As humans, we are creatures of care. In teams, that care becomes visible in the relationships we build, the commitments we honour and the compassion we bring when it matters most.

Across the leadership teams I coach, I’m noticing a distinction between teams that function and teams that flourish. Flourishing teams are often early implementers. They explore what might be emerging, prepare to act, and treasure the learning that follows.

Your leadership meetings reveal how you coordinate, welcome truth and serve the whole organisation. Three questions to ask after your next leadership meeting.

A CEO I’m coaching recently asked me about the sign-off I use in my newsletter: May you flourish.

In my work coaching executive teams, I’ve come to know that teams that learn together, flourish together.

Shifting from a state of overwhelm to a sense of possibility. Many leaders I’m working with are seeing the same pattern across their teams: overwhelm.

How often have you or heard others claim to be an ‘active listener’?

Albert Einstein once said: “A problem well defined finds its own solution.”

I recently facilitated an executive team workshop where the issue of unproductive meetings resurfaced.

When tension rises in a leadership team, most team members read it as a sign something has gone wrong. A relationship is strained. A meeting has gone off the rails. There’s a problem to be fixed.

Effort is our greatest differentiator. Not talent. Not expertise. Not experience. Effort. Capability is something we have. Effort is something we choose.

I was recently speaking to a group of CEOs and was asked a question every executive team needs to ask: “How do we manage each other’s strengths and weaknesses to get the best out of the leadership team, especially when some leaders do not acknowledge their weaknesses?”