What I Learned About Leadership Working Across Companies

When Gareth Whalley last joined me on the All Inclusive podcast, he was leading inclusion at Levi Strauss. Today, he’s back with a very different story to tell in this week's episode of the All Inclusive Podcast.

After more than 20 years in corporate HR, Gareth took the leap to run his own business — working with organisations across industries to strengthen leadership, improve workplace culture, and make inclusion a reality. In this episode, we talk about what’s changed, what’s stayed the same, and the lessons he’s learned from seeing leadership up close in so many different contexts.

Watch the full conversation here 👇🏾

Key Highlights from Our Discussion

🌟 Making the Leap From Corporate to Independent Work When Gareth last joined me, he was in a senior corporate role. This time, he returned with a completely different perspective — one shaped by stepping outside a single organisation and working with many. His move wasn’t part of a grand plan; it was sparked by a redundancy and the realisation that his next chapter could be on his own terms. Gareth spoke candidly about the challenges of starting from scratch, the uncertainty of income, and the discipline it takes to build something sustainable. But he also shared how this move gave him a broader lens on leadership — one that’s not limited by a single company’s culture, politics, or priorities.

🌟 Leadership Patterns Repeat Across Industries One of the most eye-opening parts of our conversation was hearing Gareth describe the leadership patterns he sees no matter the sector — from charities to global brands. The strengths are often the same: committed leaders, good intentions, and a willingness to invest in people. But so are the blind spots: overreliance on a few “star” leaders, inconsistent communication, and a lack of follow-through on culture promises. Seeing these patterns play out in multiple organisations has given Gareth a unique ability to spot early warning signs — the kind leaders inside a business might overlook until they become bigger problems.

🌟 Recognition Is More Than a Nice-to-Have In Gareth’s view, recognition is one of the most underused tools for building culture — and he’s seen the difference it makes when leaders get it right. Recognition isn’t just about making people feel good; it’s about reinforcing the behaviours and values you want to see more of. When leaders build recognition into everyday interactions, it fuels engagement, trust, and belonging. Gareth explained how companies that treat recognition as a “culture driver” see a ripple effect — not only do people repeat the behaviours that are acknowledged, but others are inspired to step up because they see what’s valued.

🌟 Adapting Inclusion to a Changing World Working across industries has also shown Gareth how external forces — from political climates to shifting social priorities — are shaping the way organisations approach inclusion. Some leaders are doubling down, making inclusion a core part of their business strategy. Others are pulling back, worried about external perception or political backlash. Gareth’s advice is clear: don’t let external noise derail your progress. Instead, adapt your approach, communicate with intention, and make sure your inclusion efforts are tied directly to your business outcomes so they can withstand changing winds.

At its heart, this conversation wasn’t just about Gareth’s personal journey — it was about what leaders can learn when they step outside their own walls. Seeing multiple organisations up close offers a unique vantage point: you notice what works, what fails, and where the opportunities for lasting impact lie.

Listen to my discussion with Gareth on Apple Podcasts, Spotify, YouTube, or your preferred podcast app.

🤝 Connect with Gareth Whalley on LinkedIn to follow his work and insights or visit BigBangPeople.com

SEE YA NEXT WEEK! 👋🏽

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