Angus I McLeod | Birmingham City University (original) (raw)

Books by Angus I McLeod

Many of us are beset by ‘blocks’ to enjoying life, for example, not being able to say ‘no’ to peo... more Many of us are beset by ‘blocks’ to enjoying life, for example, not being able to say ‘no’ to people who keep wanting our time. These blocks are like St George’s Dragon, blocking the path to an easy life. Sometimes we can see these dragons, other times they are covert, waiting to pounce when we feel most vulnerable…

Now, by unmasking the dragons and with practical stories about noticing, method and slaying, readers can also learn to ‘Slay That Dragon’ and enjoy a calmer, easier life.

“Wonderful, this is THE book I wish I had written”
Will Thomas, author of 13 books.

Generally, leadership is about influencing people to make big things happen. Management is a proc... more Generally, leadership is about influencing people to make big things happen. Management is a process of organizing people to get things done. They are different skills, but equally critical to success in today’s workplace. The key is to know which approach works best in which situation.
Written in a clear, simple style, Self-Coaching Leadership redefines and demystifies the journey to leadership. Angus McLeod’s no-nonsense thinking, straightforward approach and practical tools enable readers to more easily identify when a leader is needed - and coach themselves toward improved influence, performance and effectiveness.
Leadership is about influencing people to make big things happen. Management is a process of organizing people to get things done. They are different skills, but equally critical to success in today's workplace. The key is to know which approach works best in which situation.
Written in a clear, simple style, Self-Coaching Leadership redefines and demystifies the journey to leadership. Angus McLeod's no-nonsense thinking, straightforward approach and practical tools enable readers to more easily identify when a leader is needed - and coach themselves toward improved influence, performance and effectiveness.
Highlights of the book:
• This is an evidence-based book that redefines the skills of management and leadership.
• Deals with today's key management and leadership issues, including long hours, stress, task prioritization and life balance, addressing each with actionable tools.
• Takes readers from their own self-leadership to the strategic leadership of an organization.
• Includes methods that have been successfully applied in the real world by managers who have undertaken coaching with the author.
Independent Reviews are many and include this:
“Angus McLeod has worked with some of the business world’s most successful leaders and his unique insight into what works in terms of leadership at an individual, team and organizational level has been captured in this practical book. Angus’s book is a clear and accessible look at the many facets of great leadership, breaking them down into their individual components, considering their importance and how they can be applied in a day to day situation. The information is brought to life with case studies that give vital context to each section.
The book is the perfect blend of well resourced information grounded with relevant examples and exercises that allow the reader to work through the whole book or to build on a particular skill and would be a useful addition to your bookshelf.
Camilla Arnold, Director of Talent, TXG Ltd

For anyone involved in business training or coaching, this book is the "bible" of coaching. Dr. M... more For anyone involved in business training or coaching, this book is the "bible" of coaching. Dr. McLeod brings together the fundamental of all the best practices in coaching and builds up from this foundation. Fast, accessible and clear written, this volume is comprehensive and rich in real examples from real executives who have achieved real success in real-life situations. Experienced coaches will find important tips and tools to enhance their practice, and novices will find the book a gold-mine of ideas.

Independent Reviews are many and include:

A practical book with wonderful tips, ideas and perspectives. Experience oozes out of every page. -- Kriss Akabusi, MBA, MA

Examples of coaching dialogues serve to illustrate how to skillfully handle many coaching situations. -- Sir John Whitmore, author of

The author has achieved the near impossible-demonstrates the potential of coaching as an effective and ethical instrument for change. -- David Hoad, The Mingsmoor Consultancy

This is a practical book that stimulates the reader to new and empowering strategies using team a... more This is a practical book that stimulates the reader to new and empowering strategies using team as a model for change. Whether the objective is to influence changes in your work place, decide on the most career-important focus for your job or knowing how to understand and influence difficult people, this book has inspiring tools for stimulating change. The emphasis is principally on what we can do to make a difference at work. These teachings are extended to provide practical ideas for developing people and teams as well. This edition is updated throughout and has more emphasis on understanding people and influencing skills.

