Writing on accountability in contexts where authority is diffuse and outcomes depend on many actors. These pieces examine how responsibility is negotiated, how expectations are made explicit, and how leaders sustain ownership and follow-through without relying on hierarchy or compliance alone.
Learn how to use OKRs to give your team focus. Discover their origins, benefits, pitfalls, and practical steps to connect daily work with purpose.
When a team has faced layoffs, turnover, and shifting leaders, stability becomes the true test of leadership. This guide shows how to rebuild trust and resilience after constant change by focusing on four resilience behaviours, shared identity, and strengths-based teaming. It also offers a clear sixty-day path for creating steadiness your team can believe in.
Unclear decision rights are one of the biggest reasons meetings stall. In this article, I explore five ways decisions can be made and offer practical invitations for leaders who want to bring more clarity, trust, and accountability into every meeting.
When senior leaders choose a path you would not, how do you respond without losing integrity or influence? This post explores evidence-based practices for regulating your reactions, acknowledging loss, practising self-compassion, reframing the situation, and grounding in values so you can lead with steadiness through disagreement.
How can you lead with authority when you don’t have all the answers? Drawing on behavioural science and self-stewardship, this article explores impostor phenomenon, self-compassion, growth mindset, tolerance of ambiguity, and narrative identity to help leaders stay steady and trusted in uncertainty.
When teams keep missing deadlines, reminders and escalations rarely fix the real problem. This guide explains why deadlines slip and how leaders can redesign commitments, accountability and support so work gets delivered reliably and with less stress.
Burnout is at record levels in 2025, with two-thirds of employees at risk. Drawing on Maslach’s burnout framework, this guide shows leaders how to motivate burned-out teams by addressing six critical mismatches in hybrid workplaces.
Town halls and webinars are efficient at spreading information but rarely build ownership. This article explores why big formats fall flat, using insights from behavioural science and group psychology. It also shows how to redesign gatherings, physical or virtual, so people co-create meaning, commit to action, and leave with a sense of shared ownership rather than passive compliance.
At the end of each week, leaders face a choice: carry the weight of unfinished tasks into Monday, or pause long enough to notice what truly mattered. A weekly leadership review is less about checking boxes and more about asking better questions, about wins and losses, pride and gratitude, and the priorities that will shape the week ahead
Stepping into a role leading leaders is one of the toughest transitions in management. This 60-day plan offers research-backed guidance on how to listen, build trust, create alignment, and empower your leadership team, setting a foundation for performance and culture that lasts well beyond the early weeks.
Just promoted to team leader? Your first 60 days set the tone for trust and performance. This guide offers a practical roadmap in four 15-day phases, balancing early wins with building a culture of belonging and accountability.
What do you do when one of your top performers is also the most toxic presence on your team? This article explores five leadership lenses that reveal the hidden costs, relational fractures, and cultural risks of tolerating toxicity, and offers practical moves to protect trust, balance results, and safeguard the future of your team
When a team member is often absent or quietly disengaged, leaders face a tough choice. Should they tighten policies or start with connection? This post explores how to balance compassion with accountability, using coaching stories, practical steps, and HR guidance to help leaders respond with confidence and fairness.
What should you do when a team member goes to peers first instead of you? It can feel like being bypassed, but it is also a signal worth listening to. This article explores what it really means, why people turn sideways before up, and how leaders can respond with trust rather than defensiveness.
What if a colleague’s refusal to help is not the problem, but the signal? Discover three leadership lenses: culture, structure, and systems, that turn frustration into collaboration.
Organisational climate is the “everyday weather” of work that shapes whether change efforts succeed or fail. Unlike culture, climate can shift quickly and leaders play a decisive role in creating clarity, trust, fairness, and psychological safety. This article explores six facets and five levers leaders can use to build a true climate for change.
When jokes at work cross the line, leaders are often unsure whether to ignore it, enforce policy, or step in directly. This guide offers practical ways to address inappropriate humour, protect trust and build a respectful, inclusive team culture.
Complaints are part of every workplace, but when one person constantly complains, it can drain energy, damage trust and undermine performance. This guide explores why people complain and how leaders can respond in ways that build ownership, accountability and engagement rather than defensiveness.
