INSIGHTS
37 pieces published in the Forbes Coaches Council on leadership, team and culture development. Read each summary here, then continue on Forbes for the full article.
Organisations don't transform, but people do if it makes sense to them. Over 70% of transformations fail due to human, cultural and organisational factors rather than technology failures.
As a leader, the culture you think you have and the one your team is actually living can be dangerously far apart.
AI is as good as the people who train it and the clients who trust it.
Measure what matters, and optimize accordingly.
As a coach and consultant, I fully support building internal capability using the latest, data-driven methodologies for leadership, team and culture development.
Coaching is about remaining open to perspectives and possibilities while becoming better every single day. That idea seems simple, until we must put it into action.
Leadership skills at all levels are becoming the real competitive edge.
The goal is not to have as many leadership techniques as possible but to master the most efficient ones so that it seems like magic to others.
The dark side of AI is exactly where the potential lies; that is where we need to concentrate and double down.
Trust and motivation are closely interconnected and firmly united in visible and transparent results.
The main benefits of finely tuned morning routines and productivity hacks are mostly reaped by those who are selling those secrets, not the ones who follow them.
We know the results too much focus on diversity brings, should we check what happens if we add inclusion, too?
Leadership experts must bring more than knowledge to the table to ensure organizations' employees develop in a meaningful way.
The question might sound pointless, although the ability to answer it correctly can determine the future of an organization.
If we cannot connect our message to somebody’s highest values and needs, it is going to get lost.
Right now, there is more pressure on organizations to become intentional about evolution, shed what does not work and double down on what matters most: their people.
Data-driven team coaching and organizational development is about raising standards in our industry, establishing credibility and creating outcomes we can be proud of.
Based on my experience working with global companies for more than 10 years, three things need to happen in order to maximize the chance of successful transformation.
Based on thousands of assessments my company has administered in dozens of global companies, there are three main reasons why so much potential is lost in a team setting.
Achieving synergy requires integrating and leveraging team members’ expertise and perspectives, though those are also the barriers to doing so.
Well-researched, culturally intelligent personality assessments used by licensed experts can provide a solid foundation for DEI. It may even be unlikely to happen without it.
Psychological safety to growth mindset is like water to fish. Only one can carry on existing without the other.
It is extremely hard to optimize something without being able to measure it and have a meaningful conversation about it while getting the right tools to deal with it.
Here are my insights on three techniques that you can immediately apply in your personal and professional life.
The highest level of growth happens in a psychologically safe environment where cognitively diverse people feel motivated and able to turn their differences into synergy in order to achieve a common goal.
Here is a structure that can help you navigate a midlife crisis, whether for a coaching client or yourself.
We cannot pick and choose our values and needs, rather we reveal them. They are often reflected in what we do when nobody is watching.
Let's explore how to prevent organizations from creating toxic cultures that drive disengagement and burnout.
Take a deep dive into the unglamorous side of innovation-the practical implementation of proven steps-while trying to clear up some popular myths that can cause more harm than good.
Every single conversation is a cross-cultural dialogue and every single team is multicultural, even if it is not international.
The way we see the world and how we behave are the extension of our internal dialogue.
Here are some proven and practical actions you can take today to start working towards the uncommon mindset.
Growth happens when cognitively diverse and motivated people work toward a specific goal in a psychologically safe environment.
Every good idea can turn into a disastrous one if it is taken out of context or pushed to the extremes.
We cannot see these invisible forces, but we can feel the lack of them, and ultimately, we can experience the results they do or don’t deliver.
Cognitive diversity has the potential for success or disaster. It depends on the level of psychological safety and cultural intelligence.
The right questions have the power to create the inner need to be more and to do more.