I was on a ship. Things were going seriously wrong and yet the team around me functioned. People communicated clearly, made decisions without waiting for permission, flagged problems the second they spotted them and trusted each other completely. We were a high-performing team, and every team I’ve worked with since, I’ve measured against it.

We hand out generic solutions such as mindfulness apps, breathing exercises, and "top 10 tips for managing stress" without ever diagnosing what's actually creating the stress in the first place.

I worked with a leader who was stuck in the fixing space. They were reactive and overwhelmed. Quite frankly, they were wondering what the hell they were doing wrong. They’re no longer there. They’ve got a clear roadmap and they know what needs to change.

Stop treating symptoms. Stop rolling out training programmes and wondering why nothing changes. Start with diagnosis.

Every time we say "I should be able to handle this without help" we're setting an impossible standard. And when we can't meet that standard ourselves, we expect our teams to meet it anyway.

I’ve said it before, but in case you’re new here, I need to be honest with you about something. I'm not one of those coaches who's going to deal in the pink and fluffy b*llocks.

The difference between escaping burnout and preventing it.

Hopium is the dangerous combination of hope and optimism that convinces you everything will somehow work out fine without you actually taking any action.

September's here. There’s that usual back-to-school energy, and I bet you're telling yourself this will be the quarter you finally get your act together. But how are you really going to make that happen?

I was "The Rounds Bitch" - that's what they called me behind my back during my naval career. I was harsh, unforgiving, and made people cry regularly because I thought showing vulnerability was weakness and that real leadership meant having all the answers.

When procedures run out and you're facing nine simultaneous crises, all you have left is your behaviour - and that's exactly what separates effective leaders from the rest.

You've got this brilliant person in your team. They've been with you forever. They know your business inside out. They're absolutely fantastic at their job. So why can’t they just lead their team?

Your team smiles and nods in the meeting, they agree it makes perfect sense and commit to the change. Months later, you still see the old ways of working, familiar workarounds, and comfortable routines…. why is that?

Have you heard of self-leadership? It's really not talked about that much, but it's really important, particularly for those with success on their list of goals.

Your team probably doesn't need you nearly as much as you think they do. In fact, they might perform better without you hovering over them like an anxious parent at their kid's first playdate. So, how do you let go?

I have been exploring how our early attachment styles might show up in how we lead. We know that race, culture, gender and many other characteristics shape who we are as leaders.  But so does our childhood. Read this article to find out more…

For a long time, I was a bit of an accidental asshole. And I wish I hadn't waited until I was 50 to sort my sh1t out. You don’t have to. Read this article to take the first steps to intentional leadership.

While we're all decking the halls, workplace tensions can be rising faster than Santa up the chimney.

Doris doesn't judge. Doris doesn't take sides. Doris just wants to help you work things out.