Laura Morgan

Bullies aren’t just on the playground

They’re in your offices too.

Rob Dance could not be more right!

Workplace bullying is real, and it doesn’t always look obvious.

It can show up in subtle ways that erode team morale, break down trust and impact wellbeing.

Workplace bullies will:

→ Undermine others' work
→ Take credit for team efforts
→ Spread negativity or gossip
→ Use intimidation to silence voices
→ Withhold information that others need to succeed

The impact?

Good people become disengaged and the workplace becomes a toxic environment.

So how do we deal with it?

→ Call it out – Address bullying behaviours directly and clearly; don’t let them slide.

→ Create safe spaces – Encourage open conversations where everyone feels heard and respected.

→ Lead by example – Model respect, transparency and fairness in your interactions.

→ Offer support – Provide resources for those impacted and make sure they know they’re not alone.

A positive, respectful workplace DOESN’T tolerate bullies, no matter how subtle their tactics.

It’s up to all of us to stand up, support each other and create a culture where everyone can thrive.

P.S. How do you deal with workplace bullying?

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Hiring for experience is outdated,

And it’s costing you.

Rob Dance's quote is spot on!

How many incredible candidates are passed over because they don’t check every box?

How many interviews are wasted on people who look perfect on paper… but lack attitude and passion?

The truth is:

Most jobs can be taught.

But drive, mindset, and energy? You can’t fake that.

Here’s where hiring often goes wrong:

1. Job descriptions = wish lists.
Focus on what really matters, not just buzzwords.

2. Experience > Potential.
The right mindset beats years of rigid experience

3. Culture fit is misunderstood.
It’s not about hiring people you like, but people who add to your culture.

4. Slow processes lose great talent.
The best people won’t wait around during a drawn out process.

Hiring isn’t a checklist, it’s a strategy.

So ask yourself:

Are you hiring for the resume, or are you hiring for the person?

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Everyone needs to hear this:

You can be excellent at your job… and still be managed out unfairly.

Reno Perry’s quote needs to be heard!!

Not because of poor performance.

But because you spoke up. Because you didn’t play the game. Because someone decided you were a “problem”.

It starts subtly:
→ Fewer invites to key meetings, then none at all
→ Shifting expectations with no clarity
→ Feedback that’s suddenly cold or worse, non-existant

It’s not in your head. It’s a strategy.

And it’s cruel.

But here’s what they don’t tell you:

You still have rights. You still have options. And you’re not alone.

Here’s what to do if this is happening to YOU:

1. Document EVERYTHING
→ Conversations, changes to your role, emails. Keep your receipts.

2. Get clarity in writing
→ Vague goals and shifting targets? Ask for written objectives. They owe you that.

3. Know your rights
→ Your contract, HR policies, ACAS if you’re in the UK — arm yourself with knowledge.

4. Talk to someone
→ A union rep, HR, or a legal adviser. There’s strength in support.

5.Protect your peace
→ This is emotional warfare. Talk to people you trust. Look after your mental health.

Remember: You didn’t fail. You were failed.

Don’t let their silence or spin define your story.

P.S. Have you ever been managed out unfairly? What helped you take back control?

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Looking to stand out in your career?

Mastering the right skills can make all the difference.

Here are 20 underrated habits that WILL elevate you.

1. Start listening to understand, not to respond
2. Maintain a strong work-life balance
3. Build relationships across all levels
4. Not everything needs your opinion
5. Focus on solutions, not problems
6. Take ownership of your mistakes
7. Stay curious and keep learning
8. Stop competing with everyone
9. Prioritise your tasks effectively
10. Don't be afraid to ask for help
11. Seek feedback and act on it
12. Maintain a positive attitude
13. Stay adaptable to change
14. Be easy to get along with
15. Think before you speak
16. Celebrate small wins
17. Get your head down
18. Stop the gossiping
19. Be accountable
20. Be kind

Start applying these today and see the impact.

P.S. What else would you add?

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Feeling stuck in your job?

YOU can change that!

Saw this quote by Colby and it reminded me of my journey.

I once thought my dream career would just appear,

Spoiler: It didn't.

It can take effort (and a bit of trial and error) to find the right fit.

The power is in YOUR hands to get ‘unstuck’, and see success.

