Yesterday, I was asked for a list of clients, and I explained that my coaching clients are confidential. As a result, I cannot reveal the names of the individuals, organisations or companies with whom I work with. Confidentiality is the essence of my business ethics, all my clients sign NDAs, and I promise not to use their names or affiliations for any promotional purposes. However, they are free to refer me to their colleagues, family, or friends.
Think about it
Does this strategy still serve you?
Sometimes I tend to ask a question when asked a question, so what’s the deeper impact of holding onto an old approach? I want our clients to connect with what is truly possible and recognise what is timely for them, whether it’s aligning with their values, making intentional choices, or taking decisive action. I think when they tap into their intrinsic "why" and their deeper inspiration, real change becomes inevitable. How does the decision you're making today impact your team, colleagues, family, or even your legacy?
Marking the moment
When a leader demoralises an entire team by undermining a project, when a team member checks out and doesn’t pull their weight, or when a bully forces a future star to quit the organisation, we too often shrug our shoulders and justify it. We tell ourselves that this person has tenure, possesses key vocational skills, or simply insist, “He really isn’t that bad.” I think by doing so, we signal to everyone else that poor behaviour is acceptable and that competence or longevity excuses toxicity.
Over time, this tolerance erodes trust, stifles innovation, and drives top talent away. Those who remain become disengaged, wary of stepping forward for fear that bad actors will continue unchecked. The cost of inaction isn’t just a hit to morale, it’s lost productivity, damaged reputations, and an organisational culture that rewards survival over excellence.The real question isn’t whether we can afford to challenge these individuals, but whether we can afford not to.
Take ownership
When we talk about who feels safe, we need to consider those most at risk of harm. Safety isn’t a privilege, it’s a right. Yet, time and time again, marginalised people are left out of the conversation. Where are the free speech advocates when it comes to calling out injustice? I remember a young woman who was sexually harassed at work by her boss. She felt powerless, unheard, but I couldn’t stay silent. I took action, spoke to the right people, stood by her, and made sure her voice was heard. I’m sure if this happened today, I would probably be cancelled. What do you think?
The Oscar coaching model
The O.S.C.A.R. model makes sense as a solution-focused coaching framework as it effectively emphasises goal setting, understanding the present state, evaluating choices, taking action, and reviewing progress. The flow is logical and encourages forward momentum rather than dwelling on problems.
Outcome - Define the desired outcome and set clear goals for the session.
Situation - Understand the client’s current circumstances and emotions.
Choices & Consequences - Explore potential choices and their impacts.
Actions - Identify the next steps to move forward.
Review - Plan for follow-up and progress assessment.
This too shall pass
Question.
Exchange views.
Speak your mind.
Do not be dictated to.
Do not tolerate injustice.
Do not tolerate ignorance.
Look for different viewpoints.
Keep your mind open to change.
““You will continue to suffer if you have an emotional reaction to everything that is said to you. True power is sitting back and observing things with logic. True power is restraint. If words control you that means everyone else can control you. Breathe and allow things to pass.””
What do you think?
Many critical human skills are often undervalued and rarely taught. For example, how do you navigate difficult conversations? How do you communicate effectively? How do you give and receive feedback constructively? Beyond that, we need to train coping mechanisms and stress management, especially the ability to ask for help. Whether in a personal or professional context, I think you’ll be better equipped to thrive when you have the confidence to say, “I’m struggling, can you help me?”
Change your mindset
Would you like to strengthen your confidence and boldness?
Over the past decade, you've likely heard about the difference between a fixed mindset and a growth mindset. The key to becoming mentally stronger lies in habits. Having studied habit formation for the past six years, I’ve learned that repetition is essential, and success depends on the systems and frameworks we put in place. Many people believe their brains are wired in a fixed way, making it difficult for them to challenge that notion. Self-regulation is tough, but as a coach, I am here to support you and hold you accountable.
Challenging assumptions
One of the biggest challenges in coaching a sales team is bridging the gap between varying levels of skill and motivation to ensure that every member can contribute meaningfully to collective success. Rather than simply elevating the lowest common denominator, effective coaching focuses on unlocking individual potential, fostering a culture of continuous growth, and creating synergy within the team. My approach centres on aligning both the head and heart, I mean engaging team members both intellectually and emotionally, so that they operate with clarity, confidence, and a shared sense of purpose.
Contact me via email to schedule a 1:1 meeting.
The crucial link
I think a lot of what we do is learned behaviour.
Society tells us, "Be yourself," but then turns around and says, "No, not like that.”
Society says, "Tell me how you feel," but only if those feelings are comfortable or convenient. If your authenticity makes others uncomfortable, they reject it.
““The courage to be is the courage to accept oneself, in spite of being unacceptable.””
