I’ve had so many conversations with a wide range of leaders in different companies, organisations and sectors and yet there are themes to the kinds of comments that are dressed up as useful feedback, but actually are pretty useless at best, or damaging at worst.

Emily contacted me having seen me post on LinkedIn about the kind of clients I work with: deep feeling leaders, in touch with their values, who know they can make more of a difference, but something somewhere is holding them back.

Have you recently, or indeed ever, as these things can stay with us, experienced an ongoing work situation that left you feeling disengaged, demotivated, low on confidence and generally totally hacked off?

Over the last few years I’ve designed and delivered leadership development programmes in a variety of sectors, in person, entirely online and a blend of both, for senior leaders to first line managers.

One topic that I’m often asked about is personality, or leadership, diagnostics like DISC, Insights, MBTI, or noughties favourite – the Belbin team model.

Over the last few years I’ve designed and delivered leadership development programmes in a variety of sectors, in person, entirely online and a blend of both, for senior leaders to first line managers.

When Louisa and I started working together, she was transitioning into a broader leadership role and feeling the weight of new expectations.

Are you known as a high performer? Are you given projects because your employer knows you’ll rise to the challenge? Perhaps being able to do things well is something you have always been known for?

I find myself having conversations with friends or potential clients where we explore what’s needed – is it coaching? Or […]