introduces a new term this week: i-deals — short for idiosyncratic deals. These are personalised, one-to-one flexibility arrangements negotiated privately between employees and managers.

📄 Research source:https://bpspsychub.onlinelibrary.wiley.com/doi/epdf/10.1111/joop.70084

2. When corporate politics becomes the real job

Al brings a thread from X this week by an account called IT_Unprofessional, written by an IT Director earning around $280k a year. He describes what he calls a “corporate survival guide” — not about technical excellence, but about navigating power, perception and incentives.

3. Why banks are hiring behavioural scientists for AI roles

After one of the toughest recruitment years since 2008, UK financial services firms are hiring again — and not just technologists.

The concern isn’t AI failure. It’s human behaviour around AI — over-trust, automation bias, and quiet deference to systems that sound confident but may be wrong.

🔗 Reporting:https://www.lbc.co.uk/article/banks-ai-experts-worried-misuse-5HjdRJS_2/

🔥 Truth or Lie💬

People learn better when teaching matches their learning style

Visual learner. Auditory learner. Kinaesthetic learner. The idea is everywhere.

Leanne breaks down decades of evidence and explains:


Preferences exist


Enjoyment increases when preferences are met


Learning outcomes do not reliably improve

The verdict: Lie.
What matters is the material, not the learner label. And learning that feels harder is often more effective.

Workplace Surgery

This week we tackle:


How to motivate a team nearing retirement without patronising them


What to do when a career coach crosses ethical lines


Whether employee NPS is a meaningful measure of engagement

We explore motivation, power, boundaries and what good evidence actually supports.

🎧 Coming up Thursday

We’re joined by Gemma Ruse and Xavier Sheriff, co-founders of Studio XAG, to talk about building a people-first agency, becoming a B Corp, and what it’s really like running a business with the person you’re married to.

💬 Connect with Truth, Lies & Work


Website: https://truthliesandwork.com


Email: [email protected]


LinkedIn: https://www.linkedin.com/company/truth-lies-and-work


Instagram: https://www.instagram.com/truthlieswork

Connect with the hosts


Al Elliott: https://www.linkedin.com/in/alelliott/


Leanne Elliott: https://www.linkedin.com/in/leanneelliott/

🧠 Mental health support


UK & ROI: Samaritans — 116 123 | https://www.samaritans.org


US: Suicide & Crisis Lifeline — 988 | https://988lifeline.org


Australia: Lifeline — 13 11 14 | https://www.lifeline.org.au


Elsewhere: https://findahelpline.com

What do late-night comedy writers know about trust, influence, and human connection that most business leaders don’t?

In this episode of Truth, Lies & Work, we’re joined by Beth Sherman — a seven-time Emmy-winning comedy writer who spent three decades in Hollywood writers’ rooms before taking what she learned into the world of business.

Beth has written for The Late Show with David Letterman, The Tonight Show with Jay Leno, Ellen, the Screen Actors Guild Awards, and the Oscars. Today, she works with leaders, sales teams, and organisations who want to build trust quickly, communicate with confidence, and connect more humanly at work.

This is not about telling jokes in meetings.

It’s about understanding why humour works, how truth creates connection, and why the most effective communicators are the most observant — not the funniest.

What you’ll learn in this episode


Why “truth is funny” — and what that reveals about trust and rapport


The difference between self-awareness and self-deprecation (and why confusing the two damages credibility)


How humour creates psychological safety without undermining authority


Why being human matters more as work becomes more automated and AI-driven


How observational humour helps in sales, leadership, presentations, and difficult conversations


Why you don’t need to be funny — you need to be emotionally intelligent and observant

Beth explains how comedians build instant rapport with strangers, and why those same principles are powerful in boardrooms, client meetings, and tense workplace moments.

Why this matters for leaders and teams

In a world where people can buy similar products, services, and solutions anywhere, relationships are the differentiator.

Humour, when used properly, signals:


Awareness of the room


Confidence without ego


Safety without softness


Humanity without oversharing

Beth’s work shows that humour isn’t about performance. It’s about connection — and connection is the foundation of trust, influence, and persuasion at work.

About our guest

Beth Sherman is a comedian, keynote speaker, and communication expert. She spent over 30 years writing comedy at the highest level before translating those principles into practical tools for business leaders.

Her upcoming book is published by Blue Goat Books.

🔗 Beth Sherman website: https://www.bethsherman.com/
🔗 Beth Sherman on LinkedIn: https://www.linkedin.com/in/beth-sherman/

🎧 Listen if you’re…


A leader who wants to build trust without forcing charisma


In sales or marketing and tired of scripts that feel inauthentic


Giving presentations and feeling pressure to “perform”


Curious about the psychology of humour and human connection


Navigating communication in an increasingly automated workplace

💬 Connect with Truth, Lies & Work


Website: https://truthliesandwork.com


Email: [email protected]


LinkedIn: https://www.linkedin.com/company/truth-lies-and-work


Instagram: https://www.instagram.com/truthlieswork


Al Elliott: https://www.linkedin.com/in/alelliott/


Leanne Elliott: https://www.linkedin.com/in/leanneelliott/

🧠 Mental health support

If this conversation brings anything up for you or someone you care about:


UK & ROI: Samaritans — 116 123 | https://www.samaritans.org


US: Suicide & Crisis Lifeline — 988 | https://988lifeline.org


Australia: Lifeline — 13 11 14 | https://www.lifeline.org.au


Elsewhere: https://findahelpline.com