Reframe Your Mindset for Success

Looking for tips and insights into how to develop and enhance you mindset or maintain your mental health then Reframe Your Mindset is for you! If you want to be your most effective then first you need to be the best version of you and this starts with your mindset especially if you want to get positive outcomes in your life. Paul Corke, Author, Speaker, Number 1 Thought Leader and Influencer with Thinkers360 along with his specials guests share stories, insights, tools, tips and techniques so you can reframe your mindset for success.

Reframe Your Mindset for Success is a health podcast hosted by Paul Corke, with 55 episodes on record and a Required Pod Score of 80.

Paul Corke hosts Reframe Your Mindset for Success, a health show with 55 episodes published.

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  Reframe Your Mindset for Success

  Reframing Psychometrics with James Brook

  Sep 21, 202652 min

  In this episode, James Brook reframes psychometrics from simply describing people to understanding the conditions in which they perform, adapt and thrive — and explores how AI, strengths, values and human skills could reshape assessment for the future of work. In this episode of Reframe Your Mindset for Success , Paul is joined by James Brook to explore the big idea of Reframing Psychometrics . James challenges the traditional way psychometrics has been used — asking questions such as “What type of person is this?” or “How does this person compare with everyone else?” — and argues that the future should focus much more on a different question: What conditions enable this individual to perform at their best? The conversation explores how much of traditional psychometric practice is still rooted in outdated assumptions, models and methodologies, and why assessment now needs to become more contextual, personalised and dynamic . Performance is not simply about personality or ability; it is also shaped by leadership, trust, motivation, skills and the environment around the individual. AI naturally features heavily in the discussion. James believes it will transform not only the future of work, but also the future of assessment itself. Rather than relying primarily on questionnaires, he envisages a future where intelligent agents and emerging technologies can provide a far richer understanding of people in context , capturing how individuals behave, adapt and perform over time. We also explore the danger of labelling and pigeonholing people through psychometrics. While personality types and simple frameworks can create useful moments of self-awareness, James questions whether reducing people to a handful of categories is still appropriate in a world where organisations increasingly need individuality, diversity of thinking and uniqueness . Another key theme is the distinction between talent and strength . James describes talents as the underlying qualities and energisers that help someone do their best work. A strength develops when those talents are built through skill, experience and stretch opportunities and start creating value for others. Strengths therefore are not static — they need to be developed, adapted and sometimes dialled up or down depending on the context. The discussion also introduces the importance of career motivators, values and self-mastery skills . As AI democratises access to technical knowledge, James argues that distinctly human capabilities such as self-awareness, emotional agility, resilience, self-discipline, communication and adaptability will become increasingly important in determining success. Finally, James challenges organisations to stop using psychometrics purely to determine whether someone fits today’s job . Instead, assessment should increasingly help us understand someone's capacity to adapt, learn and succeed in roles and challenges that may not yet exist . You’ll hear: Why psychometrics needs to move beyond simply describing personality Why context and performance conditions matter as much as individual traits How AI could transform assessment and make it far more personalised The dangers of labelling and pigeonholing people The difference between talents and strengths Why values and career motivators matter in understanding the whole person The rise of self-mastery and human power skills in an AI-enabled workplace Why assessment should increasingly focus on adaptability and future potential A thought-provoking conversation for leaders, coaches, HR professionals and anyone interested in the future of talent, assessment and human potential. The reframe: The future of psychometrics is not about putting people into boxes — it is about understanding their uniqueness, context and capacity to grow .

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  Reframe Your Mindset for Success

