Giving fatigued or burnt out staff resilience workshops is like trying to teach a drowning person how to swim and expecting it to work - and for them to be grateful.

Let me explain...

What happens when you feel psychologically safe at work?What happens when you don’t?

Take a few minutes to think about that. What changes, about how you think, what you say and how you behave?

Here’s why understanding psychological safety as a leader matters…

A fast exit feels like a statement about how little they matter to the organisation. It's unsettling - and not just to the person leaving, but to the team that remains. Because if that person doesn't matter in this very vulnerable moment, then what does that mean for them?

Here's how you can inject some psychological safety thinking into your approach to do exits a little differently...

Trust can transform our relationship with our self, with the people we live and work with and even with the organisations and systems we work within. It has the power to connect people, to increase capacity and to foster collective wisdom and competitive edge. At best, its absence can cause artificial harmony and at worst, dysfunction or outright destruction.

So if trust is so vital to our relationships, why isn’t it prioritised more? And why haven’t we mastered it already?

The media is awash with studies and articles about the pro's and con's of 'returning' vs. remaining remote. The truth is, it's all academic.

You only need to ask yourself one question.

Can you imagine being in a serious relationship where there is ZERO trust? No. Nor can I. And yet every day millions of people are turning up to work in jobs where they don't trust their leaders, or their team members.

Why does that matter to you as a leader? Because as a leader, you're working in partnership - with the team you're a part of (your peers) and with the team you lead (your direct reports). The relationships you have with BOTH teams are critical to your success as a leader.