Unlike traditional leadership models, Positive Intelligence zeroes in on the mental patterns that shape decision-making and interpersonal dynamics. This article looks briefly at the science of Positive Intelligence, explores its organisational impact and equips leaders with actionable steps to foster stronger, more adaptable teams.

When employees underperform or disengage, the root cause often lies in mismatched motivators. Leaders who fail to understand what drives their teams risk creating environments of low morale, missed opportunities and high turnover. In this article, we explore the science behind Motivational Maps, showcase a compelling case study and present actionable strategies for leaders to leverage motivation-driven leadership and impactful coaching.

Did you know that our Founder & CEO, Lucy Philip, was recently asked to write an article for the renowned online publication Chief Learning Officer (CLO)? CLO focuses on the importance, benefits and advancements of a properly trained workforce and brings together a community of visionary C-suite and senior-level practitioners, executives, scholars, consultants and solutions providers in corporate learning and talent management.

We are excited to announce that our CEO & Founder of Purposefully Blended, Lucy Philip, has been awarded the LinkedIn status of ‘Top Training and Development (HR) Voice.’

Measurement is key to Purposefully Blended’s signature IMPACT approach to learning and development. We are trusted by global clients to measure learning impact and maximise the ROI of their learning and development initiatives. For information on how we can support your organization, get in touch today.

As businesses continue to evolve, it’s becoming increasingly clear that successful leadership goes well beyond traditional management approaches. In today’s fast-paced and ever-changing corporate landscape, coaching has emerged as a critical tool for engaging and motivating employees, promoting growth, and achieving organisational goals.

To achieve desired outcomes in today's VUCA , matrixed world, formal authority is no longer enough. Even those with formal authority may struggle to drive the required performance through their teams. This is where the skill of influencing without authority comes in. It's a skill that lies at the heart of true leadership –and it can be learnt. Learning and Development professionals, in particular, often lack formal authority and find it hard to communicate their value to their organizations, leading to transactional relationships with stakeholders and learners and to, often, ineffective training programmes. But those with formal authority, such as sales managers, may find that their authority doesn't readily translate into influence. Rather than settling for delivering poor outcomes, both learning and development professionals and first-line sales managers can learn how to use influence to generate the right outcomes for their organization – regardless of any formal authority. We define influence as the capacity to have an effect on the development or behaviour of the individual; but it is also about maximising the effect of stakeholders towards the achievement of the greater good. Its usefulness is inarguable, and everyday situations such as the following illustrate this: