Q1 2026 didn't feel like a normal quarter. AI adoption accelerated. Org structures flattened. New terms entered the workplace like "workslop", "burn-on" and "coffee-badging". Underneath all of this sits the same pattern: organizations making big moves without a plan behind them. The Flattening of Middle Management Gartner's 2024 predictions report estimated that by the end of 2026, 20% of organizations will use #AI to flatten their structures and cut more than half of their m

Early in my career, in my very first role as in-house recruiter, my manager (HRD) gave me a piece of advice I did not question for a long time: always overstate your #hiring timelines when you open a new role. Give yourself more room than you think you need. She was right, in a sense, and it worked because hiring managers stopped chasing me so aggressively (and I saved myself from a #burnout). The problem I did not see at the time: I had just learned to negotiate, not collabo

The word "micromanager" has almost lost its meaning from overuse. Before it became the ultimate workplace insult, it described a hands-on management style, and in the right context, that style is not wrong. Situational Leadership by Hersey and Blanchard makes exactly this point: effective leadership adapts to who is in front of you. For instance, a junior employee often benefits from close guidance. The problem is when it becomes the default, regardless of experience or what

Over 45,000 tech roles have been cut globally this year. ASML and Ericsson alone account for nearly 3,600 in the #Netherlands and Sweden. Manager engagement has dropped sharply, particularly among leaders under 35. 55% of managers expect further reductions before the year is out. But what about the people that stay after the layoffs? Survivor syndrome Survivor syndrome is a well-documented phenomenon in organizational psychology, first framed by David Noer in the 1990s. When

A manager used the sandwich method. His direct report walked out of the review visibly upset. They were both operating from completely different assumptions about what feedback looks like. Here is how to make sure yours actually translates in international teams.

I was scrolling past yet another "here is how to prepare for #job #interviews article" hoping it would say something new. Of course it did the usual: polish your story, practice your examples, and yes, manage your appearance. And that got me thinking, in 2026, with all the talk about #skills-based hiring and remote #work, how much does "looking the part" still run the show? So I fell into the rabbit hole of lookism. What the Duck Is Lookism? Lookism is bias or discrimination

I have always disliked the word "weaknesses" in interview questions, feedback forms, and performance reviews. In my coaching work, I encourage people to discover and play from their strengths. That said, there is an uncomfortable truth we often skip. Every strength can become a pitfall if it is overused or left unmanaged. And that pitfall usually forms quietly. Strengths keep you contently in your comfort zone. You are good at something, so you keep doing it. Again and again.

January did not arrive gently! The world is loud, heavy, and relentless, and most teams are walking into 2026 with a low-grade sense of doom. So here is a slightly rebellious leadership idea: why not try to make work more fun? Not childish and definitely not forced. Not "everyone smile, we have pizza." Fun as a deliberate design choice that makes #work lighter, clearer, and more enjoyable. When Was the Last Time You Had Fun at Work? I'm not talking about the occasional team o

As the year wraps up and feeds start filling with retrospectives and predictions, I wanted to focus on hope. This is the first of a two-part post focused on positive news from the world of #work and #leadership. It's about amazing things from 2025 that you may have missed but are worth ending the year with, and it's a great reminder that, despite the noise, some things did move in the right direction. Shorter Workweeks Are Proving They Can Work One of the largest multi-countr

For the first time, five generations overlap in the workforce, and this mix is only getting bigger and more complex. The older workforce has nearly quadrupled since the mid-80s and, with the retirement age consistently going up in most countries, people are staying employed for much longer. At the same time, Gen Z has already been entering the job market and will account for 30% of the workforce by 2030. Congratulations! You now lead the widest age spread in modern history. �

Conflict has a bad rep but it's not actually a bad thing. In fact, when managed well, it’s one of the clearest signs of a high-performing #team. But, that only holds true when leaders handle it with care and structure. The first step in managing #conflict is to recognize it Conflict escalates in predictable stages - from mild tension to open confrontation. Knowing when and how to step in makes a big difference in the outcome. Have a look at the below presentation to see how t

If you're a fractional/ interim/ consultant leader - or thinking of becoming one, then this is for you. Interim leadership role usually look like this: You’re brought in to make an impact fast, but the clock starts ticking the moment you arrive. The unspoken expectation is “deliver transformation, but don’t break anything.” That creates a strange tension: you must move decisively without the benefit of long-term trust or deep organizational context. The four biggest challenge

No leader enters a role hoping to fire people. Yet at some point, every leader faces it. Sometimes because #performance is not improving or because the business changes and budgets shrink. Either way, involuntary exits test not only your leadership skills but also your integrity. This is part 2 of a two-part series. Check out last week's post for part 1 on voluntary exits. Performance based exits ✔️Step 1: Understand the legal background Performance management must sit on a s

Few things test a leader more than watching a valued team member walk out the door. This is part 1 of a two-part series - today we focus on voluntary exits (i.e. a team member hands you their notice). Next week we’ll tackle the equally challenging involuntary exits. 🔎Spot the early signs No leader can control someone else’s #career choices, but, you can tune into the signals that someone might be considering a #change: Drop in engagement or curiosity Reduced participation in

Most people only think about personal branding when they’re job hunting or promoting a business. But your brand is bigger than that. I'm sure you’ve heard the classic line: a brand is what people say about you when you’re not in the room. In other words, your reputation. Philosopher Gloria Origgi even calls reputation a form of currency. And like any currency, you either manage it wisely or let it lose value. Regardless of how important your reputation is as a leader, I'm de

Every #hiring decision feels urgent. Which is why many leaders skip the first, most important question: Where should I look? Inside the...

Disclaimer: the purpose of this post is NOT to stress you out but to prepare you. You can keep reading, it's safe (and optimistic!) For...

By now, you’re probably sick of reading about AI. I am too. Most of the content about AI is either written by AI or written by someone trying to convince you it’s the second coming of electricity. Revolutionary as it is, I want to explore a slightly different angle and something far more personal: the moral choices leaders face when deciding where AI belongs in their day-to-day #work. AI is great at certain things. Summarizing a meeting transcript so you can focus on listenin

It’s August, and while many companies are in a quiet #hiring lull, this is a perfect time to play offense on retention. We spent last...

As I head off for a summer break, I'm taking a moment to reflect on a year in leadership that has been as rewarding as it has been challenging. It’s been a year of guiding teams, offering solutions, and being the steady presence everyone can count on. But in moments of quiet honesty, I'll admit there were times when my energy was completely gone. It's tempting to see this as a failure but, in reality, I was just feeling the emotional toll of constantly wearing the "leader mas