The price we pay
Apparently free speech a privilege rather than a right, and free speech is only granted if we approve of what is being said. As non-white individuals living in Europe, many of us feel this conditionality firsthand. If we don’t stick to the script, expressing gratitude and happiness for simply being here, then we’re told to leave, to "go back to where we came from." This is what I mean when I speak about privilege and inequality. How would you behave if your immigration status depended on it?
““Your visions will become clear only when you can look into your own heart. Who looks outside, dreams; who looks inside, awakes.” ”
The issues remain
DEI was created because marginalised communities have not always had equal opportunities for jobs or felt a sense of belonging in majority-White corporate settings. In 2023, 61% of US adults said their workplace had policies focusing on fairness in hiring, promotions or pay. I have some questions regarding your DEI policies:
Who is formulating the questions?
How are the answers structured?
Who is providing the responses?
And in what emotional state are they responding?
Contributing to the community
c/o LinkedIn
In today’s fast-paced world, giving takes many forms, from financial donations to volunteering one’s time and energy. While both have value, I think there is a key distinction: money is a renewable resource—you can earn, spend, and regain it—whereas time and energy, once given, are irreplaceable. That’s why true acts of service, those requiring personal effort and commitment, often create deeper connections and fulfilment, triggering the release of oxytocin.
Four questions
Byron Katie’s 4 questions can dismantle even the most painful beliefs:
1. Is it true?
2. Can you absolutely know it's true?
3. How do you react when you believe that thought?
4. Who would you be without that thought?
The four questions work because they:
• Interrupt automatic thought patterns
• Create distance between you and your thoughts
• Engage the prefrontal cortex rather than the limbic system
• Activate neural networks associated with insight and clarity
Separate but equal
““Strength is the product of struggle, you must do what others don’t to achieve what others won’t.””
Encourage creative thinking
Encouraging creative thinking and embracing new ideas are essential responsibilities of an effective leader, as innovation fuels progress and keeps teams engaged. To cultivate a culture where creativity thrives, leaders must create a safe and supportive environment that allows individuals to experiment, take calculated risks, and view failures as valuable learning opportunities rather than setbacks. By fostering an atmosphere where employees feel empowered to share fresh perspectives and challenge conventional thinking, you not only inspire greater innovation but also drive the organisation forward in an ever-evolving business landscape.
If you're ready to enhance your leadership skills and create a more engaged, motivated, and high-performing team, let's connect. Contact me via email to schedule a 1:1 discovery meeting and take the next step in your leadership journey.
Leading organisational growth
A defining trait of strong leadership is the commitment to investing in the development of team members, as fostering their growth leads to both individual and organisational advancement. Offering opportunities such as mentorship, professional training, and skill-building initiatives not only enables employees to progress in their careers but also strengthens the overall capabilities of the workforce. By actively supporting the personal and professional aspirations of your team, you cultivate a culture of continuous learning and improvement, which in turn enhances innovation, productivity, and long-term success for the organisation as a whole.
If you're ready to enhance your leadership skills and create a more engaged, motivated, and high-performing team, let's connect. Contact me via email to schedule a 1:1 discovery meeting and take the next step in your leadership journey.
Willingness to listen
c/o New York Times
Effective communication serves as the foundation of strong leadership, requiring not only the ability to articulate ideas clearly but also the willingness to actively listen to others. True communication goes beyond simply exchanging words; it involves paying attention to verbal expressions, non-verbal cues, and underlying emotions, ensuring that messages are received and understood as intended. Providing constructive feedback and fostering an atmosphere where team members feel comfortable sharing their thoughts can significantly enhance collaboration and trust. When leaders prioritise communication, they create alignment within their teams, reduce misunderstandings, and ultimately drive organisational success.
If you're ready to enhance your leadership skills and create a more engaged, motivated, and high-performing team, let's connect. Contact me via email to schedule a 1:1 discovery meeting and take the next step in your leadership journey.
Moving from me to we
Resilience is a crucial trait for any leader, as it enables them to navigate challenges, maintain focus under pressure, and recover quickly from setbacks. The ability to adapt and persevere in difficult circumstances is what distinguishes a strong leader from the rest, ensuring that obstacles do not derail progress but instead serve as opportunities for growth and learning. By cultivating resilience within yourself and encouraging your team to do the same, you create a culture of perseverance, adaptability, and strength, equipping the organisation to overcome adversity and emerge even stronger in the face of change.
If you're ready to enhance your leadership skills and create a more engaged, motivated, and high-performing team, let's connect. Contact me via email to schedule a 1:1 discovery meeting and take the next step in your leadership journey.
Strong mentality
My values are my life raft but how do I hold onto them while chasing the next goal and training the next generation to develop mental strength as a young man? I’ve asked myself this question many times. When reflecting on the highest-achieving organisations I’ve been part of—those that have overcome the most obstacles—I often ask: What were the defining attributes of the key leader at that time? In 90% of cases, the answer is the same: they were mentally strong.