Author name: KDG Team

It’s easy to see leadership as a position of power and prestige. While that may be true, the other side of the coin tells different stories. These stories are those I hear from leaders who express their vulnerabilities behind closed doors whether in coaching sessions or in meetings where we design customized programs for their

People don’t leave companies. They leave invisibility. I know I have… At least a couple of times on different teams. I hear the same stories from clients I’ve coached. They tell me of their pain and struggle, feeling like they’re not enough. Their efforts are unnoticed, and their mistakes magnified. I’ve also heard and experienced

As I was chatting with an HR friend who had just joined a new company, she shared how challenging her work is because she needs to drive culture change. I laughed and answered, “That’s why they hired you!” And we continued our conversation talking about training programs they’ve been doing that didn’t seem to make

I recently shared that oftentimes, organizations overlook, if not set aside, leadership development initiatives. And this could be a big mistake. Gallup’s global research shows that employees are looking not just for a clear vision of the future, but more importantly, would like to understand what role they play in it. Leaders greatly impact employee

I hear a lot of leaders claim that their teams are empowered. Yet when I meet employees, I hear stories of micro-managing and doing things all because the boss says so. I also overhear conversations in the elevator about how they feel so restricted and unhappy. (I even heard one attending a phone interview in

So you invested a huge chunk of your training budget for coaching skills training for your leaders, but why aren’t they coaching? Why are they back to their old directive ways after a month of completing their coaching programs? I’ve been a facilitator in coaching skills training programs for leaders in various industries for the

Delayed submissions. Not speaking up. Mediocre performance and output. Bullying. Discrimination. What happens when a leader allows these behaviors in the workplace? It spreads. Like wildfire. “But she’s doing it, so it means, it’s okay.” “The boss saw it and didn’t say anything.” Whatever leaders permit, they promote. It’s as simple as that. So if

Your presence speaks louder than your strategy. That’s a bold statement to make, don’t you think? I believe this is true, especially in our digital and fast-paced world where hybrid fatigue and transactional relationships are on the rise. People want leaders who not just know what to do, but more importantly are able to communicate