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.

In growing companies where uncertainty, complexity, and pace are intensifying, reflective practice may be the most important of skills to acquire as individuals and within teams. This article explores why fighter pilot and strategist John Boyd's OODA Loop, a model rooted in high-stakes decision-making, offers a more dynamic, psychologically relevant alternative for executive reflection and strategic learning. A good reflective practice will help.

The Danger of Running Your Business on Autopilot. In the cockpit, there’s a story every pilot has heard about the use of autopilot, one pilot turns to the other and asks, “What’s it doing now?”