  Reframing HR with Ian Turner

  Jul 15, 202637 min

  In this episode, Ian Turner helps us reframe HR from an administrative function into a true strategic driver of business performance—human-centred, commercially driven, and essential to the future of work. In this episode of Reframe Your Mindset for Success , Paul is joined by Ian Turner to explore the big idea of Reframing HR . Ian’s core philosophy is simple but powerful: HR must be human-centric and commercially driven . It cannot remain an administrative support function. Instead, it needs to become a true strategic partner—aligning people plans with business goals, helping organisations adapt to change, and ensuring talent is used in ways that genuinely make the business stronger. The conversation begins with the future of work and AI . Ian’s view is not that AI itself is the problem—it is “just software”—but that the real challenge lies in leadership’s ability to embrace and apply it well. Rather than using AI as a blunt tool to cut payroll costs, Ian argues that organisations should use it to remove low-value, repetitive work and allow people to focus on creativity, critical thinking and problem-solving. From there, the episode explores the leadership skills needed over the next five years , with Ian making the case that curiosity and adaptability are now non-negotiable. Leaders do not need to understand every technical update, but they do need to experiment, stay open, and be willing to learn. This also connects to his belief that managers need to become more like coaches , because the greatest value of coaching is not advice—it is helping people build self-belief. The discussion also tackles hybrid working , where Ian challenges the ongoing debate about where people work and instead asks a more important question: how do people work best? He argues that decisions about office attendance should be based on evidence, not control, and that trust remains central. If leaders do not trust people to deliver, the issue is not location—it is leadership. The conversation then moves into retention strategy , where Ian warns against reactive approaches that only kick in when a valued employee is about to leave. Instead, he makes the case for proactive development, genuine engagement and leaders seeing themselves as custodians of talent —developing people not only for the role they are in now, but for the careers they may go on to have. At the heart of the episode is a compelling challenge for HR itself: Does your people plan make the boat go faster? If it does, HR needs to be able to show that clearly to the business. You’ll hear: Why HR must move beyond administration and become a strategic enabler Ian’s view on AI, leadership and the future of work Why curiosity and adaptability are critical leadership capabilities How hybrid work decisions should be based on trust and data , not command and control Why retention should be proactive, not reactive What it really means for HR to be human-centric and commercially driven A thoughtful and practical conversation for leaders, HR professionals and anyone interested in how people strategy can become a real lever for business success.

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  Episode #7

  Reframing Discipline with Dre Baldwin

  May 26, 202641 minS3

  In this episode, Dre Baldwin reframes discipline from a personality trait into something far more practical: the result of following a clear structure under consequence . It’s a powerful conversation about confidence, consistency, leadership and why success is built on process, not mood. In this episode of Reframe Your Mindset for Success , Paul is joined by Dre Baldwin — former professional basketball player, prolific author and performance coach — to explore the big idea of discipline . Dre shares his journey from walking on to a Division III college basketball team, creating his own professional playing opportunities, building a brand through YouTube, and eventually helping professionals and entrepreneurs with structured execution . At the heart of the conversation is a simple but powerful reframe: discipline is not a trait you either have or do not have . Instead, it is the byproduct of following a structure and executing on it consistently. Dre explains why so many people resist discipline even though they know they need it, and why the difference between discipline and motivation matters so much. Motivation comes and goes with your feelings. Discipline, by contrast, allows you to keep showing up whether you feel like it or not. The episode also explores how discipline creates confidence . By practising, preparing and doing the work repeatedly, people build belief in their ability to perform. Dre makes the case that confidence is not something you wait for — it is something that is earned through disciplined behaviour. This leads into a wider discussion on mental toughness, sustained success, and why high performers stick to the process even when results are not immediately visible. The conversation then broadens into leadership , where Dre argues that leadership is ultimately a people job . Great leaders need structure, but they also need to understand what the people on their team actually want, because performance improves when people feel seen, valued and understood. This makes the episode relevant not only for individuals looking to build more discipline, but also for leaders trying to create better standards, stronger teams and healthier cultures. The final takeaway is especially powerful: if you want discipline, go one level higher and get clear on your personal principles . According to Dre, when your principles are fixed, your structures become obvious, and disciplined behaviour becomes far easier to maintain. You’ll hear: Why discipline is a system , not a personality trait The real difference between motivation and discipline How discipline builds confidence and self-belief Why high performers sustain success through mental toughness and structure What leaders need to understand about people, performance and discipline Why clarity on your personal principles may be the foundation of all lasting success. A practical and insightful conversation for anyone who wants to stop relying on how they feel and start building the structures that support real success.

