Behind The Scenes

Leadership drift is one of the most dangerous yet unspoken risks inside organisations. It happens quietly over time. A capable leader becomes reactive instead of intentional. They start managing around people instead of leading through them. They hesitate to set standards, hesitate to hold people accountable and hesitate to step into the difficult conversations that progress requires. On the surface, they appear busy and in control. But beneath it, belief is leaking out of th

For too long, leadership has been framed as having all the answers. The image of the unshakeable, all-knowing leader is one many try to emulate. But in reality, the strongest leaders are not the ones who pretend to know everything, they are the ones who are open, vulnerable, and willing to ask for help. Asking for help does not signal weakness, it signals wisdom. It shows self-awareness, humility, and a deep respect for the expertise of others. Leaders who embrace this approa

I am honoured to share that I have been formally awarded the title of Industry Professor® (P. INDPA) by the Industry Professor Association. This recognition represents more than a personal achievement. It acknowledges over three decades of dedication to helping leaders and organisations transform capability, culture, and performance on a global scale. The title reflects the Association’s recognition of my industry experience, endorsements, and commitment to developing leaders

For decades, corporate leadership has been romanticised as the realm of the visionary, the person with the big idea, the bold plan, and the inspirational rhetoric to rally the troops. But in today’s business landscape, vision without execution is not just ineffective, it is dangerous. The market is moving faster than at any time in history. McKinsey research shows that organisations with top-quartile execution capability achieve up to 60 percent higher total shareholder retur

In today’s performance-pressured environment, HR leaders are being asked to do more with less, often while navigating competing demands around compliance, workforce wellbeing, talent shortages and digital transformation. But while policy and process still have their place, the HR function must now pivot decisively from being seen as a risk mitigator to a revenue enabler. The evidence is compelling: companies with highly engaged workforces outperform their peers by up to 21% i

It’s Not a Performance Issue — It’s a Leadership Environment Issue When a team member pushes back, drops the ball, or seems to disappear into the background, most leaders instinctively look at the person. But the question we should be asking is different: What part of the leadership climate might be influencing this behaviour? Back in 1936, psychiatrist Kurt Lewin nailed a truth that still holds today: behaviour is shaped by two things, the individual and their environment. Y

In elite sport, there’s a term often thrown around: short-term memory loss . It doesn’t refer to a medical condition, it’s a mindset. The best athletes, from tennis players to quarterbacks, don’t ruminate on missed shots or dropped passes. They reset. Fast. Their focus is on the next play, not the last mistake. Great leaders operate the same way. Leadership today isn’t about perfection. It’s about progression. The speed at which industries shift, technologies evolve, and expe

RdL was honoured to be invited as a guest speaker at the recent International Summit on Technology and Innovation—an event that brought together global thought leaders from the worlds of AI, cyber security, digital transformation, and investment. While the summit was abuzz with extraordinary advances in automation, robotics, and data platforms, a deeper insight emerged: the technology may be cutting-edge, but leadership development is lagging dangerously behind. Across high-s

In today’s fast-moving, high-pressure environment, it’s no wonder teams feel overwhelmed, fatigued, and off-centre. Competing priorities, constant change, and ongoing uncertainty have left many organisations with disengaged teams and distracted leaders. Yet the role of leadership has never been more critical. The question is: how do leaders re-energise and refocus teams when everything feels urgent and nothing feels clear? The answer lies in simplicity, clarity, and connectio

Every organisation has them. You know who they are. The moment someone shines, speaks up, or dares to be different — they’re there . Ready to roll their eyes, undermine, question motives, or whisper a passive-aggressive comment under their breath. These are the candle blower outers — people who can't stand the light of others, so they try to snuff it out. A metaphor popularised by Brené Brown. They’re not always loud. In fact, they’re often subtle, calculated, and cloaked in

