Leadership Development
Anneli Blundell
Is It Inauthentic to Change Your Communication ...

Learn how to adapt your communication style without losing your authenticity. Discover how behavioural flexibility builds trust, connection and effective workplace communication.

Is It Inauthentic to Change Your Communication Style?
Leadership Development
Anneli Blundell
How to accidentally shut down a conversation

Discover how everyday workplace language can unintentionally shut people down. Learn simple communication shifts that build trust, connection and better conversations.

How to accidentally shut down a conversation
Leadership Development
Anneli Blundell
Are you good at being new?

Learn why being good at being new is a powerful career and leadership skill. Discover how embracing beginner discomfort can accelerate your growth, impact, confidence and success in a new role.

Are you good at being new?
Leadership Development
Anneli Blundell
A masterclass in staying out of judgement

Explore what leaders and coaches can learn from Esther Perel’s AI relationship counselling session about curiosity, judgement-free communication, active listening and creating psychological safety in difficult conversations.

A masterclass in staying out of judgement
Leadership Development
Anneli Blundell
Experiences are the new black

Audience expectations have changed. Discover why immersive experiences, interactive keynote speakers, and engaging conference design are essential for modern events. Learn how to create memorable presentations that inspire participation, connection, and lasting impact.

Experiences are the new black

Leadership Development

The power of burnout

The power of burnout

There is much being written right now about employee burnout. And for good reason. Employees are burning out. There’s been a lot going on. A pandemic. A shift to remote work. The flu season. A shift back to the office. Travel back on. More pandemic. Travel off. A shift back to remote work… oh, and the great resignation, which means new jobs, new expectations, new workloads or (for those left behind) shrinking teams doing expanding work, and less people delivering more projects. And so on it goes.

All the while, dedicated and committed employees have been working their butts off to keep up. People are trying to stay on top of the rising pressures of β€˜just getting on with it’. But they are struggling.

Don’t let the experience of burnout be your teacher. Let the idea of burnout be your preacher. Let it be the motivational speech that spurs you into action, before it’s too late.

Live or Online? What type of training provides the best results?

Live or Online? What type of training provides the best results?

Now we are back in the office (in some way, shape or form) we need to decide what comes back with us, and what stays on line. This is particularly important for training and development and team building. Over the last few years, we have proven that not only can we work remotely, we can also learn remotely.

So, should we go back to doing these things in person now that we can?

Read the full article to know more.

The secret to getting people back to the office

The secret to getting people back to the office

The secret to getting people back to the office, is not to get them back to the office. Yep. You read that right. It might not be the answer you want to hear, but it’s the reality.

Of course, there’s a little more to the story but let’s start by ripping the band aid right off. Blanket mandates forcing people to come back to the office, will have dire consequences. Not only will your people resist coming back, they are likely to leave altogether.

Thankfully, over 15 years of studying human behaviour and obsessing about why people do what they do, has shown me that there are other options.

Is the 'best person for the job', the 'best fit for the team'?

Is the 'best person for the job', the 'best fit for the team'?

𝐈𝐬 𝐭𝐑𝐞 β€˜π›πžπ¬π­ 𝐩𝐞𝐫𝐬𝐨𝐧 𝐟𝐨𝐫 𝐭𝐑𝐞 𝐣𝐨𝐛’, 𝐭𝐑𝐞 'π›πžπ¬π­ 𝐟𝐒𝐭 𝐟𝐨𝐫 𝐭𝐑𝐞 𝐭𝐞𝐚𝐦'? Do you believe in the power of diversity to deliver results? Do you believe in a champion team, or a team of champions? Do you pick the best person for the job even if they are not the best person for the team? Maybe β€˜best person’ for the job, isn’t the best person for the team. And maybe that's an equally important measurement. Food for thought. Perhaps we need to broaden our definition of best person for the job, to account for the actual impacts we have on one another – it's how we work together; how we deliver results together; it's how we are made better together that will get real results.