Looking through the lens

Illustration by Ruby Taylor ©

We need to tell the story not just of the outcome, but of the journey it took to get there. What challenges were overcome, and what progress did the individual or team make to achieve the goal? By sharing these stories, we can inspire others without creating a sense of threat or unhealthy competition. It also highlights the strategies that were most effective in reaching those outcomes and the strategies that, as a leader, you want to celebrate and promote. When we set up internal collaborative competitions, we need to be clear about the dimensions on which we are competing and how we reward and recognise success. I think this helps everyone understand the pathways to achievement in a way that fosters collaborative learning, growth, and development, showing others how they can follow suit.

Open the door

It’s always inspiring to hear about organisations where leaders encourage their teams to speak up. I know that some leaders can seem intimidating because of their title or position. What I want to encourage people to do is start small and develop new habits that break the patterns of indoctrination we've absorbed over years of schooling and work. As we have been conditioned to focus on questions like:

  • Will this be on the test?

  • How do I get an “A”?

  • Where’s my promotion?

What I really want people to see is that we are like fish swimming in water who never think about the water. We often don’t recognise the environment we’re in. I think the key is to start questioning: “Is there any part of my life where I’m following the same patterns without thinking? Where could I have a conversation about getting to where I truly want to go?” Start by finding one person with whom you can have these meaningful conversations, and then expand from there. These discussions don’t come naturally. We need to encourage both team members and leaders to engage in them, to foster a culture where everyone can thrive, both at work and at home.

Tell your story

What have you changed your mind about over the last 12 months?

We often celebrate people who stick to their beliefs and are eventually proven right, for example, leaders who resist pressure to change their approach and succeed. And I think it's easy to feel validated when that happens, however, I've been wrong om many occasions in different situations, and it’s been a humbling experience. Over the last year, I become disillusioned with humanity, particularly when I think about how people behave when they believe no one is watching. It’s unsettling to imagine the choices people make when they feel they can act without consequence. I have found myself wondering, when given the option, will people choose justice? My perspective has changed and I’m no longer as cynical as I used to be. I’ve become more hopeful, hopeful that when good people come together and work with other good people, they can truly make a difference and create positive change.

Shining the light on the problem

Leaders aren’t born; they are made. Recognising the power of movement can get us through almost anything and this is a fundamental truth. I think it’s not about speed; it’s about starting. Sometimes, it’s someone else’s responsibility, privilege, or role to help a friend or colleague see what they may not have been able to recognise on their own. For example, instead of asking your company or team to take on large, overwhelming initiatives, start small. When working on leadership development, one of the things I often recommend is for people to do less than they would usually expect. Rather than making a long, heavy list of tasks, start with something simple and manageable. For instance, instead of aiming to master delegation right away, set a goal to ask one follow-up question each day. Even if this feels small or insignificant, starting in this way builds momentum. Over time, the small, consistent actions lead to meaningful progress. It’s the act of starting, not the size of the action, that creates momentum and allows us to achieve more substantial goals in the long run.

More, better, new

When evaluating how to advance in your work or personal goals, you generally have three options:

a) You can do more of what you’re currently doing, increasing your output or volume.

b) You can do what you’re currently doing better, focusing on improving quality, efficiency, or skill.

c) You can apply your current skills or efforts in a new environment, exploring different opportunities or contexts where you can make an impact.

I think each path offers different ways to grow, and the best choice depends on your current situation, goals, and where you believe you can make the most progress. Are you stuck? Contact me via email for a confidential discovery meeting.

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Mindset matters

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What are the triggers that influence where we fall on the fixed versus growth mindset continuum?

Mindset is shaped by a set of beliefs, and those beliefs are influenced by the people around us and the environment we’re in. It's important to understand that mindset isn’t just about effort. Simply telling ourselves to "try harder" doesn’t lead to true growth. A genuine growth mindset involves putting in effective effort - understanding whether the work you're doing is moving you towards your goals. I think it also means being open to seeking help, guidance, or coaching from others and being willing to pivot or adapt to learn, grow, and achieve the goals you’ve set.

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How is change created?

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Key questions for change:

  1. What specific change are we trying to make?

  2. Who are we aiming to influence?

  3. Given our agreed-upon constraints and goals, is there a better path forward to reach our destination?

To proceed, we need clarity on the following:

  • Constraints:
    What are the limitations or boundaries we’re operating within?

  • Objectives:
    What are the precise goals we are working toward?

  • Target Audience:
    Who are we trying to affect or change?

Without alignment on these key points, productive conversation becomes difficult. If we’re not on the same page, we risk revealing that we’re metaphorically on different journeys (or buses), heading in different directions. Contact me via email for a confidential conversation about your journey.

Some life lessons

I don’t use Tick-Tock but my children do, so sometimes I am confronted with some things to ponder, for example…

  • "Life is 100% better when no one knows anything about you."
    Privacy can bring clarity and peace of mind. Guard it as you guard your ambition.

