Reflections from my podcast conversation with Jodi Geddes
What I’ve always known — and continue to see play out — is that when we bring our full selves to work, we do our best work. But for that to happen, our workplaces need to recognise that we are whole people, with lives and responsibilities outside the office.
On a recent episode of Future Fit Leadership, I had the absolute pleasure of speaking with Jodi Geddes — co-founder of Circle In, keynote speaker, and someone who’s walked the talk when it comes to supporting caregivers in the workplace.
This conversation hit home for me on so many levels.
The spark that started it all
Like many women, Jodi’s idea for Circle In came while she was on parental leave. She was navigating motherhood, grappling with disconnection from her professional identity, and sensing a deep lack of support — not just for herself, but for so many parents around her.
Circle In became a global platform supporting employees and their managers through every life stage — from fertility and parental leave to menopause and elder care. It’s practical, personal, and powerful. And the success of the platform (over 100 organisations globally!) proved that this wasn’t just a “nice to have” — it was long overdue.
As Jodi put it: “We bring our whole selves to work. Life doesn’t stop at the revolving door.”
The unspoken cost of caregiving
Our conversation went deep — into the mental load, the guilt, and the real challenges that working parents face every day. Jodi spoke candidly about the childcare crisis, the cost-benefit dilemma so many women face when deciding whether to return to work, and the cultural bias that still lingers in too many organisations.
We are losing incredible talent because the system isn't built to support caregiving. And that loss isn’t just personal — it’s economic.
But for the companies that do get it, there’s a huge opportunity to lead differently, and win in the long run.
Burnout and the power of vulnerability
Jodi also opened up about her own experience with burnout — something many leaders face but few talk about. She shared how stepping away, then coming back and sharing her story with her team, led to something unexpected: deeper trust, stronger support, and a more human connection.
It was a powerful reminder for me that vulnerability isn’t weakness — it’s leadership. Especially when it creates space for others to feel safe, seen, and heard.
What does a family-friendly culture really look like?
We spoke about practical strategies that leaders can implement — right now — to build workplaces where people can genuinely thrive, not just survive:
Core hours that allow flexibility and structure
Shifting from hours worked to outcomes achieved
Active listening and leading with empathy
Creating environments where asking for help is normal
Encouraging storytelling as a tool for connection and culture-building
One of my favourite insights from Jodi?
“If you're sending emails at 10pm, you're setting the tone for your team — whether you realise it or not.”
So many of us forget that we’re always role modelling. Culture is built in the day-to-day behaviours, not the big statements.
And I’m so glad we got to have this conversation. Because it’s a reminder — to me, and hopefully to you too — that the future of leadership isn’t about leaving your life at the door. It’s about making room for it.
Listen to this podcast on Spotify Future Fit Leadership like and follow us so you dont miss an episode