In The Business of Healthy Masculinity

Hey, how are things your end today?I’m feeling like this fire horse energy that everyone is talking about is really starting to come through! It’s messy, painful, and a tad scary, but somehow the breakdown feels necessary …?As always, my thanks to Anna deNardin for her graphic and artwork support to help bring these conversations even more to life.I am pleased to let you know that this podcast has its first sponsor in Hannah Litt. The work that she does around holding safe spaces for leaders, delivering keynote talks and fireside chats, and building community spaces all has a very strong values-alignment with the ethos of this podcastHannah joined me on episode #11 of this platform (as below) in case you wanted to ‘meet’ her.Breaking patterns with Rich CooperOnto episode #15 of ‘In The Business of Healthy Masculinity,’ and I am SUPER excited to introduce you to my next guest today, Rich Cooper, who introduces himself as follows:I have spent my career mainly in financial services, based around data, troubleshooting problems, building bigger pictures, working with systems, trying to make jobs easier for others. I’m technically minded but not technical, I’m business minded without being in the business.Over the years I have job crafted in different directions, gaining a coaching qualification and helping others with their careers, shining a light on their innate talents, their strengths, their preferences, their motivations.I’ve worked with people at all levels, I’ve seen people grow, develop, move on. I’ve helped new starters settle.I am currently working in the world of football, very different to the world of corporate, some similar challenges, some different.You can follow Rich at his LinkedIn.Let’s dive in……You can find this whole ‘In The Business of Healthy Masculinity’ conversation on the following platforms:* Apple* Spotify* YouTubeThe bias found within unhealthy masculinity, and indeed femininity “I did quite a bit of coaching and spent a lot of time with women, on talent development programs, and I definitely saw that I was working with loads of talented women and they weren’t going up the ladder as quickly as other people. I thought, hmm, that’s interesting.” - Rich CooperThis comment from Rich takes me back to that moment when I overheard two managers talking about a woman colleague who was pregnant, saying “Kayleigh is probably the best person for the job, but as she’ll go off on maternity soon, lets not include her in the process.”I didn’t speak up at the time and I know that was poor on my side, so I am so grateful to Rich and other men especially who are conscious and curious about the more harmful patterns that do occur in business places from time to time.What unspoken rules may block or suppress progress for women, Black, Brown, or disabled colleagues in your workplace, for example?How would you feel to speak up and challenge such patterns in your context? We’d love to learn from you in the comments.Consciously embracing all of our experience of life“I have feminine traits, I have masculine traits. I like to think I understand both sidesAnd it’s actually being more comfortable that I don’t have to conform” - Rich CooperI really love the interplay between personal disruption and self-worth and societal conditioning that Rich speaks to here.As he comes from a place of high self worth and knowing, he feels more comfortable to embrace his blend of masculine and feminine, which is counter to much of our societal conditioning which advertises and promotes more hyper-masculine, or what I would call it, healthy masculinity.What more diverse range of conversations and debate is possible when we come from a place of higher self worth, and curiosity? Please do share your reflections and constructive challenges in the comments, and share this conversation if it moves you personally.This part of our conversation reminds me of the powerful work of personal disruption that Whitney Johnson models. If you havwn’t come across this before, her S-curve of learning is super helpful. Rich in fact made me aware of Whitney’s work some years ago, and I was blessed to be a guest on her Disrupt Yourself podcast a few years back #FullCircle.Curiosity as a pattern-breaker“Be more curious. We can all feel trapped and we can all feel on a wheel that we can’t get off, it’s back to your point about slowing down, and actually just having more conversations with people you wouldn’t normally have conversations with” - Rich CooperI love Rich’s comment here, and I remember after George Floyd was murdered, it really made me get curious about how diverse or not, my global network was. It wasn’t very at that time, is the honest answer!It took me being very intentional, and non-performative about learning about, connecting with, and sharing experiences with a much more diverse range of people, that really accelerated my own growth journey that continues today, and I trust there was some reciprocity in there too.If you were to rate your level of curiosity between 1 and 5 today, with 1 being I am rarely curious, nor question, to 5 being I am always questioning and curious, how would you rate yourself, and why?I offer this invitation alongside Rich’s as we don’t HAVE to keep running at the speed the hamster wheel demands. We choose to stay on it, or give ourselves a break. Cleverer people than me state that ‘Rest is Resistance.’What are you thinking, feeling, and what are your thoughts? What may you challenge or agree with above? We’d appreciate your view in the comments.Allowing people to FEEL in the workplace “It would help with all kinds of this invisible thing that we call culture. What does it feel like to work somewhere? And how curious can I be? And how open is it for my feedback about how we can do things better? - Rich CooperWhat a gorgeous set of reflective questions Rich offers here.Is it even okay to talk about feelings in your workplace? Do you allow yourself to feel at all?It took me many years to remember that it is okay to feel, let alone bring that into the workplace.It is easy to talk about connecting head, heart, and gut, but the reality is most organisations today in 2026 are set up for hyper-masculinity and as per other conversations on this platform, it is even rewarded as such.This is why this platform exists; to create space and invite curiosity as Rich state beautifully to re-imagine who and what we can be in the world, and how differently we can lead ourselves and others as the old dies away and the new is necessarily birthed.Are you ready to reclaim your self-worth from these unhealthy systems?Until next timeWe hope that you join us in this exploration, and please do feed back and share with your networks if you are getting value.Finally, if any of the above questions have ignited curiosity within you,I am here if you are looking for a 1-1 Thinking Partner that can be in your corner by voice note, virtually, and in-person, I have found 5 x 60 minutes calls + unlimited voice note communication to work the best.If you are ready to embrace the journey towards healthier masculinity and the goodness that brings, at home and at work, drop me a line at garry.turner@radicality.co.uk.Episode #16 of the podcast will be published next Mon 2nd Feb 2026 with ex corporate employee, soulful coach, and supporter of individual contributors, Vanessa Periera. Here is a little something to whet your appetite around not having to quit your 9-5 in order that you reclaim your purpose, and wishing you well with the rest of your week ahead.I am always interested in your reflections, challenges, and anything else that piques your curiosity with these updates.Until next time, take care and have as good a week ahead as possible,Garry Turnergarry.turner@radicality.co.ukRadicality.co.uk+44 7928 979358 Get full access to In The Business of Healthy Masculinity at inbusinessofhealthymasculinity.substack.com/subscribe

Hi there, happy new week! despite all the craziness going on!How was your weekend? Mine was pretty fulfilling, including getting some quality time with my youngest daughter, Winnie the (Cocka)Poo.We’re back with a fresh episode of ‘In The Business of Healthy Masculinity,’ this time with a man that has operated within senior roles across both startup and SME businesses. Let me introduce to Paul Jameson:Paul Jameson a commercial and operational leader with over 25 years’ experience in procurement, supply chain, and commercial operations in the chemical industry and public sector. As Chief Commercial Officer at LifeSafe Technologies, he has driven international growth, and strategic partnerships. Paul is recognised for delivering measurable impact across both public and private sectors.The best way to reach Paul is via his LinkedIn profile.What is not included in Paul’s bio above is his brilliant use of metaphor to bring his experience and perspectives to life. I really hope you enjoy this conversation as much as I did and please, like, share, and amplify Paul’s voice and this platforms impact, as we all know we need healthier masculinity in every crucible of life.Here are some of the key highlights of this conversation, and you’ll find some clips and further exploration below:Key Themes and Metaphors* The Tap and the Valve: Paul describes the dynamic of a business using the metaphor of a “torrent river”. Leaders are seen as holding the “tap,” with the power to turn the flow of pressure on and off. If a leader is merely a “valve,” they are relieving pressure pushed down from above (board, shareholders). The risk of leaving the “tap” open too long is hitting a wall, causing the torrent to flash back.* The Problem of Pressure: In Paul’s experience, men in the workplace often do not allow themselves the time to “stop and breathe and explore” how things are working. This high-pressure flow in business can feel like being dragged along by a torrent.