  • "You shouldn’t take advice from people who are not where you want to be in life."
    Only follow the footsteps of those who have walked the path you aim to conquer.

  • "Everyone will show you who they are; just give them time."
    Patience reveals truth. Be observant, and let time expose true intentions and character.

  • You must be smart enough to create your own opportunities. Why wait for someone else to offer you what you desire when you have the ability to create it yourself?

  • “The secret of happiness is freedom, and the secret of freedom is courage.”
    To achieve freedom, be courageous enough to act, to fail, to rise, and try again.

  • "You will always have problems."
    Life will throw challenges, but you have the power to adjust your perception. Will you cry in the storm or dance in the rain?

““Lessons in life will be repeated until they are learned.””
— Unknown

3-2-1

Three essential rules for achieving success:

  1. Know precisely what you want
    Clear goals keep you focused and prevent distractions from deterring you.

  2. Determine the cost of what it will take to get it
    Success requires sacrifice—understand the price before committing to your path.

  3. Don’t bargain over price
    Once the cost is known, be ready to invest your time, effort, or resources without hesitation.

Life-long learner

Both Jamaican and Danish cultures value humility. I was raised to stay grounded and not "get too big for my boots." Humility is important, but sometimes you need to set it aside and remember that sharing your accomplishments isn't bragging if you’ve done the work.


I’ve learned that the less I strive for perfection, the easier it is to connect with people. Recently, Casper Emil from SparkForce gave a masterclass for my Brotherhood for Professionals of Color (BPoC) community, and he encouraged us to share our personal brand with more people. Now, I am posting on LinkedIn on a regular basis - wish me luck.

Health is your wealth

Being wealthy and feeling wealthy are two very different experiences. While many in the West enjoy material abundance, we are currently facing an epidemic of loneliness and emotional isolation. Suicide rates are rising, and the pervasive sense of despair has driven people to search for meaning and connection in various ways. Practices like yoga and mindfulness have gained immense popularity as individuals seek spiritual fulfilment and mental clarity. At the same time, others turn to more destructive outlets like drugs and alcohol to numb their pain. This growing crisis highlights a deeper societal issue: despite our material wealth, there is a profound lack of emotional well-being and community, underscoring the need for more meaningful forms of connection and purpose in our lives. Contact me via e-mail if you are  feeling isolated, anxious, worried or stressed?

The love hormone

Oxytocin is a hormone that plays a key role in feelings of love, friendship, trust, and loyalty. It can be stimulated by physical contact and acts of service. When we do something kind for someone without expecting anything in return, the reward is emotional rather than transactional, our bodies release oxytocin, making us feel good. This hormone not only benefits the giver but also the receiver, who experiences similar positive feelings. The more oxytocin we have, the more inclined we are to be generous, which helps foster social bonding. This is nature’s way of encouraging us to take care of one another, kindness begets more kindness.

 

What’s particularly interesting about oxytocin is that even witnessing or hearing about acts of generosity can trigger its release. I think that storytelling about kindness can be nearly as impactful as the act itself. Shared hardship can also produce oxytocin, strengthening bonds between people who face adversity together. This is why soldiers often feel a deep connection with one another or why families become closer after enduring a tragedy. However, in Western societies, many struggles are experienced individually, and without the support of a community, these hardships can intensify feelings of loneliness and despair, rather than fostering connection. Contact me via e-mail if you are feeling isolated, anxious, worried or stressed?

Encouraging feedback

Who is the real expert on corporate culture?

Is it the CEO or the people on the ground, particularly those from underrepresented groups? In my experience, it’s often the individuals from underrepresented groups who are most in tune with the subtle cues of culture. They can tell us a lot about what certain signals and statements mean in practice, and how they are thought of and treated within the organisation. Contact me via e-mail if you would you like us to at your organisations cultural landscape.

Advice to my younger self

I was recently asked what advice I would give to my younger self. I thought it was a great question, I paused and answered like this…

”When evaluating a brand, company or organisation as a potential employer, it’s essential to consider whether they nurture a growth mindset, and one way to gauge this is by observing the diversity within their workforce. A company that values diverse backgrounds and perspectives is often open to new ideas and committed to evolving through inclusion. Additionally, look for evidence of learning and development programs, as these initiatives show that the company is dedicated to continuous improvement and is invested in helping employees grow alongside the organisation. Finally, when speaking with recruiters, ask whether the company seeks only "geniuses" who already know everything or if they value individuals willing to learn and adapt. Companies with a growth mindset prioritise potential and development over perfection, creating an environment where growth is encouraged at every level.”

What advice would you give to your younger self?
Send me an e-mail, and we can arrange to have an informal 30 minute discovery call. No strings attached.

