00:10

Welcome to today’s podcast. This is the podcast, women at the top of telecoms and tech, and I am your host. So I am Nicholas gorko. I am the coach that works with women across telecoms and texts, organisations really helping them to get to those more senior positions to really drive change, and create more safe and fair, inclusive cultures. So today is a bit of a different episode. So today is going to be it feels quite strange, it feels quite emotional, it’s going to be a shorter episode today. And it’s also going to be episode where we’re closing the chapter on this podcast. So it’s with mixed emotions that I’ve turned up today, to record this podcast, I’ve been procrastinating this morning, doing everything but doing this because I thought I might stumble up my words, I thought I might get upset.

 

01:11

But I’ve just been discussing it with a few of my peers and a few people and business friends, I haven’t actually just checking in that is the right thing that this feels good that this feels exciting, that this feels like the right next step for me, which is, so what I’m going to take you through today is just what’s changed in my, my organisation in my business, and what’s what’s led to that, what is new message that I’m going to be talking about. And also, that will help you understand why this podcast doesn’t fit just so much and isn’t directly and completely aligned with the direction that I’m going in. And also just to kind of just to take a moment just to really close this chapter, but invite you into the next chapter with me. And there will be some podcasts to follow some new episodes to follow, they’re going to take you through four different areas that are being really focusing in on and that I will be working with organisations on as well. So it’s effectively the end of an era today. So we start when we get to podcasts. Number 100. We will be finishing this podcast. So that will be the last episode. And I want to say first of all, if you’ve been listening to the podcast, if you are a regular subscriber or if you’ve downloaded an episode, or you shared it with someone, I want to say a huge, huge thank for doing that. And please continue to do that. And thank you for being part of this journey with me. Because it’s incredible to sit in my office in Cornwall to think that this goes out to 1000s of people around the world each month, and is listened to and get some really positive feedback. We’ve made some really great connections through the podcasts. And also it’s been a real platform to share my voice and share what’s on my mind and what I’m seeing in my world of coaching and learning and leadership development, but also to outreach and have an excused outreach to some incredible women that have come on to the podcast, some of whom have become clients, some of whom I’ve worked then in the organization’s but also women that have really incredible stories to share, about how they’ve got to that very most senior level in that organisation, but also women that have a really strong point of view and a really a really impactful and powerful perspective to share. So for all the women that have been an all the men as well, for all the people that have been guests on my podcast also wanted to say a huge, huge thank you.

 

03:48

And this podcast will be available still. So it’s still going to be gonna go, you can go back and listen to end the episode. But on episode number 100, we will be taking a break, and we will be closing this podcast. But why? Why did I make this decision? How did I get there. So this is something I’ve been thinking about a lot. And at the end of last year, I did a review of my year and then looking forward to this year. And I just felt that my focus particularly on telco and tech, that’s kind of the heartland of where I worked at my corporate career. So it was a market that I knew it was a market that I loved. I understood that was very fast moving, I understood those very male dominated, understood as well that there would have to be restructured and a lot of change, even outside the market changing but also the market and the industry changing as new products were developed and launched. So it just took it took a real for a woman to thrive in that it takes a lot. It takes a lot of resilience. It takes a lot of focus and determination and that willingness to come back even when times are really difficult. So these are markets that I knew that I understood that I naturally attracted clients from them.

 

05:00

And that doesn’t change. That is still the heartland of what I have been come from and where I, I will still continue to do as part of my work, but it felt like my, my message had grown, then actually, as I was going into organisations, what organisations that were really ready for change that they were embracing change that they had really at the heart of what they wanted to do. And the work they wanted to do with me, was really about change for now that was going to be really fundamental to their future. And that change was really at the heart of everything that they wanted to do and at the heart of their strategy. So it wasn’t just about a one off workshop, it wasn’t just about a tick box exercise in from a DNI plan. It wasn’t just showing investors that you’re focused on your women through having me in as an expert and developing and leading a leadership programme for you. And also with those organisations, the ones again, that I love working with all the organisations that had the real energy of working together, and working collaboratively and sharing our experience to really develop something that was even better. So I love delivering it even more. But also, we knew that we’d done the work to really tailor it to the organisation. And we put in that effort to really shape it into a programme that was going to be more impactful, or a workshop that fitted with the training that you’ve done for him was a continuation of that, or something that was a little bit more pushing boundaries, and actually something that was new. But the commonality across all of those organisations was really, to working with leaders who were passionate and ready for change. And those leaders who understand that diversity, inclusion is a competitive advantage. And if it’s something you’re not focused on, it’s a competitive disadvantage. So it’s more than just a tick box exercise. It’s not just lip service, it’s not just a budget line item that needs to be there that you can then put into your annual report. Instead, it’s when that diversity inclusion becomes a business priority. And it becomes a real strategic focus. And that is supportable real passion at the most senior levels at board level in the C suite, and that is felt across the entire business.

 

07:32

And for me, that was the most powerful and impactful kind of realisation. That actually, it wasn’t just about that particular industry, it wasn’t just about that particular market, it was actually about the energy of the organisation, and the focus, and the determination and the senior level commitment to making it making those positive changes to make that an inclusive and safe, inclusive culture that is safe and fair for all. That’s the work that I love doing most. That’s the work where I’m at my best that’s work where I know that I can really demonstrate a complete return on investment. And I think with that as well, having worked in the corporate world by that point for about 18 months, it was also that realisation that for me, just an evolution of my message. So I’ve always predominantly work with women. That’s my choice. Why do I predominately work with women because there’s so much work still to do their to create that real, that gender parity, that equality and almost beyond equality and into equities, where

 

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everyone has the same opportunities, whatever their background, whatever their gender, whatever their sexual orientation. And I think that’s how my message should have broadened out that, yes, I still want to work with him. And yes, I will still probably work with women, but actually leading into that. What I was seeing is my especially my one to one clients were women that were very, very senior women that knew they had this role to play that was outside and in addition to their day to day role, which is really about being a real example and a role model to those around them. So they were asked to speak on panels, panels, they were asked to share their story. They were invited on to podcasts like my and also they were invited and often asked to mentor more junior people in our organisation. So these women are effectively like unicorns, so these women at the very most senior levels, organisations, they’re unicorns because they there’s real magic to what they do because they deliver in their role but they also they know that they also very purpose driven and part of that purpose is to make a big difference.

 

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and being in an organisation to have a real impact, lasting impact. And also to change people’s lives for the better. So that includes things like mentoring, that includes things like setting up employee resources groups, that includes things like being the lead for if they have an agenda, employee group, for example, and speaking on panels, and representing women, and when they’re going into those most senior meetings, and pushing for more opportunities, so driving for the next step driving for the next promotion. And they’re unicorns, because they give people hope, because they spread magic as just as they’re stepping up the ladder. Because they, their thing of beauty and the fact that even in a male dominated world, they’ve still succeeded, they still created this huge career. And with that they’re really respected, they’re really recognised, and they have a great reputation. And that means their power to really influence and impact and drive positive change is growing as their career grows. So they can reach down the ladder and help others up. And they can really make a case for behaviour that needs to change or creating more of a coaching culture or just to treat people as humans and the people around them to encourage that sense of it’s not just about, it’s not just about profits, it’s not just about saving money and creating more revenue. It’s also about the longevity of how how we’re going to make sure that the best talent stays with us if we’re in an era where there’s a war on talent, what are we going to do to help people stay with us? What experience can we give them? What culture do we need to shape? How do we need to make sure that we are really not just saying inclusion is important. So it’s not just lip service, we’re actually demonstrating it, and we’re showing it. So the message is kind of broadened out now, and I’m just, I feel so much more aligned to it. But the message is really on my mission now is really helping organisations develop a culture that is safe and fair for all, with equality of opportunity. And with everyone’s voice, being able to be heard, and respected, and really feeling safe to be who you are to do the best job you can. And as part of that, helping organisations get more women into the most senior roles to really drive the diversity and inclusion across the organisation. So when the podcast focusing on telco and tech I was still worked with in those markets is still love, love a lot of that. But I’ve also had some on my worse experiences as a smaller business working with those organisations. So like I said, the organisations I really want to work with now. And why we change the podcast, the ones that are committed to change that are passionate, who understand that diversity and inclusion is a real competitive advantage of knowing that treating your employees fairly is at the heart of keeping and attracting just the very best talent. And just working with those organisations working together for more women’s reach those my most senior roles, so they can become the change makers and trailblazers, and the ones that have the confidence to say, no, they’re speaking up for those that might have a voice. They’re self promoting, because they’re proud of what they’re doing and their teams are delivering, they share that expertise. And they strive for the next step. And they become advocates and role models for those on the way up. So that’s really the focus of why I’m going to close this podcast, and why we’re actually going to be we’re just in the middle at the moment developing a new podcast, and I’m not gonna, I’m not gonna give you a spoiler, now you’re gonna have to listen to these episodes.