* The System and the Widgets: People within the organization are often viewed as “widgets” or a “unit of production” rather than humans with complex lives. The structure fails without these “widgets” who form the foundation of the business. It is critical to understand why an individual leaves, as that knowledge is crucial to the foundation of the business.Creating a Healthier System* Empathy and Breaking Barriers: Paul shared an anecdote from his time as a chef where he implemented a role-swapping system—chefs worked front of house, and waiters worked in the kitchen. This broke down the physical and emotional “barrier” between the two departments, fostering mutual understanding and creating “one team serving the customer”.* Vulnerability and Leadership: Healthy masculinity in a business context requires leaders to be willing to “acknowledge, be vulnerable” and admit they do not have all the answers. Recognizing a barrier is not a weakness, but a “huge strength”.* The Algorithm for Impact: The discussion references an algorithm shared by Garry Ridge: “Will of the people times strategy is your impact”. The “will of the people” (the “widgets at the bottom”) is the most difficult element and must be engaged first.Intentional Space: The invitation to leaders is to be intentional about creating space, such as a quarterly or monthly check-in, to be honest about what is and is not working in the business. For these sessions to be effective, the leader must be human and “strip back the titles, the roles” to create an authentic environment.It’s okay not to have all the answers, all the time … right?“That masculinity piece is that I’m the senior C-suite boss and the expectation is I should know everything. And I don’t know anything because I haven’t asked the questions. I haven’t put myself in their shoes.” - Paul Jameson“I’m the senior C-suite boss and the expectation is I should know everything.” - In last week’s episode Lewis spoke a lot about power, and the abuse of it, and how for me it highlights the unhealthy, inner uncertainty, of especially men in positions of power that leads to so much dysfunction as we are watching unfold globally right now.Empathy, both for oneself, as well for others, has to be developed so that we can model healthier masculinity, more often.I remain positive about the possibility for especially men leaders to let go of the fear of not having all the answers, but we need safety and the ability to get into discomfort more often to do this. Hannah Litt, Jo Hompstead, and I offer just such spaces, so let me know at garry.turner@radicality.co.uk if you want to chat this through.From chef to c-suite commercial leader“One day a week one of the chefs worked in front of house with the waiting staff and one of the waiters worked in the kitchen. Myself as the head chef, and the head waiter, we swapped roles so that everybody understood.” - Paul JamesonI absolutely loved this insight from Paul as not only did this intentional action help equalise power distribution, increase empathy, and improve job rotation, but it allowed for their workplace system to operate more effectively. All for FREE!In my day job, I have witnessed attempts over the years within business to try and improve ‘cover’ across teams but silo walls are so rigid and deep, that the teams never quite get to the stage that Paul explains in this example.What are you thinking, feeling, and what are your thoughts?In my experience the cultural binary thinking patterns of either/or have been a factor as to why such initiatives have not ‘stuck.’We would appreciate hearing your reflections and feedback in the comments, and please do give this conversation a share with your networks if you get value from it.Why do we men not slow down and stop enough at work? As in really stop.“As men in the workplace we still don't allow ourselves that time to stop and think and really give us that opportunity to understand what's happening around you.” - Paul JamesonWhat is behind Paul’s assertion above? If you are man, please share in the comments the honest reasons as to why you may not allow yourself to slow down or even stop.I empathise. It’s only been the last few years that I have been able to hold the yes/and more of I can be driven and passionate to build business and build people, AND, I can give myself permission to take a day off, just for me. It is never either/or.We (especially men) have been so conditioned to have all the answers, that slowing down is sometimes pretty scary as we are not always comfortable with what thoughts may arrive. Does that resonate with you at all?Challenging short-termism and urgency “It's a message for those above the board, the shareholders, that actually time is the critical piece. We have to have time to make it truly successful and put that foundation in the right way so it is stable” - Paul JamesonBusinesses, especially those that are publicly traded/on the stock exchange, categorically do not prioritise time, nor long-term thinking. Indeed Paul’s statement hit me hard personally as I still navigate publicly-traded employment, customers, and suppliers. I observe these fake urgency patterns all of the time.To that end, do you know that urgency is one of over 18 intersecting supremacy culture patterns that reinforce degenerative business practices and systemic harm? Check out Tema Okun’s work for more on this and I invite you to practice saying no, or offering to stop doing something in order to take on an additional task.Greg McKeown taught me about this many years ago in his book Essentialism, a worthy read, and it has become a bedrock boundary setting tool for me.We would love to hear your reflections and feedback in the comments, and please do give this conversation a share with your networks if you get value from it.In your cornerFinally, if any of the above questions have ignited curiosity within you,I am here if you are looking for a 1-1 Thinking Partner that can be in your corner by voice note, virtually, and in-person, I have found 5 x 60 minutes calls + unlimited voice note communication to work the best.If you are ready to embrace the journey towards healthier masculinity and the goodness that brings, at home and at work, drop me a line at garry.turner@radicality.co.uk.Episode #15 of the podcast will be published next Mon 26th Jan 2026 with job-crafter, coach, and all-round-lovely-human, Rich Cooper.Here is a little something to whet your appetite, and wishing you well with the rest of your week ahead.I am always interested in your reflections, challenges, and anything else that pique your curiosity with these updates.Until next time, take careGarry Turnergarry.turner@radicality.co.ukRadicality.co.uk+44 7928 979358 Get full access to In The Business of Healthy Masculinity at inbusinessofhealthymasculinity.substack.com/subscribe

Hi there,Did you listen/watch last week's conversation with Rafik Zahy? If yes, I’d love to learn what you took away, may add, or indeed challenge.If you missed it, you can find it on Apple, Spotify, and YouTube as well as here on Substack.* Apple podcasts* Spotify* YouTubeI am excited for you to meet my next ‘In The Business of Healthy Masculinity’ guest, Lewis Glynn: Writer, (Wannabe) Politician, Student Experience Specialist.It would be hard to fit Lewis Glynn into a single category. By day he finds employment in the higher education sector, working in operations and events to enhance and deliver high-quality engagement and experience to his students. If that wasn’t enough, he is also Chair of the Dartford Township Choir, a group based on the belief in the power and community of singing, no matter who you are or what you do.Lewis would begrudgingly describe himself as an exhausted eco-socialist. His political journey spanned a regretful vote for the Liberal Democrats in 2010, through 5 years as a devoted Labour voting Corbynite, a spell in the political wilderness, before finally finding his home in The Green Party from 2024. His passion led him to becoming the Chair and Communications Officer of the Dartford Green Party, determined to use his platform to bring about genuine change to his local community. He has stood as a local candidate on two occasions, with dreams to take the next step and represent the town he is proud to call home.Whether it’s his social media presence, his work in higher education, politics or his choir, what ties Lewis’ life together is an unbreakable belief in the power of people. As a lover of Lord of the Rings, the inspiration for everything he does comes from the great wizard Gandalf, “Some believe it is great power that can hold evil in check, but that is not what I have found. I have found that it is the small everyday deeds of ordinary folk that keep the darkness at bay. Small acts of kindness and love”Humanity succeeded not through the actions of me, but the collaborative power of we. We are stronger together.You can follow and/or connect with Lewis on the following platforms:x: lewisglynn99IG/Threads: lewis.glynnWebsite: https://osirisdiaries.com/Dartford Township Choir: https://www.dartfordtownshipchoir.co.uk/Let’s dive into this weeks juicy and clarifying conversation.Because I told you so“What is the answer to that question? Why can't you wear a stripy shirt? And he said, oh, there's no reason, it's just a power thing. We just like saying you're not allowed to because we said so. And that's what he said to me as a teacher” - Lewis Glynn“He said, oh, there’s no reason, it’s just a power thing.”How many times in your life have you heard this or something similar in the workplace and/or in other areas of your life?What I find most interesting is that the teacher said the quiet part out loud.Often, the same thought process is what sits behind “we can’t do this or that” or "what you’re proposing is too challenging, or will take too much [fill in the blank].”How can you and we engage and/or hold power-holders / structures to account more meaningfully?Where is the space for constructive, even uncomfortable, dialogue within workplaces?It is too rare in my over 25 years of international business experience to find these spaces of honesty and humanity. Should we co-create them more often?The