Here are 30 quick tips that can help you do this:

1. Align with your values: Make sure your job reflects what matters to you.
2. Start a personal project: Showcase your skills with something you love.
3. Chat with insiders: Get the scoop on roles you’re curious about.
4. Follow curiosity: Explore what interests you, even if it’s random.
5. Join groups: Connect with pros on LinkedIn or local meet-ups.
6. Freelance: Test out industries without long-term commitment.
7. Volunteer: Use your skills for good and gain new experiences.
8. Practice self-care: Avoid burnout by balancing work and life.
9. Explore remote work: It might offer the flexibility you need.
10. Set goals: Know what you want in the short and long term.
11. Try short-term projects: Sample different roles and skills.
12. Find a mentor: Get guidance from someone experienced.
13. Job shadow: Get a real feel for roles you’re interested in.
14. Explore new industries: Look into fields that excite you.
15. Update your profiles: Keep your CV and LinkedIn fresh.
16. Further education: New certifications can open doors.
17. Consider a coach: Get help planning your career path.
18. Embrace imperfections: Not every job will be perfect.
19. Network with alumni: Tap into your school network.
20. Reflect often: Figure out what you love and don’t.
21. Online courses: Try new fields on your own time.
22. Join a mastermind group: Share tips with peers.
23. Check company vibes: Does the culture fit you?
24. Study job ads: Learn what skills are in demand.
25. Learn new skills: Both technical and soft skills.
26. Read up: Stay in the know about your industry.
27. Keep learning: Take workshops and courses.
28. Experiment: Step outside your comfort zone.
29. Stay open: Be flexible with your career path.
30. Hit up industry events: Learn and network.

Through this process, you'll uncover what truly suits you.

Who knows, you might find a passion you never imagined.

So, keep exploring and stay curious—your dream career is out there.

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Leadership isn’t about having all the answers.

It’s about this 👇🏼

Dora Vanourek quote needs to be considered!

Building trust, creating a culture of openness and leading by example.

For me, leading a startup, this has been crucial.

The challenges, uncertainties and constant changes make one thing clear…

That pretending to have it all under control is a losing game!

Here’s why being open and showing vulnerability matters more than you think:

1. It builds trust

When you’re honest about challenges, your team sees you as real, not just a title. Trust is built on authenticity.

2. It creates a culture of openness

When leaders are transparent, employees feel safe to share concerns, ideas and even failures leading to better decisions and growth.

3. It supports resilience

Startups (and businesses in general) are unpredictable. Acknowledging struggles brings teams together rather than isolating them.

4. It makes leadership human

People don’t connect with perfection. They connect with leaders who are real, take responsibility and grow alongside their teams.

Great leadership isn’t about appearing invincible - it’s about being real.

P.S. How do you approach vulnerability in leadership?

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Spoiler: Free coffee won’t make people love their jobs

Nor will any of this…

Elvi Caperonis, PMP®' list is spot on. People don’t want:

→ Pizza, ping-pong tables or Friday drinks

(the list goes on)

Sure, they’re nice BUT they don’t build a great culture.

Culture isn’t about WHAT you offer; it’s about HOW people feel at work.

Because no amount of perks can fix a workplace where:

❌ Leaders don’t lead by example
❌ Employees don’t feel valued or heard
❌ Burnout is rewarded and boundaries are ignored
❌ Growth is limited and feedback is an afterthought

A strong culture is built on:

✅ Trust - where people feel safe to speak up and take risks
✅ Recognition - where effort is valued beyond just results
✅ Development - where people aren’t just filling roles, they’re growing
✅ Balance -where wellbeing is prioritised, not just productivity

Perks may get people in the door. Culture makes them stay.

P.S. What do you think makes a workplace culture great?

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External validation is a trap.

And yet I spent years (like many) chasing it…

We’ve got to keep Dan Mian’s quote in mind.

Relying on external validation feels good, until it doesn’t.

The praise, the recognition, the approval from others can be addictive.

But when your self-worth depends on it, you give away control over your own confidence and happiness.

Why is it a trap?

→ It’s never enough
No matter how much recognition you get, there’s always a need for more. The goalposts keep moving, and satisfaction never lasts.

→ It shifts power away from you
When your confidence is tied to what others think, you let them decide how you feel about yourself.

→ It stops you from taking risks
Fear of criticism can keep you from making bold moves or trying something new, in case you don’t get the approval you’re used to.

→ It leads to burnout
Constantly seeking validation makes it easy to overwork, overcommit and ignore your own needs.

How to break free?

- Learn to sit with discomfort when approval doesn’t come, resilience grows in those moments
- Surround yourself with people who support you for who you are, not just for what you achieve
- Set personal goals that matter to you, not just to impress others
- Recognise your own worth without needing external proof

Approval is nice, but it’s not the foundation of real confidence.

