Without the structure and discipline piece – the governance of ‘how we do things’ – your staff simply can't deliver their best work.

The problem with this mantra is it assumes that your team have everything they need to solve it.

During exit interviews, a common theme emerges; the role is not what was sold to the candidate during the recruitment process.

A "lack of resilience" when it manifests in this way is often the very human response to burn out.

We expect our leaders to be better than us. To know more. To 'see us'. To not be an arsehole. To be brave. It's not that simple.

Purpose is a fundamental strategic driver and differentiator.

Determining tasks doesn’t necessarily determine who is accountable for the quality of their outcome. Why accountability matters.

If there was one single skillset common to all the great leaders I come across in my work, it would have to be the capacity to weave togethe

In HR you get a pretty good sense of what makes a good boss. They are respectful, fair, and clear in their expectations.

As a group, they knew and believed 'all the right things’.

Hiring your first employee is an exciting and daunting time for many businesses.

The very first time I was given responsibility for a team, I was 21. Though small, the team was a bunch of ragtag call centre operators...

An internal hire is often your best bet.

“Lying is a defiance of the truth. Bullshitting is a wholesale dismissal of the truth.” - Brene Brown

Employers who pride themselves on working with marginalised groups can experience a paralysis about acting issue.

If you're working in or run a for-purpose business there are undoubtedly going to be times when you have conflicting ethical principles

Providing constructive feedback doesn’t have to feel awful

You can do all the ‘difficult conversations’ training you like; it doesn’t really prepare you for the discomfort of having one!

When it comes to how to engage and manage people nothing, and I mean nothing, can be simply boiled down to “the way”.

“I don’t understand why they’re still not getting it?!” This is probably the most common refrain I hear when it comes to performance manage