When you judge another, you do not define them, you define yourself—Wayne Dyer  A recent Leadership Bulletin focussed on why an “I’m OK, You’re OK” attitude is an intrinsic part of effective leadership. This triggered a lot of discussion . What troubled some Bulletin readers was their perception of their lack of capacity to view

So many leaders are spending too much time on the operational, the tactical, the day-to-day. They’re therefore seriously neglecting the strategic picture—and potentially the future of their business! These leaders are remiss about putting time aside to stand back and take a panoramic stance. They’re not asking questions like: These days what’s best practice in

A couple of weeks ago a coaching conversation uncovered a quality that’s absolutely intrinsic to effective leadership. What is this quality? It’s a resilient “I’m OK, you’re OK” attitude. Not nearly enough attention has been given to this topic in leadership development realms—and yet it’s impossible to be a truly effective leader without this underlying

An increasing number of organisational leaders have contacted me of late because they want their teams to work better together… Typically, they’ve described how their team is doing OK—but it’s just OK. They’ve described how it isn’t really pulling together and cohesively focusing on targeted outcomes. These organisational leaders commonly talk about how: Their “team”

When you don’t quickly deal with a team member’s poor performance it doesn’t just impact that one team member. It has damaging repercussions that you can’t isolate or quarantine. It’s going to cost you on many fronts, such as… The poor-performer’s peers will be disgruntled when they notice what your poor performer is getting away