Over the years, there’s a conversation I’ve had more than once with senior leaders who are, by any reasonable measure, decent people. Something has happened in their team - a complaint, a difficult HR conversation, an atmosphere that’s shifted - and they’re genuinely confused. Because from where they were standing, the situation was a storm in a teacup. Ultimately, it was ‘just banter’. That confusion is worth taking seriously. Not because they’re right, necessarily, but beca

According to recent workplace trends highlighted by Forbes, emotional regulation is emerging as one of the most important skills for the future of work. As artificial intelligence reshapes industries and automates technical tasks, employers are placing greater value on distinctly human capabilities such as emotional intelligence, resilience, adaptability and advanced communication skills. At first glance, emotional regulation might not sound as exciting as learning the latest

Most people think the challenge in disagreement is knowing what to say. Usually, that’s not the problem. The real challenge is staying connected to the conversation when the outcome matters to you. When the stakes are high, it’s easy to become attached to being right. We stop listening. We start preparing our rebuttal. We focus on defending our position rather than understanding someone else’s. The irony is that the more important the conversation feels, the more valuable gen

Early in my career, I walked into a meeting carrying far more resentment than I realised. At the time, I would probably have described myself as frustrated, if anything. But looking back, resentment is the more accurate word. There had been a few weeks of small things building up. Conversations that felt dismissive. Decisions I didn’t agree with. Feedback I knew was unfair. Nothing dramatic individually, but enough collectively that I’d started mentally rehearsing arguments b

There’s a strange paradox at the heart of giving feedback. Everyone agrees it matters. Almost no one feels comfortable doing it. In most teams I’ve worked with, feedback is either avoided entirely or delivered in a way that makes things worse, not better. It becomes something loaded. Awkward. Even performative. But when it’s done well, feedback is one of the fastest ways to build trust, improve performance, and create a culture where people actually want to do better work. Th

Learn how to handle difficult conversations at work with clarity and confidence. Practical steps to communicate effectively without avoiding or escalating conflict. Most people avoid difficult conversations. They delay them, soften them, or hope the issue resolves itself. In the short term, that can feel easier. In the long term, it usually makes things worse. The reality is that difficult conversations are a normal part of working life. And handled well, they often lead to b

If you think negotiation is about being ‘nice’, ‘fair’, or even ‘logical’, you’re already losing. That might sound harsh - but it’s accurate. As a communication coach, I see it a lot: smart, capable people walking into negotiations armed with facts, hoping the best argument wins. Then they’re blindsided when someone less informed - but more strategic - walks away with the better deal. Let’s fix that. The biggest lie about negotiation It’s often said (and even taught) that neg