Independent Reviews are many and include these:

A truly excellent read. Superb advice from a master coach. Richard Denny
There are many excellent NLP books on the market but several of the ‘application’ books attempted to push NLP into all circumstances. This book discusses applications of NLP, general approaches to communication and good team theory, and it does it very well.
There are some very useful ways of thinking that may not be obvious approaches to teams. The language is clear and concise; the chapters are appropriately titled with insightful excersises. Angus is a constant innovator in the field and this work is certainly worth reading through.
Martin Shervington, Managing Director, John Seymour Associates

An excellent book that makes no assumptions about prior knowledge or experience and where the author talks to you as an equal.
The examples and exercises take the book out of academia and make it a very practical workbook. Those new to teams will benefit from the insights whilst experienced team leaders will find the book an enjoyable refresher.
In addition to personal development for the reader, behavioural trainers and coaches will find many ideas and concepts just ready for transporting into the classroom or coaching session.
Paul Hobbs
The Training Consultancy Ltd

"Performance Coaching Toolkit" follows on and enhances, in very practical terms, the body of work... more "Performance Coaching Toolkit" follows on and enhances, in very practical terms, the body of work contained in the widely-recognized best-selling book, "Performance Coaching" by Dr. Angus McLeod. It is enriched by methods taken from the authors' understanding and development of practical learning technology and from their work in education, personal development and within various organizations. The approach of the book is concise and informative: all the tools sit within a practical framework for developing and enhancing your own coaching style. This framework, McLeod'd STEPPPA Model, also provides a coherent and practical tool for keeping in touch with the coaching process as a structured journey. The layout enables fast access to key information. Links between other related models and tools are provided throughout, so the complexity of coaching processes, with time, becomes even more comprehensible. This toolkit suits coaches and prospective coaches in all sectors, particularly those who want a rapid and accessible route to understanding coaching practice and who want a reliable source book for coaching methods.

Papers by Angus I McLeod

Training & Employment Magazine, 2020

We want others to be inspired, to co-create with us and support us; we want followship! To achi... more We want others to be inspired, to co-create with us and support us; we want followship!

To achieve greater followship in others, learning more about ‘leadership’ may not be the answer. That’s because leadership development is focused on changing self. What we need to create followship are skills that create change in others; focusing there provides targeted answers to progress.
In this article, discover what you may already be doing that is great! And, find new tricks and tips, for leveraging your existing abilities.

Creating Followship in others will help us to run more successful teams, as well as influencing peers and seniors more effectively. Another spin-off, is that good people are much less likely to leave. Here are some areas of focus that provide immediate results.

Anchor Point, 2004

Many coaches desire a framework for coaching that keeps them on track with their coachee's progre... more Many coaches desire a framework for coaching that keeps them on track with their coachee's progress towards motivated and achievable goals. Any model needs to be simple and memorable enough so that it does not inhibit the coach's attention on their coachee or on their coachee's material. The STEPPPA model emphasizes both progress and motivation in a systematic way. As with all stories, there is a beginning and an end but there is also one overarching, or meta-feature of the model, and that is emotion, 'E'.
https://angusmcleod.com/wp-content/uploads/2016/01/STEPPPA_Coaching_Model.pdf/

surreyimprovement.info

... Ideally, a double-blind study would be carried out to provide normalized data. Dr McLeod is V... more ... Ideally, a double-blind study would be carried out to provide normalized data. Dr McLeod is Visiting Professor of Coaching at BCU Business School and can be reached via AngusMcLeod Associates at www.angusmcleod.com and on 07899.75.75.85. ...

resource, 2004

Drawing from his management experience in many organisations, and his top-level coaching and ment... more Drawing from his management experience in many organisations, and his top-level coaching and mentoring skills, bestselling author and performance coach Dr Angus McLeod clarifies the differences between Coaching and Mentoring and explains the value and ...

Further praise for Self-Coaching Leadership '. . . so many new models and processes to use i... more Further praise for Self-Coaching Leadership '. . . so many new models and processes to use it felt like Christmas - they are great and so effective . . .' Karen Donley, HR Director, MBDA, BAe '. . . provides a rich resource for all those concerned with raising the bar on senior ...

Perspectives des politiques agricoles en Afrique du Nord (Options méditerranéennes, série B : Étu... more Perspectives des politiques agricoles en Afrique du Nord (Options méditerranéennes, série B : Études et Recherches 2009 N° 64) La crise alimentaire mondiale des années 2007-2008 n'a pas épargné l'Afrique du Nord. Elle n'a fait qu'y révéler des fragilités structurelles ...

ORGANISATIONS AND PEOPLE, 2004

The under-fives have traits that can help us understand more about the needs of coachees. Coaches... more The under-fives have traits that can help us understand more about the needs of coachees. Coaches can also learn from an understanding of child traits. In this article we explore some of these traits and how they can widen our perception. This may help HR professionals to review ...

