Most psychological safety programs don't work — not because they're poorly designed, but because they're working at the wrong level. Safety is a relational and embodied condition, not a skill. This post explores what actually creates it.

Most leadership development treats leaders as minds on sticks. Embodied leadership takes a different starting point: that how a leader inhabits their body shapes culture more powerfully than anything they say. Here's what that means in practice.

Most organisations have tried to change their culture. Many have tried several times. The programs weren't wrong — but they were working at the surface of something that runs much deeper. This post is about what that deeper level is, and what it takes to reach it.

Something is running dry in the impact sector. Not ambition. Not commitment. Something older — the inner ground from which sustainable work actually grows. This article weaves wellbeing research, Jungian psychology, and the thinking of Macy, Whyte, Scharmer, and Yalom into an argument for why therapeutic group work may be the most important investment a changemaker can make.

Here we are, approaching the end of 2024. I’ve heard from my elders that although they’ve lived through many precarious moments in history, right now feels to be the most disorganised, uncertain, and scary time to be alive. There are many important reasons for feeling this which I will not list here, but I would like to focus on one area which seems particularly alive for me now: Conflict.

The Inner Development Goals (IDGs) represent a transformative approach to personal and societal growth, emphasizing the critical role of inner development in achieving sustainable global progress.