A common assumption in organisations is that once people understand something, they will naturally act on it. Experience shows that this assumption is flawed. The challenge is rarely a lack of information or theory as the real difficulty lies in execution. I think this is where coaching plays an important role. The coach does not primarily provide answers; the coach supports follow-up, accountability, and disciplined reflection so that insight translates into action.
Why suffer in silence?
Where are the support structures for men?
Emotional intelligence is the ability to recognise, name, and regulate your own emotions, and then communicate them in healthy and constructive ways. Many men struggle to express emotions beyond anger or sadness, not because they lack depth, but because they have been socialised to suppress their inner experiences and were never given the language to reflect on them. This emotional silence is harmful, both to men themselves and to the relationships they try to build with others. In this context, the growing loneliness epidemic is not surprising. I think now is the time to acknowledge that being human includes vulnerability, and that it is both acceptable and necessary.
If this resonates with you and you want to explore how emotional intelligence can support your personal or professional growth, contact me via email to book a complimentary discovery call.
What makes a great mentor?
When we think about the people who have shaped our personal and professional growth, mentors often rise to the top of the list. What actually makes a mentor great? It’s not just about experience or expertise, it’s about how they show up for you, challenge you, and help you grow into your best self.
Great mentors often see your potential before you do, they challenge you to stretch beyond your comfort zone, pushing you in ways you may not expect but always need. Instead of handing you answers, they encourage you to ask better questions, refining your thinking, sharpening your curiosity, and helping you navigate uncertainty with more confidence. They understand that growth is a journey, not a destination. That's why they expect and encourage continuous improvement, cheering you on through small wins and big lessons alike. And while they support you in setting goals, they also dare you to dream bigger than you thought possible.
One of the most powerful things a mentor can do is challenge your assumptions. They help you uncover blind spots, see from new perspectives, and think more critically about your choices and beliefs. And here’s something you might not always notice right away: the best mentors are still learning, too, as they embody humility and curiosity, showing that growth never really ends. Good mentors also value independence. They respect mentees who take initiative, explore ideas on their own, and come to the table with insights and questions. Self-taught learners are often deeply appreciated, because they reflect the kind of drive and ownership that makes mentorship truly meaningful.
At the heart of it all, a great mentor isn’t trying to mold you into their image. Their goal is to teach you how to think, not what to think. So, you can step fully into your own voice, vision, and power. Whether you're lucky enough to have a great mentor now or hoping to become one yourself, I think it’s important to remember that mentorship is less about giving answers and more about creating space for growth, reflection, and transformation.
It may be offensive
c/o Gillette
When I speak to others, my words must either inform, inspire, support, or bring laughter; otherwise, I choose to remain silent. If the conversation could turn hostile, involve anger or revenge, focus on right and wrong, or risk making someone feel unhappy or hurt, I pause instead. I wait until I can say something that will either inform, inspire them to grow, offer support, or bring laughter. Remember, comments from others can never bring you down!
““No one can make a fool of you without your consent.””
From fixer to coach
As a trained coach, I’ve had to unlearn the habit of entering conversations with a fixer or problem-solver mindset. I'm still in the process of letting go of that tendency in favour of embracing genuine curiosity. I now actively practice asking questions that I don’t, and couldn’t possibly know the answers to. My role as a coach is to help uncover the root of any fears and support my clients in a safe environment, guiding them to decide what they truly want and how to address those fears.
What territory are we exploring in this session?
Personal? Professional? Community? Family? Friendships?
It doesn’t matter where we begin as these areas are all interconnected. My goal is to understand the whole person and help them explore whatever territory they wish to focus on in the session. What's useful for them is what truly matters. Contact me via e-mail for a free confidential 30 minute discovery.
How people think?
In today´s world, most organisations are becoming increasingly global in their operations, attracting talent with diverse backgrounds, skills, and competencies from around the world. To build a seamless and well-functioning team, cultural intelligence is needed to facilitate communication and collaboration. Our mission is to be the preferred consultancy supporting companies bridge cultural differences between and within markets. Would your organisation like to have a better relationship with your business partners or clients from another national or cultural backgrounds? Contact me here, or via e-mail to arrange a meeting.
Everyone needs a little help
via Getty Images
Managers need to find ways to empower their teams so that they can work out for themselves the most effective ways of achieving the results expected of them. Managers must increasingly provide individualised support and offer flexibility for each team member. It’s not about splitting the role between “leaders of work” and “leaders of people.” I think that when leaders support managers in the right way, they will have the confidence and experience to support their teams in the right way too, which means everyone benefits.
It's lonely at the top
The journey towards better leadership requires change and change is extremely challenging. It demands that you get out of your comfort zones and experiment, to do things that people around you may think are strange. Here are some leadership questions you can use for benchmarking your current performance:
1. What do I do that enables positive performance in the team?
2. What do I do that impairs or reduces performance in the company?
3. What should get more of my time and attention?
4. What 3 things will substantially improve the company’s performance?
5. How can I serve the company better in the next 6 months?
You cannot do this alone and you may need some support, contact me via e-mail to arrange a meeting.