On The Ground

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

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 the age of employee engagement surveys, 360-degree reviews, and endless KPIs, we often overlook one of the simplest, most powerful indicators of workplace culture: laughter. Yes—laughter. That spontaneous, human expression of connection, comfort, and shared understanding. Walk through any office, warehouse, or Zoom meeting and listen carefully. Are people laughing? Are teams smiling, joking, enjoying their work together? If not, the culture might be more toxic than you thi

“I was wrong.” “I’m sorry.” “I don’t know.” “What do you think?” “How can I help you perform at your best?” When a leader is willing to say any—or all—of these phrases, you can almost guarantee one thing: they’re trustworthy. And in leadership, trust isn’t a soft skill—it’s the foundation of performance, culture, and long-term success. A 2022 PwC Global Workforce Survey found that only 30% of employees strongly trust their leadership . That means 70% of the workforce may be q

In far too many organisations, leaders have unknowingly created a workforce of human robots — individuals who are conditioned to wait for the next instruction before acting. Rather than empowered contributors, many employees have become reactive operators, disengaged from critical thinking, innovation, and initiative. This leadership-induced paralysis is costing businesses dearly in both productivity and innovation. When leaders micromanage, override decisions, or discourage

Toxic leadership isn't just unpleasant—it's a major risk to people, performance, and profit. These leaders operate from control, fear, ego, or insecurity, often creating chaos under the surface while maintaining a polished veneer above it, and while they may appear to “get things done,” the damage they do to culture, engagement, and performance is both measurable and lasting. The data is damning. A landmark study of over 1.4 million Glassdoor reviews published by the MIT Sloa

In high-performing organisations, performance management is not an annual ritual—it’s a leadership mindset. It is a continuous, deliberate practice of setting expectations, giving feedback, and ensuring accountability. And it begins at the top. Leaders set the tone for performance. They signal what matters, what excellence looks like, and how success is measured. When leaders are clear, consistent, and courageous in their conversations, performance flourishes. When they’re ab

1  Long-term goals often fail — only 8% of leaders achieve them due to overwhelm and disconnection from daily realities (Harvard Business Review). 2  Short-term goals drive performance — they enhance focus, accountability, and reduce the risk of drifting from objectives. 3  Small wins build momentum — incremental milestones boost confidence, adaptability, and sustain motivation. 4  Science backs it — achieving short-term goals releases dopamine, reinforcing effort and imp

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

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 the relentless pursuit of profit, companies are making a critical mistake—they are neglecting their greatest asset, their people, and failing to communicate effectively. Instead of investing in leadership, culture, and engagement, many executives are prioritising short-term financial gains at the expense of long-term business success. This approach is not just flawed; it is a recipe for long-term failure. The result? A disengaged workforce, frustrated leadership, and an in

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,

For decades, finance teams have been the backbone of corporate decision-making, ensuring fiscal responsibility and long-term sustainability. However, in many organisations today, finance departments are overstepping their mandate—micromanaging other business units rather than guiding them towards better financial discipline. Instead of enabling growth, they have become barriers to innovation and operational efficiency. The Shift from Strategic Guidance to Operational Overreac

For decades, Human Resources has been dismissed as a cost centre—necessary, but not revenue-generating. This outdated perspective is costing businesses millions. In reality, HR is one of the biggest drivers of profitability, directly influencing workforce productivity, operational efficiency, and long-term financial performance. Yet, too many companies still treat HR as an administrative function rather than a strategic asset. The Data Proves It: HR Drives Profitability A 202

For too long, HR has focused on surface-level engagement strategies while failing to address the systemic issues that hinder productivity. Workplace friction—those daily inefficiencies caused by outdated processes, poor communication, and rigid policies—is costing businesses billions in lost productivity and talent turnover. A 2023 Gallup study revealed that only 23% of employees globally feel engaged, with a primary cause being barriers that prevent them from working efficie

Leadership in 2025 is not about innovation or progress—it’s about survival. Faced with economic instability, workforce disengagement, and AI disruption, many leaders are failing to adapt, making the same mistakes that have plagued businesses for years. Here are the five biggest issues on leaders’ minds, and why most are handling them poorly. Talent Retention: A Crisis of Leadership, Not Employees Despite endless discussions on engagement, Gallup still reports that global empl

Once the backbone of organisational success, HR has now become a corporate bottleneck, stifling growth, accountability, and performance. Rather than enabling businesses to thrive in an era of rapid change, digital transformation, and workforce evolution, HR is failing leaders, employees, and the bottom line. The Accountability Crisis Instead of empowering leaders, HR drowns managers in red tape, making it easier to retain underperformers than remove them. It has become too bu