The concept of co-leadership sounds good on paper but is not easy to execute.

Having good personal boundaries makes good professional relationships but it can be a struggle, especially with an emotionally manipulative boss.

Lessons from a 45-year old internal memo that paved the way for Nike to become a $135B company.

The Performance-Culture matrix is a simple but powerful diagnostic tool to determine the suitability of a team member in the company. It allows the leadership team to quickly identify which of their team members need care and attention, up-skilling, alignment, or in some instances, to be managed out.

Skills are important to consider when hiring someone new, but probing candidates on their willpower should also be an essential part of the hiring process

One of the most common complaints I hear from my community of leaders is their team members lack a sense of urgency in completing their tasks.

Here are some reasons a lack of urgency in your team could occur and how to remedy them:

Often when you pitch, it’s not the idea itself that leads to a rejection or a win – it’s how you present it.

I recently read a quote from Paul Bryant, which said “Don’t give up at half-time. Concentrate on winning the second half.” As we enter the second half of the year, some companies might find that they underperformed in the first half. But don’t give up just yet - there are still ways to recover!

In the media and advertising industry, we hear the term ‘servicing’ far too often. ‘Good servicing’ usually translates to responding promptly to clients, clearly addressing their needs, and flawless execution.

On the flip side, ‘serving’ a client sets a totally different standard.

Let me tell you an amazing real-life story to illustrate my point!