This session explored Leadership Shadows and Cultural Webs with Kathie Knell, MBE — a powerful session on the unseen influence leaders have on organisational culture.
Together, we reflected on how what leaders say, do, measure, and prioritise becomes a blueprint for behaviour. Kathie challenged us to look through a gendered lens, embrace human-centred leadership, and acknowledge that everyone shapes the culture.
From Johnson & Scholes’ Cultural Web to the British Army’s Mission Command philosophy, we saw how rituals, symbols, and routines can either entrench or shift a culture. A reminder that change starts with us.
Month: May 2025
Courage is contagious
In this inspiring and thought-provoking session, leadership expert Rick Cooper explored the idea that courage isn’t just an individual trait — it’s a behaviour that spreads.
Drawing on real-life examples and powerful storytelling, Rick challenged us to rethink what courage looks like in everyday leadership. It’s not always bold or dramatic — sometimes, it’s the quiet choice to speak up, to stand beside someone, or to do what’s right even when it’s uncomfortable.
Key themes from the session included:
- How small acts of courage can create a ripple effect across teams and cultures
- Why courageous leadership is key to building trust, inclusion and psychological safety
- The role of vulnerability and authenticity in inspiring others to be brave
- Practical ways to foster courage in ourselves and others — even when the stakes feel high
Rick reminded us that when one person leads with courage, it gives others permission to do the same. The session left many feeling energised and empowered to lead with more intention, heart, and boldness.
Expert Panel: Psychological Safety
Unlocking creativity isn’t just about having great ideas — it starts with creating the conditions where people feel safe to share them. In this insightful panel session, we explored the powerful role of psychological safety in building high-performing, innovative teams.
Our expert speakers, Amandeep Hothi and Bep Dhaliwal, shared real-world insights on what it takes to foster an environment where individuals feel confident to speak up, take risks, challenge the status quo, and admit mistakes — without fear of judgement or consequence.
Key takeaways from the session included:
- Why psychological safety is a prerequisite for innovation and meaningful collaboration
- How leaders can model openness and vulnerability to build trust
- Practical ways to encourage inclusive conversations and invite diverse perspectives
- The ripple effect of psychological safety on team morale, problem-solving and performance
The session left attendees with a renewed sense of responsibility — and possibility — in shaping cultures where everyone can contribute, grow, and thrive.
Leadership Fitness – Practical strategies to develop Human Centered Leaders
Great leaders, like great athletes, don’t rely on talent alone – they train. In our first session of 2025, our CEO Samantha Caine, explored the concept of Leadership Fitness and the mindsets and habits that help leaders stay effective, energised and adaptable. Samantha shared practical tools and used group dicussions to consider:
Are we playing to our leadership strengths to inspire trust and deliver results?
How flexible are we when the game changes – new teams, shifting priorities, tough challenges?
Can we juggle demands without losing focus or momentum?
This session sparked thoughtful conversations around self-awareness, intentional habits and the need to build in recovery as well as action. It reminded us that leadership isn’t just about leading others – it’s also about leading ourselves well.
Leading Change in Turbulent Times: Why Leadership Development is Your Most Strategic Investment
Organisations that lead change effectively achieve 264% higher revenue growth. Discover why leadership development is the key to thriving in uncertainty.
According to Flair’s November 2024 report, organisations that excel at managing change experience a staggering 264% increase in revenue growth compared to those that don’t. In an economic climate defined by volatility, shifting workforce expectations, and rapid innovation, this isn’t just a nice-to-know statistic—it’s a wake-up call.
Change is no longer an event. It’s the environment we operate in. And yet, many organisations continue to underestimate one of the most powerful levers for navigating that environment: leadership capability.
Why Leadership is the Deciding Factor in Change Success
When change initiatives fail—and many do—it’s rarely because of strategy or systems. It’s because people don’t buy in, adapt or sustain the behaviours needed to make change stick. And this almost always comes back to leadership.
