Employees give their all – are truly engaged in their work – when they are directly involved in a change initiative in the workplace that challenges their skill set and intellect. This came through loud and clear in research I recently conducted on employee engagement. Employees saw these change initiatives as special, allowing them not only to excel but also to contribute to the organization in a meaningful way. Most often, the employees were working in teams to develop, initiate and implement a change process. As the organizational change was implemented in the work systems and structures ar ..read more

Through self-aware, accountable leadership, we will support you in building a compassionate, more productive culture.  We help leaders to connect meaningfully with their teams and build supporting, empowering environments.  The New World Leadership series takes the most progressive approach to leadership using current research in neuroplasticity, heart/brain connection, intuition, coaching and positive psychology along with a solid framework in Self-Awareness and Emotional Intelligence. At the centre of this program is our unique Accountability Model that provides leaders with tools ..read more

Leadership has everything to do with the leader and nothing to do with the leader at the same time.  What?  The only way for leaders to create a culture of accountability is for them to do their inner work first.  Employees are observing, listening and reflecting upon everything the leadership in their organization does.  Impacting our outer world requires that we change our inner world first.  This means that if we want to create the environment where people can truly become their most authentic self with high accountability levels, we must first do this for ourselves ..read more

There are some fundamental attributes about human behaviour that need to be explored in order for leaders to begin to create the environment where accountability can flourish.  One of the first paradigm shifts is the consideration that the vast majority of people actually want to be accountable for their actions, results, and success levels, even if they don’t know it.  Often, employees feel that they are being evaluated, observed, and judged regularly, which creates a threat response.  When I ask leaders if they feel responsible for the performance of their teams they usually s ..read more

I also discovered in my journey as a coach that it takes practice to ‘be a coach’. Being a coach is a special privilege, one not to be taken lightly because in many ways you spend time with people who are asking the types of questions raised in this Blog. A good friend of mine sent me a quote which has also really stayed with me. Hilary Cochrane and Trudi Newton’s book Supervision and Coaching – “For it to truly work both parties need to be willing to be vulnerable – to not know, to be confused or lost – whilst on the journey to clarity and progress”. This is not only true of coaching, it is t ..read more

You may be brilliant, but others think you aren’t. Why might this be? Well maybe they haven’t done the hard work for themselves and like to deflect from that by making others seem as if they haven’t. I think this is a common problem in organisations, people scrabble their way to the top on a lie and – on the whole – they do get found out eventually. It’s the damage that they can do to themselves and others on the way that I think is at the essence of this Blog. Do you want to be one of those ‘scrabblers’ or do you want to take your time to ensure you are working on the right things, being the ..read more

It might be true in that you haven’t had the focus to work on and get to know your true self. If follows then that you simply don’t have the wherewithal to work in a leadership position, because you don’t know who you are, what you stand for or what your limits are. You can uncover some of this by asking yourself questions like: What is my purpose? What do I stand for? Have I got the skills I need? How confident am I, really? What are my true values and what am I prepared to flex? If you ask these seriously then I think you’ll find that these are not easy questions to answer. The manifestati ..read more

I’ve been reading lots recently about Imposter Syndrome. I’ve coached some people who say they have felt this way and I’m sure in my life and career I’ve had moments when I’ve not felt at my strongest or best. I’m intrigued by what it is. I think it can be uncovered in a series of questions based around how a person might generate a ‘wobbly’ internal narrative for themselves, such as: Am I good enough? What do others see in me that I don’t? Are the people around me better and therefore am I really worthy of their followership and respect? Do I really know what I’m doing? Why do I have to exud ..read more

Embracing Complexity in Our Evolving Future In the fast-paced whirlwind of modern life and work, it’s becoming increasingly clear that the old certainties we clung to are slipping through our fingers like grains of sand. To survive and thrive in this dynamic and ever-evolving world, we’re faced with a singular imperative: we must wholeheartedly embrace the magnificent complexity surrounding us. The Unpredictable Nature of the Future Our journey into this brave new world begins with starkly acknowledging the future’s unpredictability. What was once a reliable and foreseeable road has transforme ..read more

Imagine facing difficulties not with trepidation but with compassion. What if we could enter a workplace infused with compassion, where empathy isn’t fleeting but a constant force that moulds our response to difficulties? There is strength in facing challenging moments, understanding and acknowledging the shared struggles that unite us all. When we infuse empathy into our interactions, we construct bridges that fortify relationships, facilitating effective leadership. Accountability becomes far less intimidating when relationships are built on empathy and understanding. Colleagues start to app ..read more