There’s a common misconception in the workplace that kindness means avoiding difficult conversations. But true kindness isn’t about shielding people from their shortcomings; it’s about helping them grow. As leaders, it’s crucial to remember that explaining to someone they aren’t meeting expectations isn’t harsh—it’s one of the most caring things you can do. This principle is central to leadership coaching and the concept of “radical candor,” which combines empathy with honest, constructive feedback.

As an HR professional and coach, I firmly believe in the capacity of people to grow, learn, and improve both personally and professionally. In my experience, motivation and self-awareness are the key drivers of transformation. When someone tells me, "I am who I am, and I can’t change," I like to challenge them with a simple question: Are you the same person you were five years ago? More often than not, they acknowledge that they’ve changed. And for those who insist they haven’t, I ask a follow-up: What have you learned in the past five years?—the answer is rarely “nothing.

The undeniable impact of trust on success prompts us to explore how to build, nurture, and fortify it within our organizations. Here, we will build upon the valuable contributions of Frances Frei, Simon Sinek, and Patrick Lencioni.

Where Senior Leaders Can Better Support Middle Managers, with Emily Field

Emotional agility for leaders

Encouraging respect in your company will increase its performance

Coaching to support continuous learning

Why recruiting coachable persons is a must?

Curiosity the most important ingredient for a continuous learning culture.

Active Learning features