A productive target setting conversation can make the difference between targets that are owned and actively pursued versus those that are merely set.

I don't have time to coach people... It's easier if I tell them what to do... It's quicker if I do it myself... You can't coach people who don't know what they don't know... If I don't provide the answers they will think I don't know... It's my job to solve problems...

The Annual Performance Review is one of the most underrated conversations any manager can have with their people. Its also one of those conversations that managers dread and avoid.

Whether you like it or not, we have all been guilty of bias at some point in time. We have all behaved a certain way, made decisions or passed judgement that was influenced heavily by bias.

Who feels that they have had a meaningful development conversation with their manager in the past 12 months?

The war on talent still rages. Adapt and evolve is the name of the game in these volatile, uncertain, complex and ambiguous times, and it’s the depth of an organisation’s leadership pipeline that will determine whether they survive or thrive.

How often do you find yourself feeling overwhelmed, stressed and pressed for time? How often do you find yourself constantly checking your phone for emails and messages?  

How do we keep our top performers from leaving? We can't compete with the salaries being offered by some of the MNCs and startups!!!

f a clearly defined competency framework is critical to long-term organisational success, why do so many organisations lack one? Why do so many organisations not know what is required for success in every role?

They are the 4 questions that every leader must ask, and they are also the process behind every coaching conversation...