Disruption is no longer episodic, it’s constant. The leadership challenges you face aren’t just stacking, they’re intertwining. What does today’s context demand of you?

One third of newly appointed S&P 500 CEOs last year were younger than 50. The number of younger workers, particularly Gen Z, taking on senior positions is rising. But are they ready to be leaders?

Why Succession Planning taken a step further, in conjunction with Leadership Transformation programmes, gives you the competitive edge...

There is a large group of people in your organisation who could transform the way you work if they were given a voice and some freedom to operate. The question is, who are they?

There are fundamental lessons to share from our experiences in working with companies to lead out of crisis, lessons that seem increasingly relevant in today’s pressurized environment.

Co-CEO, Neil Crofts shares an update on his Megatrends keynote speech. Which of his predictions came true? What does the future hold?

Only some non-specialists are experts in culture change, they have no reason to be, so any organisation wanting or needing to take on a culture change will also have to have a key partner in the project.

It is not controversial to say that executive teams have a disproportionate influence on the health and performance of an organisation.But who ensures their health and performance as a team is at its most effective?

In a fragmented and disrupted business world, one thing we can still rely on is people. Well, maybe. Can people rely on you? Do they trust you? How would you know?

You’re tense. You’ve been tense all morning, in fact. You can’t focus on anything. All you can think of is the really difficult person you’ve got to have a meeting with at 12.15.

If you thought being ‘post conventional’ meant wearing pyjama bottoms to a virtual meeting, read on.

How will companies and teams adapt to the freedom to go back to offices, travel around and meet face to face in a post-pandemic world?