The best workplaces are where you feel you can be yourself, contribute your best, challenge and be challenged and feel like you are making a difference. You don’t feel you need to hold back.Read more...

Most of us don’t like being wrong. When someone disagrees with us, our fight/flight reaction kicks in to protect ourselves from being the one that’s wrong. It’s often how overt and covert conflict begins or worsens.Read more...

My last article “Power Blindness” pointed to how easy it is for us to be blind to the impact we can have on those with less power than us. In organisations, we tend to think of the power dynamics in terms of positional power and hierarchies, but there is so much more.Read more...

Not only can we be poisoned by power (see my recent article “Power Poisoning”) we can be blind to the impact we have on others who have less power, rank and privilege relative to ourselves.Read more...

I heard Kimberly Wiefling speak at the PMI Melbourne Symposium this week and learned a new phrase – Power Poisoning.Read more...

There is increasing dissatisfaction about performance rating and review systems in organisations, with lots of articles and perspectives on why they don’t work, what some companies (like Deloitte, Accenture, SEEK, Adobe etc.) are adopting instead, what might actually work.Read more...

Building on my articles such as “Let’s stop the war for talent” I have written a book that explores how much dormant potential lies within teams and organisations and what leaders can do differently to tap into them. It’s called “Start Inspiring, Stop Driving: Unlock your team’s potential to outperform and grow” and below is an excerpt from it.Read more...

Generally, harmony has a positive connotation. It feels good to be with a group where there’s harmony. However, when too much emphasis is on harmony in a group, it can be costly. It can kill innovation, quality and excellence, performance and growth. It can also damage relationships.Read more...

High achievers in organisations are proactive, focused on outcomes and deliver. They are valuable contributors. As with most things, though, there are downsides to an overused strength.Read more...

So we just finished FY2015 (at least in Australia). Many of us in organisations may have just had, are about to have or are preparing for performance conversations. Whatever performance management system our organisation has, as leaders, the conversation we have is the piece we can control. While old performance management systems can be an issue, there have been and always will be leaders who are able to lift performance of team members regardless of the system in which they operate.Read more...

There are many leadership theories, many leadership programs and executive programs and yet there is still a leadership gap, according to research from all over the world.Read more...

Some people in the workplace still use fear and threat to make people to do things. In the short term this may be fine and things do get done. Unfortunately, the fear based approach is unsustainable and unproductive. It kills performance over time. Fear in the workplace:Read more...

My Blog

  • Quietly Powerful Leaders – who are they and why we don’t have enough of them
  • Quietly Disadvantaged Talent
  • Real Quietly Powerful Leaders