Great leaders don’t just manage change. They lead through it. They act as translators of strategy, stewards of culture, and catalysts for action. They help people make sense of uncertainty, stay focused on what matters, and find resilience in the face of challenge.
Yet, far too many managers and leaders are promoted without ever being equipped to lead in these moments.
The Cost of Under-Prepared Leaders
Poorly led change leads to:
- Employee resistance and disengagement
- Confused priorities and wasted resources
- Declining productivity and morale
- Lost customers and missed growth opportunities
In contrast, organisations that invest in developing change-capable leaders see better alignment, faster adoption, and a measurable impact on performance—financial and otherwise.
What Change-Capable Leadership Looks Like
So, what do the best leaders do differently during times of change?
They combine clarity with compassion.
They communicate transparently—even when the message is tough.
They influence rather than impose, coach rather than command.
They stay adaptable, role model resilience, and create psychologically safe environments where people feel supported to try, fail, and learn.
These are not traits people are born with—they’re skills that can be developed through focused, practical learning programmes tailored to real-world challenges.
Building Leadership Muscle for a Changing World
At Business Linked Teams, we partner with global organisations to develop leaders who can thrive in complexity and uncertainty. Our programmes focus on human-centred leadership, emotional intelligence, influencing skills, resilience, and the practical tools required to lead successful, sustainable change.
We help organisations move from managing change at people to leading change with people.
If your business is facing transformation, growth, restructuring—or simply wants to future-proof its leadership pipeline—investing in your managers and leaders isn’t a luxury. It’s a commercial imperative.
Ready to Build Change-Ready Leaders?
Explore how we help organisations like yours develop confident, resilient leaders who drive real results in turbulent times. https://businesslinkedteams.com/leadership-development/
How to Lead Through Crisis: Skills Every Manager Needs Now
Discover the 10 leadership skills managers need to guide teams through change, challenge and uncertainty with confidence and empathy.
In today’s fast-moving and unpredictable business landscape, managers are tasked with guiding their teams through periods of uncertainty, disruption, and change. To lead effectively in such conditions, they need to cultivate a set of core skills that enable them to support, inspire, and influence others with clarity and confidence. Here are ten critical capabilities every manager should focus on:
1. Emotional Intelligence
Emotional intelligence (EQ) is the ability to recognise, understand, and manage your own emotions while also being attuned to the emotions of others. Managers with strong EQ can build trust, navigate conflict, and lead with empathy. Drawing on Daniel Goleman’s model, EQ includes self-awareness, self-regulation, social awareness, and relationship management—each of which becomes vital in times of pressure or uncertainty.
2. Clear and Confident Communication
During times of change, clear communication becomes even more important. Managers must be able to articulate vision, direction, and feedback in ways that are relatable and reassuring. Storytelling can be a powerful technique here, making complex messages more human and memorable. Just as important is active listening—ensuring people feel heard, respected, and involved.
3. Influencing Without Authority
Influence is not about control—it’s about creating genuine buy-in. Managers can draw on principles such as reciprocity, credibility, and alignment to persuade others and mobilise teams. These skills are especially useful when working across functions or without formal authority, helping drive change through collaboration rather than compliance.
4. Handling Difficult Conversations
Tough conversations are inevitable—especially during change or challenge. Effective managers approach them with empathy, preparation, and clarity. By listening to concerns, creating a respectful tone, and working towards shared solutions, these conversations can strengthen relationships rather than strain them.
5. Building and Maintaining Trust
Trust is the bedrock of high-performing teams. Managers build trust through consistency, openness, and integrity. That means doing what you say you’ll do, being honest even when the message is hard, and genuinely looking out for your team’s wellbeing. In difficult times, trust becomes the glue that holds teams together.
6. Adaptability
Resilient managers embrace change as a constant. They stay flexible, remain open to new approaches, and help others reframe setbacks as opportunities to grow. By modelling adaptability, they encourage teams to be agile, creative, and solutions-focused—even in uncertain conditions.