Too many organisations have allowed meetings to devolve into KPI tribunals — sessions where metrics are pored over, blame is handed out, and people leave more deflated than developed. It’s a flawed practice, and one that ultimately erodes culture, trust, and performance. Let’s be clear: when people consistently fail to meet targets, it’s rarely a people problem — it’s a leadership problem. Whether it’s poor delegation, unclear expectations, or a lack of development, underperf

Employee misconduct is always a delicate issue—but when it intersects with mental health, the stakes rise dramatically. Employers walk a fine line: protecting their people, upholding workplace standards, and managing risk, all while navigating legal and ethical obligations. Do it wrong, and the consequences can be cultural, legal, and reputational. Do it right, and you strengthen trust, resilience, and performance. We’re seeing it more than ever. A recent Australian Human Rig

In one of the most poignant TED Talks of our time, educator Rita Pierson tells us, "Every child deserves a champion—an adult who will never give up on them, who understands the power of connection and insists they become the best they can possibly be." She goes on to say, "If you say it long enough, it becomes a part of you." Her insight doesn’t stop at the school gate—it holds profound implications for leaders across all sectors. As leaders, we set the tone not only for wha

In boardrooms, strategy offsites, and leadership retreats, we obsess over the “big goals” — the five-year vision, the transformation roadmap, the stretch targets. Yet, research consistently shows that organisations and individuals who focus solely on long-term objectives often stall, or worse, fail. A recent study by Harvard Business Review found that only 8% of leaders successfully execute their long-term strategies . Why? Because the big picture alone is overwhelming, disen

Leadership isn’t about keeping everyone comfortable—it’s about engaging with people to drive results. Yet, too many leaders avoid tough conversations, fearing conflict, discomfort, or damaged relationships. But the truth is, avoiding these discussions doesn’t protect teams—it weakens them. A Harvard Business Review study found that 69% of managers struggle to communicate with employees , especially when delivering difficult feedback. Meanwhile, Gallup (2023) reports that 57%

Here we go again—another round of mass layoffs and salary increase holds, another spreadsheet victory celebrated with shattered lives. It’s become so routine in corporate life that shareholder value consistently trumps human value, and most leaders barely flinch. What we’ve normalised is not strategy—it’s destruction. When organisations miss arbitrary projections, the go-to fix has become cutting jobs and holding salary increases. Never mind the individuals behind those roles

It’s the question too many professionals silently ask themselves: Do I stay or do I go? At first glance, staying in a secure job feels like the practical option. You’ve invested years, built relationships, and collected a steady paycheque. But here’s the harsh truth: staying in a job you no longer care about can be far more damaging than walking away. A 2023 report by Gallup revealed that 59% of employees worldwide are “quiet quitting” —disengaged, unmotivated, and emotionall

In today’s fast-paced business environment, leaders often find themselves caught up in deliverables, deadlines, and day-to-day operations. But at RdL, we know that true leadership is not just about managing work—it’s about developing people. That’s why we’re offering you an exclusive, proven 1:1 meeting framework—completely free. Why 1:1s Matter More Than Ever Effective leadership isn’t just about what gets done—it’s about how people show up to do it. A well-structured weekly

Boards are meant to provide strategic oversight, ensuring the company stays on course while holding the CEO accountable for delivering results. However, in recent years, there has been a disturbing trend—boards are becoming increasingly involved in day-to-day operations, blurring the lines between governance and management. Instead of focusing on long-term strategy and risk mitigation, many boards are micromanaging executives, undermining the very leadership they are meant to

The corporate world is facing an exodus of C-suite executives at an unprecedented rate. CEOs, CFOs, and senior leaders are walking away from companies that they helped build—sometimes voluntarily, sometimes not. But why? Is it burnout, shifting market dynamics, or something more systemic? The Data Tells the Story According to a 2024 Challenger, Gray & Christmas report, CEO departures in the U.S. alone hit 1,500 exits in 2023, a 21% increase from the previous year. Meanwhile,