In leadership, discomfort isn’t just something you tolerate—it’s something you master. Whether you’re steering through market disruptions, leading a team through organizational change, or facing your own internal doubts as a leader, discomfort is a constant companion.

Silos are one of the most common challenges leaders face. The word itself has become synonymous with dysfunction: teams hoarding information, departments working at cross-purposes, and collaboration grinding to a halt in service of speed. But here’s the thing about silos: they aren’t inherently bad. In fact, silos exist because they serve a purpose.

WIIFM—“What’s In It For Me?”—it’s the silent operator, constantly shaping our decisions, driving our actions, and influencing the way we engage with the world. It’s not some selfish mantra; it’s the truth about human behaviour. Whether we like to admit it or not, WIIFM is always running in the background, steering us toward what matters most to us.

Over the years, I’ve worked with numerous organizations that take great pride in being “results-oriented.” On paper, this sounds like a great value: it’s clear, measurable, and focused on performance. But time and time again, I’ve seen how an obsession with results backfires, often making individuals blind to obvious solutions

Change. It's a six-letter word that can evoke a myriad of emotions. Excitement. Fear. Hope. Anxiety. But regardless of how it makes you feel, one thing is certain: change is inevitable.

Here’s how to build strong connections that will enhance engagement, inspire performance, and create a culture where everyone feels valued and heard.

4 ways to measure your own leadership effectiveness.

Here’s how leaders can determine what to delegate, to whom, and when to expect completion.

If you want to build a high-performing team, start with trust. Here’s how leaders can build trust in their teams.

Relationship repair is the key aspect of trust building. Learn 4 practical tips to strengthen trust and deepen relationships.

True belonging is not about seeking comfort, but about embracing discomfort. Organizational growth requires challenging the status quo, not maintaining it.

Courageous spaces make people feel empowered to take risks, to challenge the status quo, and to push the boundaries of what's possible. The key to creating a space like this fully rests on the power of trust.