Defensiveness can derail feedback conversations. This article explores why people react defensively, what behavioural science reveals, and how leaders can respond. From practical models to self-awareness practices, discover strategies to turn defensiveness into growth, build psychological safety, and create a culture where feedback strengthens rather than divides.
Discover how workplace wellbeing drives sustainable organisational performance. Explore behavioural, systemic, and relational strategies to prevent burnout, boost engagement, and build resilient, human-centred workplaces.
A practical guide to reducing distraction at work by redesigning how teams focus. Through four pillars: connection, environment, system, psychology. it shows leaders how to protect attention, cut interruptions, and build shared commitment, with actionable tips, micro‑stories, and reflection questions for sustained team focus and performance.
When team members regularly avoid team events, it is often a signal that gatherings are not meeting real needs. This guide explores how leaders can redesign team events to rebuild belonging, ownership and genuine commitment.
Many leaders struggle with cameras staying off in virtual meetings. This guide explores practical ways to build presence, trust and engagement in remote and hybrid teams rather than relying on camera rules.
Recurring performance issues in teams can frustrate leaders and lower standards. Learn how to handle recurring problems constructively through the Five Lenses of Performance, giving feedback that builds accountability, strengthens trust, and even works when you lead without formal authority.
Discover how to run a Future Search that gathers every key voice, explores the past, creates a shared vision, and commits to action in just three days.
Inspired by Peter Block’s Connecting for Common Good series, this blog explores the shift from leader to connector: building trust, belonging, and shared accountability through everyday habits, cultural practices, and real-world examples from around the globe.
Accountability is not about keeping score, it is about connection and choice. In this article, we explore the shift from leader-enforced rules to a culture where the team holds itself accountable. Includes the top barriers, enablers, and five self-coaching questions for leaders.
Discover how to run an Open Space: a dynamic large-group facilitation method that hands the agenda to participants and sparks self-organising action. This practical guide explains the process, principles, hosting tips, and real-world examples so you can create events where energy, ownership, and collaboration thrive.
World Café is a powerful large-group facilitation method that helps organisations and communities surface collective insight and shared ownership through meaningful conversation. This step-by-step guide shows how to host a World Café, craft powerful questions and design conversations that lead to lasting change.
The book in 3 sentences Peter Block challenges the dominant “business perspective”, built on scarcity, consumption, and institutional control, and offers a new story: the common good perspective, where citizens reclaim agency through trust, local action, and relational care. He argues that real change happens when neighbours gather, share power, and co-create community well-being, rather than waiting for systems to fix [...]
The full title is "The Answer to How is YES: Acting on what matters." The book in 3 sentences Peter Block argues that our obsession with asking “how?” masks a deeper avoidance of personal responsibility and purpose. Instead of chasing solutions, we should begin by saying “yes” to what truly matters and commit to it without waiting for permission or certainty. [...]
Stewardship by Peter Block is a foundational work on shifting leadership from control to service. This practical summary highlights the ideas that support trust-based partnership, shared accountability and long-term responsibility in organisations.
A practical summary of Peter Block’s Community: The Structure of Belonging, highlighting the key ideas that help leaders, facilitators and community builders create genuine belonging, trust and shared ownership.
The book in 3 sentences The Empowered Manager is a practical guide for managers who want to lead with integrity, not control. It shows how managers can choose partnership over hierarchy, service over self-interest, and accountability over compliance. By making these personal shifts, managers can foster trust, ownership, and meaningful change, regardless of the system they work in. Who should read [...]
This "hub" page contains a range of resources around habit change. In order you will find sketch notes, book summaries and then articles - all denoted by different icons I have been a big fan of BJ Foggs work for quite a few years now and have written blog posts on his ideas previously. He has recently launched a [...]
This hub brings together practical feedback models and resources to help leaders give constructive feedback, handle difficult conversations and improve performance without damaging trust.
Feedback is one of the most powerful tools a leader has, yet it is also one of the most misused. The AID feedback model offers a simple, practical framework for giving clear, respectful and effective feedback that builds ownership, reflection and real performance improvement.