Ubuntu

Ubuntu describes a set of closely related Bantu African-origin value systems that emphasise the interconnectedness of individuals with their surrounding societal and physical worlds. The Ubuntu spirit embodies the idea that “I am because you are, and you are because I am.” It reflects the belief that our individual humanity is deeply interconnected. I think in essence, it means that we thrive through our relationships with others, and no one can exist in isolation. Ubuntu promotes a sense of community, where people look after one another and prioritise collective well-being over individualism.

““If you want to go fast, go alone, if you want to go far, go together.” ”
— African proverb

Anticipate shifts in the market

Leaders with advanced pattern recognition and strategic thinking skills are three times more likely to pioneer industry change. These abilities are not just leadership traits but essential ingredients for long-term success. Harnessing the power of strategic insights is crucial for leaders who aspire to drive transformation and leave a lasting mark.

Strategic insight occurs when you spot something before others do, whether it's a trend, anomaly, or a spike in data that signals an industry shift. To succeed in today’s business environment, it’s not enough to adapt; you must anticipate and create shifts in the market.

Unforeseen factors may impact your strategy, but staying agile in times of change requires actively listening to customers, analysing industry trends and competitors, and using that data to make informed decisions. Just because your plan may change doesn’t mean you shouldn’t have one.

Style never goes out of fashion

Have you mastered the art of non-verbal leadership?

Your personal style is more than just a reflection of your brand, it's also a powerful leadership tool. When your appearance aligns with the values you uphold, it amplifies your leadership message and strengthens both your personal and professional identity.

Here are a few ways you can harness the power of style as a form of non-verbal leadership:

•      Just like a well-thought-out strategy, a perfectly curated outfit commands attention and respect. It signals precision, intentionality, and a commitment to high standards—projecting leadership without needing to speak.

•      A consistent personal style communicates trustworthiness, and it conveys reliability and stability, which are critical qualities in leadership. When others can predict how you present yourself, it fosters a sense of dependability in your leadership.

•      Your wardrobe can skillfully balance authority with approachability. Choosing relaxed attire in the right context can make you more relatable, encouraging open dialogue and collaboration within your team.

•      Incorporating modern trends while staying true to your personal style shows flexibility and a forward-thinking mindset, which are both vital leadership attributes.


Before you speak, your appearance sets the tone, shaping perceptions and reinforcing your leadership presence. Style, when used effectively, is a silent yet impactful leadership trait. I think ultimately, personal style is a form of influence.

It's lonely at the top

Our brains like to fix things, so when you tell me your story I subconsciously begin to strategise and think of solutions. I’m really good at problem solving and I really like people so coaching seemed like a natural progression. I became the catalyst when I ask questions and bring observations into our conversations. And one of the things I listen for is what makes this a problem for this person? It’s often a perspective, a mindset, an idea, assumption or a belief and that’s what I’m listening for. The details of the story then become fuzzy as I am homing in to the person in front of me.


- What’s really going on? 

- Are you hurt and feeling betrayed? 

- Are you thinking things should be different than they currently are? 

- Do you have expectations that are just not happening?
- What are your fears? 

- What’s making you anxious? 

- What can’t you control?



You are not alone, there’s a lot going on for everyone.
Contact me via e-mail and let’s have a confidential conversation about what actions you think you should focus on.

““Quiet the ego and look for the lesson.””
— Unknown

Put out the fires and water the flowers

Yesterday it was a particularly hot day in Copenhagen, and I met an older woman while standing in the supermarket queue. She casually mentioned, "Remember to put out the fires and water the flowers." I found this brilliant as it perfectly captures how businesses should manage their relationships with customers. If you only engage with customers when they complain, you train them to speak up only when they have something negative to say.

When a company focuses solely on addressing problems, “putting out fires”, it risks creating an environment where customer interaction is driven by issues alone. Over time, customers begin to associate the brand with complaints. However, by also celebrating positive moments and rewarding loyalty, “watering the flowers”, the company will foster more positive relationships. By recognising and appreciating customers when they’re happy, the business encourages them to share their positive experiences, creating a more balanced and open connection.

Drop the ego

How do you connect with the younger generation?

I find it quite easy because the younger generation is also purpose-driven. Like them, I want to work with organisations that value human connection and prioritise human values. I want to engage on a personal level, sit down, have a conversation, and enjoy a cup of coffee (or tea), even if we eventually part ways professionally. It’s important for me to separate the business side from the human side, which can be challenging at times. But for me, the psychological aspect, I mean the human connection is what matters most.

In today’s digital world, where there is an obsession with smart devices and social media, everything is open and instant, which can add complexity. I focus on the emotional well-being of all employees, ensuring they are balanced. I think with social media, even small issues can escalate quickly, and criticism can spread widely, therefore, it's essential to stay emotionally resilient in such an environment. I’m there for you with a quiet ego and an open mind.