What does it take to build strong, lasting relationships at work? In my latest blog, I explore affiliative leadership: a style that’s all about forming genuine connections and creating environments where people feel valued.
This approach isn’t just about improving morale; it transforms team dynamics, promoting trust, collaboration, and a sense of belonging that drives results. If you’re ready to lead with connection and purpose, read on to discover actionable strategies to foster affiliative leadership.
Have you ever worked with someone who seemed highly in tune with themselves? Someone who approached both life and work with creativity and a sense of calm, even in challenging times?
When you think about achievement, what comes to mind? Is it about ticking off a to-do list, or is it something deeper—something more aligned with your personal values and broader goals?
When culture is right, it’s something you treasure - you can experience it in the way people work together, how they feel about their contributions, and the pride they take in achieving great results.
Leadership development at this age offers many growth opportunities and serves as an insulating factor against the challenges of this life stage. According to the 2024 World Happiness Report our youth experience considerably less happiness than the general population, with Gen Z women being more prone to negative emotions than their male counterparts
Have a wicked problem? If you're seeking a framework that fosters creativity, collaboration, innovative thinking, and high-quality solutions, then design thinking is for you. But what exactly is a ‘wicked problem’? A wicked problem is defined as a complex issue that is difficult or impossible to solve. These problems require a flexible and innovative approach - this is where design thinking comes in.
Discover the key insights from McKinsey’s latest Organisational Health Index (OHI) report. Learn how empowering and decisive leadership, purpose, data-driven decision making, thriving employees, ROI on technology, and social responsibility are shaping modern leadership practices. Stay ahead in today's dynamic environment.
I recently presented at a conference on resilience in leadership, and a key question from the audience was, “How can team members approach their leader if they are concerned about the leader’s mental health and its impact in the workplace?”
The pressures on leaders are enormous right now. Dealing with uncertainty, social and political upheaval, the rising cost of living, increasing demands for quick turnarounds, rapid adoption of new technologies, and the impacts of AI, to name just a few.
Leadership comes with its unique set of challenges, whether you're leading an organisation, a team, a business or even a family. In this article, ‘The Perils of Leadership’, I delve into the common obstacles faced by leaders across various sectors.
In the rapidly changing landscape of today's business environment, building team capability has never been more critical. As teams face an increased pace, volume, and complexity of deliverables the traditional approaches to team management are no longer sufficient.
Following on from my last article which focused on the performance review process for managers, this article outlines what employees can do to prepare and manage their annual review process.
Today’s article focuses on the role of the manager in performance reviews - how do managers navigate the challenges of the performance review process set against the current backdrop of uncertainty and heightened cost of living pressures? And when employees are feeling more empowered to make work-life balance demands and/or are desperate to express their value to the organisation?
Conflict is completely normal in life and at work. Conflict can arise in relation to task ownership, values and interpersonal relationships in the workplace. Task conflict arises over how things get done, personal preferences or entrenched ways of working. Task expectations are often clear to some and not others.
As we return to a more normal run of everyday events, but still a world of grave uncertainty and volatility around political regimes, climate distress, and news of likely recession – leaders need to find that delicate position between vulnerability and stoicism.
I strongly believe we need to take with us the humanistic lessons that we gained from the pandemic experience – more time for listening and with greater empathy, being curious and encouraging rather than critical or controlling, and facing uncertainty with accountability, courage and care….
Research has revealed that there is a seasonal pattern to breakups. January is a busy month for family lawyers, who receive an influx of enquiries about separation and divorce, resulting from relationship breakdowns.
Somewhat ironically, deep dissatisfaction can reveal themselves during what many refer to as the ‘happiest time of the year’. But while conflict in close human relationships is inevitable, combat is optional.
As a leadership development coach, challenging individuals to overcome fear and to embrace change is at the heart of what I do. I have never known a time when this has been more important than now.
There is no doubt that the devastating effects of the COVID-19 crisis will be with us for a long time to come, in our social, emotional and professional worlds. Many lives will be touched by the loss of loved ones, by the loss (and fear of loss) of financial security, for the loss of a world as we knew it. None of us will emerge unchanged by this experience.
Winter is not without its challenges, colder days can make motivation elusive, our immune systems are compromised, and the hum drum of our daily routines looms large. But the midpoint of our year is also a great time for reflection and review. It’s an opportunity to refocus on the goals we set at the start of the year, to evaluate our performance and assess our achievements. To tweak, adjust and make meaningful plans for the balance of the year.
Anxiety is a result of many factors including personal temperament, biological inheritance, modelled behaviour and traumatic life events. Early intervention is most fruitful. Sometimes medication is beneficial and should not be discounted when considering best practice management.
Our rushed, chaotic, information rich lifestyles are certainly part of the issue. Many parents struggle to find ways to cope in a new technological age and to soothe and calm themselves, thereby missing key opportunities to model appropriate behaviours for their children.
As many of you know, I’ve been working with anxious children and their families for many years now - supporting people to manage and master challenging emotions is at the heart of my practice. The key to understanding and dealing with anxiety is accepting that anxiety is only a problem when it impairs functioning and presents itself in the wrong situations, or in the wrong amount.
