Hype disconnects speech from reality and shields actors from the consequences of their decisions. Hype becomes not just a linguistic trend but an institutionalised habit of avoidance. When managers are no longer accountable for what they say—because what they say has no anchor in meaning—they become
Governance in Name Only (GINO) describes how corporations adopt superficial governance practices to appear ethical without meaningful accountability. Using scandals like Star Casino, I unpack why organisations succumb to governance washing, highlighting coercive, mimetic, and normative pressures, an
Silence in organisations isn't agreement—it's often fear, disengagement, or quiet resistance. Exploring defensive silence and quiet quitting, the piece argues that leadership must move beyond authority toward real consensus. Listening for what's not being said is essential for trust, effective decis
The blank slate approach to management is when managers indiscriminately challenge existing practices, leading to inefficiency, frustration, and a blame culture. Instead, organisations benefit from appointing competent, sensitive leaders who ask insightful questions, remove blockers, and respect org
Rebuilding organisational culture in NFPs is challenging, with issues like weak leadership accountability, disengaged boards, and misaligned incentives. This article explores why culture fails, the pitfalls of passion-driven but ineffective management, and how strategic governance can drive meaningf
Clear writing builds trust and credibility. Avoid jargon, clutter, and dependence on AI; focus on structure, clarity, and authentic voice. Weak writing drives weak decisions, making strong communication essential for effective leadership and sound business judgment.
Visionary leadership can inspire, but in turbulent environments coherence proves stronger. Fixed visions hinder adaptability, while coherent strategies align identity with present realities. Effective leaders balance vision with coherence for lasting resilience.
Authentic leadership builds trust through transparency, ethics, and empathy. Leaders who model authenticity create psychological safety, strengthen relationships, and foster resilient, innovative cultures that support lasting organisational success.
Rewarding effort can motivate, but overdoing it breeds entitlement, inefficiency, and burnout. Tying rewards to outcomes, strengthening intrinsic motivation, and favouring collective achievement helps balance effort with excellence and sustain a healthy organisational culture.
In 2024, leaders strengthened governance, culture, and decision-making through critical thinking and evidence-based practice. Lessons included avoiding sunk-cost traps, building cohesive cultures, and improving meetings.
Succession planning builds adaptable, emotionally intelligent leaders ready for complexity. It goes beyond replacing roles, pairing rigorous assessment with real growth. By developing latent talent aligned to organisational values, it secures future leadership and long-term success.
Succession planning must be cultural, not procedural. Pipelines grounded in organisational ethos—reinforced through mentorship and rotations—pass on tacit knowledge and identity. Transparent engagement builds trust, making leadership transitions fair, strategic, and resilient.
