Strategy, strategies, vision, values, purpose, tactics, strategic intent, strategic optimisation and implementation. What if we simply want to set a clear goal and align our thinking, actions and behaviours? Take a moment to look through the questions below and then ask yourself, where do we start?
When every role advertised results in hundreds of applications, maximising any interview opportunity is vital. Being able to showcase leadership skills during a job interview can set you apart from other candidates.
Leadership, like most disciplines, isn’t timeless. What worked a decade or two ago may no longer apply. Think of it this way: relying on dated leadership methods today is like holding on to a time when butter cost less than $5 a block, comical and ineffective in equal measure. The business landscape in 2025 demands leaders who are agile, empathetic, and capable of operating within evolving compliance frameworks. Staying up to date isn’t optional; it’s essential and adds to the commercial viability of every organisation.
Workplaces today are more diverse than ever, not just in terms of gender, ethnicity, or background, but with regard to generational representation. Your organisation might include leaders from the Silent Generation, managers who are Gen X or Millennials, and teams filled with Gen Z employees all working together.
When it comes to education, students often ponder the age-old question, does my qualification really matter to employers? For those in New Zealand, this question frequently centres on the National Certificate of Educational Achievement (NCEA), something we’ve seen across our screens over the past week.
Emerging leaders face unique challenges in today’s dynamic work landscape. Navigating high-pressure responsibilities, driving team performance, and maintaining strategic clarity can feel daunting without the right set of skills. Add the complexity of AI, remote working and generational differences and leadership is a much-needed skill.
Leadership development is often framed as an investment in the future of your organisation. Done right, it fosters innovation, nurtures top talent, and lays the foundation for long-term success. But with training budgets often under scrutiny, organisations need to ensure they’re getting real value for their investment. The key lies in targeted, well-planned leadership development that drives real outcomes.
The demands on leaders today are more complex than ever. Decision-makers face high-pressure environments, rapid changes, and diverse teams. Traditional leadership development methods remain impactful, but it’s the time challenge that we are mindful of.
Artificial Intelligence (AI) has unquestionably transformed how businesses operate, introducing automation, efficiency, and innovation. But as AI continues to replace process-oriented and systems-based tasks, a question arises. What will differentiate the average performers from the exceptional ones? The answer lies not in IQ but in Emotional Intelligence (EQ).
Growth is the ultimate goal for many businesses. It sparks excitement, brings new opportunities, and can lead to incredible success. However, chasing growth too early, without establishing a solid foundation, can be a costly mistake. It’s essential to first build the two C’s, capability and capacity within your organisation to ensure you can sustain and manage the influx of new clients, customers, and demands.
