When we're judged for being too emotional, we can react by 'toning down' our expression and question everything about our communication. We become unsure of ourselves and even silence our ideas.

Most leaders and managers do their best to maintain an optimistic mindset and team culture through change, but can find it difficult to create a clear path forward for their people when they don’t have the knowledge or skills to guide them through.

Before communicating with your team member, be very clear on what you want first - the outcome, standard of performance, quality of work. When we haven’t taken the time to get clear, we half-communicate and it leaves people guessing what we want.

Being coach-like in our communication and leadership requires more than a bunch of techniques thrown together. It is a specific mindset and way of being founded in understanding and accepting our own strengths, weaknesses and biases equally.

In my two decades as a coach, I’ve never come across anyone who actively wanted to miss a deadline and let their entire team down, or deliberately omitted important details that created rounds of re-work. - Most people have good intentions.

When trust is broken, it’s natural to recoil, guard up, feel disappointed or even become angry. But when the heat cools, and we reflect, there’s always an opportunity to learn what we could’ve done differently.

Now more than ever we want authentic communication and feedback from our leaders to feel included, empowered and inspired. Likewise, to be a leader we must be able to build trust and connection quickly to assist our people to grow beyond their challenges.

A common mistake I see organisations make is expecting teams to be high performing, without educating leaders in how to grow from being a group of individual experts into a trusting, united team.

With new knowledge and awareness we can give good advice, but without developing our capacity, any advice we give is unlikely to cause and sustain behavioural change.

Under pressure leaders find themselves firing off answers and solutions because it's quicker, and because they don't know why their people keep coming to them with the same problems.

In this short clip from our last Live Breakfast Event for Women in Leadership and Business of 2020, we explore where expectations come from and why we keep working to live up to them.

Leaders are expected to have all the answers, even when they don't. The best answer right now is one that provides certainty, even in the most uncertain circumstances.

When we don't know how to deal with our emotions in a healthy way we can get stuck on the emotional roller coaster. It's exhausting! Here are 3 things that will help you get off the emotional roller coaster and have the impact and influence you want to have.

When it comes to having courageous and difficult conversations, most people either try to control them or avoid them altogether. But it's only because they haven't learned the 3 key steps to make these kind of conversations easy.

There are 3 things you can do to connect better online - one of them is to not take things personally - easier to say than do sometimes. Tune into this video to hear what you can do differently today to improve your online meetings.

Do you feel overwhelmed sometimes? It can happen when we're trying to push through all the things we feel responsible for, when what we actually need in that moment is a little space.

Many of us feel guilty for things we do or don't do - for taking time out for ourselves, for not doing more for others, for working while we think we should be parenting and vice versa.

In uncertain and challenging times our trigger points are closer to the surface, meaning we will react more quickly, more often and also with more charge.