7. Empathy in Action
Empathy allows managers to see the world through others’ eyes. In periods of stress or change, showing understanding and compassion can go a long way in maintaining morale and motivation. Small actions—like checking in, acknowledging emotions, or adjusting expectations—can have a big impact.
8. Coaching and Mentoring
Today’s managers are expected not just to direct, but to develop. Coaching conversations help individuals unlock their potential, while mentoring provides guidance and perspective. By investing in their people, managers build stronger teams and foster a culture of continuous learning and growth.
9. Creating Psychological Safety
When people feel safe to speak up, share concerns, or admit mistakes without fear of blame, innovation and problem-solving thrive. Managers play a key role in setting this tone—welcoming diverse viewpoints, encouraging curiosity, and addressing issues constructively.
10. Strategic Thinking
Finally, managers must maintain a clear view of the bigger picture. They need to align team efforts with organisational priorities, set meaningful goals, and help their teams understand the “why” behind their work. Strategic clarity provides stability when everything else feels uncertain.
Final Thoughts
Leading in tough times isn’t easy—but it is a defining opportunity. Managers who focus on these skills will be better equipped to support their teams, sustain performance, and help their organisations emerge stronger. Human-centred leadership, built on trust, empathy, and adaptability, is more essential than ever.
Want to continue the conversation?
Which of these skills are you focusing on right now? Contact us and let us know or share this with a manager who might find it helpful.
Project Managers as Profit Drivers. What to Prioritise
Projects today are more complex than ever, often involving multiple stakeholders, cross-functional teams, and global collaboration. This complexity demands project managers who can navigate diverse perspectives, manage conflicts, and align everyone towards shared goals. Effective communication is no longer just a desirable skill — it is fundamental to project success.
Investing in the development of project managers has a significant knock-on effect on profitability. Research shows that companies with dedicated project managers improve their project success rates by 33%. In industries like IT, where projects typically overrun budgets by 27%, skilled project managers can make the difference between success and costly failure.
Stronger communication, clearer planning, and better team management are directly linked to cost savings, improved outcomes, and higher profitability. Ultimately, once a project is in the hands of a project manager, they are responsible for ensuring it comes in on budget. This financial accountability is crucial for maintaining profitability and delivering value to the organization.
To meet the demands of today’s environment and maximise their impact, project managers should focus their development on the following areas:
Master Clear and Impactful Communication
Project managers must be able to explain complex ideas in a way that is simple, engaging, and actionable. This means developing strong verbal, written, and visual communication skills — from writing crisp updates to facilitating productive meetings that drive decisions forward.
Build Emotional Intelligence and Empathy
Understanding and managing both your own emotions and those of others is critical. Project managers should focus on active listening, recognising different perspectives, and creating a positive environment where people feel heard, valued, and motivated to collaborate.
Strengthen Conflict Resolution and Negotiation Skills
Conflict is inevitable on complex projects. Project managers need the confidence and techniques to address disagreements early, mediate between differing interests, and negotiate solutions that keep the project moving forward without damaging relationships. In larger organizations with bigger projects, project managers also need commercial and sales skills. They must be adept at negotiating when things go wrong, communicating the value of a particular path or solution, and handling objections effectively.
Develop Strategic Thinking and Decision-Making
Beyond delivering tasks, project managers must see the bigger picture — how the project aligns with organisational goals, how risks can be anticipated, and how decisions impact both the immediate team and the wider business. Strengthening critical thinking and judgment is vital for long-term success.
Enhance Stakeholder and Relationship Management
Successful projects are built on trust and collaboration. Project managers should invest time in mapping stakeholders, understanding their needs, proactively managing expectations, and building strong, credible relationships that can withstand the inevitable pressures and challenges of project delivery.
Conclusion
Project management in 2025 is about far more than schedules and task lists — it is about communication, leadership, and strategic influence. Organisations that invest in developing these core skills in their project managers will not only see more successful projects but will also benefit from improved profitability, resilience, and growth.