When significant change is required by the owners/shareholders, we could change the CEO or Genera... more When significant change is required by the owners/shareholders, we could change the CEO or General Manager and hope that the right performance and behaviors will trickle down. But, why not change the work-culture itself, including the performance of the existing top-team? Leadership coaching talks to that objective: creating systemic change for improved performance and behaviors.

Acuity, Apr 2016

A model is shown describing different levels of psychological processing in coachees, in terms of... more A model is shown describing different levels of psychological processing in coachees, in terms of observable physiology. Physical manifestations in the coachee are described for both intellectualizing psychological states and for internalized, experiential, psychological states.

This work suggests strongly that certain coach-interventions induce significant state-change in coachees. Five of forty facilitative coach-intervention skills are described, in order to illustrate their practical use in facilitating significant psychological change.

Linkages are made between facilitative coaching interventions and neuroscience; how relevant changes in biochemistry are accompanying stimulation of the brain during coaching. These linkages are intended to help describe a (work-in-progress) concept of ‘coaching underpinned by neuroscience’.

An attempt to describe such a concept is made in order to create discussion; it is averred that a new discipline may arise, where links between the understanding of how facilitative coaching interventions work and their possible influence in neuroplastic change, may align in the future.

The present paper follows on from the Acuity paper of 2016. Coach interventions are reported... more The present paper follows on from the Acuity paper of 2016.

Coach interventions are reported that create learning experiences in the coachee. The rationale for the selection of the interventions is based upon:

1. observed levels of coachee’s psychological states and,
2. coachee-learning as expressed by coachee-language (using the REPROCess model), where psychological shift is classified according to the model.

Examples link separate coach interventions to specific learning and the perceived level of state-change (as determined by observations of the coachee). The methods here provide a means of training advanced coaches and also, assessment of coaches based on coachee-change, rather than present-day, skills-observation of coaches alone.
This paper suggests that further efforts towards the assessment of coaches, based upon what is achieved in the coachee, should be fruitful.

In this article, Prof. Angus I. McLeod #draimcleod provides compelling evidence for leveraging co... more In this article, Prof. Angus I. McLeod #draimcleod provides compelling evidence for leveraging corporate performance by developing staff Emotional Intelligence. IQ does not leverage corporate performance compared to its Emotional equivalent. He also provides low-budget training ideas to leverage staff EI development!

How do you leverage true KPIs to make your business more productive? In this article, Prof. Angus... more How do you leverage true KPIs to make your business more productive? In this article, Prof. Angus I. McLeod #draimcleod explains it all in no-nonsense, easy to apply tweaks.

Senior executives sometimes have a need to be liked. This emotional need can make them susceptibl... more Senior executives sometimes have a need to be liked. This emotional need can make them susceptible to colleagues with manipulative behaviors. Trust development is a better objective and this article by Prof. Angus I. McLeod, explains how to develop trust in organizations.

In the era of Donald Trump, are alpha-mindset executives needed in organizations, or, like Washin... more In the era of Donald Trump, are alpha-mindset executives needed in organizations, or, like Washington D.C., do alpha's just fight and stumble because they cannot compromise or collaborate? In this short article, Prof. Angus I. McLeod #draimcleod makes clear if, when and where to employ alphas!

Many of us are beset by ‘blocks’ to enjoying life, for example, not being able to say ‘no’ to peo... more Many of us are beset by ‘blocks’ to enjoying life, for example, not being able to say ‘no’ to people who keep wanting our time. These blocks are like St George’s Dragon, blocking the path to an easy life. Sometimes we can see these dragons, other times they are covert, waiting to pounce when we feel most vulnerable…

Now, by unmasking the dragons and with practical stories about noticing, method and slaying, readers can also learn to ‘Slay That Dragon’ and enjoy a calmer, easier life.

“Wonderful, this is THE book I wish I had written”
Will Thomas, author of 13 books.

