Too much career advice can get in the way. A grad in my workshop said, “I’ve had loads of advice, but I need to find what’s right for me.” Baz Luhrmann put it well: “Be careful whose advice you buy…” The best path? The one that lights you up. #CareerAdvice #Growth

Two workshops today: 🔸 PDPs 🔸 Prioritising your time Different topics, same theme: – Know your why – Be clear on where you're going – Take ownership When you're clear on what matters to you, you’re less likely to get swept into what matters to everyone else.

“It’s culture that killed the people.” The Titan doc made me think about how dangerous it is to prize performance over people. I've witnessed this culture myself. Growth at all costs. No room for challenge. Culture isn’t a side issue. It’s everything.

Have you ever had to ask your manager to back off? How do you ask for more autonomy without damaging the relationship? What’s worked for you, either as a manager or as someone navigating this kind of dynamic? #Coaching #Leadership #BoundariesAtWork

I'd like your help. I want to know what you think I do. I spoke to someone the other day who has known me for years but has no idea. I was sure they'd have some clue. What do you think I do in my work? I know I need to refine how I articulate my work. Maybe you can help.

You’re amazing, and yet, do you take your skills for granted? I coached someone who’d reached “unconscious competence”: tasks were effortless but invisible. I encouraged feedback, energisers and mentoring to rediscover a beginner’s mindset. Which of your skills are hidden?

Ever feel stuck when feedback falls flat? I coached a manager who turned a list of complaints into clear, positive expectations. By focusing on core issues and what she wanted to see, performance improved, and her coachee felt good. Great tip for parents, too!

“I don’t want a promotion.” Heard this in a workshop—and it stuck. PDPs aren’t just about climbing the ladder; they’re about growing where you are. There are “starters” (seek the next rung) and “sustainers” (master their role). We need both. How do you support each in your team?

Just found my photo on a training company’s website — without my permission, claiming I work with them (I don’t). A reminder: choose training providers based on people you know and trust, not just polished websites. #L&D #Coaching #ProfessionalIntegrity

How do you delegate without formal authority? It's less about delegation, more about persuasion. Find shared goals, tap into personal motivations, build genuine buy-in. Teams perform better when they want to, not just because they're told. Your top tips?

Do we need a new word instead of ‘stagnate’ for job roles? I’ve heard that staying put without chasing promotion equals stagnation. I believe you can grow in role—though some do let their skills slip. What else could we call this?

Shout-out to those who take the harder path: engaging with difficult colleagues instead of avoiding them. One manager I know hit a wall with a senior stakeholder. Instead of reacting, she invited him for coffee. She’s junior—but she’s living the company values.

It’s all too easy to drift along the well‑worn career highway, simply following the path laid out for us. In Ep 3 of Leadership Actually we unpack why that happens & how to steer your own non‑linear career. Listen via Spotify: rfr.bz/tdd2204

I didn’t need rescuing—but I let him rescue me anyway. I could’ve jump started my van myself. But my older neighbour rushed over with leads, eager to help. He needed to feel useful. I needed a good neighbour. Pride wins the moment. Empathy wins the long game.

Asked ChatGPT if it noticed when I say please & thank you. It replied: “I don’t need it but I notice your tone.” Made me think: AI learns from me, so I want it to learn that I value politeness. Better keep saying please & thank you. Just in case the robot overlords keep score.

Is everyone really laughing? Here are 3 questions I use to check if a joke is actually just a joke: 1. Is everyone laughing? 2. Are they laughing inside too? 3. Are you sure? How do you know? I came up with these after witnessing 'banter'. Turned out it wasn't.

A team member asked for growth. Got a mentoring role. Then said: “That’s not my job.” No PDP. No clarity. No follow-through. Write it down. A good PDP: ✅ Sets expectations ✅ Shows real investment ✅ Tracks growth ✅ Supports accountability #CareerDevelopment #GoodManagement

I used to think “do a great job and they’ll notice.” Then I saw less competent self-promoters thrive—frustrating! I realised there’s a second job: sharing your wins. People are busy; attention is scarce. Now I tell my story instead of waiting.

Ever compare your career to someone else’s and feel behind? You're probably seeing the highlight reel—not the compromises, doubts, or trade-offs. Next time, ask: Do I really want their life—or just their LinkedIn post?

Inheriting a new team? Baroness Sue Campbell MBE once shared 3 great questions: What do you do? What could you do? What stops us? She shared how this turned disengaged staff into innovators and creators. How do you connect with an inherited team? #Leadership #Coaching