The moment you stop chasing it, you take back control.

P.S. What’s helped you step away from external validation?

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If your team REJECTS this

Spoiler: it’s probably because of how you’re delivering it.

Chris Donnelly’s quote is so spot on!

Let’s be honest, getting constructive criticism isn’t always easy.

It stings.

(even when you know it’s meant to help)

But here’s the thing: it’s one of the best tools for growth if you let it be.

Here’s how to handle it:

1. Don’t take it personally
→ Criticism isn’t an attack on you. It’s about the work, not who you are. Take a step back and try to see it objectively.

2. Ask questions
→ If the feedback doesn’t quite make sense, ask for clarification. The more specific it is, the easier it is to act on.

3. Check the intent
→ Most constructive feedback comes from a good place, people want to see you do better. Focus on the intention, not how it feels in the moment.

4. Look for the lesson
→ Even tough feedback has value. It shows you where you can level up, even if it’s not what you wanted to hear.

5. Do something with it
→ Feedback is only useful if you apply it. Take what makes sense, work on it, and move forward.

The truth is, no one gets better without some honest feedback.

It’s not about pointing out flaws - it’s about finding ways to grow and improve.

So next time someone offers you constructive criticism, take it as a sign they believe in your potential.

It’s not a bad thing, it’s a chance to get better.

P.S. What’s been the most valuable lesson you’ve learned from feedback?

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Here’s the harsh truth:

Oversharing will hold you back.

Most don’t care about your plans,

and some will hope you fail.

Success in life and work comes down to:

1. Setting private goals
2. Acting strategically without noise
3. Letting results speak for themselves
4. Building without wanting validation

How can you reach your goals if you’re swayed by others’ opinions?

YOU CAN’T!

Move in silence and let your success make the noise.

P.S. What would you add to this list to help people stay focused?

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Photo credit: IG @blake_bookclub

To anyone who’s ever been overlooked, overworked or underestimated….

This is yours.

Keep Dan Mian’s quote in mind- because it’s true!

You showed up.
You kept going.

Even when the credit didn’t come.
Even when the load got heavier.
Even when others didn’t see what you brought to the table.

But YOU knew.

And that? That’s what kept you moving.

Let’s be real:

→ You weren’t the loudest in the room, but your ideas had depth
→ You weren’t always recognised, but you were always reliable
→ You weren’t handed the spotlight, but you carried the weight

And still, you delivered.

You grew.

You turned “you can’t” into “watch me.”

Because your value was never based on volume.

It was based on consistency. Integrity. Quiet strength.

So if no one’s said it yet, let me be the first.

You are seen.
You are valued.
You are more powerful than you’ve been told.

P.S. What’s one moment when you proved your worth, even if no one else saw it?

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Your boss is NOT your enemy!

Sorry to break it to you but…

Your ego, might be.

Mike Leber is exactly right about what makes an effective employee!

Not every piece of feedback feels good.

Not every decision your boss makes will sit well with you.

But here’s the hard truth: disagreeing with feedback doesn’t make it wrong.

Too often, people reject advice not because it’s bad, but because it’s uncomfortable.

Instead of seeing your boss as an enemy because their feedback challenges you, ask yourself:

✅ Am I resisting because of pride or because it’s truly wrong?
✅ Will applying this feedback help me grow, even if it’s hard?
✅ Is this advice actually valuable, even if I don’t like it?

Great leaders don’t tell you what you want to hear. They tell you what you need to hear.

You don’t have to like every piece of feedback. But if you let your ego block your growth, you’re the one losing out.

P.S. What’s one piece of tough feedback that actually helped you get ahead?

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This might be an unpopular opinion,

But I’m sick of hearing this…

Rob Dance said it best!

Have you ever hesitated to ask for flexibility?

“Can I leave early for….”

We’ve all been there, nervously asking, worried it’ll come across as slacking off.

But let’s be clear: this mindset isn’t sustainable.

Leaders, it’s time for a shift.

A great workplace doesn’t come from:

→ rigid rules
→ micromanagement
→ or conditional trust

It comes from EMPOWERING your team.

Here’s how:

→ Show respect – Treat people like the capable adults they are.
→ Offer autonomy – Let them manage their time and deliver on results.
→ Create safety – Stop building cultures where flexibility feels like a risk.
→ Focus on outcomes – Hours at a desk don’t equal impact.

When you trust your team, they show up stronger.

They own their work, perform better and go further.

So, empower them, and you WILL see the difference.

P.S. How else can leaders empower their teams?

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