Generally, leadership is about influencing people to make big things happen. Management is a proc... more Generally, leadership is about influencing people to make big things happen. Management is a process of organizing people to get things done. They are different skills, but equally critical to success in today’s workplace. The key is to know which approach works best in which situation.
Written in a clear, simple style, Self-Coaching Leadership redefines and demystifies the journey to leadership. Angus McLeod’s no-nonsense thinking, straightforward approach and practical tools enable readers to more easily identify when a leader is needed - and coach themselves toward improved influence, performance and effectiveness.
Leadership is about influencing people to make big things happen. Management is a process of organizing people to get things done. They are different skills, but equally critical to success in today's workplace. The key is to know which approach works best in which situation.
Written in a clear, simple style, Self-Coaching Leadership redefines and demystifies the journey to leadership. Angus McLeod's no-nonsense thinking, straightforward approach and practical tools enable readers to more easily identify when a leader is needed - and coach themselves toward improved influence, performance and effectiveness.
Highlights of the book:
• This is an evidence-based book that redefines the skills of management and leadership.
• Deals with today's key management and leadership issues, including long hours, stress, task prioritization and life balance, addressing each with actionable tools.
• Takes readers from their own self-leadership to the strategic leadership of an organization.
• Includes methods that have been successfully applied in the real world by managers who have undertaken coaching with the author.
Independent Reviews are many and include this:
“Angus McLeod has worked with some of the business world’s most successful leaders and his unique insight into what works in terms of leadership at an individual, team and organizational level has been captured in this practical book. Angus’s book is a clear and accessible look at the many facets of great leadership, breaking them down into their individual components, considering their importance and how they can be applied in a day to day situation. The information is brought to life with case studies that give vital context to each section.
The book is the perfect blend of well resourced information grounded with relevant examples and exercises that allow the reader to work through the whole book or to build on a particular skill and would be a useful addition to your bookshelf.
Camilla Arnold, Director of Talent, TXG Ltd

For anyone involved in business training or coaching, this book is the "bible" of coaching. Dr. M... more For anyone involved in business training or coaching, this book is the "bible" of coaching. Dr. McLeod brings together the fundamental of all the best practices in coaching and builds up from this foundation. Fast, accessible and clear written, this volume is comprehensive and rich in real examples from real executives who have achieved real success in real-life situations. Experienced coaches will find important tips and tools to enhance their practice, and novices will find the book a gold-mine of ideas.

Independent Reviews are many and include:

A practical book with wonderful tips, ideas and perspectives. Experience oozes out of every page. -- Kriss Akabusi, MBA, MA

Examples of coaching dialogues serve to illustrate how to skillfully handle many coaching situations. -- Sir John Whitmore, author of

The author has achieved the near impossible-demonstrates the potential of coaching as an effective and ethical instrument for change. -- David Hoad, The Mingsmoor Consultancy

This is a practical book that stimulates the reader to new and empowering strategies using team a... more This is a practical book that stimulates the reader to new and empowering strategies using team as a model for change. Whether the objective is to influence changes in your work place, decide on the most career-important focus for your job or knowing how to understand and influence difficult people, this book has inspiring tools for stimulating change. The emphasis is principally on what we can do to make a difference at work. These teachings are extended to provide practical ideas for developing people and teams as well. This edition is updated throughout and has more emphasis on understanding people and influencing skills.

Independent Reviews are many and include these:

A truly excellent read. Superb advice from a master coach. Richard Denny
There are many excellent NLP books on the market but several of the ‘application’ books attempted to push NLP into all circumstances. This book discusses applications of NLP, general approaches to communication and good team theory, and it does it very well.
There are some very useful ways of thinking that may not be obvious approaches to teams. The language is clear and concise; the chapters are appropriately titled with insightful excersises. Angus is a constant innovator in the field and this work is certainly worth reading through.
Martin Shervington, Managing Director, John Seymour Associates

An excellent book that makes no assumptions about prior knowledge or experience and where the author talks to you as an equal.
The examples and exercises take the book out of academia and make it a very practical workbook. Those new to teams will benefit from the insights whilst experienced team leaders will find the book an enjoyable refresher.
In addition to personal development for the reader, behavioural trainers and coaches will find many ideas and concepts just ready for transporting into the classroom or coaching session.
Paul Hobbs
The Training Consultancy Ltd

"Performance Coaching Toolkit" follows on and enhances, in very practical terms, the body of work... more "Performance Coaching Toolkit" follows on and enhances, in very practical terms, the body of work contained in the widely-recognized best-selling book, "Performance Coaching" by Dr. Angus McLeod. It is enriched by methods taken from the authors' understanding and development of practical learning technology and from their work in education, personal development and within various organizations. The approach of the book is concise and informative: all the tools sit within a practical framework for developing and enhancing your own coaching style. This framework, McLeod'd STEPPPA Model, also provides a coherent and practical tool for keeping in touch with the coaching process as a structured journey. The layout enables fast access to key information. Links between other related models and tools are provided throughout, so the complexity of coaching processes, with time, becomes even more comprehensible. This toolkit suits coaches and prospective coaches in all sectors, particularly those who want a rapid and accessible route to understanding coaching practice and who want a reliable source book for coaching methods.

