Over the past few months, we have seen a significant rise in stress and overwhelm in many workforces. In this context, there has been an increased need to understand and make sense of what is occurring.

Think of yourself as a lighthouse. Just as a lighthouse must maintain its light to guide ships safely to shore, a leader must take care of themselves to effectively guide and support their team.

What small steps can we take to create a culture where we see others and ourselves?

So, what skills do we need and what strategies can assist us in navigating the leadership and self-leadership required in different sized teams?

Along with our need for safety, belonging, fulfillment, and love, feeling valued is undoubtedly one of our core human needs.

Let’s explore the facets of becoming the leader you want to be, the leader you can be, and the leader your workplace needs you to be.

Balancing the need for being efficient alongside the costs of efficiency is a continual juggle in our workplaces.

The demands of both our professional and personal lives make self-awareness absolutely critical to our capability, our development, our ability to thrive and work sustainably.

In this article, we'll explore some common barriers to providing effective feedback and conclude with three practical tips that can help us refine our feedback skills.

Have you ever had an idea that was ahead of its time? How did you navigate it?

Authenticity is a word often bandied around, but do we reflect adequately on what authenticity truly means?

Well-being isn’t a solo act. It’s a symphony, complex and interdependent, with leadership setting the beat, individuals crafting the melody, and the collective ensemble adding the harmony.

In today's complex world, we are confronted not only with ethical dilemmas within our own areas of expertise but also with broader societal concerns that deeply affect our moral compass. It is crucial to expand our concept of moral injury to encompass the effects of external events, such as the Australian Referendum and global events, as they can significantly contribute to our mental and emotional stress. In this article, I delve into the intricacies of moral injury, outline its indicators, and offer actionable steps to mitigate its effects.

Do you invite feedback from others as a way of modelling the skills of receiving feedback? This is a hugely impactful way of building psychologically safe relationships. Read the full article to learn more about the 11 principles of receiving feedback well.

Feedback conversations are powerful. They can be a wonderful or terrible experience for all parties involved. So how can we ensure we provide feedback to our colleagues and teams in a psychologically safe manner?

When transitioning from practitioner to leader, it helps to reflect on good leadership models and aim to emulate them.

I want to take a moment to consider the theme for this year’s International Women’s Day. It’s such an important topic, and seeing it being acknowledged is great for us all.

In the realm of leadership, you’ll often come across a range of long-standing ideas and perspectives around what leadership ‘is’ or ‘should be’.

As leaders it is important to consider how we influence how others may feel. How we deliver feedback is a great place to start. When thinking of colleagues as ‘human first’, there’s a lot we can utilise to help us as leaders ensure we’re providing feedback that supports the humans we work with.

While there seems to be some merit in the recognising that ‘new year, new me’ mindsets can set us up for failure, I think it’s all in how we think about our goals as long-term direction and progress.