Navigating Workplace Dynamics

Reputations don’t fall apart during press conferences. They fall apart in private conversations with your team. Before the statement. Before the lawyers finalize language. Before the media calls. Crisis exposure starts internally. When pressure rises, executives often shift into control mode. Tighter messaging. Fewer voices. More distance. It feels strategic. But inside the organization, people are listening for something else. Ownership. Clarity. Steadiness. The leaders who protect reputation long term don’t default to defensiveness. They say: “I was wrong.” “What’s your take?” “I trust you.” “We’ll figure this out.” Those words do more than motivate. They lower internal panic. They align legal and communications before tension escalates. They prevent small issues from turning into cultural fractures. External reputation is a reflection of internal leadership. If your language fractures trust behind closed doors, no press strategy will repair it. Leadership under pressure is measured in tone, not talking points. Every leader faces a defining moment. Preparation starts here. Follow for weekly insights on crisis PR and reputation management.

When I co-wrote How Google Works with Jonathan R., we captured the key lessons from our time at Google. One has only grown in importance as AI transforms every industry: the future of your business depends on the quality of your team. 👉 Hiring is the most important thing you do, and everyone should invest in it. The only way for your business to consistently succeed is to attract smart creatives and foster an environment where they can thrive at scale.  AI can automate routine tasks, but it’s the smart creatives who can leverage these tools to invent and innovate. So, what is a smart creative? They’re product-driven thinkers with: 🔹 Deep technical expertise 🔹 Sharp business insight 🔹 Bold creative vision How do you build an environment where smart creatives can thrive at scale? Simple: get out of their way. I often compare managing smart creatives to raising teenagers: you need to trust them and give them freedom to explore and create, stepping in only when things get serious or off track. Micromanagement stifles their potential, but the right balance of support and autonomy unleashes their best work. Smart creatives are everywhere. Here’s how to spot them when hiring: 🔹 They’re endlessly curious and persistent, always asking why and never giving up. 🔹 They have hands-on experience and a proven track record of building and creating. 🔹 They thrive in uncertainty and take smart risks. 🔹 They align deeply with your company’s values and help build a positive culture. 🔹 They care about where they work and what they do because mission and culture matter to them just as much as their role. If you want your company to succeed consistently, your role as a leader is to: ✅ Hire smart creatives ✅ Build an environment where they can thrive ✅ Don’t micromanage them ✅ Encourage them to harness AI In an era defined by exponential change, the aim isn't to replace smart creatives with AI but to amplify their impact. When equipped with the right tools, these team members can help organizations innovate and shape the future in ways we’ve yet to imagine. Smart creatives don’t just adapt to change — they lead it. #Leadership #HowGoogleWorks #SchmidtSights #FutureofWork

One of the most common questions I get asked, especially when I speak at tech events, is this: "How do I handle feedback and turn it into a tool for growth?" Feedback can feel tricky sometimes. I get it - you’re putting your work, your ideas, your skills out there, and then someone comes back and tells you it’s not quite right. It can sting, right? I’ve been there too. But here’s the thing - how you respond to feedback can either fuel your career growth or quietly hold you back. Let me explain. When you approach feedback with the wrong attitude, whether it’s defensiveness, dismissiveness, or even avoidance, you’re shutting the door to potential improvement. Imagine building a great product and ignoring feedback because, "It works fine for me!" It sounds ridiculous, but that’s exactly what a wrong attitude to feedback looks like. However, let me show you how I make feedback a tool for growth: 👉 I detach my ego from my work: I understand that sometimes comments on our work can get to us, but it’s a lot easier when I remind myself that my work or ideas are not me specifically. I consciously choose not to see feedback as an attack but as an opportunity to make my work better. 👉 I ask for clarification: Sometimes, people just want to talk or make vague comments, and I ensure that I filter things properly by asking the right questions. If the feedback isn’t clear, I ask for examples or specifics. I’ll say things like, “Can you show me what you mean?” or “What would you suggest as an improvement?” This helps me turn vague critiques into actionable insights. 👉 I create a feedback loop: After implementing feedback, I follow up by asking, “Does this solve the issue you pointed out?” This shows I’m proactive and allows me to openly communicate, making feedback even more effective. The right attitude to feedback can transform how you grow in your career. Use it as a tool to refine and elevate your work rather than something to fear. I hope this helps someone. See you in the future! Samuel Lasisi #linkedin #feedback #career #tech #uxdesign #uiuxdesign

#CrisisSimulationmyths Are We Overlooking the Essential Lesson in Crisis Simulation? A prevalent misconception in crisis simulation is that the mere completion of procedural steps signifies genuine organizational preparedness. In reality, an exclusive focus on checklists and scripted responses can create a misleading sense of security, failing to account for the complex and unpredictable nature of actual crises. While procedural discipline remains a foundational element, effective crisis management ultimately requires flexibility, heightened situational awareness, and the capacity to improvise in the face of unforeseen challenges. The core value of crisis simulation, lies not in the flawless execution of established protocols, but in cultivating adaptive thinking and the ability to recognize and respond to emerging threats. What should you also look for in your next crisis simulation::::::::::::::::::: ✅ Prioritize reflective debriefs that examine not only actions taken, but also the reasoning and decision-making processes behind them. ✅ Assess adaptability, emotional intelligence, and leadership under pressure, rather than limiting evaluation to procedural adherence. ✅ Design simulations that incorporate genuine uncertainty, compelling teams to step outside their comfort zones. ✅ Promote a culture where identifying and addressing weaknesses is valued more highly than achieving flawless performance. #Crisis #Crisissimulation #themediacoach

