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Organisational changes are commonplace in most companies at one point or another. Despite this, the structural changes it brings can be difficult to navigate. I heard from a mid-level leader recently who, following global organisational changes, no longer reports to a senior manager but instead directly to the General Manager. While this move increased the […]

I speak to many leaders that, since Covid, have outlying individuals in their team who aren’t pulling their weight in client-facing work. Many cite the time at home as having given space for reflection and an easing of pace. They’ve come back less excited by their customer-facing work and not willing to give their all.

As a young leader, you’re often required to manage people who are a lot older than you, sometimes even 20+ years. These team members may meet you with a reluctance to take direction or guidance, and you may even (wrongly) be seen as less experienced. They can be difficult to manage and it can lead

Oftentimes, in order to get a senior leadership position in a line of work, there is a need to be seen as a thought leader. Enhancing your thought leadership enables you to grow your gravitas, increase your confidence in your own ability, and often provides a data point that can be used to highlight your

I often speak to managers that are trying their hardest to make the onboarding process smooth and efficient for new starters on their team. They’re met with frustration when their efforts are thwarted for reasons outside their control. E.g. senior management, IT, or other teams haven’t set-up the required tools/systems for the new starter’s first

In a post-Covid world, many of us are still working remotely, or have adopted a hybrid working model. But managing a team in this dynamic can be tricky – it may be more difficult to get to know your team members, or get involved in new projects. So how do you improve your visibility as

Working for a narcissistic boss can be awfully difficult. They may be self-centred, egotistic or chauvinistic (or worse, all three!), which makes any working relationship hard to navigate. But what do you do when you enjoy your job, despite having to deal with this kind of leader – Is it possible to find a solution

What happens if you’re great at your role and should be promoted, but your obvious replacement is reticent to step up? And your company is letting them get away with it?  The problem here is double-ended: your replacement isn’t stepping up, and your bosses aren’t seeing them as a valid replacement. You need to carry

Once upon a time you may have been hitting the dancefloor and leading the karaoke at the Christmas party, but once you’re promoted to a manager, you’re expected to act differently. As a result of being a manager, your role at the Christmas party has changed.  Here’s what I think you need to do to