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Attitude defines the architecture of collaboration, determining whether skill translates into cohesion or fragmentation. You hear it more often now:  attitude matters more than skill when it comes to hiring, because skills can be taught. I agree fully — and yet, " attitude" as a term is a wide stretch. .  :) The real question extends beyond hiring: how do those attitudes shape the climate people enter once they’re hired?  Skills determine performance; attitudes determine whet

Dopamine is more than a “feel-good” molecule. It is the neurochemical foundation of motivation, anticipation, and reward-driven behavior — the invisible architecture behind focus, creativity, and follow-through.

Our words travel faster than ever — yet understanding keeps falling behind. “When Connection Loses Its Body” looks at why tone vanishes online, how our inner narrator distorts meaning, and how to rebuild warmth, clarity, and trust in digital spaces.

rship rarely functions in absolutes. The relationship between autonomy and control operates along a dynamic continuum—closer to a finely tuned fader than a fixed switch. In practice, this calibration determines whether empowerment translates into performance or devolves into chaos. Adaptive leaders understand that autonomy without containment breeds misalignment, while control without trust suffocates initiative.

From the Drama Triangle to the Empowerment Triangle—what it is, why it hides in plain sight, and how to change it Why this keeps showing...

The psychology of friendship as a blueprint for trust at work. Why It Matters Human connection is one of the strongest predictors of...

Skills can be taught — capability and motivation drive sustainable leadership. If you’ve ever managed a team, you’ve probably used (or at...

Pretty Privilege in Leadership: Evidence, Bias Design & Correctives/ If you don’t think appearance matters, look closer. It shapes who gets hired, promoted, or trusted—often without anyone realizing it. 

Wait a second—EQ or GQ?  EQ has been hyped so much in leadership circles it could almost have its own glossy magazine. Picture it: EQ Quarterly—leaders posing in power stances with headlines like “10 Ways to Master Your Team’s Feelings Before Breakfast.” Fun to imagine.

Your partner, arms crossed, smile a little too tight:“I' m fine! Have fun on the trip with your friends. Don't worry about me” Internally every sensor lights up “ABORT MISSION. Do not proceed. Do not have fun." The words say one thing, but the tone, the timing, or the body language communicates another. The point is not whether you should stay home or go out (with that friction). The point is that something beneath the surface is calling for attention.

Many leaders agree that trust is fundamental to effective leadership, yet its practical application often oscillates between extremes: over-control that constrains autonomy or unstructured freedom that fuels ambiguity. Both patterns generate risk—either stifling innovation or amplifying stress. The alternative is boundaried trust: a leadership stance that combines confidence in people’s capabilities with clearly defined expectations, decision parameters, and accountabili

Understanding how mind, body, and energetic activation interact under stress is more than theory — it is the foundation of healthy relationships, effective leadership, and sustainable performance. Why It Matters In moments of stress, conflict, or high stakes, we don’t just think — we react. A small comment may feel like rejection, a tight deadline may feel like threat. These responses are not signs of weakness but the natural outcome ...

If you ask people what makes a relationship last, they often answer with trust, love, or communication. These are important—but research shows that one factor outweighs them all: emotional regulation . Credit to Declan Sun via Unsplash Emotional Regulation: The Core Predictor Studies across decades confirm that the ability to regulate emotions—not the absence of conflict—is the strongest predictor of relational health. Psychologist John Gottman  found that couples who endure

We all carry moments that shaped how safe, valued, or dismissed we felt. These aren’t just memories — they are emotional imprints: subtle, emotionally charged interactions that leave a trace in our nervous system and memory. A passing comment, a gesture of recognition, or a moment of exclusion can echo for years, influencing how we show up, trust, and engage at work.

From untapped potential to measurable business advantage—why neuroinclusive leadership is the next competitive edge. Framing the...

This table presents an evidence-based summary of common migraine triggers, including physiological, environmental, and lifestyle factors. Each trigger is accompanied by a brief description and representative peer-reviewed or clinical sources.

If the human cognitive landscape has a dominant language, then neurodivergent ways of thinking are its dialects—distinct, precise, and essential to the full conversation, each with its own structure, rhythm, and nuance.

Why Leadership Growth Cannot Be Left to Chance Leadership capacity is one of the most valuable assets in any organization — yet it is often left to develop haphazardly. Many companies are diligent about identifying high-potential individuals and promoting them into leadership roles. While this is an essential first step, the real challenge lies in ensuring those leaders — both new and established — are equipped to succeed, sustain performance, and inspire others.

What if autism and ADHD weren’t seen as problems to fix, but as ways of being in the world—with their own rhythm and timing? This blog explores takiwātanga, a Māori concept that reframes neurodivergence through dignity, cultural connection, and spacious leadership. Learn how this term can reshape how we lead, support, and speak about difference—at work, in community, and beyond.

I Think I Cracked the Code – At Least for Me. I’ve always been a huge fan of personality analysis tools. My all-time favorite is still Structogram—but of course, I’ve explored MBTI, DISC, and the like. What I’ve come to realize is this: all these models are useful, but none of them are complete. The core idea is this: we carry traits from all categories—in different strengths, combinations, and expressions. These tools don’t give you a fixed label. They reveal tendenc