Top Tips

The biggest risk facing organisations right now is not technology disruption, it’s the failure to build and keep the talent required to lead through it. According to recent research, 77% of business leaders believe their organisation is not yet ready for a more digitised future. That number should concern every CEO, because it is not just a capability gap, it is an execution and competitiveness gap. We are entering a cycle where talent will determine market leaders and market

Leadership is often imagined as a series of big calls — mergers, restructures, new strategies. But in reality, the moments that define a leader’s impact are much smaller and much more frequent. Every conversation, every decision, every act of recognition leaves an imprint. Over time, these “micro moments” compound, shaping your personal brand and the culture of the organisation you lead. This is what we call micro growth . It is the discipline of making small, deliberate shif

In business and leadership, mistakes are inevitable. Yet too many leaders treat a wrong step as a career-ending disaster rather than what it really is, an opportunity to learn, adapt, and emerge stronger. Think about your GPS. When you take a wrong turn, it doesn’t berate you or flash red warning lights. It simply recalculates and guides you toward a new path forward. That’s the mindset extraordinary leaders adopt when they miss a target or make a misstep. Research from Harva

In the wild, lions are known for their strength. But it’s not muscle that makes them apex predators, it’s teamwork. A pride of lions doesn’t survive on raw power alone. They coordinate, they communicate, and they trust. When lions hunt, each has a role, and when they execute together, they win. In business, the same principle holds. Yet too many leadership teams operate more like lone wolves than a pride. Departments chase separate goals. Information is hoarded. Priorities cl

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

Every organisation has them—employees whose performance or behaviour is quietly eroding team morale, customer satisfaction, and results. Yet far too often, leaders delay action or hope the issue will self-correct. It rarely does. Poor performance and behaviour don’t fix themselves. They fester. The most effective leaders know how to address underperformance head-on—without micromanaging, humiliating, or creating fear. They know that holding people to account is not about puni

In many workplaces, “sick leave” has quietly become a form of escape. Not from illness, but from exhaustion, disconnection, and disengagement. And if you're seeing a spike in absenteeism, it's not just a health issue—it's a leadership one. According to the Australian HR Institute, absenteeism costs businesses over $3,600 per employee per year, with stress-related leave rising by nearly 25% in the past two years. But here's the uncomfortable truth: many employees aren't abusin

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

“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

Here are 5 top tips to transform your people from robots to thinkers. 1. Set Clear Intent, Not Just Instructions Shift from telling people what to do to sharing why it matters . When people understand the broader intent, they’re more likely to take initiative, apply judgment, and find better ways of achieving outcomes. Tip: Start meetings by stating the strategic intent behind tasks or goals. 2. Stop Answering Every Question Leaders often create dependency by being the answe

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

Human Resources has the potential to be a transformative force, but too often, it’s relegated to administrative tasks and reactive decision-making. To reclaim its position as a driver of organisational success, HR must evolve into a proactive, strategic partner that buddies closely with the CEO and coaches and guides all executives. The Path to Success Align HR with Business Strategy HR leaders must understand the company’s long-term goals and tailor talent acquisition, reten

In a world where agility and innovation are prized, businesses are collapsing at an alarming rate. While external factors like economic downturns and industry disruption are often scapegoated, the harsh truth lies within. Here are the top five reasons businesses fail—and why leaders must take the blame. 1. Poor Leadership A staggering 82% of businesses fail due to poor management , according to a CB Insights report. Weak leaders lack strategic foresight, fail to inspire their

In today’s fast-paced and complex business world, becoming a leading executive requires a combination of strategic vision, emotional intelligence, and the ability to inspire others. Here are the top tips for elevating your leadership and achieving executive excellence: 1. Develop Strategic Thinking Great executives think beyond the immediate and anticipate future challenges and opportunities. Cultivate the ability to see the bigger picture and align your decisions with long-t

Confidence in Communication : Speak clearly and assertively. Ensure your message is concise and aligned with your audience’s priorities. Active Listening : Engage fully in conversations, showing that you value others’ input and insights. Authenticity : Be true to your values and lead with integrity. Authentic leaders inspire trust and loyalty. Emotional Intelligence : Understand and manage your emotions and those of others to navigate challenging situations with grace. Profes

Understand Their Priorities : Align your communication with the strategic goals of the executive team and Board. Know what matters to them and tailor your messaging to demonstrate value. Be Transparent and Proactive : Regularly share insights, updates, and potential challenges. Don’t wait for them to ask—show initiative in keeping them informed. Deliver Results : Focus on outcomes. Executives and Board members appreciate data-driven results that show measurable progress towar

Clear Vision : Communicate a compelling vision that aligns with the organisation’s strategic goals, ensuring all stakeholders understand the “why” behind the transformation. Lead by Example : Demonstrate adaptability, resilience, and openness to change. Leaders who embody the transformation inspire others to follow. Engage Early : Involve employees early in the process, seeking input and addressing concerns to reduce resistance and build commitment. Empower Teams : Give teams

Here are five practical tips for dealing with burnout in everyday businesses: Integrate Microbreaks into the Workday: Encourage employees to take short, regular breaks throughout the day to reset their minds and reduce stress. The Pomodoro Technique focuses on 25 minutes of focused work followed by a 5 minute micro break. This approach can help prevent burnout. Promote the Use of Wellness Apps and Tools: Leverage technology by encouraging the use of wellness apps that offer

The workplace is evolving rapidly, and leaders must adapt to stay ahead. Traditional leadership methods, like rigid hierarchies and command-and-control models, are becoming obsolete. Four critical skills leaders need to navigate this new landscape include; 1. Empowerment Over Hierarchy The shift towards hybrid and remote work is challenging traditional power structures. Leaders must move away from hierarchical control and embrace a culture of empowerment and alignment. This r