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Concise Coaching Organisational change

How can you make organisational change an individualised experience?

Are you still sheep-dipping leaders and managers in the hope that some collective get-together, either in-person or virtually, will engage them sufficiently to deliver your organisational change effort? If you are: Stop.

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General

Are change leaders turning transformation efforts into a ‘game of chicken?’

To paraphrase Herbert Yardley, ‘once the money is in the pot it is no longer yours.’ The investment you have made is history and you just need to focus on what you will do next, based on the best information you have to hand and your understanding of the wider context in which you are playing the game. Yardley was referring to poker.

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General

How is the label “organisational change fatigue” preventing access to more individual energy?

Exhausted. The most common response I get to an opening question I pose senior leaders that I have the chance to speak with most days of the week.

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Leadership

STOP PRESS

FOR IMMEDIATE RELEASE. Introducing NEW Concise Coaching® by Exigence  Real-time development for your leaders and managers in transition.  What is Concise Coaching®?  The ultimate individual and pragmatic approach to development.

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High Impact Executive Leadership

Let Us Lead You In A Conversation About Followers.

We spend a lot of time talking about leaders. Restricting the conversation to leaders & managers (henceforth ‘leaders’) misses a significant constituent body especially when planning for successful organisational change.

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High Impact Leader High Impact Teams Leadership

Less is.

We have spent eighteen months creating the Exigence brand. We had the help of many fantastic and experienced professionals in building something that I am incredibly proud of and that resonates with our team and customers.

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General

We’ve found a missing link in the change chain.

Organisations are constantly in motion. Expanding and shrinking.

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General

Important questions that will serve your ‘return to work’ considerations well.

As many businesses continue to wrestle with the “if “and/or “how” of whether employees should head back to working on-site, there seems to be an opportunity here for those same organisations to consider their role on a societal scale. Since early Summer 2020, we have been challenging individual leaders and their organisations, to consider some significant topics, two of which seem especially relevant now as so many organisations of all sizes, wrestle with future ways of working.   Q1: What is the meaning of work?  The answers to this seemingly abstract question depends to some extent on who you ask.

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High Impact Leader

Decisions

We all know leaders whose thinking is constrained by their past experiences and their existing belief systems. They open problem-solving or decision-making dialogue around an issue and proceed to steer the solutions towards the one they have in mind.

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