Effective Teams create successful organisations. Why Coaching teams, not just individuals, is what organisations need today.

This is the second blog in my weekly series: Practical Tips for Leaders and Managers.

This article shares some practical tips for giving feedback, something that almost everyone I work with admits is hard and uncomfortable.

This is the first article in my new series: Practical Tips for Leaders and Managers. Over the next 10 weeks, we’ll explore topics like: Giving Better Feedback, Managing and Prioritising your Time and Leading Change.

First we we explore How to Build Confidence and Overcome Imposter Syndrome, why self-doubt is normal and what to do when it holds you back.

Planning a leadership offsite or team strategy day? These 10 essential questions will help you design a session that delivers clarity, connection and real results — not just good intentions.

Team away days, off-sites, leadership strategy, brand or culture workshops can be brilliant opportunities to reconnect, realign and refocus your people. But how do you make sure that they don’t feel like a waste of time and that you create meaningful impact and tangible results?

This article explores the benefits of using an external Facilitator to design and run your meeting.

Teamwork is about getting things done. It’s about making progress on the things that matter most. Results give focus, energy, and meaning to all the work that happens day-to-day. That’s why great teams align around shared results — and make them visible, measurable, and worth celebrating.

This is the final blog in my series exploring how to build a brilliant team — inspired by Patrick Lencioni’s Five Dysfunctions of a Team model.

Accountability is how trust and commitment come to life in action. It’s about making sure what we said would happen, actually happens. It is a sign of mutual respect. It’s about showing up for each other.

This is the fourth blog in my series exploring how to build a brilliant team — inspired by Patrick Lencioni’s Five Dysfunctions of a Team model.

Commitment in teams isn’t about getting everyone to agree - it’s about shared clarity and confidence in the way forward. Real commitment in teams doesn’t come from keeping everyone happy. It comes from clarity.

Without clarity, teams drift. Without commitment, teams stall.

This is the third blog in my series exploring how to build a brilliant team — inspired by Patrick Leconi’s Five Dysfunctions of a Team model.

When people hear the word conflict, most of us flinch. We think of drama. Arguments. Division. But healthy conflict makes ideas stronger, decisions better, and teams more committed to what happens next.

This is the second article in my series exploring how to build a brilliant team — inspired by Patrick Lencioni’s Five Dysfunctions of a Team model.

In this series, I’m exploring what makes teams succesful — and how to apply the ideas to your team to make it happy, motivated, and productive. First up - Trust.

I’m exploring Patrick Lencioni’s The Five Dysfunctions of a Team model not to dwell on dysfunction.