People “defect” from organisations for the same reasons spies betray their countries: unmet needs around money, ideology, coercion, and ego, but each can be redirected into positive engagement.

A resilient team is one that can adapt to challenges while maintaining performance and wellbeing. Research shows resilience grows when teams have psychological safety, clear communication, and supportive leadership. Managers play a key role by removing obstacles, balancing workloads, and creating environments where people can learn from setbacks without fear of blame.

Managers build resilient teams by creating psychological safety, encouraging adaptability, and removing obstacles to performance. Evidence from organizational psychology shows that resilience grows when leaders balance challenge with support, foster open communication, and integrate wellbeing practices, enabling teams to thrive through uncertainty and constant change.

Emergency Response - DON'T PANIC! Many people respond ineffectively to emergencies by going into something close to panic. As a pilot in the military we were trained to respond as calmly as possible and complete even a basic check list calmly, sometimes you had to do it quite rapidly but usually you have time.

Flattery is everywhere. and everyone loves a compliment, (yep, even those who say they don't). Sometimes we may even feel a little uncomfortable and cynical about them, but what if they really do work in the politics of organisations. We even see this being played out on the news each day, and you may think , "Surely this does not work." However...

If you make a decision alone you had better be right. If you make a decision together then everyone is invested in adapting to make right what inevitably goes wrong.