Perfectionistic leaders frustrate their people, burden them with extreme expectations and cause resentment. Fortunately, there are ways to understand and deal with perfectionism while maintaining excellence and productivity.

How can busy managers bring out the best in people? Nothing is as complex as managing people in uncertain times.

These five areas of focus can help you avoid fear-based management practices. And, enable you to creatively manage for growth.

Listening well will help you strengthen relationships, increase your knowledge, make better decisions, and improve your creativity. It can make all the difference in your success.

Becoming aware of your feelings is the first step to gaining more confidence. Identifying feelings as they occur can help you pinpoint their causes, which are likely not as traumatic as you may fear. You can handle emotional ups and downs.

When case studies, testimonials and statistical research debunk common coaching myths, sceptical leaders often shift their perspective and agree to give coaching a fair shake. Those who do are pleasantly surprised and wonder why they went so long without the assistance of an executive coach.

Trust is built from the inside out. It is nearly impossible for those outside the operation to trust you if the people inside the organisation don't feel trusted themselves.

Decisions, decisions, decisions! Life is full of them. But how do you make good decisions? And, who decides that a decision is good anyway?

Inspiring leaders take action because of their care and concern for others. You see, inspirational leadership is not about being in charge. It’s about taking care of those in our charge.

Fears are part of the universal human experience. They’re normal, even healthy to some degree. The goal is to avoid compensating for them and, instead, identify and overcome them.

Organisations waste vast amounts of time, effort and money each year by failing to recognise or correct dysfunctional teams. Despite dismal success rates, many leaders fail to fix dysfunctional teams. Time to get back on track. 

Organisations waste vast amounts of time, effort and money each year by failing to recognise or correct dysfunctional teams. Despite dismal success rates, many leaders fail to fix dysfunctional teams. Time to get back on track. 

Years of data have revealed a repeated theme for employees: they want to be competent at their jobs and have the ability to succeed. A Middlesex University study showed that over 70% of workers are not happy with their level of professional development because they are not reaching their full potential.

As people develop in their careers, they go from managing themselves to managing others. To become a leader, each phase needs a change in the way one thinks, yet organisations have few internal resources allocated to helping people go through this shift. It's time leaders learned how to develop their staff for higher level decision making.