importance of vulnerability as part of healthier masculinity“It's easier to protect your own view and attack other people. I think instead of opening yourself up to potential criticism and having that conversation where you're like, you know what? I made an error. Most people just choose the, no, no, no, no. It's actually nothing to do with me. It's that guy over there. It's not our fault. It's their fault. And it's the othering of people, which I think is the basis of unhealthy masculinity” - Lewis GlynnLet’s together be honest, you have acted exactly the way Lewis describes above? I know I have a number of times.What took me over 20 years to realise was that my lack of vulnerability to feel directly correlated with my doubling down that it was somebody else’s fault, even when I knew it was my fault.Did you know that defensiveness is one of over 18 intersection supremacy cultural patterns that reinforces unhealthy systems as per Tema Okun’s work? In a world that is increasingly divided, harmful, and extractive, our ability to go first with “can we have a chat about XX. I feel I may be part of the problem here, but I wonder if you have a part to play in this misunderstanding too.”Constructive dialogue feels far too far away within business as this discomfort is pushed away in favour of hard, fast, and ignore.To what extent would you agree, disagree, or something else with the above?Conscious and intentional balancing of masculine and feminine traits“Because people often said, oh, that's just how it is. And how it is to me is the issue around traditional masculinity, is that it's been set up. And because there hasn't been...a viable alternative, it's like, well, this is just how it is. Get over it. And the get over it mindset is also where it comes from.” - Lewis GlynnOften people speak about organisational culture being grounded in "that’s how we do things around here,” but what if traditional (unhealthy) masculinity under patriarchy has been designed to ensure no viable alternative to centralised power, decision-making, and control exists?What are you thinking, feeling, and what are your thoughts?A theme that has been coming up more and more in recent episodes, and in side discussions, is the observation that women can often take on these same unhealthy masculine traits the closer they get to the centralised power base.We have seen that ‘representation’ is not enough in positions of power does not lead to healthy change, and Josh Allan Dykstra speaks about this a fair bit in episode #4 of this platform.I would assert, and my own lived experience of the past 10 years + and the first 13 conversations on this platform have confirmed this, that we need to lead ourselves and others with a conscious balance of healthy masculine and feminine traits.Masculinity as a mindset“Whereas for me, and feel free to challenge me on this, masculinity is a mindset that can be held by anyone. And so when I refer to masculinity, I'm talking about, let's call the more traditional hierarchical conservative mindsets of this is how things are done. Power based dynamics. I am better than you because I'm older than you. I've got a better job title, whatever it is. I'm going to talk down to you because I'm more important than you.” - Lewis GlynnI found Lewis’ insight really interesting here, as on the one hand I agree that mindset is a huge factor, yet whether we come from a place of healthier or unhealthy masculinity is heavily behavioural at the same time.Of course, both are connected, but does the mindset come first, or can behaviours be healthy, even if unconsciously? And for how long if unconscious?I have my thoughts, but I am curious about yours? What are you thinking and feeling?Tenure (length of service), favouritism, and in-group bias are all regular examples of unhealthy power dynamics that I witness within especially international business spaces, which has curtailed my own and others development/impact.What types of behaviour have you observed that suppress or even oppress human potential at work? I’d love to hear your examples, hit reply and let me know.In your cornerFinally, if any of the above questions have ignited curiosity within you,I am here if you are looking for a 1-1 Thinking Partner that can be in your corner by voice note, virtually, and in-person, I have found 5 x 60 minutes calls + unlimited voice note communication to work the best.If you are ready to embrace the journey towards healthier masculinity and the goodness that brings, at home and at work, drop me a line at garry.turner@radicality.co.uk.Episode #14 of the podcast will be published next Mon 19th Jan 2026 with c-suite commercial leader and ex-chef, Paul Jameson.Here is a little something to whet your appetite, and wishing you well with the rest of your week ahead.I am always interested in your reflections, challenges, and anything else that piques your curiosity with these updates.Until next time, take careGarry Turnergarry.turner@radicality.co.ukRadicality.co.uk+44 7928 979358 Get full access to In The Business of Healthy Masculinity at inbusinessofhealthymasculinity.substack.com/subscribe

Hi there,Welcome to 2026, I hope that you are well rested and ready to take part in this year of the horse. I didn’t know much about this, but the energy of 2026 is looking to be positively fierce, so strap in.I am excited to be back today with my first In The Business of Healthy Masculinity conversation of 2026 with chemicals industry peer and executive leader, Rafik Zahy.Just a few of the key themes from today’s exploration to whey your appetite include:* The Rarity of Healthy Masculinity in Business* The Cost of "Inhumanity"* The Principles of Good Leadership* The Essential Skill of Listening* Legacy and LifespanPlease meet today’s guest:Rafik Adel Zahy is a dynamic global business development professional with a remarkable track record of strategic growth and international market expansion. Born in Egypt and holding dual Egyptian-Canadian citizenship, Zahy has distinguished himself as a versatile leader in the pharmaceutical, chemical, and speciality markets.With a robust educational background including a Master of International Business Administration from Business School in Paris and a Bachelor in Pharmaceutical Sciences from Egypt, Rafik has systematically built a career characterized by innovative market strategies and exceptional business scaling.His most significant professional achievement came during his tenure at IMCD Group N.V., where he transformed the Egyptian operations from a startup to a €20 million enterprise in just four years. As Managing Director and later Director of Business Development, he successfully established operations in multiple African countries while managing a global pharmaceutical product portfolio generating €100 Million in sales across 50+ countries.Prior to IMCD, Rafik demonstrated his expertise in regional sales and business unit management at companies like Eagle Chemicals and Maskem Middle East, where he developed comprehensive business plans and expanded territorial reach across complex international markets.Complementing his corporate leadership, Rafik has been a board advisor and executive coach for many startup businesses in Europe, leveraging his extensive international business experience to guide emerging enterprises. A multilingual professional fluent in Arabic, English, and French, Zahy combines cross-cultural leadership with strategic acumen.Beyond his professional achievements, Zahy is passionate about global business strategy, emerging market development, and sustainable business practices, positioning himself as a forward-thinking global business leader committed to innovative cross-border business solutions.You can connect with Rafik on LinkedIn and do connect/follow him, he is a great guy.Do you observe healthy masculinity within the workplace?“Healthy masculinity resonates with me because it’s a very rare element to have at the workplace. It’s not an easy character or element that you can find nowadays” - Rafik ZahyWhy is it that we lack these key healthier leadership behaviours, in general, within business spaces? (See 21% global engagement stats as per Gallup to validate this question).To what extent do you consciously balance being assertive and driven, with listening, and caring? Does this feel possible for you?To what extent is healthier masculinity on display within your context?I observe well-meaning, often men, wanting to do well, drive high performance, but giving away their humanity to the metrics on a spreadsheet. This, for me, is why I do not observe healthier masculinity too often in the workplace.The myopic focus on metrics can lead to dehumanisation“It resonates with me and what is happening in our world from financial pressure on the country, or war with another country, it’s the nature of the bad side of the human that is easy to implement, more than the real human, or the good side of the human” - Rafik ZahyWhat are you thinking, feeling, and what are your thoughts on hearing Rafik’s comments? Do let us know.Rafik’s comments here really impact me personally as I have been trying, for over two years, to open dialogue with leaders within big business and big business associations around the seeming disconnect between how certain parts of the world are treated versus others.There seems to be an aspect of dehumanisation occurring within business spaces and their supply chains, and there is a real discomfort/ignorance within power bases to acknowledge and explore this.To what extent would you agree or challenge this perspective from your context?Intentionally designing healthy cultures is key“I see the emotional and psychological impact on human beings at the workplace. People got diseases because of psychological imbalance at the workplace. Depression and other psychological diseases, which is a shame.” - Rafik ZahyRafik’s reflection here is further affirmed by Dr Jeffrey Pfeffer’s work in his book ‘Dying for a Paycheck.’ The book explores a range of important topics, including layoffs, health insurance, work-family conflict, autonomy, and why people remain in toxic environments, Pfeffer offers guidance and practical solutions all of us—employees, employers, and the government—can use to enhance workplace wellbeing.And it is in this being that so much of this conversation with Rafik meanders. If we can design work to include and be healthy, we can get far better results.The question is, do so-leaders see this as important as hitting numbers? Thankfully, Rafik can.What are you thinking, feeling, and what are your thoughts?To feel is to be human“You should have some feelings. But whoever says that business has no feelings, this is not the right thing that should be told. Because in the end, we are humans. We cannot move or do something without having a feeling.” - Rafik Zahy“We cannot move or do something without having a feeling.” - This simple sentence carries so much weight.Why is it that we, especially men, so often cannot sit in the discomfort of negative or just not-so-nice feelings? Does this resonate with you at all? It does with me!I stuffed down uncomfortable feelings for over 20 years from my early teens as I did not know how to process and sit in them.With effect from today, Monday 5th Jan 2026, I shall be hosting an invite-only, safe, yet brave space to explore healthier masculinity within business on a group call.If this is of interest to you and we do not know each other yet, please drop me a line at garry.turner@radicality.co.uk and let’s have a brief call to clarify boundaries and get to know each other.Remembering our self-worth and agency “If you’re watching us today, we are not talking about the soft stuff. We’re not talking about the easy stuff. We’re talking about the hard stuff of remembering our humanity, remembering we are all worthy. We all have validity. We are all dignified. We all have potential. Because of the systems we’re part of, we have to be very intentional to create space to allow that humanity and that potential to come through.” - Garry TurnerIf you haven’t seen it, I was part of an INCREDIBLE two-hour livestream recently (Dec 23rd 2025) with Sahana Chattopadhyay, Hannah Litt (she/her) , and Trina Casey which spoke so directly to all of the above.To what extent do you feel you are worthy before your job and before any money comes in?Do you come from a place of high self-worth, or lower self-worth? Is this a question that you have ever explored before?We would love to hear from you in the comments.In your cornerFinally, if any of the above questions have ignited curiosity within you,I am here if you are looking for a 1-1 Thinking Partner that can be in your corner by voice note, virtually, and in-person, I have found 5 x 60 minutes calls + unlimited voice note communication to work the best.If you are ready to embrace the journey towards healthier masculinity and the goodness that brings, at home and at work, drop me a line at garry.turner@radicality.co.uk.Episode #13 of the podcast will be published next Mon 12th Jan 2026 with choir-master, education leader, and activist, Lewis Glynn.Here is a little something to whet your appetite, and wishing you well with the rest of your week ahead.I am always interested in your reflections, challenges, and anything else that pique your curiosity with these updates. Until next time, take careGarry Turnergarry.turner@radicality.co.ukRadicality.co.uk+44 7928 979358 Get full access to In The Business of Healthy Masculinity at inbusinessofhealthymasculinity.substack.com/subscribe

Hi there,If you are receiving this substack, you are one of 250 people that are doing the same today. Thank you for being here and the above message is especially for you.I have not yet worked out how to personalise an intro on substack, so my deepest apologies that you are not greeted by name! It is a personal frustration of mine after much research and testing, so if you know how to fix this, I’d gratefully welcome the education.2025 in reviewI am not sure how 2025 has been for you, but I’d be interested to hear. Hit reply and let me know.For me it has been a mixed bag. Firstly it has been exciting:* Luca, grandson number two arrived* I have been blessed to have another year with my amazing wife Jackie* The three grown-up kids are all doing well* I have reinforced some key relationships, developed new ones, and even let go of some* The new In The Business of Healthy Masculinity podcast/videocast has taken off well with the first 11 conversations modelling exactly what I hoped they would i.e we all have so much more inner power and agency than we realise/remember * I am grateful to have had nearly 6 years of extra life since having my right testicle removed after testicular cancer surgery in March 2020* I am also proud of myself how I have cultivated a unique space within a multi-billion turnover company to speak my truth and stand in my own power, even if they do not want to the work that is needed to return them, us, and our communities back to health However, it has also been challenging:* I have been silenced by organisations and sector associations within the chemicals industry for trying to even have an open dialogue about representational risk linked to Israeli manufacturers that have direct links to the genocide in Gaza (consider Russian offices got shut down overnight when they invaded Ukraine)* I have struggled to find hardly anyone from within the industry, in or outside of chemicals, that is willing to have constructive, uncomfortable dialogue .. about anything* I have witnessed first-hand the sickeningly performative nature of big business and just how disposable human beings are. That includes you and me. One shocking (not-so-shocking) example being Novo Nordisk, the global pharma manufacturer who laid off 10% of their staff to save USD 1.3bn per year, even though they made USD 8.7bn clear profit after research and development and staff costs, in just the first 6 months of 2025* Globally, and locally, regardless of your political leaning, we cannot ignore that wealth is being rapidly centralised, food bank usage is still running at 3X what is was just a decade ago, and all the whilst more and more billionaires (even trillionaires) are coming into being at the same time that the majority are struggling to even get byWhilst there is much that is out of our sphere of influence, we are starting to feel the real-world impacts more and more; social media division, political division, racism and authoritarianism on the rise, yet WE, you, me, and us all, have WAY more power than we realise or remember. 2026 and beyondSo what’s in store for 2026, for you, and for me?I’m intrigued to learn how your 2026 is shaping up.For me, one thing is for sure. Hosting this substack can feel pretty lonely to be honest, and I am grateful that a number of you are starting to engage bit by bit. Thank you.I’d like to step that up a level and create a confidential, safe, yet brave space to explore in community starting in Jan 2026.If you missed episode #3 of ‘In The Business of Healthy Masculinity’, Stephanie Mendez shared the following which I totally relate to:I want this space for you, and for me.So on the first Monday of each month, starting Mon 5th Jan 2026, I will be hosting an hours community call via google meet where anyone that follows this substack, or comes from my wider network, can come together to connect, reflect, share perspectives on anything that feels most important to them.This will take place between 1130am PST / 1430pm ET / 1930 UKpm / 2030 CET and 1230pm PST / 1530pm ET / 2030pm UK / 2130pm CET, and I am open to adding further calls if we as a community deem it valuable enough. There is no charge for this, this is an invitation to connect meaningfully, to expand our collective horizons, and to activate/remember our agency.Please email me at garry.turner@radicality.co.uk if this space would be of interest to you.The call will follow Thinking Environment principles where all present get the chance to speak or pass, to ensure equality of voice and space.The call topics will be offered by a mix of you and myself, and if this interests you, please do hit reply and let me know.Beyond community calls, I am talking to one key friend and collaborator around supporting her culture and justice-based business impact through ‘Relational Development,’ and I am also in talks with another, more progressive, chemical company about whether a move could be of mutual benefit, and if indeed it makes sense.Most importantly, I am looking forward to being in a healthy relationship with Jackie, continuing my own growth/decolonisation journey, and to staying as curious as possible in all areas.What 2026 will NOT be is a year of silence, wilful blindness, and fear.That is so this, and past years.However you celebrate or spend this time of year, I wish you, your loved ones, and your community safety, relaxation, and the charging of your activist batteries.Let’s connect in 2026 and remember what is at stake within business spaces alone:With much love and best regardsGarry Turnergarry.turner@radicality.co.ukRadicality.co.uk+44 7928 979358 Get full access to In The Business of Healthy Masculinity at inbusinessofhealthymasculinity.substack.com/subscribe

