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In executive coaching, hesitation is rarely about capability. It is about clarity. Specifically, clarity around what you stand on when pressure rises. Why Three Values? In my work with executive leaders, we always identify three differentiating values. Not ten.Not a long list.Three. Three is stabilising. A triangle is one of the strongest structural shapes in nature and engineering. It distributes pressure evenly and prevents wobble. Leadership works the same way. When leader

With Lewis Howes and Aaron Sansoni at the Greatness in Business event, Sydney. If someone has told you that generosity and appreciation are nice-to-haves, not strategy, they've got it backwards. The leaders who get the hard results, the retention, the extra that people only give when they genuinely want to, the teams that actually want to be there, are almost always the ones who make their people feel seen. I was reminded of that this week, from an unexpected place. I went in

Three values.That’s the magic number when it comes to defining who you are as a leader and what you stand for. We help leaders uncover their three differentiating values - not five, not one. Because three is where clarity meets consistency. These values are the foundation of your leadership legacy: the non-negotiables that guide how you lead, decide, and show up when things get tough. The Power of Three Nature and neuroscience both prove that three is powerful. In nature: eco

Most senior leaders who come to me are asking some version of the same question. "Why aren't my team performing the way they should?" The direction is clear. The people are capable. What they're doing feels right. And still, execution keeps slipping. Here's what I've seen across 2,000+ leaders in 15+ industries over the last 20 years. It's almost never a strategy problem. It's almost never a people problem. It's a values problem. And then it becomes a guardrails problem. Most

Trust, honesty and integrity are essential to leadership, but they won’t set you apart, because every credible leader already has them. They’re the baseline, not the difference. The values that distinguish you are the two or three that genuinely drive how you decide and behave under pressure. Most leaders have never named them. When I ask senior leaders what they stand for, I hear the same handful of words. Trust. Honesty. Integrity. Respect. They’re good answers. They’re als

The fastest way to build trust in a team is to do it deliberately, before any of the real work starts. Most teams never do. They move straight to the agenda and hope trust forms somewhere along the way. It rarely does. I learned this watching capable teams underperform for reasons that had nothing to do with capability. A senior leader told me recently that his team of brilliant individuals couldn’t seem to operate brilliantly as a team. He’d run offsites. He’d tried profilin

The easiest way to build instant trust, connection and alignment in your team. My secret weapon for breaking down walls, opening trust, and setting the tone for meaningful collaboration.

As Leaders are we aiming to be nice.... or Kind? Niceness and kindness often get confused, but they leave very different legacies. Niceness is about being agreeable. It smooths things over, avoids conflict, and prioritises short-term comfort. People may like you, but they may not grow under you. Kindness is deeper. It’s about care, honesty, and long-term respect. A kind leader gives feedback even when it’s uncomfortable, sets boundaries when needed, and challenges people beca