25 years since my last international adventure…I know, crazy, but there’s a very good reason and that’s a story for another time (find it in my upcoming book released later this year!).

These past two weeks have been a profound practice of letting go, allowing life to keep showing me that it wants to bring more goodness, synchronicities, beauty and surprises.

When we're judged for being too emotional, we can react by 'toning down' our expression and question everything about our communication. We become unsure of ourselves and even silence our ideas.

Most leaders and managers do their best to maintain an optimistic mindset and team culture through change, but can find it difficult to create a clear path forward for their people when they don’t have the knowledge or skills to guide them through.

Before communicating with your team member, be very clear on what you want first - the outcome, standard of performance, quality of work. When we haven’t taken the time to get clear, we half-communicate and it leaves people guessing what we want.

Being coach-like in our communication and leadership requires more than a bunch of techniques thrown together. It is a specific mindset and way of being founded in understanding and accepting our own strengths, weaknesses and biases equally.

In my two decades as a coach, I’ve never come across anyone who actively wanted to miss a deadline and let their entire team down, or deliberately omitted important details that created rounds of re-work. - Most people have good intentions.

When trust is broken, it’s natural to recoil, guard up, feel disappointed or even become angry. But when the heat cools, and we reflect, there’s always an opportunity to learn what we could’ve done differently.

A common mistake I see organisations make is expecting teams to be high performing, without educating leaders in how to grow from being a group of individual experts into a trusting, united team.

With new knowledge and awareness we can give good advice, but without developing our capacity, any advice we give is unlikely to cause and sustain behavioural change.

Under pressure leaders find themselves firing off answers and solutions because it's quicker, and because they don't know why their people keep coming to them with the same problems.

In this short clip from our last Live Breakfast Event for Women in Leadership and Business of 2020, we explore where expectations come from and why we keep working to live up to them.

When it comes to having courageous and difficult conversations, most people either try to control them or avoid them altogether. But it's only because they haven't learned the 3 key steps to make these kind of conversations easy.

There are 3 things you can do to connect better online - one of them is to not take things personally - easier to say than do sometimes. Tune into this video to hear what you can do differently today to improve your online meetings.

Do you feel overwhelmed sometimes? It can happen when we're trying to push through all the things we feel responsible for, when what we actually need in that moment is a little space.

In uncertain and challenging times our trigger points are closer to the surface, meaning we will react more quickly, more often and also with more charge.

That meeting we’re about to walk into, and just before we do we realise it’s the same meeting (aka people) that triggered us last time. These are the moments self-awareness really helps.

How do I say thank you? How in the world do I express my infinite appreciation and deep gratitude for the trust my clients give me, for their willingness to keep showing up with courage and openness?

We know new results are found on the other side of our comfort zone, but this momentary feeling of relief reminded me how equally important surrender is to allowing in new thinking, new connection and new awareness.