On the blog.
Here you’ll find some of my insights, case studies and industry news. So if you have five, grab a cuppa and have a read.
Good Days vs. Bad Days
In the realm of high-performing teams and cultures, much is said about striving for peak performance and fostering environments where individuals thrive. But let’s take a moment to reflect on the contrast between “us on a good day” and “us on a bad day.”
When Self-Development becomes Shelf Development
Whilst every leadership or culture programme I facilitate is different in some way or another, I realised I have started to coin the phrase ‘self-development becomes shelf development’.
Building a transparent company culture is harder than you think
Building a transparent company culture often sounds like a straightforward endeavour: simply open the lines of communication, share information, and trust will flourish. However, the reality is far more nuanced.
How could the upcoming election influence workplace culture?
The UK's upcoming election is not just a pivotal event for the nation but also a source of anxiety and speculation for employees across various sectors. The potential shifts in policies and government priorities can significantly influence the macroeconomic environment and individual workplace dynamics. It’s important as leaders to be mindful of the broad anxieties and specific issues employees might face before and after July 4th.
Human or Pig? The ultimate lesson leaders can take from the classic Animal Farm by George Orwell
Through the lens of animals, Animal Farm unveils a poignant commentary on human nature, governance, and the pursuit of power. There are some impactful leadership lessons woven throughout Orwell's tale, pondering the perennial question: Who is better suited for leadership, humans or pigs?
The Change.
From ADA Leadership to Tony Atherton. Why have I rebranded my business? Simple, it’s me.
What Does Trust Actually Mean to You?
Trust within a team is a critical ingredient to creating a high performing culture and a real key to commercial success, and yet, so many teams leave it to chance, consciously denying the underlying issues, avoiding the difficult conversations. Blaming personality clashes rather than the culture that has fostered it.