Blogs & Insights

Many leaders genuinely want to see more ownership around them, yet unintentionally become bottlenecks. Scaling leadership invites a reframe and shifting from being at the centre of every decision to becoming a catalyst for leadership in others.

Scaling leadership enables organisations to be more adaptive, inclusive, and resilient, inviting everyone to play a meaningful role in shaping the future and enabling transformation. If we want leadership to show up everywhere, we can begin by becoming its most aligned example.

As AI offers undeniable benefits, many of us ask "what can AI do for me?" The deeper question we invite leaders into is "What will you protect, prioritise, and make possible with the time AI gives you back?"

As AI advances, the call isn’t to compete with machines, but to become more fully human. Leading with AI begins within — cultivating Purpose, Consciousness, and Connection to keep leadership awake and intentional.

Amidst AI’s rapid rise, a deeper question is emerging: What’s being asked of us as leaders? It’s not just about keeping up — but waking up to what’s changing, what’s at stake, and who we’re becoming.

When resilience moves beyond individual practice and becomes part of the team’s collective rhythm, it’s no longer something we ‘do’—it’s who we are, together.

Resilience is a full-body experience; our nervous system is often the first to react under stress, yet the last part we tend to, our emotions guide what we say or don’t say and our mindset shapes what we notice, and what we miss.

What once helped us cope - pushing through, going it alone, toughing it out - can now hold us back. Today resilience calls for more - to move beyond individual endurance toward a more regenerative way of being.

Most teams run on a mix of spoken and unspoken rules. Turning expectations into clear agreements builds trust and accountability—not to get it right every time, but to have something real to return to when we don’t.

When conscious teams experience challenges, they turn inward. Owning our part means looking at how we might be contributing to the dynamic through our assumptions, reactions, or what's left unsaid.

In every meeting, moment, or mess, we’re having an impact - intentional or not. How we show up matters. And how we show up together shapes the culture we’re creating.

Whether within teams, across organisations, or between broader systems, polarities shape how we make decisions, build culture, and respond to an increasingly complex world.

Developing the ability to engage with an opposing pole expands our leadership capacity. It isn’t about abandoning our strengths - rather complementing them with the ability to draw on the opposite pole as needed.

Feel pulled between action and reflection, or structure and flexibility? What if these tensions weren’t problems to fix but polarities to navigate? Explore how leaning into this dynamic can strengthen your leadership.

In the rush of daily demands, it’s easy to skip reflection. But taking a moment to pause can lead to better decisions, clearer thinking, and real break-through. Here’s why reflection matters.

Great leaders don’t eliminate tension between structure and emergence—they embrace it as a source of strength. They create stability without rigidity and adaptability without chaos, enabling both execution and innovation.

Leaders are invited to re-imagine how they lead by cultivating presence - the ability to be fully engaged, attuned and intentional.

Our framework and self-reflection exercise for cultivating healthy personal boundaries.

A practical framework to help you explore how to provide Intentional Feedback.

The why, what and how of building your Personal Leadership including a self-reflection and action planning exercise.

A sneak peek of a our Ikigai Leading Team Effectiveness Online Toolkit including sample processes, templates and checklists.

A one-page overview of our Ikigai Leading Team Effectiveness Model.

Download our step-by-step guide to exploring and building your personal brand at work.

Organisations don’t transform, people do. Transformation happens when teams feel connected, supported and safe to show up authentically as they navigate adaptation and create new possibilities together.

Leading transformation with purpose invites leaders to let things go and let things come; navigating both the releasing outdated ways of working and staying open to new possibilities.

We join Jolynne Rydz on her Magnetic Authenticity Podcast to share transformative insights on cultivating Magnetic Authenticity and guiding leaders toward greater impact and resilience.

We join Jolynne Rydz on her Magnetic Authenticity Podcast to share transformative insights on cultivating Magnetic Authenticity and guiding leaders toward greater impact and resilience.

Leading transformation requires leaders to slow down, question their assumptions and dig beneath the surface to uncover what’s really going on.

Imagine a leadership style where love serves as a cornerstone enabling leaders to hold a deep respect for the humanity and potential of every individual.

Hope - the belief in the possibility of a brighter future and the potential that lies ahead, serving as a powerful force that drives leaders and their teams forward.

In leadership, faith is about truly believing in your mission, vision, and the people around you. It’s having confidence in where you're going and trusting your team, even when the way forward is uncertain.

As leaders, cultivating healthy relationships helps us foster trust and collaboration, and maintaining a focus on results ensures we meet goals and keep moving forward.

Effectively navigating between the Balcony (big-picture, holistic viewpoint) and the Dance Floor (immersive, hands on experience) is crucial for nuanced and effective leadership.

