The words we use matter deeply. Language evolves over time, and with it, so do the meanings and implications of certain terms. Occasionally, we adopt terminology that – while well-intentioned – can unintentionally make things worse. One such word that often falls into this category is bias. Around ten years ago, the term unconscious bias

One of the hardest parts of delivering training is working out what participants do – or don’t – already know. Gavin Scott, a brilliant facilitator and Elevate contributor, calls this “the epidemic of expertise.” In May’s session on Dynamic Trust, we shared the Trust Equation, developed by Charles Green over 25 years ago. When we

A few years ago, we created the EPIC Career Self-Assessment to help participants in our Elevate programme understand where they are in their development journey. But this tool has revealed more than just individual progress – it also offers powerful insight into what makes a truly high-performing team. We often hear about the importance of

Once upon a time, climbing the career ladder was about mastering a craft. You developed deep expertise in a technical, functional, or professional domain. If you were good at your job – if you had the right answers – you got promoted. Eventually, you became a people manager. And your job? Make sure everyone else

One of the most common pieces of feedback we hear every month from Elevate attendees is something along the lines of: “This is just what I needed right now.” While I’d love to say that this is because our team is incredibly smart, the reality is much simpler – and it all comes down to

In the third Elevate session, we focus on the new rules of communication. Communication is an interesting topic because it’s something we all engage in daily. Yet, how effective are we at it? To truly understand communication, we need to first recognise its purpose: connection. At its core, communication isn’t just about exchanging information; it’s

When I first stepped into the world of coaching 15 years ago, it wasn’t part of a grand plan. My career began in investment banking, where I spent years navigating high-pressure environments, complex deals, and ambitious career goals. In my first year as a coach, I noticed a recurring theme among the women I worked

In recent years, there has been a growing focus on the impact of mentorship and sponsorship in accelerating career growth. Research has shown that having sponsors – senior leaders who actively advocate for your advancement – can be a powerful catalyst for professional success. As a result, many organisations have introduced formal programmes to connect

According to Glassdoor’s Employee Confidence Index, only 45.1% of U.S. employees have a positive outlook on their employer’s future as of January 2025. This downward trend highlights a growing disconnection between employees and their organisations. Notably, mid-level employees – who are often the backbone of an organisation – have experienced the largest drop in confidence.

Having worked in the field of female leadership for 15 years, I’ve heard some of the worst advice given to aspiring women leaders. Don’t get me wrong – this advice is well-intentioned, but it completely misses the mark. It fails to acknowledge the fundamental differences in the pathways to leadership for men and women and

As we enter 2025, companies have an incredible opportunity to create meaningful changes for women in the workplace. While some progress has been made, there are still significant gaps that need addressing. Here are the five barriers threatening the future of female leadership which companies should focus on to better support women and create sustainable

Around 30 years ago, I watched a sketch on The Fast Show that stuck with me. It featured a workplace meeting where a woman shares an idea, only for her colleagues to ignore her. Moments later, a man repeats the same suggestion, and the room erupts with praise. It was a comedic yet sharp critique