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Resources to improve leadership skills

Practical insights and tools to support your leadership development

At Mind Values Leadership, we believe leadership development should be practical, human, and thought-provoking. This blog is designed to provide resources to improve leadership skills, spark new thinking, and encourage leaders to take the brave next step.

You’ll find articles, tools, and reflections drawn from our work with leaders and organisations, helping you navigate the complexity of leadership with greater confidence and clarity.

Change Management Part 1: The big mistakes organisations make when implementing change

When an organisation implements changes, people don’t go back to their old ways because of a lack of effort – change fails to stick because organisations have a natural resting state or equilibrium which is harder to shift.

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How to have an effective conversation in leadership

Performance management: why ‘little and often’ conversations beat box-ticking processes

Managers are busy and calendars are full, so it’s easy to rely on the structure that already exists and have people just work towards their formal review or appraisal. There is a well-developed process in place, and goals can be discussed in detail during that time. But there is a major hiccup there; performance doesn’t happen quarterly or annually, it happens every day.

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What’s on your ‘to-avoid’ list? The thinking time you keep sacrificing

The final blog in our three-part series looking at what leaders put off, often to their detriment, looks at something that sounds almost ironic for senior leaders: thinking time.

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The leadership skill that builds trust: saying “I don’t know”

This is the second blog in our three-part series exploring what ends up on leaders’ ‘to avoid’ lists. Saying “I don’t know” is high on that list, but ironically it can also be the most powerful three words a leader uses.

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What’s on your to-avoid list? The conversation you keep dodging

An uncomfortable truth we see repeatedly in coaching conversations is that what leadership avoids shapes company culture. Avoidance isn’t neutral; it creates an ‘under-the-surface’ contribution to team norms, psychological safety, performance, and trust.

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Why it’s time to stop leaving teams to ‘gel’

There’s an assumption within the workplace that teams will inevitably gel over time, and that cohesion, alignment and mutual trust will simply emerge as part of the working process. But imagine hearing in a board meeting that there are major issues with finances, cash flow, or strategy, and the recommendation being that the issue will ‘probably’ resolve itself, rather than rolling out meticulous planning and reviews.

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Development and reflection aren’t indulgences, they’re an imperative

HR professionals sit at the emotional centre of organisations. They hold confidential conversations, absorb uncertainty, manage conflict, and often carry the worries of others long after the meeting has ended. It all culminates in a particular tension I see again and again when working with HR and people leaders; having little or no space to process, recover or reflect, even though these should be non-negotiables in the workplace.

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How ‘structured reflection’ is the superpower behind leadership growth

When it comes to leadership growth, reflection is the one skill that consistently separates those who evolve and those who repeat old patterns. I recently wrote about being aligned in leadership, and how our values can direct us when the pressure is on to make a decision or we feel uncertain.

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Is a sense of ‘belonging’ the hidden driver behind high-performing teams?

Creating an environment where people feel they belong in their workplace isn’t a new idea. When people feel like part of something bigger the benefits are seen at every level of an organisation. But interestingly, I’m repeatedly noticing a subtle shift within teams with groupwork overtaking individual coaching as the desired intervention.

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Why the invisible weight on HR isn’t a wellbeing issue, it’s a business risk

When we talk about HR burnout, the conversation almost always falls into the category of wellbeing. We speak about overwhelm, exhaustion, emotional labour and stress.

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Does HR need a helping hand or are we asking the wrong question?

When People Management published its recent piece, Does HR Need a Helping Hand?, my first reaction was simple. Of course HR needs support, the data is unambiguous, the pressures are increasing, and the emotional load on people professionals is heavier than ever.

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Where is your leadership compass pointing?

We all like to think our values are clear. That we know what we stand for. That when the heat’s on, we’ll act in a way that aligns with those beliefs. But in leadership, being aligned with our values isn’t just about what we prove in the moments of calm, it often comes down to what we reveal in the moments of tension.

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The Brave Next Step

Latest Podcast Episodes

Change Is Easier When You Stop Doing It Alone

Whether you’re trying to shift something in yourself, your team, or a whole organisation, there’s usually an existing system quietly trying to pull everything back to how it was.

Listen »

The Energy Emotion Matrix for Leaders

The energy emotion matrix, how our energy and emotions work together, and what they reveal about whether we’re performing, renewing, surviving or heading towards burnout.

Listen »

Leadership Is Always On Stage

I explore why leadership is never just about what we say, it is also about what our behaviour teaches people over time.

Listen »
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Why we share these leadership resources

We don’t believe leadership is about having all the answers. It’s about asking better questions, staying curious, and creating the conditions for growth. 

This blog is one way we live out these values, sharing what we’re learning, exploring the challenges leaders face, and offering practical resources to improve leadership skills in your organisation.

Contact us

Emma Canter

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Ben Gibbs

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  • Ben on LinkedIn

Mind Values Leadership Ltd

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