 

13:49

But it feels good, it feels really positive. There’s a lot of things that are changing my life at the moment. And there’s a new chapter coming in the next few months in a lot of ways for me that I’ll be sharing more about. But I also wanted to recognise that it’s okay, at times when you when you grow and you develop that actually, your business is flexed around that. So you are your business, when you have a small organisation, you are at the heart of your business. So really to keep the resilience to keep the energy and keep driving it forward. You need to know that it’s aligned, you need to know that it fits with the heart of who you are, you know that it’s do your best possible work. You need to feel that real passionate excitement about at it. And I think for me, some of that had gotten

 

14:39

but now with this new focus, it feels like a lot of that as back. So my focus is very much around working with women who are leading change, and help those women to the top to create those inclusive cultures that are safe and fair for all. And that’s what I’m going to be focused on in my

 

15:00

I organisation but also in my, my next podcasts, which are be telling you more about in another episode. So it’s changed Gary Yes, of course, would I love you to come on this journey with me? Absolutely. And in the shownotes, there’s going to be a page that you can pop your email address into, we can just update you on, let’s launch dates, so that you can come on the journey with us. So we’ll be sharing more of that. So just pop your go into the show notes the page there, you could just add your email address to it. And we could just let you know when the next podcast is available. So you don’t need to miss anything at all. But over the next few weeks, I’m going to be talking about the four areas that I’m going to be covering in the new podcasts, you’re also going to get a couple of episodes that are going to be the best bits of the podcast because I’m so incredibly proud of

 

15:57

the 1000s of downloads, we’ve had the hundreds of countries we’ve been listened to in every person that’s listened to shared download of the podcasts, the guests that have come on and just given the energy and the expertise in such a brilliant way. And just, it didn’t seem right to go out without recognising that and just knowing that we can pit together, we’ve got so much content to go through to really put together the best bits of interviews from the incredible guests that I’ve had. But also from the times that I’ve been the most popular episodes that I’ve recorded on my own. So that will be coming along as well. And then the final episode of recording is just going to be an introduction to the new podcast. So we’re going to be revealing name, we’re going to be revealing what we’re going to be talking about. And yeah, I’m I’m really, really excited. So this is a new chapter for me in a lot of ways. And it felt like the right time. And the right reason to do this. And also for me to honour myself by recognising that my message has grown. And as much as I love working with women, which I always will. And that will always be my focus is also that recognition of I want to work with organisations that when I’m reporting back on a leadership programme, I’m presenting that back to the board so that they can understand the lived experience of women in our organisation to really support them. And I think that was the other reason for changing the podcasts was just seeing some of the lived experience of women in organisations when budgets were cut, there was no nothing available for more support from me. So these women that have been on this brilliant six month programme, my final fire programme, that that support then just stopped and there was nothing more for them. And that inconsistency is probably more hurtful than having not having something in the first place. And knowing that these women were going through really difficult times as a business was restructured as their per headcount freeze was there. So for some that meant that they weren’t going to get their promise for promotion. So there’s broken promises, also teams, their teams are rapidly shrinking nope, people weren’t replaced when they left. So for example, one

 

18:12

one client had gone from a team of two hand down to Team A to including her yet her the amount of work they were expected to deliver was the same. So just supporting women through just a really challenging time in the corporate world where there’s been so much change the the tree still being shaken down, what that looks like for flexible working, what that looks like for more balanced working, working from home. So really just that focus and seeing all of that and knowing that women were still going through so much in organisations and minority groups, that actually it’s still not right, it’s still something that I can’t be someone that just delivers a one off leadership programme or workshop and then knowing that it doesn’t go anywhere else at all. And not just for me and my business, but also for the women that I’ve worked with and supported. So that was the other realisation that actually I want to be working with organisations that very strategic level so that I can really support them in developing strategies and a plan around their diversity and inclusion and really support them with that from what I see across a range of organisations. So it’s really, really exciting. It’s also if I’m honest, a little bit scary. So it’s probably scare citing.

 

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But I would say huge thank you for listening. Huge thanks for being part of this. I do listen to the introduction to the new areas that I’m gonna be covering in new podcast Do you have listened to the best bit interviews and also from my solo podcast and also have listened to the introduction to the new podcast and there will be like I said in the show notes the page so you can be kept updated with the launch details on what And when’s happening. So yeah, so thank you so much, and I will see you on the

 

20:00

next podcast episode. Do you have any comments or feedback? All my contact details are in the show notes. Thanks, bye.

 

20:10

Hi, it’s Nick here, I just want to take a moment just to say thank you for listening. When I’m sat recording the podcast in the deepest depths of Cornwall, it’s incredible to think it is reaching women across the world in 30 different countries, and we have 1000s of downloads a month. So thank you so much for being part of that. And being part of the audience means the world to me. But I do want to grow this audience, I would love you to help me reach more women like you so that we can really drive positive change in the corporate world. So you can do that one of three ways. First of all, you can subscribe to the podcast, you never miss an episode. It’s always new episodes always delivered straight to your inbox. You can review the podcast and leave us a rating and the more ratings we have, we also go up and the podcast charts. And finally you can just share a favourite podcast with a peer with a colleague or on your social media. So I would love you to do that. Thank you for all your help. I can’t wait for what’s next