Sport

A step too far in service of creativity?

I’ve been mulling over a recent conversation with a client who wanted to ‘refresh’ part of their development programme.  Nothing unusual in that, except they were pretty clear that the intervention has great take up, great feedback and great results that have sustained impact back in the workplace. So why change it?  “We just need

Understanding culture is impossible from an ivory tower

My conversations over the last couple of weeks have often had ‘culture’ running through them.  I’ve sat in a number of meetings with experienced HR Directors, business leaders, and sports managers, who are all looking to reinforce or re-engage their teams with either an existing stated culture, or with a new, yet to be defined

High Performance without Leadership? Not even a thing

Simon Sinek was asked in a recent Webcast (Servant leadership in the 21st Century) ‘what should we do with high performers who are poor leaders’? His immediate answer was ‘coach them… and if they’re uncoachable, share them with the competition’ Whilst I love this answer and it’s passion, I really was hoping he’d say ‘change

Legacy… the higher purpose ‘Why?’ that inspires

A number of conversations this week have involved the concept of Legacy.. funny how that happens isn’t it?  Like thinking of blue cars, and then every other car you see is blue… My own interest in legacy was sharpened last Sunday watching the hugely emotional post match interview with Marta, Brazilian women’s footballer, after they

Assumptions and perceptions of Ruiz … the risk of bias

Arguably the sporting shock of the weekend (if not in boxing history) was the knockout defeat of Anthony Joshua in the heavyweight title fight to Andy Ruiz Jr. Ruiz, in winning his thirty-third professional fight, became the first Mexican heavyweight champion of the world, as Joshua experienced his first defeat. Ruiz was the underdog –

Revolving door managers and overcoming resistance to change

This is the last in a the series of of blogs relating to change, more specifically Dannemillar’s formula for sustainable change (D x V x F) > R. Where – D = Dissatisfaction, V = Vision, F = First Steps, R = Resistance If this equation is correct then, ‘resistance to change’ can be overcome…

First Steps to Change… making it easy

In my last blog regarding Dannemillar’s change equation I described vision and the need for this to be meaningful to your team… “can they visualise themselves in the future state? If not, your carefully crafted vision is nothing but a soundbite”. This week, I’ve been thinking about how we ensure that vision has some tangible

Encouraging others to paint themselves into your Vision

Creating a situation where people feel compelled to align to a vision is often a leader’s desire, particularly in situations of change. Be they forced by the market, a change in senior leadership strategy or a diversification in what you do, we’d all want out teams to the change and with it the direction of

Leadership messages from Wellington

Over the past few weeks I have been drawn to the twitter posts of Don Barrell (England Rugby Head of Regional Academies and Leading Edge Team Coach) and his reflections from the recent 2019 England Rugby Wellington Festival where 420 players from 14 regional academies have been taking part in on and off field development

Sarah Kelleher joins Team Green

Leading Edge are thrilled to announce that former Ireland international hockey player Sarah Kelleher has joined Team Green as a Team Coach. Sarah represented Ireland at senior level for more than 10 years, winning 126 caps and captaining the side. Now as lead coach for England Under 18 Girls and co-coach of Hampstead and Westminster

Trying hard to be authentic… a leadership paradox

Great leadership demands ‘clarity of self’ and the expression of an ‘authentic self’ (the ‘real’ you) to those around. Try to lead by copying those listed in the top 100 companies across the world and you will fail – why? Because they are someone else, you are not them, your context is different as are