Most organisations obsess over 10-year business strategies but forget to plan for the people who'll deliver them. Strategic people architecture fixes that. It institutionalises structured chance-giving, succession scaffolding, and developmental stretch—ensuring talent is grown, not guessed at. Done
Manipulative managers reframe harm as humour and deflect accountability by focusing on employee reactions. The dynamics of bullying, silence, and moral complicity can be unpacked and counteracted through a lens of wit and discernment, challenging leadership cultures that reward performance over inte
The Scribbler The Empire of Euphemism Strikes Back0:00/505.5361×
Hello, and welcome to this edition of The Scribbler. This month I peer beneath the polished surface of organisational
Shared language enables teams to align, decide, and act with clarity. Without it, confusion deepens and performance falters. Executive coaching insights and the lived experience of Mayan migrants reveal how ethical speech—noble rather than base—can transform organisational life. Language doesn’t jus
Too often, career changes are framed as 'pivots' that erase prior achievements. Instead, professionals should stack experience—layering skills, insights, and accomplishments into a coherent foundation for leadership. Reject the myth of starting over and compound capability across roles. In doing so,
When corporate messaging detaches from operational truth, it becomes performative and ethically brittle. Leaders risk symbolic overreach, middle managers amplify unreality, and organisational silence sets in. The application of ethics and discernment offers a way to tether narrative to fact, reward
Open-plan offices have become acoustically ungovernable. Video calls happen everywhere, all at once, turning work into a blur of overlapping noise. Meetings proliferate without purpose, rewarding presence over thought. The solution isn’t more tech—it’s fewer invitations, clearer boundaries, and, whe
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
