It took ten minutes of sitting still before he spoke. I almost filled the silence, and if I had, I’d have missed…

My three-year-old kept stopping. I kept getting frustrated. Then he crouched down and pointed, and I realised…

“Dad, why do you look so tired?” I gave Judah the usual answer about working hard. His reply stopped me, because…

“Be more vulnerable” is good advice, until it isn’t. Matt tried it at work, and by the end of the week…

Most of us are pretty good at asking "How are you, really?" We're just terrible at what comes next. When someone actually opens up, our instinct is to fix, minimise or rescue, but your silence might be the most powerful thing you can offer.

I was at a conference recently.

Three hundred people. Non-stop networking. And I felt completely alone. So I tried something simple. I started to ask one honest question. What happened next surprised me. This month's blog is about the connection gap we're all pretending isn't there. Read more →

If you've been avoiding trying something again because it didn't work the first time, this practical framework for turning failure into wisdom might be exactly what you need. Drawing on Carol Dweck's growth mindset research and recent CIPD findings showing 64% of UK employees avoid innovation due to fear of failure, this month's reflection challenges the shame that keeps us stuck. Read on to discover how to break free.

What if the secret to achieving your goals isn't pushing harder, but setting smarter floors instead of impossible ceilings? This month's reflection explores why ambitious goal-setting often backfires—and how a conversation with my son about reading targets revealed a better approach. Whether you're planning performance reviews or simply trying to make personal progress stick, this grace-filled approach to goal-setting might just transform how you think about achievement. Read on and let me know your thoughts.

While everyone's racing toward artificial intelligence, are we forgetting to invest in actual intelligence?

The ability to spot when a colleague is struggling. The confidence to have difficult conversations. The awareness to make workplaces genuinely inclusive.

Why do YOU do your work? The question that stopped me n my tracks. When a short answer isn’t enough. So, here is the same question to you. . . Why do you do the work you do?

“Inattentional blindness” can cause us to miss much of our daily experience. Workplace awareness acts as a superpower, helping us make better decisions. This blog can help people “wake up” to their present experience.​​​​​​​​​​​​​​​​

The “Belief-Expectation Cycle” describes how past disappointments can trap us in patterns of low expectations and protective cynicism that we may pass on to others. Hope is actually a learnable skill supported by neuroscience, not naive optimism, and can be developed through “grounded hope” - meaningful expectations paired with small, consistent actions. The author offers a practical challenge to identify achievable positive expectations and track progress toward them over several weeks.​​​​​​​​​​​​​​​​

That woman in the supermarket didn't just help me—she accidentally demonstrated one of the most powerful principles of human wellbeing.

The author worked with a retail client to transform their neurodiversity culture through leadership awareness sessions, manager training on reasonable adjustments, and creating safe spaces for open conversations about different thinking styles. The initiative aims to achieve significant improvements by Christmas 2025, including 34% higher engagement scores, 28% better inclusion index, and 40% reduced staff turnover in key departments.​​​​​​​​​​​​​​​​

The article identifies three warning signs that workplace mental health strategies need updating: persistent post-holiday fatigue, increased alcohol-related comments as coping mechanisms, and employees claiming they’re “fine” while showing underlying tension. It provides quick fixes like deleting holiday emails instead of catching up, introducing walking meetings with breathing space between calls, and encouraging leaders to model vulnerability about their own challenges.​​​​​​​​​​​​​​​​

The conversations you have in the first week back can make or break your team's autumn momentum. As managers, we often focus on catching up on work. But the real priority should be checking in on people.

That post-holiday dread when you have to switch back to work mode? There’s actually a science-backed way to make the transition smoother. Instead of diving headfirst into your inbox on day one, try this 5-day approach that helps your brain gradually shift gears without the anxiety.

When teams return from summer breaks, leaders should watch for signs of struggle including withdrawal, irritability, concentration difficulties, and comments about needing another holiday immediately. The transition back to work involves genuine psychological adjustment that affects everyone differently, not just catching up on tasks. Leaders can help by openly acknowledging the difficulty, providing buffer time in the first week, checking in individually, and sharing their own transition experiences to normalize the adjustment period.​​​​​​​​​​​​​​​​

My goal isn't perfection, it's progress. Here's what I've discovered: genuine transformation doesn't come from chasing perfect balance. It comes from small, consistent shifts that compound over time.

What makes wellbeing advice actually work versus just sound good? I had a client transform Sunday anxiety into Monday excitement with one small morning routine change. Not a complete life overhaul - one shift that rippled through everything else.