Here's something I see regularly with leaders who want to give feedback. They call a colleague first. Then another. They workshop it. Build their case. Get validation. And then the person finds out they've been the topic of multiple conversations they were never part of. Trust broken. Not because of the feedback. Because of how it wasn't delivered. This week's blog is about why we do this, what it costs, and the one question to ask yourself before you pick up that phone. Check the Blog Here. Would love to know if this resonates with what you're seeing in your teams.

Curious… what level are you on? Here are 3 things I did inside Skool to get here: 1️⃣ Stayed consistent with daily posts 2️⃣ Engaged with others (real conversations > likes) 3️⃣ Took action on what I learned immediately Consistency + community = growth. Drop your level below 👇

Most leaders avoid conflict because they're afraid of what might happen. So, they go in with a script, expecting agreement. Then the other person pushes back and everything falls apart. But here's the thing — the problem isn't the conflict. It's how you're approaching it. I worked with a leader who learned this the hard way. First attempt: script, control, fractured relationship. Second attempt: facts, feelings, a genuine check-in, and curiosity. Result: real dialogue, shared understanding, problem solved together. The difference? A simple structure that takes the edge off the fear. Read the full post and discover the framework that actually works. Link is here! What's one conflict conversation you've been avoiding?

A small business I presented to 20 months ago? Around 75% of those staff have since left. I also looked at what Victoria's new Psychological Health Regulations (December 2025) actually mean for employers because this is no longer just a values conversation. It's a legal one. But the part I want to hear your take on is this: do skills like emotional intelligence, conflict management, or psychological safety sit within your organisation's performance standards or are they invisible? Check the Blog here: https://open.substack.com/pub/danhallsco/p/the-real-cost-of-not-investing-in?r=7uinwa&utm_campaign=post&utm_medium=web I've left a question at the bottom of the post. Jump in there or drop your answer here What's one human skill you wish your workplace invested more in developing?

Had an AMAZING Podcast recording with our very own @Daniel Halls this morning 👊🏻❤️‍🔥 We talked about: - How your immediate Limitations are False, and usually rooted in Fear which can be overcome - How Leadership is always happening in an organization, it’s either moving in a Positive or Negative direction. (You decide which) - How we can put low Time/Cost investment UP FRONT to make massive savings on the back end. Go ahead and jump in Dan’s community FREE right now and start learning these Skills today: https://www.skool.com/human-skills-matter-6411/about?ref=eeffc3f6c3b64914bc597b7fda7df6b7 If you want to hear more of these discussions, join The Orion Collective 100% FREE: https://www.skool.com/the-orion-collective-8700/about?ref=eeffc3f6c3b64914bc597b7fda7df6b7 Thank you all for listening, and as always…Be Impossible ❤️‍🔥🎙️