Psychological safety isn't built in workshops. It's built in everyday work – by how leaders act when things get hard. And it can be torn down fast.
Psychological safety is not an HR concept. It is a leadership responsibility. Read More »
Candidates form an opinion long before they receive an offer. The question is what your process communicates – without you saying a word.
What the candidate actually thinks of your recruitment process. Read More »
The hardest feedback isn't the kind you give to someone who's failing. It's the kind you give to someone who's succeeding – but who needs to hear something important.
The feedback most managers never give – and why it costs more than they think. Read More »
Q4 is the most intense quarter of the year for most organisations. The ones that handle it best started preparing back in September.
What does your Q4 plan actually look like? Read More »
After 25 years in HR and recruitment, I know one thing for certain: it's not the methods that determine the outcome. It's the relationship. And that can't be automated.
Why relationships are everything in this profession. Read More »
Succession planning is something most companies put off until it's too late. Three questions every leadership team should be able to answer – but most can't.
What happens when a key person leaves? Read More »
Trust underpins almost everything that works in an organization. It's built slowly and can disappear quickly. Here's what 25 years have taught me.
What I have learned about trust — in recruitment and in life. Read More »
The budget process is about money. But the questions that decide whether the budget holds – those are about people. And they're rarely asked.
What nobody asks about in the budget process — but should. Read More »
Getting a second opinion on a hire isn't a sign of weakness. It's a sign that you understand what's at stake.
Second opinion on a recruitment — when does it pay off? Read More »
Goals that don't motivate aren't goals. They're obligations that make everything heavier. Here's what separates goals that drive people from goals that merely control them.
Why some goals energize you – and others just take up space Read More »
Managers who avoid difficult feedback often believe they're protecting their people. In practice, they're taking away their chance to grow. On feedback that actually makes a difference.
The manager who avoids difficult feedback creates problems — not safety. Read More »
A good facilitator does something that looks simple but is hard: they create a space where the right conversations actually happen. Here's what sets them apart.
What makes a good facilitator? Read More »
Most companies have a rough idea of what's in their HR structure. Fewer know what's missing. An HR audit gives you the answer – and a concrete plan for moving forward.
Do you know what is missing in your HR structure? Read More »
Conflict in teams is inevitable – and often a sign of engagement. The damage isn't the conflict itself. It's how it's handled.
Conflict in teams is normal. Ignoring it is not. Read More »