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You may recall from the previous blog that I had promised a new client an influencing skills workshop which was to include a session on the subject of ‘Workplace politics’. After the trip south on the train where my business partner has accused me of lying (remember the ‘intention’ response – more later) I set about finding out what materials were out there and what we could usefully buy (or borrow) to include into the workshop. In a nutshell, there was very little. Most if not all materials that appeared were related to Politics with a BIG P – the politics within a Country/Party/Council but very little on the topic of politics in the workplace – politics with a small ‘p’.

The challenge……. Twenty years ago I started my own training business and the dream was to deliver Leadership Development that made a difference. By that I mean practical stuff, based on real people and what they did and how they did it and what actually worked in the workplace. I was younger then, enthusiastic and having spent 20 years in 2 enormous organisations in Banking and Insurance, was relatively wise to how organisations got things done...

Have you ever felt like there’s more to life than what you’re currently experiencing? Do you sense untapped potential within you waiting to be unleashed? If so, you’re not alone. Many of us go through life with a lingering feeling that we could be doing more, achieving more, and ultimately, living more fulfilling lives. Today, we’re diving deep into the concept of unlocking your potential—the power within you that, once harnessed, can transform your life in remarkable ways.

Who is this exercise for? This exercise is designed to pro-actively engage clients in the coaching process. With six different ways to use the cubes it brings a tactile, pro-active, soothing and self-directed element to the coaching conversation. It’s particularly suitable for young adults, neuro- diverse clients and shy or anxious clients.

As someone who's spent decades in the trenches of leadership development and training delivery, I've witnessed firsthand the evolution of our profession. From my early days as a psychiatric nurse to founding seven businesses and now leading Be More Effective Ltd and Management Learning Resource as part of it, one truth has remained constant: the best learning resources emerge from the collective wisdom of practitioners who understand what truly works in the field.

We’re in the era of the purposeful professional. Employees no longer want to work just for a paycheck, they want to feel that their time and talent are contributing to something that matters. Purpose isn’t just a lofty ideal; it’s now a performance driver. People who feel connected to their strengths and values are more engaged, more resilient, and more likely to stay. CliftonStrengths® offers one of the most evidence-based, scalable tools to help people live fuller, more purpose-driven lives at work and beyond.

When I got involved in MLR as an investor I was determined to bring some of the great business simulation can to the MLR store, and The Hat Factory was always going to be first. I feel like a kid being with MLR, it is like founding some of my favourite toys that I haven’t seen it a while all safely boxed up in the attic. This brilliant business simulation had been my secret weapon for years, and now it's back where it belongs.

In today’s fast-paced and ever-changing world, leadership is no longer just about strategic acumen, technical knowledge, or even bold vision. Increasingly, the differentiator between mediocre and exceptional leaders lies in emotional intelligence (EQ). Popularized by psychologist Daniel Goleman and later operationalized in a variety of ways, emotional intelligence has emerged as a foundational element for success in personal, team, and organizational leadership.

Every morning, thousands of UK businesses make recruitment decisions that could cost them dearly. They scan CVs, conduct interviews, and rely on "gut feelings" to select their next team member. Yet the statistics paint a sobering picture: 46% of newly hired employees fail within 18 months, and the financial impact is staggering.

"People wither under complaints and criticism whereas people thrive and grow through praise and encouragement." I got a call last week from a frustrated MD. His best project manager had just handed in her notice - the third key person to leave in six months. "I don't get it," he said. "We pay well, the work's interesting, and we've got great benefits. Why do they keep leaving?"