There are many kinds of leaders, but the leaders we remember are those who take a stand.

Here are some steps we can take to develop our courage as leaders:

Managing upwards rarely occurs to anyone. But learning to MANAGE OUR BOSSES is important if we want to obtain the best possible results for them, ourselves, and the company. Here are 5 ways to “lead up”.

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:

A trusted friend once told me: “Stop rescuing other people to feel good about yourself. I know it feels good to be needed. You think you’re doing a banging job at your workplace but in reality, all this rescuing is limiting your employee’s potential for growth. Ultimately, it will hinder your company’s growth and stifle your development as a leader.”

Find out how to break the rescue cycle.

Willingness and performance aren’t always indicators of leadership capability: just because someone is an exceptional individual contributor doesn’t mean they’re great at leading and inspiring a team as a manager.

Here are some warning signs when someone is not ready for a leadership position:

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!

It’s no lie that the world is made for extroverts. Extroverts - tend to have a more noticeable personal flair, being more sociable and passionate than their more introverted peers. These traits allow them to stand out more and thus, enjoy a higher degree of recognition and presence in the workplace. Sadly introverts, usually more cautious and socially sensitive, are not rewarded in the same way.

But in reality both personality types have varying strengths and weaknesses, so this bias favouring extroverted professionals is concerning.

The simple truth is that leaders can’t actually motivate anyone.

And yet, we still find the self-motivated managers, business leaders and entrepreneurs asking, “My people don’t seem to have the same drive as me. How can I motivate them?”

How can leaders save their team from constant firefighting and challenge them to start thinking about how they can prevent the fires from starting in the first place?

A single person, armed with a thin baton, who makes no sound of their own, draws out an unforgettable audiovisual performance from a hundred instrument-brandishing people.

Leading an organization isn’t so different from conducting an orchestra.

Here’s why.

Whenever I am asked this question, I’m unable to give a clear, simple and inspiring answer. Because everything seems important - to provide a vision, to be the strategist, to coach, to network, to innovate, to motivate and the list goes on.

But I received a revelation recently froma podcast sermon I was listening to. It came out of a clear blue sky:

I live in an increasingly complex world. The industry I work in, influencer marketing, is fast paced, ever changing and has a high degree of uncertainty because we’re dealing with people. Adding to this are the increasing demands from clients and emerging new competitors every other day.

We need Catalyst Leaders more than ever today. What defines one?

It all begins with an idea.

This is probably one of the best advice I’ve received from one of my former bosses. And I want to share this with you and hope you find it helpful.

“As a leader of a department (or an organization), there are 3 buckets you need to pay attention to. They are Operations, The Future and People. The trick is to find a balance in all three. There will be seasons where one bucket will demand more focus, but ultimately, you need to find that balance.”