Welcome to this week's round-up. We've tackled some challenging territory around strategic decision-making, inclusive leadership under pressure, and scaling organisations effectively through critical growth phases.
Whether you're wrestling with data versus intuition in strategic choices, maintaining inclusion momentum despite corporate retreat, or navigating the leadership transitions that come with rapid growth, this week's content provides frameworks for leading through complexity and change.
Here's what we explored:
This Week's Articles
Published Monday, 30/6/25
Traditional leadership frameworks break down at critical growth inflection points - here's what actually works at different scales. This framework recognises that leadership skills effective at 7 people can become liabilities at 70, providing practical guidance for adapting your approach as organisations scale through distinct growth phases.
Published Tuesday, 2/7/25
What to do when your gut feeling contradicts the data and why the best strategic decisions integrate both perspectives. This piece provides a practical framework for combining analytical rigour with experiential wisdom, helping leaders navigate the tension between perfect analysis and imperfect reality in high-stakes decisions.
Published Friday, 4/7/25
Transform corporate DEI retreat into opportunity for deeper, more resilient inclusive cultures through individual leadership and anti-fragile practices. With widespread corporate abandonment of diversity commitments, this piece shows how individual leaders can build inclusion that survives because it creates genuine value rather than just satisfying policy requirements.
From the Archive
Originally published 7/5/25
This piece feels particularly relevant as we discuss building resilient, inclusive cultures that don't depend on corporate mandate. How to build teams where people feel safe being human at work, with real examples of mental health support and progressive workplace policies. The frameworks for creating psychological safety become essential when maintaining inclusive environments requires individual leadership rather than institutional support.
If you found value in this week's content, I'd be grateful if you'd forward this newsletter to a colleague who might benefit from these insights.
Thanks for reading, and here's to building stronger, more resilient organisations together.
Tom