Self-leadership is the ability to take ownership of one’s role, behaviour, wellbeing and impact. It is about being reflective, not reactive. Proactive, not passive.

Our inner dialogue is the foundation of self-leadership…… it influences our confidence, decision-making, and emotional resilience.

As we embrace the fresh start that 2025 offers, it’s the perfect moment to reflect on our past experiences and set our sights on the future

When we delight in others’ success, we create an atmosphere where everyone feels valued, safe, and motivated.

So, how do we decide when perfection is needed and when good enough is just that—good enough?

Giving yourself permission to be a work in progress means recognising the foundation you're building on and acknowledging that growth is an essential part of becoming a more effective leader.

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.

Excessive and unnecessary self-criticism undoubtedly costs us dearly. Yet we are often unaware of the degree to which it impacts us individually and collectively.

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.

As we embrace the fresh start that 2024 offers, it’s the perfect moment to reflect on our past experiences and set our sights on the future.

The unfolding process of self-awareness is more than a mere journey—it’s an essential quest. The unfolding journey can be riddled with obstacles, that can distract us from the necessary work of taking a neutral perspective and learn and grow at deeper levels.

Career development isn't just about acquiring skills; it's about strengthening our inner foundation of self-leadership to cultivate fertile soil for our growth and development. In this piece, I've outlined key steps to help you build your sense of self, self-belief, and self-trust to provide the groundwork for outer progress.

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?

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.

Are you an active player in your own story?

“Am I outsourcing my self-leadership?” If so, Instead of doubting yourself, deliberately back yourself and be self-compassionate.

By closely working on self-leadership skills, individuals can more effectively lead others, whether they are colleagues, family or friends.

Individually, learning is a great way of keeping us agile, humble and open.

For a workplace, ongoing learning is critical for achieving optimal service delivery and workplace goals.

It is possible to reflect on the year in terms of our contributions and, also in terms of the strengths and skills that you’ve used and developed, so that we can take these skills forward more intentionally.