When an organisation and development partner share the same beliefs about leadership, a new level of synergy is unlocked. I see it as my job to help you work out as quickly and effectively as possible whether ours are aligned.

This virtual workshop series combined application anchors, peer-to-peer learning, and reinforcement to empower team leaders to communicate with more impact and level up their stakeholder engagement.

When supporting leaders in changing their behaviour for the better, at first glance, ‘swimming with the current’ sounds counterintuitive, right? Here are four reasons why it’s not.

Find out how RG Restaurants continues to invest in leadership development to support business growth and is generously sharing their secret sauce (scratch that – herbs and spices!) with others.

Learn how I partnered with Spiire, a property and infrastructure consultancy, to co-design the Inspiiring Leaders program for talented, emerging leaders, with a focus on creating a learning experience that lasts.

What creates or widens the gap between leaders knowing what to do and doing it? Well, it's complex. Find out why and what to do about it.

I get a buzz from facilitating opportunities for leaders to learn from their leaders. Here are my top 5 tips for doing so, if you're also keen to try it in your organisation.

You will never find a leader who embodies and exemplifies every perspective on what it takes to be a great leader. Such a unicorn does not exist, let alone an entire organisation full of them. Here's what to do instead.

The goal of leadership development is behaviour change, and based on everything I’ve seen, tried, and learned over the past 20 years, three steps best make it possible: Define, Develop, and Do.

Does your leadership program come with AAs? I don’t mean batteries; instead, I use “AAs” as shorthand for “application activities,” and I believe these can charge up your leadership development program.

I’m excited to kick off a six-month leadership program with an enablement strategy for closing the knowing-doing gap.

Read on to find out what this strategy looks like in action!

A lack of time during busy workdays is often reported as a barrier to leadership development. One way to circumvent this is to habit-stack leadership development by weaving it into existing operating rhythms.

As psychologist and educational reformer John Dewey said, “We don’t learn from experience. We learn from reflecting on experience.” Given the benefits, what can you do to help your leaders reflect?