After more years of working with organisations through change than we care to count, we've noticed something. The strategy is rarely the problem. The plan is often solid. The intentions are good. What gets in the way, almost every time, is the human side – the bit that most change programmes underinvest in or skip past altogether.   Over the years we've distilled what we've learned – from battle scars as much as successes – into a set of overriding principles for making chang

Why 2026 feels different – and what to do about it. Something has shifted this year. You can feel it in meetings – a sharper edge to conversations, a restlessness that wasn’t there before. Decisions that used to queue politely are arriving all at once. People who are usually measured seem more reactive. The pace of change, already fast, has accelerated again. You’re not imagining it. And it’s not just your organisation. In Chinese zodiac tradition, 2026 is a Fire Horse year.

Building on our Trust theme, the key to this is Psychological Safety.

Key to all healthy organisations, teams and relationships is trust. There are ways to build trust and ways to destroy it.

Simon Sinek has a very simple but powerful model for leaders to inspire co-operation, trust and change, which starts with a golden circle an

Watch Emma Watson’s stirring speech about working to secure real progress towards a gender-equal world.