18 years ago last week, I left the Royal Marines and moved to Dubai to focus full-time on building Sicuro Group.... Two decades later - operating in some of the world’s hardest places - I’ve been tested, nearly broken, and constantly reminded why this work matters. Here are 20 lessons worth passing forward to anyone building a career or a team in this field: 1. Don’t try to predict every threat. Build systems that can respond to anything. 2. Geography matters. Where you base yourself shapes what you can reach. 3. Experience and judgment are your real moat. Tools only amplify them. 4. Build relationships before you need them. In crisis they become lifelines. 5. Speed saves lives. Preparation enables speed. 6. Conventional models break in unconventional situations. Have alternatives. 7. Trust is earned slowly and lost quickly. In this business it’s currency. 8. Layer your capabilities like body armor. Redundancy protects people. 9. Technology helps, but it doesn’t decide. Judgment does. 10. You only learn crisis management by being where crises happen. 11. Worst-case planning should feel uncomfortable. That’s the point. 12. Duty of care isn’t compliance. It’s a competitive advantage. 13. Integration beats “best of breed.” Unified response saves time when it matters. 14. When lives are at stake, cost arguments disappear. Focus on outcomes. 15. Remote capability multiplies reach. Build systems that work anywhere. 16. Expertise compounds. Each crisis prepares you for the next. 17. Partnerships extend your capability beyond what you can build alone. 18. Document everything. The next crisis will need that record. 19. Cultural competence is operational competence. Ignore it and you fail. 20. Build for the worst case. If it works there, it will work anywhere. But... the lessons aren’t only operational. I’ve been hurt by people close to me, yet shown belief and support by strangers when I needed it most... the world works in odd ways. I came close to bankruptcy - twice - early in my career - valuable lessons about business, and people that could fill a book alone! And... I’ve learned that the better you become, the more you love the job for what it is: solving problems, protecting people, and helping others protect what they care about. There are easier ways to make money, with less risk and more predictability. But this life gives you the best relationships, the hardest challenges, and the opportunities that matter most... and the odd anxiety at airport security! Don’t be afraid to fail. That doesn’t mean be reckless. Take your risks early if you can. Learn fast. Stay curious. Never stop. If even one of these helps someone prepare better....or avoid a mistake I had to make, then it’s worth sharing. SW.

Corporate Soul Stories Chapter 16: The Art of Giving Creative & Constructive #Feedback – Growing Without Tearing Down Claire was a rising leader—sharp, driven, and always pushing her team to be better. But if she was honest, there was one part of leadership she dreaded: Giving feedback. She had seen it go wrong too many times. 🚨 The Sugarcoated Trap: Feedback so vague and polite that it did nothing to help. 🚨 The Bulldozer Approach: Brutal, demoralizing, and crushing instead of coaching. 🚨 The Avoidance Game: No feedback at all—just silent resentment until it was too late. But the best leaders? They knew the secret: Feedback isn’t about criticism. It’s about growth. The Garden Analogy: How Great Feedback Works One day, Claire’s mentor, a veteran executive named Mark, gave her a new way to look at feedback. "Think of your team like a garden," he said. "Some plants need sunlight—encouragement, praise, recognition." "Some need pruning—corrections, adjustments, realignment." "Some need deeper roots—mentorship, challenges, new skills." "Your job? To help them grow—not to rip them out of the soil." That was Claire’s turning point. The 3 Rules of Game-Changing Feedback ✅ 1. Focus on Growth, Not Judgment Instead of “This was wrong,” she started saying “Here’s how we can make this even better.” It wasn’t about pointing fingers. It was about pointing forward. ✅ 2. Make It Specific and Actionable Instead of “You need to improve your presentations,” she said “Let’s work on making your key points clearer in the first two minutes.” No one can fix vague feedback. Clarity creates progress. ✅ 3. Balance Praise with Challenge She learned to celebrate strengths while addressing areas to improve. People need to hear what they’re doing right so they have the confidence to tackle what’s wrong. The Transformation: When Feedback Becomes a Superpower Claire’s team changed. 🚀 People stopped fearing feedback and started asking for it. 🚀 Mistakes became less about failure and more about learning. 🚀 Productivity soared—because when people know how to improve, they actually do. And here’s the kicker—Claire grew too. Because the best leaders don’t just give feedback. They invite it. They ask, “What can I do better as your leader?”—and they listen. Final Thought: Feedback Isn’t a Weapon. It’s a Gift. The difference between a boss and a leader? A boss tells you what you did wrong. A leader shows you how to do it right. Ask Yourself Today: "Am I helping people grow—or just pointing out what’s broken?" "Do I avoid feedback because it’s hard, or embrace it because it’s necessary?" Because the best teams thrive on feedback. Not fear. To be continued… 🚀 DC*