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  Episode #6

  Reframing Wellbeing in the Workplace with Liz Sebag-Montefiore

  May 12, 202620 minS3

  In this episode, Liz Sebag-Montefiore reframes wellbeing from a workplace “perk” or isolated initiative into a strategic driver of performance, retention and risk management —and argues that the future of wellbeing lies in personalised, employee-led solutions . In this episode of Reframe Your Mindset for Success , Paul is joined by Liz Sebag-Montefiore , CEO of 10Eighty , to explore the big idea of reframing wellbeing in the workplace . Liz explains why wellbeing is no longer a “nice to have” or just another HR initiative, but a core business strategy that directly impacts performance, retention and long-term organisational success. The conversation explores why wellbeing has become such a major area of investment for organisations. Liz shares that, following research with clients, wellbeing emerged as one of the top priorities for the next 2–5 years, alongside AI and future skills. She explains that organisations are increasingly recognising the connection between how people feel and how they perform , with burnout, disengagement and absence now seen as systemic challenges rather than isolated issues. At the same time, employee expectations have shifted, with people far more willing to leave organisations that do not genuinely support their wellbeing. Liz also challenges the traditional “one-size-fits-all” wellbeing model. Instead of generic benefits or token initiatives, she makes the case for personalised, employee-led wellbeing —support that reflects the different ages, stages and real-life needs of a diverse workforce. This is the thinking behind 10Eighty’s new Marketplace Platform , which allows employees to self-select from a wide spectrum of wellbeing support in a way that is both tailored and, where needed, anonymous. A major takeaway from the episode is that leaders play a crucial role in whether wellbeing succeeds or fails. Liz highlights the importance of managers being able to have better conversations, create psychological safety, and build enough trust for employees to speak honestly about what they need. Wellbeing, she argues, must be embedded into leadership capability and organisational culture, rather than bolted on as a standalone programme. You’ll hear: ​Why wellbeing has become a strategic priority for the future of work ​The top three reasons to invest in wellbeing: performance, retention and risk ​Where organisations still get wellbeing wrong ​Why personalisation matters more than generic wellbeing offerings ​How leaders can create the trust and conversations that make wellbeing real ​Why the future of workplace wellbeing is likely to be more preventative, predictive and employee-led . A practical and timely conversation for leaders, HR professionals and organisations who want to make wellbeing more than a benefit—and instead turn it into a meaningful part of how people work, perform and thrive. Check out 10Eighty's Wellbeing Offering for organisations - https://10eighty.co.uk/services/wellbeing-services/

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  Episode #5

  Reframing Talent Strategy with Rob Moore

  Apr 28, 20261h 5mS3

  In this episode, Rob Moore reframes talent strategy from a reactive hiring challenge into a deliberate strategic advantage—one built on behaviours, values, potential and future-fit thinking , not just job descriptions and short-term fixes. Paul is joined by Rob Moore to explore how organisations can reframe talent strategies for a fast-changing future. Rob challenges the outdated assumption that great talent is simply “out there” waiting to be found, or that people will automatically want to work for your organisation. Instead, he makes the case for a more strategic, future-focused approach: understanding where the organisation is going, what value it wants to create, and which behaviours, capabilities and qualities will best support that journey. A major theme in the conversation is that too many organisations are still designing around old roles, old job descriptions and short-term firefighting , rather than building talent pipelines for the future. Rob explains why behaviours are often the true drivers of success, why values alignment matters so much, and why the best talent strategies begin by clearly defining what good looks like . He also shares a powerful mindset shift: instead of seeing talent as scarce and external, leaders should begin with the belief that everyone has talent , and the real opportunity lies in identifying, developing and placing that talent well. The discussion also moves into retention, internal mobility and the future of work. Rob talks about why leaders sometimes hold talent too tightly, why movement across teams and functions should be seen as a positive, and how opening up development opportunities can strengthen both engagement and retention. Looking ahead, he also reflects on the role of AI —not as a total replacement for people, but as a tool that can remove mundane tasks and help humans focus more on judgement, context, relationships and value creation. You’ll hear: Why many leaders still hold outdated assumptions about talent Why behaviours and values often matter more than qualifications alone How to build talent strategies around mission, vision and future direction Why internal mobility and development should be part of every talent strategy How to think about AI, human value and future capability in a more balanced way Why the strongest talent mindset may simply be this: everyone has talent — the challenge is learning how to unlock it. A practical and thought-provoking conversation for leaders who want to stop firefighting talent issues and start building talent strategies that are more human, more intentional and more future-ready.

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