Hey there, how are you doing and being as we end 2025? I’m not sure about you, but it has been a lot.A lot of learning, unlearning, awareness-raising, and pattern-spotting.It is fitting, then, that my final guest of 2025 on ‘In The Business of Healthy Masculinity’ is the awesome and powerful Systems & Soul with Hannah Litt who is one of the best pattern-spotters and activists that I know, inside and outside of business spaces.Before you find out more about Hannah, a reminder as to where you can find this conversation:* Apple* Spotify* YouTubeLet me share a bit more about Hannah:Hannah Litt is an abolitionist strategist, a cultural architect, and the founder of Hannah Litt Ltd, where she leads organisations and communities through deep culture transformation grounded in justice, anti racism, and decolonial practice.Her work is rooted in lived experience, corporate expertise, and a healing informed methodology that recognises how systems of harm shape the nervous system, identity, and leadership capacity of marginalised people.Hannah built her career inside the very systems she now transforms. With extensive experience in anti racism, EDI, recruitment, HR, and organisational development, she has seen how workplace structures replicate historical inequities and how people internalise those patterns in their bodies and behaviours. That insight is not theoretical for her, it is embodied. It fuels her ability to decode power, expose root causes, and help organisations move from surface level diversity interventions to meaningful, systemic change.Her lived experience of navigating racism, Islamophobia, misogyny, and neurodivergence forms a critical dimension of her practice. It enables her to read the emotional and cultural landscape of a room quickly, understand the patterns beneath conflict, and support teams to recognise how safety, belonging, and regulation influence every decision they make.She helps individuals understand why they respond as they do, where those responses come from, and how to build a leadership identity that aligns with purpose rather than survival.Through The Bridge to Reimagining, her signature framework, Hannah merges anti racist practice, decolonial thinking, nervous system literacy, and strategic business transformation to guide organisations toward conscious redesign.She helps leaders connect the dots between personal purpose, cultural patterns, operational structures, and collective liberation. Clients consistently describe her as the bridge between truth and strategy, the person who can see the whole system and hold the whole room.Her approach is rooted in care, empathy, and psychological safety, not as soft skills but as core governance principles for any organisation that expects its people to thrive. She supports teams to regulate before they strategise, to understand before they intervene, and to lead with a level of clarity that allows justice to become operational, not aspirational.As a speaker, facilitator, and community builder, Hannah brings a compelling blend of story, rigour, analysis, and humanity. She guides audiences to see the invisible architecture of systems, to understand how their own nervous systems respond within those structures, and to step into purpose driven leadership that is courageous, grounded, and culturally competent.Hannah believes we are not here to reform the parts of work that harm us, we are here to reimagine the whole architecture.Her work is the bridge between the world we have and the world we deserve.Hannah’s bio and impact combined with the podcast above is probably enough for you to get SO much value, but I will share a few extra provocations and would LOVE for you to hit reply and share any reflections, challenges or other insights with us.Re-imagining what successful looks and feels likeThis statement from Hannah hit me in the chest during our conversation and was a stark reminder for me personally.I have spoken often that it took me sitting in an apartment on Bournemouth Beach a decade or so ago looking at the sea to realize I was what I affectionately called’ Spiritually Bankrupt.’I had everything the outside world had conditioned me with: degree, house, good salary, lovely girlfriend, but I felt hollow on the inside. Empty. Spiritually bankrupt.Have you ever had this feeling or experience? Have you allowed yourself to sit in discomfort?What are you thinking, feeling, and what are your thoughts?Who and what are we before our conditioning?What is your earliest memory of growing up and/or being a child? Mine is around the age of two when I was accidentally bounded out of a swing by my child-minder lol Explains a lot!But seriously, I don’t remember making my own decisions or having my own choices until I was meaningfully into my mid to late teens. By then, all sense of spirituality or intuition had been lost to an education system that rewarded solely grades, and zero else. That continues into the workplace.So as per Hannah’s provocation, who and what were we before the systems that we were brought up on and conditioned with? Who can and what will we become as we realise that these systems are harmful by design, even if we seem to be doing ‘well’?What are thinking and feeling on watching this video? Do share with us in the comments.Giving ourselves space (and permission)“We do have all the answers, though. We do. What we don’t do is give ourselves the space. To really listen to those answers, to trust our intuition, to listen to our gut, to not be distracted.” - Hannah LittIf you are man reading Hannah’s statement above, how does it land? In your heart, your gut, as well as your head?Honestly, until 10 years ago I lived ‘above the neck’ as my friend calls it. Why wouldn’t it, it’s been what I was trained in! Get the grades, get a job, make money, buy a house, and after 40+ years, maybe then you can relax and enjoy yourself. Seems madness really doesnt it!?How often, if ever, do you give yourself space and time to just stop, to breathe, to reflect, and even feel? Let us know in the comments below.Justice = Love“It was based on making sure where I see harm, no one has to go through what I did, no one has to go through what I’ve witnessed. I don’t want that genuinely, and that’s why I say it kind of comes from a place of love, justice is love for me” - Hannah LittJustice is love for me.This statement hit me in the heart as Hannah shared it. Interestingly over the past week, Hannah and I have had a lot of back-and-for on voice messages as we have processed the ridiculous management and mistreatment of the hunger strikers in the UK, as well as better understanding one another’s fuels for the different types of activism that we both carry out.How does the statement and feeling of ‘justice is love for me’ land with you, in your heart, gut, and your head. All of those data centres of your body? We would love to hear in the comments below.We really hope that you have been inspired by this conversation, I certainly was being in dialogue with Hannah Litt (she/her) .If you did get some value, please do kindly share this susbstack with your networks so that we can amplify Hannah’s voice and work and bring more people into these explorations.In your cornerFinally, a short note to advise that I am here if you are looking for a 1-1 Thinking Partner that can be in your corner by voice note, virtually, and in-person, I have found 5 x 60 minutes calls + unlimited voice note communication to work the best.If you are ready to embrace the journey towards healthier masculinity and the goodness that brings, at home and at work, drop me a line at garry.turner@radicality.co.uk.We shall take a break over the festive period and return with episode #11 on Mon 5th Jan 2026 with chemical industry leader, peer, board member, and lovely human being, Rafik Zahy. Here is a little something to whet your appetite, and wishing you well, and some rest.With much love and best regardsGarry Turnergarry.turner@radicality.co.ukRadicality.co.uk+44 7928 979358 Get full access to In The Business of Healthy Masculinity at inbusinessofhealthymasculinity.substack.com/subscribe

hello, hello, how are you?I’m back with episode #10 of this new conversation and I would LOVE to understand: I’d also appreciate your honest feedback however you answer the above question.I realised over the past week that around half of you subscribers know me from previous iterations about half probably don’t fully know me. To that end I wanted to ask, what is your favourite music / genres? Hit reply and let me know.Mine is trance/dance music, and I will start sharing a ‘tune of the week’ in the hope that it gives you a minute or two of joy, as it does for me :)Please meet my next guest, Cornell ThomasI have known Cornell for several years and he is genuinely one of THE most inspiring, humble, passionate, and impactful humans I am grateful to know. A bit more about him:* Cornell Thomas is an incredible speaker, facilitator, and all-around human being who has written about six books. One of his books is called Extraordinary: The Distance Between Good and Great.* He is the son of Bobby (a police officer who passed away when Cornell was four) and Tina Thomas.* He is a husband to Melissa and a father to Bryce and Nia.* He travels all over the world to speak about a positive mindset, loving yourself, and “not being a jerk to other human beings”.* He has a background in basketball and still trains kids for the sport because it contains many life lessons.* He is doing more speaking in schools, in addition to his work facilitating and speaking in corporations and businesses.He is a motivational speaker, runs company, executive off-sites, has a landmark ‘every quarter counts’ leadership programme derived from his experience in basketball, and does amazing work motivating and uplifting the next generation of school-age young people.You can reach Cornell on the following:Website - https://cornellthomas.com/Email - cornellthomas365@gmail.comLinkedIn - https://www.linkedin.com/in/cornell-thomas-36689340/Cornell is one of the impact partners that makes up the Radicality.co.uk ecosystem so if you are looking for high-impact, highly-engaging speaker or facilitator, let’s you and I chat. garry.turner@radicality.co.uk. A few key reflections that I took away from this conversation to whet your appetite:“And if you learn how to lead, you realize it’s like this ongoing thing in leadership and the best leaders continue to learn. The worst leaders know it already and that’s what you know as a toxic environment. You can’t tell them anything. I’ve declined people that have asked for executive coaching because I’ve told them to their face, “you know it already, you don’t need me.” - Cornell ThomasFor most of my adult work career I have been surrounded by low self-worth men, also known as leaders within their organisation, who are terrified not to be seen to have all the answers.I’m not blaming them, because I have been there. Our worth is so wrapped up in the next job, the next payrise, the next house upgrade, that we have to operate with this facade of ‘knowing it all.’ Indeed the ‘know-it-all’ mask is one of 9 masks written about by Lewis Howes in his book The Mask of Masculinity.We men need spaces to be able to reflect on our behaviours, and I am pleased to make you aware that a new monthly call to ‘explore healthier masculinity within business spaces’ will commence on the first Monday of Jan 2026. Email garry.turner@radicality.co.uk if interested to join.Buck against the fake societal divides“I just feel that the world is created to divide and the people that understand that and buck against it, and don’t follow it, those are usually the more kind-hearted and open minded people” - Cornell ThomasTo what extent is the above true in your experience, both inside and outside of business spaces? For me it IS proven time and time again.It’s not like people wake up and think “I’m going to a fear-based leader, or I want to control people,’” but the way works is designed around urgency and slowing down being viewed as weakness can lead to adverse behaviours.To what extent would you challenge, agree, or anything else with the above?The ‘prison’ of work, and at times our own minds “Life doesn’t have to be a prison. Your company doesn’t have to be a prison. You can still be productive and not have it as a prison.” - Cornell ThomasI find this reflection super helpful Cornell, not least because the metaphorical prisons of work are NOT delivering the most effective outcomes; for people, for the planet, or even profit. Gallup stats show us repeatedly, and year on year, that we get at max 21% of human beings’ best work.That is utter madness to me, but as Garry Ridge shared on episode #5, being intentional and committed to building high-performing and engaging workplaces is HARD work, and too few are willing to put in/INVEST in that work.What are you thinking, feeling, and what are your thoughts?Is asking “What’s the ROI on caring” helpful? “It doesn’t make money. It doesn’t make money. Why are we going to do something that doesn’t make money? What’s the ROI on this? What, it makes people feel better? We make people feel like they’re in a safe space? That doesn’t make money.” - Cornell ThomasAgain, Cornell drops clarity and truth-bombs like few I know.If you are a senior or executive leader, can you imagine caring AND making money? Or does money take priority over caring?Be really honest with yourself, and if you are feeling brave, I would love to hear from you in the comments.I didn’t always care before money. I spent the first 35 years of my life not really caring about myself, let alone anyone else, as I sought to accumulate in line with what I had been educated and socialised with.I now know it is always YES/AND, and very rarely either/or.What are you thinking, feeling, and what are your thoughts?The battle of comparison - The freedom of BEing ourselvesAs a final except to whet your appetite from this amazing conversation, Cornell shares:“This battle of comparison all the time. I’ve got to be as good as this person who’s filtered up. This isn’t even a real human being. It’s like comparing yourself to AI. I’m not going to compare myself to AI. AI is perfect. Life is not perfect. We’re not perfect beings. I can compare myself to who Cornell was yesterday, who Cornell was last week. Am I a better husband? Am I a better father? Am I a better friend than I was last week?” - Cornell ThomasWhat are you thinking, feeling, and what are your thoughts on hearing Cornell’s reflections?I absolutely LOVE how he re-frames the topic of comparison to an ‘inner journey’ vs an outer game.Also with terrifying stories of an increasing reliance on AI ‘partners’ among other random things, the opportunity to reclaim our humanity is clear.Will we reclaim it? Remember it?I really hope that you get as much out of this conversation as I did.A reminder that you can reach Cornell on the following:Website - https://cornellthomas.com/Email - cornellthomas365@gmail.comLinkedIn - https://www.linkedin.com/in/cornell-thomas-36689340/In your cornerFinally, a short note to advise that I am here if you are looking for a 1-1 Thinking Partner that can be in your corner by voice note, virtually, and in-person, I have found 5 x 60 minutes calls + unlimited voice note communication to work the best.If you are ready to embrace the journey towards healthier masculinity and the goodness that brings, at home and at work, drop me a line at garry.turner@radicality.co.uk.Next weeks conversation is BIG, with ex-corporate leader, activist, and all-round awesome human Hannah Litt (she/her). Here is a little something to whet your appetite.With much love and best regardsGarry Turnergarry.turner@radicality.co.ukRadicality.co.uk+44 7928 979358 Get full access to In The Business of Healthy Masculinity at inbusinessofhealthymasculinity.substack.com/subscribe

Hello there, what’s happening in your world?In my world, I’m super excited to introduce you above and below to one of my favourite Chief People Officers, Mark Edgar, my guest on epsiode #9 of In The Business of Healthy Masculinity.Mark Edgar is a people-centric, strategic and innovative Chief People Officer and community builder with global experience developing and delivering impactful and business focused people strategies across a range of sectors. He has over 30 years’ experience building HR solutions across the broad HR agenda including transformational culture change, talent management, engagement and organizational effectiveness.Mark has run his own consulting business and is currently the Chief People Officer for Wajax where he is responsible for HR, Environmental Health & Safety and Marketing.An enthusiastic collaborator and thought leader, he is the co-founder of future foHRward – a community for HR professionals to build their capabilities and confidence in leveraging the opportunities that come from the new world of work. This includes a newsletter and co-hosting foHRsight the podcast.Mark lives in Canada with his wife and has two grown up daughters. He spends his time enjoying soccer – or what he calls football – and his RV Ramsay!You can connect and follow Mark’s work at the following:* LinkedIn* Future FoHRwardI was grateful to first meet Mark due to interactions with Hilton Barbour and Paul MCarthy, so let’s dive in.Staying conscious of our energy(energies)“The other part of it, I think, is just recognizing that the strengths we have, the healthy masculine behaviors we have, the feminine behaviors that we have, overused can become a weakness as well.” - Mark EdgarCan you remember a time when your strengths fell into a weakness after being overused?Many see me as having strengths as a super-connector, connecting interesting and inspiring humans to one another, however overdone that has led to a loss of sense of self, or oddly even a sense of loneliness in the past. I am still not fully sure how or why, but it is just a random feeling at the end of all that superconnecting.I was in a conversation with a senior chemical industry peer recently and it was a rare occasion where this person was fully themselves; humorous, listened well, was driven to build people and business, and really cared about protecting the culture of the organisation that he worked for.Indeed, this senior leader had a lot of traits that Mark exudes so it gets me thinking. How do we ensure that our peers, friends, teams, feel safe to call us in when our strengths get overused and become a weakness?We would love to hear your thoughts, and reflections.How often do you stop and reflect on your own behaviours?“I think there’s definitely benefit in helping people to think about their behavior and what is considered healthy and unhealthy and one thing that always is front of mind for me is the distinction between people’s intent and their impact” - Mark EdgarI loved this insight from Mark. Somehow, and I say this often, there is a linkage my guest on episode #2, Helen Amery, and her work helping people move from reaction (impact) to conscious response. (intent).Our businesses are often frenetic, high-pressure, ‘not much room to breathe,’ busy operations. How we can consciously slow things down to allow more creativity, curiosity, and in the end higher performance to come through is a key opportunity.What do you think, feel, or want to say when reviewing the above clip? Do let us know in the comments.Allowing ourselves to feel ….