The Leadership Boost

Most leaders know they need to have it. Almost none of them do. The succession conversation: that honest, direct discussion about who leads what, when transitions occur, who is being developed for which roles, and what...

Your best person is sitting in their role right now doing excellent work. And somewhere in the back of their mind, whether on the commute home, in the quiet after a long meeting, or in the gap between one task and the...

Series 3 starts today. And it starts with something most leaders don't want to hear. Before you build a succession plan — before the framework, before the documentation, before the conversations about who steps into...

At the end of a leadership career — not the job, the career — there are two kinds of stocktake. The first is the one most leaders do automatically. >The results. >The revenue. >The organizations built. >The teams...

I want to describe a ceiling that every capable leader hits — usually without warning, and almost always without anyone having told them it was coming. It's not a performance ceiling. It's not a strategic ceiling. It's...

I want to name something that doesn't get named enough in leadership circles. The higher you rise in an organization, the lonelier it gets. Not the loneliness of having no one around. Leaders are rarely physically...

If you were suddenly unavailable for 90 days — no contact, no handover, no warning — what breaks first? Take a moment with that. Because if you're pausing right now, that pause is telling you something important. The...

Nobody announces it. There's no meeting. No conversation. No early warning signal most leaders are trained to see. Your best person just gets a little quieter. A little less invested in the outcome of the next...

I want to ask you a question. And I want you to sit with it rather than answer it quickly. Think about the most capable leader in your organisation. Not the most senior. The most capable. If they handed in their notice...

This series wasn't about succession planning as a process. It wasn't about HR frameworks or talent matrices or org charts. It was about a question that sits underneath all of those things. What kind of leader do you...

Here's what the replacement mindset produces. You identify someone who looks like you. Leads like you. Thinks like you. Has navigated the organisation the way you have. You develop them to fill the seat you currently...

Here's something I've watched play out more times than I can count. A strong leader builds something real. A team. A culture. A way of doing things that works. People respect them. Results follow. And then they leave...

Ask most organisations what their leadership development is designed to do, and the answer comes quickly.Improve performance. Build capability. Develop the next generation of managers.All good answers. All correct.And...

You build something that works. A team. A system. A way of leading that delivers results. And because it works, you lean into it. You refine it. You optimise around it. What you don't notice — at first — is that the...

<p></p><p>Today we're getting into something that I think is one of the most misunderstood skills in leadership.</p><p>We're talking about strategic planning.</p><p>Not the once-a-year retreat version. Not the document...