We are all cosmopolitan, what we are born into is an accident of birth, respect for difference, growth and learning is who we are

I once knew one person in a leadership position who promoted diversity, unfortunately their policy excluded groups that were not aligned to his demeanour

A typical response when starting a change journey and engaging organisational leaders, it is not us, it is the employees below me that have the problem with change and improvement

Many leaders get to the top of an organisation with skills less associated to leadership, but more the ability to eliminate greater competition on the way

It doesn’t matter which continent I am working in; I typically encounter three-employee change standpoints: Advocates, Observers and Rebels. However, to successfully implement organisational change management, we must engage, communicate and entice these three employee groups to get buy-in, change adoption and benefits realisation

There are 3 groups of employees in any change journey: ‘Advocates’, ‘Observers’ and ‘Rebels’. Each reacts differently to organisational change and will have different levels of resistance

To the trolls, my work is about people, leadership and change. If the scribe reminds me of Churchill, dog and stone, then I have already wasted time

Constructive feedback is leadership gift and driver of organisational behavioural change

From my experience, I see a high number of change initiatives fail, so why is it that change experts and leadership coaches continually praise organisations for their great efforts?