Diversity in organisations needs to include intra-personal difference and a tolerance for constructive conflict. If an organisation’s future depends on its leadership pipeline and its staff’s talents, the right lenses for spotting potential really have to be in...
Conventional wisdom holds that truly agile, adaptive organisations encourage diversity amongst their talent pools. While efforts to reflect a wide range of diversity demographics in an organisation’s profile are essential (e.g., gender, age, ethnicity, religious...
When leaders want to make their organisations more efficient in realising strategic goals, many of them resort to behaviourist, carrot-and-stick approaches. However, there’s a big problem: despite all the scientific-sounding talk of “measurable” KPIs and clearly...
In the 1990s, when academics and business leaders first began discussing the idea of applying complexity science to organisations and businesses, their enthusiasm failed to be picked up by the majority of managers. Managers were resistant to seeing the world as it...
Returning to our young entrepreneur, my aim was to help him become aware of and then extricate himself from the implicit questions he was inclined to ask: his subliminal questions directed his attention and energy onto problems and negatives. In their place, I invited...
As we saw last time, if individual coaching rests on enhancing individual strengths, systemic coaching rests on the professional interfacing of those individual strengths. To return to the sporting analogy, a rugby team will achieve greater success by learning how to...