The traits that make leaders successful are often the same ones that cause problems under pressure.

Grocery internationalization often fails due to structural challenges, leadership and culture.

Progress on women in leadership doesn't happen by itself - it happens when structure, mindset, and visibility all pull in the same direction.

Cosmetics retail combines the discipline of high-volume retail operations with the sensibility of the luxury and beauty world.

When our phones start ringing with "just checking in" calls from the same company, we know the culture is breaking – and the real damage goes far beyond the talent exodus.

When you catch yourself using business jargon and realize it's just the adult version of your kid yelling "6 7."

New CEOs often think the problem is they aren't being tough enough. So they overcompensate - and destroy their effectiveness trying to lead through fear.

The leadership brand you establish in your first 90 days as CEO becomes your permanent reputation, and changing it later is incredibly hard.

The moment you become CEO, people stop telling you the whole truth. Not because they're dishonest, but because power changes every conversation, and you need to work actively to get better information.

Retail is a humbling sector. Getting the leadership profile right is the difference between a successful tenure and an expensive lesson.

Anwering to debate on article and showing how authenticity and honesty about challenges can be a real selling argument for the role, too.

Consulting Partner searches are highly complex and require understanding the whole consulting ecosystem.

Successful executive search partnerships are built on genuine personal connection rather than technical presentations and fee comparisons.

Team moves are like running several executive searches in parallel, and pose specific challenges.

The right approach depends upon where you stand and what you are trying to achieve.

What makes a great Consulting Partner?

CHROs should be real strategic business leaders driving organizational success, not just HR administrators.

Boards need directors with real executive talent expertise and talent acquisition expertise to effectively develop executive talent.

European boards are choosing familiar leadership over diversity.

Boards need directors with real executive talent expertise to drive competitive advantage in today's volatile business environment.