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.

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.

Delivering rejection news with kindness, respect, honesty, and constructive feedback creates impact and lasting relationships.

Successful executive search goes beyond matching skills to requirements - it's about finding the "spark" of genuine enthusiasm.

Successful family business succession requires leaders who understand "the company's soul", not just business metrics.

Even while women's C-suite representation has grown significantly, meaningful progress requires more intentional action.

Great leadership selection requires looking beyond perfect CVs to assess personality and long-term impact rather than just track records.

Successful CEO succession depends on having honest, uncomfortable conversations early - the human element matters as much as process.