People experience Insights
Forging your legacy: how to cultivate a strong employer brand and company culture
In today’s increasingly competitive business landscape, developing a robust employer brand and company culture is more vital than ever. A powerful employer brand can be
Implementing digital transformation in HR: a step-by-step guide
In today’s rapidly moving world, all organisations are striving to transform and digitise their operations to stay abreast of the latest trends and maintain a
Unlocking the power of followership: strategies for identifying the types of followers you lead
The modern leadership industry focuses heavily on understanding how great leaders operate, often highlighting topics such as power, popularity, and showmanship. However, leadership cannot exist
Authentic Leadership: Fact or Fiction?
A lot has been said about various leadership styles – transformational, situational, charismatic, servant and authentic – and the various pros and cons of each.
Why is purpose-driven leadership worth your investment?
In this blog we dive into what exactly is purpose-driven leadership and how leaders can truly benefit from discovering their why. As Mark Twain aptly
How to transform your employee performance reviews from painful to painless
As we approach the end of the year, our minds inevitably turn to performance reviews. These conversations are the perfect opportunity for leaders and their
How to identify emerging leaders in non-leadership roles
While succession planning is an embedded process in most large organisations, rarely is this extended beyond existing leaders. Research suggests emerging talent is generally the
Four effective strategies to keep psychological contracts in the workplace healthy
A lot has been said about the relationship that organisations have with their employees, even more so now in light of “The Great Resignation’. People
5 key steps to drive effective performance management
Performance management. Two words that strike dread into the hearts of leaders and employees alike. If the goal of performance management is to identify, measure