“It’s this balance of the masculine and feminine. There is no one right way of doingAnything. It’s about how do we dial up and dial down based on the situation?” - ME!To what extent are you conscious of when you are in more of a driving mode or more of a listening mode.How does it FEEL when you are being more conscious in your life?I had a very powerful example yesterday when I went to watch ‘Come Alive,’ the London musical based on the greatest Showman. Below is a picture from this wonderful experience:I was literally bursting with energy and some upset in my body at how I have been suppressed into a narrow job role for over a decade, despite offering so much for free (and after thousands of pounds invested in myself), and still being ignored, or even abused in the workplace.Creating the conditions for honesty, discomfort, and growth “I’ve been really impressed with the senior leaders that I’m dealing with everyday, the top fifty to a hundred people in the organisation, both men and women, who do have this ability to really feel a sense of being very comfortable talking about how they feel and some of the emotions around different things which I found really encouraging” - Mark EdgarI am really blown away by Mark’s comment above. Why? Because I have never worked at a company where so many leaders seem to have such high levels of emotional intelligence, in addition to being really good at their core functionality..How open are middle and senior leaders where you work with regards to talking about feelings, fears, or even just the ability to say I don’t know, but I’ll endeavour to get you clarity?Some examples where I have sought to lean into discomfort have included trying to create spaces for more radical honesty within business, as well as actively seeking to create spaces for businessmen to slow down and connect. Both remain work in profess, and this platform is indeed one lens on the latter.Please share your experience and perspectives with us to keep this conversation flowing.Integrating the macro into your organisation design“You are essentially within your organization; it’s a microcosm of society and you have to understand what’s going on in the wider world to be able to bring that into the organization and the programs and the practices that you’re running with people.” - Mark EdgarI found this super refreshing and honest of Mark when all too often we hear phrases like “ business isn’t political.” To be aware and conscious that your organisation is a petri-dish of the wider world is such a powerful, and enabling, lens to look at business through.What are you thinking, feeling, and what are your thoughts? Do let us know in the comments below.I have tried repeatedly at some organisations to try and invite curiosity around topics that are beyond just making money, and often that is met with fear, or avoidance.I accept that ‘HOW’ I go about trying to do that may at times be a little confronting, but I also feel we need to go beyond out comfort zones to truly learn something new. Thoughts?As we end this week’s update, please do share any reflections or challenges you may have as a result of listening/watching this week’s episode of In The Business of Healthy Masculinity.Don’t forget that you can reach Mark via the following means:* LinkedIn* Future FoHRwardWhat’s next?Next week I am SO excited to bring my latest instalment with international and motivational speaker, coach, and awesome human Cornell Thomas.Here is just one snippet of our amazing conversation to whet your appetite:In your cornerFinally, a short note to advise that I am here if you are looking for a 1-1 Thinking Partner that can be in your corner by voice note, virtually, and in-person, I have found 5 x 60 minutes calls + unlimited voice note communication to work the best.If you are ready to embrace the journey towards healthier masculinity, drop me a line at garry.turner@radicality.co.uk.With much love and best regardsGarry Turnergarry.turner@radicality.co.ukRadicality.co.uk+44 7928 979358 Get full access to In The Business of Healthy Masculinity at inbusinessofhealthymasculinity.substack.com/subscribe

Welcome to this latest episode of In The Business of Healthy Masculinity.How are you doing and being? Hit reply and let me know.Firstly, many thanks as always to Anna Denardin for her amazing artistry and creativity, helping bring key insights each week to life.Sahana Chattopadhyay is one of THE most important voices, and most amazing human beings, that I have been blessed to meet and get to know well over the years.I have collaborated with Sahana in a number of spaces including the Hegemony Revealed and Beyond Hegemony series that we both co-hosted with polymath Trina Casey, as well as hosting Sahana on a number of my platforms previously.However, at this specific juncture in and outside of business spaces, and with my clarified focus on healthy masculinity, I am excited to introduce you to Sahana today as follows:Across generations, patterns of power and oppression reshape our realities—from colonial silences to the digital codes that define belonging today. My work lives at the seams of these stories: bearing witness to Gaza’s grief, unmasking the quiet violence of language, and inviting communities to reimagine futures beyond climate collapse and technofascism.I believe in the courage of asking difficult questions—helping others name what’s unseen or unsaid—and in unravelling the architectures that normalize suffering. My writing is woven from rigorous research and lived experience, always reaching back for dignity, hope, and the pluriversal voices that dominant systems strive to erase. Through decolonial thinking, climate justice advocacy, and collaborative dialogue, I partner with those ready to interrupt business as usual. Together, we recover the possibility of care, solidarity, and imaginative resistance—because every act of witness can open a door.I explore the following themes in my essays and articles as a gesture towards pluriversality: Decolonization & epistemicide: reclaiming deliberately erased knowledge and highlighting epistemicide as a colonizer’s tool Technofascism & digital colonization: showing how technology is devolving into technocracy to concentrate power in the hands of a few, leading to a global rise in fascism Climate justice & degrowth: advocating for planetary wellbeing and challenging extractive paradigms that underlie the entire colonial and neocolonial processes Social justice, dignity of labour & participatory democracy: placing human worth and shared decision-making at the heart of change Empire’s playbook & language manipulation: revealing how words and narratives shape power Facilitation, pattern-seeking & sense-making: nurturing genuine dialogue, seeing what unites across differences, across boundaries and borders of man-made cartographies.If you, too, are searching for ways to build worlds where justice is ordinary, I hope my words light a small, persistent lamp along your path.You can contact or follow Sahana’s work at the following:Website - https://www.pluriversalplanet.in/homeLinkedIn - https://www.linkedin.com/in/sahana2802/Email - sahana2802@gmail.comCan we truly grow from places of comfort?I am always curious about the interplay of words, energies, thought processes etc and wonder how the above question lands with you?“I’m out to disrupt the narrative of comfort that we have woven ourselves into.” - Sahana ChattopadhyaySahana shares this assertive quote as part of the following clip:What comes up for you, not just in your head, but in your body when you read Sahana’s statement above?For me it is the piercing clarity that so much of what we hold as ‘true,’ is actually an illusion. Many, many stories and experiences woven together and presented as ‘facts.’Yet Sahana invites us to shed any sense of what is ‘normal.’What does ‘normal’ mean to you today? To your organisation? Who gets to speak? Who gets shut down? Is your workplace really as ‘safe’ as you think it is?An invitation to get #curious, and to be honest as you answer these questions for yourself.For me, I feel that we can learn from a place of comfort, and that is important, but it is difficult to grow in comfort. What may you add or challenge at this juncture?We want this to be a generative conversation as much as wisdom shared.What has been done to us men in terms of conditioning, harm, and even unchecked power?“What was done to the men? They had their empathy removed, they had their creativity killed, they had their love suppressed, they were oppressed into playing a role that capitalism demanded of them, so that they could serve the system of capitalism, for the capitalistic oligarchs at the top, to gain more profit out of less” - Sahana ChattopadhyayThis statement hit me in real-time as my whole body energetically reacted as Sahana spoke, and it sparked a recent International Men’s Day post from me which you can also find HERE.I want to invite you to witness the empathy, care, and clarity that Sahana models as she delivers this message, at a time when the oligarch class as she calls them, seeks to divide us.Us men have not been allowed to care deeply, to love publicly, to honour feelings with one another. That suppression of feeling is, I am 100% sure as I have experienced it, a key root cause to so much of our worldly dysfunction, and inside the workplace.What are you thinking, feeling, and what are your thoughts? Please let us know by reply or in the comments.The myth of institutional power“The leaders at the top who dare to take a stand and say that “you know what, I’m okay to let my share prices drop but I’m not okay to let the ethos of my organization drop. How many shareholders can you please? Capital will run the moment you make one loss” - Sahana Chattopadhyay.If you are a CEO or senior leader how do you react to the above quote? In your body, not just in your head?If you got to choose how to respond rather than react (nod to Helen Amery‘s work), how differently might you receive this statement, and what different actions may result?I still hear, way too often, that ‘meeting shareholders expectations’ is more important than acknowledging harm being caused as part of supply chain activities.Are you a CEO or senior leader who has followed this thought process? If yes, please do share in the comments or let us know via DM. How we challenge the system and not each other is key.I remember meeting Garry Ridge, ex CEO of WD-40 back in 2018 in San Diego, who joined me on Episode #5 of this podcast, and I asked him the question, “As a public company, how do you manage the short-termism of the financial markets, whilst trying to protect your culture?”His direct reply was not all shareholders are for WD-40. He would only work with long-term investments and those have received the benefits with us of taking that long term view.We can all challenge the collective illusion that short-termism is healthy.Untapped collective power and intelligence within organisations “Organizations have immense power to change things because they’re already a body, a community of people who have come together. Whether it’s 200, 2000, or 5000, they already are a group of people in a place, whether online or offline, under a certain umbrella banner doing certain things. Can those certain things not be achieved differently? More consciously (not like Conscious Capitalism!)” - Sahana Chattopadhyay.Sahana speaks to THE number one reason why I still work within and serve corporate spaces, not just