Monthly Archives: February 2020

How many of our organizations are making changes & believing that they will be executed as is expected? I work in the world of organizational & leadership culture; I know that many of our “Triple P” approaches to change of … Continue reading →

Elon Musk stated “life cannot be just about solving one sad problem after another. There need to be things that inspire you, that make you glad to wake up in the morning and be part of humanity.” Can you, with … Continue reading →

Leadership and the communication feedback loop: in the past few years I have facilitated quite a few “interventions”. This is where I mentor leadership teams to know how to communicate more effectively. This sounds so basic. However, I have discovered … Continue reading →

I have a theory about the role that organizational life now plays in our current culture. We know that humans need to have a strong sense of belonging, a deep sense of membership, a connection with others, and a need … Continue reading →

As an organizational leader, I think that it is important to consider a way to ensure that values enable organizational change and leadership transformation. In this way I believe that it is a focus on a values-based due diligence approach to strengthening … Continue reading →

I spend much of my consulting & coaching work with a range of clients, CEO’s, managers, &  line staff. Above all this is the critical component in sustaining working relationships. It is about the quality of relationships & the nature … Continue reading →

Leaders and relationship coordination: I am more engaged in asking the questions of why is it that as leaders we focus more attention on the “visibles” of organizational performance than the “Invisibles” of people and their need to be successful? … Continue reading →

Let’s move forward from organizational toxicity- I have had many conversations with leaders, staff and other change consultants and coaches and the same question reappears…how does a leader who is aware of the pain created by their decisions support their … Continue reading →

 This is the leadership that my practice is aiming to support and develop. I have been asked many times, how do I see my coaching & consulting practice regarding supporting the developing team or organizational leader? In James MacGregor’s book … Continue reading →

1. How do you balance short-term and transactional thinking with long-term and transformative thinking and acting?2. How do you now focus on creating the future of the organization when you will be long gone? Do you really care about this … Continue reading →