Women don't need empowerment; We need a system that does not discriminate against us.

Let's stop advising women to 'be more confident', 'speak up more', or 'negotiate harder." Instead, let's demand that workplaces, policies, and societal structures evolve—because that is where the real issue lies.

Enough with the patronising narratives. It's time to address the real problem.

In 2008, I delivered my first Manager as a Coach training. At the time, coaching in leadership was gaining momentum, and I fully expected that, 17 years later, it would have become the norm. Yet, many organisations still struggle to grasp what it truly means and why it’s a vital skill for managers.

While the appeal of a standardised, easy-to-implement programme is undeniable, the long-term costs—ranging from disengaged employees to a stagnating business—are too great to ignore. Tailoring learning experiences may require more effort upfront, but it is a critical step towards cultivating a vibrant, responsive, and truly developmental workplace.

Delivering a group programme doesn’t mean everyone must learn in the same way. By recognising and embracing the diversity in learning styles, you can create an environment that not only disseminates information effectively but also honours the unique way each person processes and applies that knowledge

The outdated, uniform approach to leadership simply cannot keep pace with the demands of today’s dynamic work environment. The most compelling leaders are those who cultivate self-awareness, align their leadership with their inherent strengths, and inspire their employees to discover and utilise their own. Embracing this modern, flexible model of leadership ultimately creates a more innovative, engaged, and resilient workforce—one that is well-equipped to meet the challenges of the future.

Treating all employees the same might seem equitable on the surface, but it ignores the diverse ways in which people derive motivation and satisfaction. By recognising that different temperaments require different approaches—whether through varied feedback, flexible work arrangements, or personalised career development—managers can foster a culture that not only values diversity but also drives success.

Success is an inherently subjective concept, yet most societies in the West often promote a monolithic view rooted in material wealth, career advancement, and societal recognition.

When I started coaching, fifteen years ago, positive thinking was in full throttle. I cringe when I think about all the positivity clichés I used with clients, friends and family whenever they tried to share a negative thought, feeling or experience. “BUT don’t dwell on things, look at the bright side…” I would jump in trying to recruit them to the relentless focusing on positive thinking.