any corporates, but those that are part of our most unhealthy and harmful global supply chains.Organisations have some of the biggest systemic leverage available, even if not from the top-down, as much as from the bottom-up.What would you do and be different, if you let go of fear and the right to comfort for a day? Hit reply and let us know.A reminder as to the financial as well as human benefits of creating conditions where people can feel, talk about fears, and unleash their full creative potential.Inspiration of the Indian women’s cricket team“Each one demonstrated the kind of loving masculinity that is inherently there in men, that it is inherently within each one of us unless it is forcibly ironed out of us by society” - Sahana Chattopadhyay.Sahana shares this beautiful story about the Indian women’s cricket team as above which prompted a range of reflections within me, not least that accumulation and possessions do not = self-worth. They may represent external wealth, but not inner.Also, I really appreciate how Sahana reminds us how our ‘loving masculinity,’ another great way to say healthy masculinity, is innate. We all have it, it has been squashed below and inside us due to socialisation and systems that are designed to keep us small and un-feeling.Wrapping upThere is so much more I could share and about this conversation, but for now, we do hope that you got value from this update and the full conversation, and please do let us know what lands, what you may challenge, and anything else.I invite you to listen/watch the full conversation above, or on the following platforms* Apple podcasts* Spotify* YouTubeA reminder that you can reach Sahana on any of the following:Website - https://www.pluriversalplanet.in/homeLinkedIn - https://www.linkedin.com/in/sahana2802/Email - sahana2802@gmail.comIn your cornerFinally, a short note to advise that I am here if you are looking for a 1-1 Thinking Partner that can be in your corner by voice note, virtually, and in-person, I have found 5 x 60 minutes calls + unlimited voice note communication to work the best.If you are ready to embrace the journey towards healthier masculinity, drop me a line at garry.turner@radicality.co.uk. Next week I have the awesome Mark Edgar as my guest, an amazing Chief People Officer and human. With much love and best regardsGarry Turnergarry.turner@radicality.co.ukRadicality.co.uk+44 7928 979358 Get full access to In The Business of Healthy Masculinity at inbusinessofhealthymasculinity.substack.com/subscribe

Hi there,Hoping you are doing and being well?I might not be as efficient as others, but I wanted to let you know that none of my posts, EVER, are made by the use of AI. AI, like all ‘tools,’ is agnostic until humans get hold of it, however, I just feel the embodying of mistakes, grammatical errors etc is part of being human, so you’ll continue to see all of that with my posts - hope that’s okay! :)My thanks to Anna DeNardin for her amazing graphic and artistic prowess supporting this podcast.Onto today’s rich exploration with a friend and peer from within the chemicals industry. Let me introduce you to my guest today, Christophe Le Ret:Christophe is originating from Aquitaine, the native region of French philosophers Montaigne and Montesquieu who influenced his strong belief in democracy and humanism.Very early on involved in community, charity or political activities such as the French anti-racism movement “SOS Racisme” or the political movement enabling the adoption of the French working time reduction laws (known as “Aubry’s laws”), which quickly created about 400 000 additional jobs without significant financial impact on the industry, he is currently mentoring young adults to help them better understand the industry world and the roles and positions suiting their competences and personalities.Christophe graduated in chemistry at the University of Sciences of Bordeaux (France) and has spent more than 25 years occupying various marketing & sales managerial positions in the chemical industry and at materials technology and recycling specialist Umicore, a company recognized as a pioneer in circular economy, sustainable development and manufacturing of advanced materials.Christophe is convinced that a more caring society – putting the respect of human beings and the environment at the core of its values – is possible and will benefit to the whole mankind while saving the planet from a major ecological disaster.That is the reason why he had cofounded Khemia, a think and act tank acting for a more caring society, hoping it will contribute to soon make the world a better place for all.This is also why he recently joined steward-owned company Moxworld that works with businesses at the cutting edge of ecological and social innovation, helping them build regenerative solutions that put people and planet first, and scale their impact without compromising their values.You can reach Christophe via his LinkedIn or via https://moxworld.org.I was super keen to get Christophe onto the platform as not only is he a senior chemical-industry peer, he is also incredibly balanced in his modelling of masculine and feminine energies and thus he felt like a great person to have this exploration with.Asking for helpDuring my 25+ years working within the chemicals industry, I can count, honestly, on one hand the number of times I have heard a senior leader ask for help, or have received my request for help in a meaningful way.I have my own perceptions as to why that is, but what are you thinking, feeling, and what are your thoughts?Here is what Christophe had to say:In my experience the underdeveloped ability to be vulnerable, to not have all the perfectly formed answers in hand is a major blocker to asking for help.And why would, especially us men, develop that vulnerability when we have been conditioned to ‘man up,’ ‘be strong,’ and control for generations?! As someone shared in a post recently, “Patriarchy also hurts men and boys.”Appreciating the business and personal value of operating from a place of healthy masculinity is well-evidenced, and was brought to life powerfully by Garry Ridge, ex CE of WD40 on episode #5.Embracing diversity of thought and a polymathic mindChristophe shared powerfully how he feels that our education system narrows or thinking too much and that we need to leverage a multi-domain approach to our personal and work lives. I found this section, personally, very profound.What are you thinking, feeling, and what are your thoughts on watching the below clip? How may intentionally learning from a different worldview or perspective help you and your organisation? Hit reply and let me know.Hear more below:There are two amazing women in my life who model this polymathic mind incredibly. One is Trina Casey, future guest and friend, and Sahana Chattopadhyay who will be my guest next week on this platform.Sahana, Trina, and I co-hosted a platform called Hegemony Revealed and then Beyond Hegemony, which is a brilliant embodiment of exactly the multi domain exploration that is available to us all when we balance our healthy masculine and feminine energies.Igniting positive change, within and outside of industryI was reminded of the work of Erica Chenoweth as Christophe and I spoke, the fact that “she has shown it takes around 3.5% of the population actively participating in the protests to ensure serious political change.”Using the same theory, if we could invite or influence 3% of senior and executive leaders within currently degenerative systems to re-imagine, we ‘could’ tip the system in another direction.This also, I feel, speaks powerfully to the importance of a diverse, uncomfortable, yet safe community as was discussed with Stepheni Mendez back in episode #3.What are you thinking, feeling, and what are your thoughts at this juncture?Is your right to comfort causing accidental harm, and killing creativity?This gets even deeper when we understand that “right to comfort” is one of many intersecting supremacy culture patterns that have been evidenced to maintain oppressive and divisive systems in place as per the work of Tema Okun.Back in the business world, staying in comfort is often prioritised over real growth, but this inadvertently shuts down listening, co-creation, and new ideas, especially those ‘from the edges’ that could bring huge value.Indeed Christophe shares during our conversation and in the below clip:“It’s comfortable to stay in this activity of the day and in doing things without reflection if we are doing bad things, because if you really reflect on them, you will find plenty of them, “do I need to do that really?”, “Is it is in line with my values?” and then you are In a not very comfortable position”Where are those safe and brave spaced for YOU to be honest within industry, to check in on your values alignment, to ask the question that you too rarely feel safe to ask etc?I hope that you enjoyed these clips and I invite you to listen/watch the full conversation above, or on the following platforms:* Apple podcasts* Spotify* YouTubeIn your cornerFinally, a short note to advise that I am here if you are looking for a 1-1 Thinking Partner that can be in your corner by voice note, virtually, and in-person, I have found 5 x 60 minutes calls + unlimited voice note communication to work the best.If you are ready to embrace the journey towards healthier masculinity, drop me a line at garry.turner@radicality.co.uk. Here is what Deborah Hartung had to say about us working together:Additionally, if you are looking for a passionate and engaging speaker to motivate, inspire, and disrupt old patterns, see what Garry Moore had to say about a previous session I delivered for him:Next week I have the AMAZING Sahana Chattopadhyay as my guest and you will NOT want to miss this one. Or any of these conversations! :)With much love and best regardsGarry Turnergarry.turner@radicality.co.ukRadicality.co.uk+44 7928 979358 Get full access to In The Business of Healthy Masculinity at inbusinessofhealthymasculinity.substack.com/subscribe