Congratulations! You've landed your first leadership role. How are you feeling? Slightly terrified? Rest assured, you're not the first new manager to feel like this.

By encouraging transparent communication and collaboration, you will start to see a more productive and more engaged team.

When leaders and their team members appreciate the differences between responsibility and accountability, this results in the most suitable individuals being assigned to projects and which people will take ownership for the overall results.

What makes a driven and ambitious salesperson tick at this time of the year? Sales leaders, it’s up to you to motivate team members and help maintain some level of ‘holiday cheer’.

An open letter, written on behalf of middle managers, to their leaders – the CEOs and others in the C-suite on how to better take care of direct reports.

Nobody confides or puts their trust in invisible leaders. It’s a leader’s genuine presence and availability that increases team morale, loyalty and commitment.

With the change and uncertainty out there, leaders need to approach each day with a growth mindset, training their brains to make slower, more logical and deliberate decisions.

There's nothing wrong with showing vulnerability when delivering feedback, but you should never need to sandwich it with positive feedback.

You might find yourself in situations where your ability to lead in the moment is tested. This involves observing, thinking, processing, and acting in the moment.

Whether you’re a senior leader, middle manager, or aspiring leader, think about whether you're creating a culture of blame or accountability?

Matrix-led business research reveals dual reporting can lead to conflict and confusion, particularly when leaders have different leadership styles.

Strategic perspective doesn’t just mean planning for the future. It’s coming up with ideas to cope with changing environments, market challenges, and considering the big picture.

As we transition and adapt to the ‘new normal’ hybrid work culture, it’s important leaders think about what their team members need and expect from them.

Employees want to know what their career paths look like. Career development should become a natural part of an organisation’s culture, but it can’t always be the case.

Guiding teams through change isn’t easy, and it’s the role of change leaders to ensure those around them aren’t taken by surprise by changes and feel safe.

Transparent leadership helps to eliminate employees’ fear of the unknown as well as unnecessary nasty surprises.

One of the biggest mistakes a leader can make (right up there with not delivering feedback properly and poor decision making) is what is known as shifting the goalposts.

Self-motivation is identifying your purpose, taking pride in and feeling passionate about seeking challenges, and the relentless pursuit of learning and professional development.

At a high level, self-regulation is about displaying predictable and calming behaviour in front of team members, regardless of external challenges.

For any leader, being kind, compassionate, or showing empathy doesn’t mean being a pushover. Demonstrating empathy and compassion is a successful approach to leadership on many levels.

Emotional Intelligence is a critical leadership capability. The ability to perceive your own and others' emotions; to understand the signals, whilst managing them successfully.

Perhaps you feel your career has been a series of lucky breaks, you were in the right place at the right time or promoted into your leadership role by fluke. You're not alone.

Encouraging curiosity is as important as prioritising your own level of curiosity as a leader. Ask questions and invite questions from team members.

Whether you strive for work-life balance, integration, or separation, the primary focus for any leader is to find time away and focus on yourself, your mental health and well-being.