Chris Harrison

Sometimes it starts with good intentions. A leader wants to motivate someone. Or quietly line up a successor. Or smooth over a broken structure without alerting others. So they reach for the easiest tool at hand: the job title. Suddenly, someone becomes a “Senior Manager” even though their responsibilities are no more senior than those… Continue reading The Job Title Trap

Older generations often complain that Gen Z is hard to manage. They’re too outspoken. Too sensitive. Too easily offended. Or not committed enough. But what if those labels miss the point entirely? What makes Gen Z truly different is not their fashion, their screen time, or their TikTok fluency. It’s the fact that they’ve entered… Continue reading The Fearless Ones

In the world of professional development, mentoring is a sacred cow. We picture the seasoned executive taking a junior colleague under their wing, sharing decades of wisdom over coffee. It’s a valuable tradition, built on the assumption that knowledge flows downhill from the top of the org chart. But in an age of relentless disruption,… Continue reading Flip the Script

For years, we were told that what gets measured gets managed. And so we measured everything. From sales targets to customer satisfaction, call times to click-throughs, we created a culture of metrics. Performance reviews became spreadsheets. Dashboards replaced dialogue. And in too many workplaces, the soul quietly left the building. It’s not that numbers are… Continue reading Soulless Numbers

We live in the age of the meme. Communication is often reduced to a slogan, a swipe, or a sentence. Social media has trained us to value quick hits over considered arguments, and to mistake repetition for influence. In this environment, the art of persuasion – once essential to leadership and culture change – is… Continue reading Prioritise Persuasion

Recognition is one of the most powerful forces in the workplace – and one of the most undervalued. When someone sees your effort, acknowledges your input, or thanks you for going the extra mile, it does more than boost morale. It creates a sense of belonging. In cultures where people regularly recognise one another’s contributions… Continue reading Recognition Rate

Most people in business are familiar with meetings. But let’s be specific: they’re familiar with reporting meetings – those calendar fillers where the aim is survival. These sessions tend to follow a predictable pattern: updates are polished to deflect criticism, problems are presented without clear ownership, and successes are occasionally claimed by the person with… Continue reading Meeting Resistance

We’ve all heard the advice: “Fake it ‘til you make it.” Say it with enough confidence, and it sounds almost empowering. It’s a useful push to keep going despite feelings of self-doubt and anxiety. But not far behind those words lies a quieter voice that whispers, “You don’t belong here.” That voice belongs to Imposter… Continue reading Fake or Imposter

Workplaces love a good shortcut. Roles, departments, and reporting lines help to make sense of who does what. But there’s a different kind of shortcut that quietly works against inclusion: stereotypes. These sticky labels flatten people into one-dimensional characters and distort how we relate at work. As a coach in organisational culture change, I see… Continue reading Sticky Stereotypes

There’s always one. The late arrival with their mic on, crashing into the call mid-sentence while asking, “Can you hear me?” The person eating cereal on camera, or the mystery participant whose name is “iPad (3)” and hasn’t said a word in 45 minutes. The well-meaning multitasker, nodding earnestly while typing furiously on another screen.… Continue reading Zoom Doom