You’ve probably heard the phrase: “People don’t leave jobs, they leave bad bosses.” It’s catchy. It’s popular. And it’s not the full truth. People don’t leave because of workload. People don’t leave because of pay. People don’t leave because of stress. (Plenty of people stay in demanding, stressful, even underpaid roles when something else is present.) People leave because they stop growing. When growth dries up, the job becomes a grind. When skills stagnate, motivation drops

I’ve always been someone who loves getting deep into the detail. Delving into the numbers, cross-checking, making sure everything lines up, verified, accurate and solid. It means that when I produce work, it can be trusted — because it’s right. Over time though, I’ve learned something important: That same strength can sometimes tip over from diligence  into perfectionism. If you’ve ever worked with a “Blue” on the DISC profile, you’ll know what I mean — we like things to make

A few weeks back I was speaking with a business owner who’s having a tough time figuring out which direction to take. She’d tried a few improvement plans before - but they’d fallen flat and hadn’t managed to gather momentum. Not because what they were trying to achieve was impossible… but because her team couldn’t see HOW they were ever going to get there. They couldn’t visualise it so didn’t believe it. That conversation turned into a really powerful reminder of the importan

I used to think being a good leader meant always having the answers. Decisive. Clear. Capable. The kind of person people look to when...