Vertical Leadership Development requires careful scaffolding to facilitate the personal journey of change that each leader will undertake.
Vertical development is not a universal solution to every development need. So when is vertical development actually right – for an individual, and for the organisation around them?
Nicki is an ‘ordinary’ women who completed an extraordinary challenge. What’s your ocean row?
Vertical development develops the whole of the rich and complex individual, and frees them up to be the leader they already are.
Vertical development develops a leader’s psychological flexibility, allowing them to dive deeper into who they are, and how they think and act as leaders.
Vertical development is about developing deeper, more comprehensive and complex ways of making sense of and operating in the world.
Belonging is both a feeling and an action, a practice. It’s about being seen, heard, known, and valued. It is a collective responsibility
Belonging is a complex concept that has the potential to make a real difference in the world of work. But what does belonging at work mean?
As hybrid work reshapes organisations and political headwinds challenge traditional DEI initiatives, the concept of belonging is rising to the forefront of people strategies. But why is it so difficult to create belonging at work?
The changing context of DEI is challenging HR and DEIB leaders to focus on the fundamental principle of inclusion.