Feedback culture in corporates is more than just reviews or appraisals. It’s about fostering open, honest, and constructive conversations across all levels of the organization. When feedback is shared regularly, it builds trust, transparency, and mutual respect. Employees feel valued when their opinions are heard, and leaders gain critical insights into team dynamics and areas for growth. A feedback-driven culture encourages development, both on an individual and team level. It helps identify strengths, address weaknesses, and create a continuous loop of improvement. Trust flourishes when employees know their feedback will be taken seriously and acted upon. A healthy feedback environment allows people to voice their ideas, concerns, and suggestions without fear. This openness fosters collaboration, innovation, and stronger relationships between leaders and their teams. Constructive feedback leads to better decision-making, improved problem-solving, and stronger overall performance. A feedback culture also breaks down hierarchical barriers, promoting more open and inclusive communication. Employees are more likely to trust leadership when they know their input is genuinely valued. This trust creates an engaged, motivated workforce, ready to contribute and collaborate effectively. Incorporating feedback into everyday conversations strengthens the foundation of a positive work culture. A company with a strong feedback culture is better equipped to adapt, innovate, and thrive in today’s rapidly changing environment. Feedback isn’t just a tool for improvement; it’s a cornerstone of trust, growth, and collaboration. By embracing a feedback culture, organizations unlock their teams' full potential and drive long-term success.

𝐀𝐫𝐞 𝐲𝐨𝐮 𝐭𝐡𝐞 𝐦𝐚𝐧𝐚𝐠𝐞𝐫 𝐰𝐡𝐨 𝐠𝐢𝐯𝐞𝐬 𝐠𝐨𝐨𝐝 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐠𝐞𝐧𝐞𝐫𝐨𝐮𝐬𝐥𝐲 𝐛𝐮𝐭 𝐛𝐞𝐚𝐭𝐬 𝐚𝐫𝐨𝐮𝐧𝐝 𝐭𝐡𝐞 𝐛𝐮𝐬𝐡 𝐰𝐡𝐢𝐥𝐞 𝐠𝐢𝐯𝐢𝐧𝐠 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭𝐚𝐥 𝐢𝐧𝐩𝐮𝐭? You're not alone. As a coach working closely with managers, I see this struggle play out every day. Despite their best intentions, many managers face the same internal battles when it's time to deliver constructive feedback. Here are some common blocks that may seem familiar to you - 🔹 The fear of what people might think. 🔹 The worry that they might be labeled as unappreciative. 🔹 The concern about potentially hurting or offending others. 🔹 The desire to be liked and seen as supportive at all costs. These are valid concerns. You may feel that giving developmental feedback could damage relationships or make you look overly critical. However, avoiding these crucial conversations does a disservice to you and your team. When feedback is absent or lopsided, employees can feel lost or frustrated, unsure of how to improve and grow. Your team may feel happy about receiving only good feedback in the short term. They may even like you at that moment, but they will not respect you as a steady and honest leader invested in their careers. Feedback is your most empowering gift to your team. Handled appropriately, it is a tool to support their growth. 𝐒𝐡𝐢𝐟𝐭𝐢𝐧𝐠 𝐭𝐡𝐞 𝐦𝐢𝐧𝐝𝐬𝐞𝐭 - Think of feedback not as a criticism but as a tool to make a lasting positive change in your team members. Feedback is the catalyst to trigger effective/desired behavior in the future. Here is how you can start making the shift – 🎯 𝐄𝐯𝐚𝐥𝐮𝐚𝐭𝐞 𝐭𝐡𝐞 𝐛𝐞𝐡𝐚𝐯𝐢𝐨𝐫, 𝐧𝐨𝐭 𝐭𝐡𝐞 𝐩𝐞𝐫𝐬𝐨𝐧 🎯𝐀𝐧𝐜𝐡𝐨𝐫 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐢𝐧 𝐩𝐨𝐬𝐢𝐭𝐢𝐯𝐞 𝐢𝐧𝐭𝐞𝐧𝐭 🎯𝐒𝐡𝐚𝐫𝐞 𝐟𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐨𝐟𝐭𝐞𝐧 🎯𝐁𝐞 𝐬𝐩𝐞𝐜𝐢𝐟𝐢𝐜 𝐚𝐧𝐝 𝐜𝐨𝐧𝐜𝐫𝐞𝐭𝐞 🎯𝐎𝐟𝐟𝐞𝐫 𝐬𝐮𝐩𝐩𝐨𝐫𝐭 𝐭𝐨 𝐞𝐦𝐛𝐚𝐫𝐤 𝐨𝐧 𝐭𝐡𝐞 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐣𝐨𝐮𝐫𝐧𝐞𝐲 You can shift from being a manager who hesitates to give constructive feedback to one who does it with confidence and empathy. Every feedback conversation with your team is an investment in your team's success. As a manager, this is how you show that you care enough to be honest, even when it is hard. By embracing these conversations, you build trust, accountability, and growth in your team.