Closely linked values

What does inclusion of diversity mean to you?

I think emphasising the importance of inclusion is the key to unlocking the value of diversity. Inclusion allows the unique perspectives, experiences, and backgrounds that your employees bring to truly contribute to your organisation’s ability to innovate, challenge assumptions, and identify risks. By fostering an inclusive environment, you will ensure that employees feel safe and secure to speak up and share their ideas, enabling them to fully participate and contribute to the organisation's success.

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A sense of belonging

Belonging involves embracing intentional gestures and transforming them into opportunities to make others feel included and truly a part of something. It requires a little effort to extend an invitation to someone from a different background, suggesting a simple meeting over tea or coffee, creating a space for conversations that delve beyond appearances and focus on the essence of who we are. I think true belonging is achieved when employees wholeheartedly embrace the idea that everyone is welcome to bring their unique perspectives and authentic selves to the table. Do you feel like you belong? Contact me here or via e-mail for a confidential meeting.

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Tribes and scribes

The most basic human desire is to feel like we belong, it’s so powerful. Everything you say and everything you do has to prove what you believe. When you are in an environment where you don’t feel you belong, you seek out anyone who may share the same values and beliefs as you so that you can start to form trusting relationships. This is why I think this cannot be recreated over our computers, it’s our biology as human beings that gives us this ability, and it’s this ability to read each other which has enabled us to evolve. I don’t believe you can replace these human experiences and human feelings over the internet. Contact me via e-mail and let me know your feelings around this topic.

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Sense of personal growth

The Oxford English Dictionary’s definition of purpose - “the reason for which something is done or created or for which something exists”. When we speak about the sense of purpose in work environments, I usually think from a leadership perspective. Therefore, I think our sole purpose as leaders is to bring a fundamental change to how human potential is led and realised. And if we are to truly realise more of the human potential amongst our colleagues and employees, we need to understand the most important thing is to install a great sense of meaning to the work that they are doing for our organisation. I think that this is because a person who has a deep sense of meaning in their work are significantly more productive, effective and innovative. Also, in my experience the person will feel a much higher degree of life quality.

In other words, if you are truly interested in taking your organisation to the next level of performance, you will need to ensure that you have a high degree of meaning in your organisation. Contact me via e-mail for guidance, mentorship or coaching.

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Accelerating the process

This morning I read an article about unlocking human potential. This led me to think about how few organisations understand the value of installing a sense of meaning for their employees, leaders and customers. We all know that sales is the critical interface between supplier and customer, we also know that the role of the sales person is to gain trust and progress guide the customer towards your solution.


I think that if the senior management were to install a deep sense of meaning into the work that they are doing, then the organisation would be significantly more productive, effective and innovative, and more likely to win the customer’s mind. Both employees and leaders would feel a higher degree of engagement and life quality. Would you like to take your organisation to the next level of performance by increasing the sense of purpose and belonging? Contact me via e-mail for workshops, mentorship and coaching.

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Do you actually stand for something?

I think that all organisations today should have a manifesto which contains a manual for how they connect to their customers in a deep and meaningful way. Not just how to sell their customers more “stuff”. What I have found is that the successful organisations are those who are connecting their customers to each other, for example, Apple and Microsoft. Both Apple and Microsoft have proved beyond reasonable doubt that you can make money from this if you are enriching your customers lives and connecting them to each other.


If you are going to build a tribe then you have to ask yourselves whether to make it easy to join, trivial or exclusive. It’s really not a hard decision, the most important factor is the tribe should not be trivial as nobody wants to join a tribe that is average. People will only join tribes that they identify with and/ or believe in. Building a tribe means creating a following of people respect you, believe in you, support you, know what you are talking about and want you to succeed. Historically, there were only 3 tribes: work, community and the church.

When we join a tribe we are making a statement about ourselves. Are you interested in knowing how to inspire loyalty and a feeling of belonging? Please send me an e-mail when you ready to build or grow your tribe.

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