Through balancing our pursuit of knowledge with accessing the deep, often untapped well of inner wisdom, we can navigate the complexities of leadership with greater presence and awareness.

Overcomplying leaders operate from a set of internal assumptions that prioritise harmony, acceptance, and conflict avoidance, often believing that their value comes from being liked, accepted, and seen as a team player.

The foundational beliefs of overprotecting leaders centre on the need to be safe by protecting themselves and establishing their worth through their knowledge.

While an overcontrolling leadership approach can lead to high performance, it can also lead to stress and burnout, inhibit collaboration, stifle creativity and limit cohesion within and across teams.

Effective teams drive meaningful outcomes by understanding their impact, evaluating their progress, and adapting strategies through clear metrics, stakeholder engagement and feedback.

Effective teams build trust by forming strong relationships and collaborating effectively. This trust fosters open communication and a shared purpose, leading to more cohesive teams.

Teams connect and commit better when they understand the organisation's strategic direction and purpose, are clear on how their role contributes and can align their effort through shared goals.

Candice Smith, founder of The Thinking Field and one of Australia's few Time To Think Faculty members, shares her insights on cultivating generative conversations.

Embracing authenticity through openness and honesty fosters genuine dialogue, builds authentic relationships, influences outcomes, and breaks down barriers, even amid uncertainty.

As leaders, the conversations we enable can either shut us down or inspire us. Fostering the right conversations can profoundly impact team dynamics, performance, and wellbeing.

Real-world case studies of leaders who have navigated their leadership journey by understanding and leveraging their primary drivers.

Psychology theories identify three core human drivers: Autonomy, Bonding, and Certainty. These primal needs have evolved to help us survive and thrive as a species, influencing our personality preferences.

We incorporate personality profiling into leadership development to help individuals and teams understand their preferences, read others' preferences, and adapt to situational needs.

Our development doesn’t happen overnight, rather it is an ongoing, intentional and, at times, challenging journey that takes practice.

A leader's level of consciousness or developmental stage significantly influences an organisation's success. Higher developmental stages enhance a leader's effectiveness, capacity, and ability to handle complexity.

Our level of adult development determines our level of impact as leaders shaping how we see the world, interact with others, deal with ambiguity and make meaning from our experiences.

Embodiment means living life grounded in bodily experiences, expanding our awareness to the present moment where action is possible, rather than dwelling on the past or future.

Acknowledging emotions in a supportive space frees energy, deepens connections, and reveals the wisdom behind our emotions, teaching us valuable lessons.

In today's complex and uncertain world, rushing to certainty can overlook the scale of our challenges. Instead, we can embrace the questions and live our way into the answers.

Reflecting on 2023, we celebrate leaders who embrace both the beauty and pain, the possibilities and challenges, the promise and burden of leadership, and remember that more unites us than divides us.

Mindy Leow, Director at B Lab Australia and New Zealand, exemplifies purpose-driven leadership and social impact. Enjoy this short interview where she shares her perspective on purpose in leadership.

We see purpose as a fundamental aspect of leadership; a guiding force that provides direction, alignment, inspiration, and resilience to stay the course. Here we share three practices to stay connected to purpose.

Kate Harrap, Head of People and Culture at Baptcare, shares how self-awareness, self-regulation, and self-care have grounded her impactful leadership.

Movies rarely portray the messy, less glamorous side of real-world leadership. Effective, sustainable leadership requires ongoing self-awareness, self-regulation, and self-care, which we call Personal Leadership.

Rohan Charrett, GM of Customer Experience at Greater Western Water, inspires with his commitment to team effectiveness. Don't miss this brief interview where he shares his leadership journey and experience.

For years, we've been fascinated by the magic of truly effective teams. Through our work, we've developed and refined our understanding of the key elements that underpin effective teams and how to build them.

In 2022, we saw leaders and teams navigate challenges and opportunities with renewed purpose and meaning, fueled by the inner growth sparked by extraordinary times.

As 2021 ends, we express gratitude to those who joined us this year. As we pause, we invite you to join us in fostering purposeful, conscious, and connected leaders while attending to our individual and collective healing.

As we reflect on 2020, we invite you to watch this short video co-created with our community. Thank you for your support, and we look forward to fostering Purposeful, Connected, and Conscious leaders in 2021.

At times, we need deeper connection, self-care, and vulnerable, purposeful conversations. This fosters trust, boosting creativity, experimentation, engagement, and the ability to envision new paths forward.

Writing from our home offices in Melbourne, Australia, under stage 4 COVID-19 restrictions, we recognise our homes now serve multiple roles. With open hearts and minds, we ask: What is needed from leaders at this time?