Training & Employment Magazine, 2020

We want others to be inspired, to co-create with us and support us; we want followship! To achi... more We want others to be inspired, to co-create with us and support us; we want followship!

To achieve greater followship in others, learning more about ‘leadership’ may not be the answer. That’s because leadership development is focused on changing self. What we need to create followship are skills that create change in others; focusing there provides targeted answers to progress.
In this article, discover what you may already be doing that is great! And, find new tricks and tips, for leveraging your existing abilities.

Creating Followship in others will help us to run more successful teams, as well as influencing peers and seniors more effectively. Another spin-off, is that good people are much less likely to leave. Here are some areas of focus that provide immediate results.

Anchor Point, 2004

Many coaches desire a framework for coaching that keeps them on track with their coachee's progre... more Many coaches desire a framework for coaching that keeps them on track with their coachee's progress towards motivated and achievable goals. Any model needs to be simple and memorable enough so that it does not inhibit the coach's attention on their coachee or on their coachee's material. The STEPPPA model emphasizes both progress and motivation in a systematic way. As with all stories, there is a beginning and an end but there is also one overarching, or meta-feature of the model, and that is emotion, 'E'.
https://angusmcleod.com/wp-content/uploads/2016/01/STEPPPA_Coaching_Model.pdf/

surreyimprovement.info

... Ideally, a double-blind study would be carried out to provide normalized data. Dr McLeod is V... more ... Ideally, a double-blind study would be carried out to provide normalized data. Dr McLeod is Visiting Professor of Coaching at BCU Business School and can be reached via AngusMcLeod Associates at www.angusmcleod.com and on 07899.75.75.85. ...

resource, 2004

Drawing from his management experience in many organisations, and his top-level coaching and ment... more Drawing from his management experience in many organisations, and his top-level coaching and mentoring skills, bestselling author and performance coach Dr Angus McLeod clarifies the differences between Coaching and Mentoring and explains the value and ...

Further praise for Self-Coaching Leadership '. . . so many new models and processes to use i... more Further praise for Self-Coaching Leadership '. . . so many new models and processes to use it felt like Christmas - they are great and so effective . . .' Karen Donley, HR Director, MBDA, BAe '. . . provides a rich resource for all those concerned with raising the bar on senior ...

Perspectives des politiques agricoles en Afrique du Nord (Options méditerranéennes, série B : Étu... more Perspectives des politiques agricoles en Afrique du Nord (Options méditerranéennes, série B : Études et Recherches 2009 N° 64) La crise alimentaire mondiale des années 2007-2008 n'a pas épargné l'Afrique du Nord. Elle n'a fait qu'y révéler des fragilités structurelles ...

ORGANISATIONS AND PEOPLE, 2004

The under-fives have traits that can help us understand more about the needs of coachees. Coaches... more The under-fives have traits that can help us understand more about the needs of coachees. Coaches can also learn from an understanding of child traits. In this article we explore some of these traits and how they can widen our perception. This may help HR professionals to review ...

When significant change is required by the owners/shareholders, we could change the CEO or Genera... more When significant change is required by the owners/shareholders, we could change the CEO or General Manager and hope that the right performance and behaviors will trickle down. But, why not change the work-culture itself, including the performance of the existing top-team? Leadership coaching talks to that objective: creating systemic change for improved performance and behaviors.

Acuity, Apr 2016

A model is shown describing different levels of psychological processing in coachees, in terms of... more A model is shown describing different levels of psychological processing in coachees, in terms of observable physiology. Physical manifestations in the coachee are described for both intellectualizing psychological states and for internalized, experiential, psychological states.

This work suggests strongly that certain coach-interventions induce significant state-change in coachees. Five of forty facilitative coach-intervention skills are described, in order to illustrate their practical use in facilitating significant psychological change.

Linkages are made between facilitative coaching interventions and neuroscience; how relevant changes in biochemistry are accompanying stimulation of the brain during coaching. These linkages are intended to help describe a (work-in-progress) concept of ‘coaching underpinned by neuroscience’.

An attempt to describe such a concept is made in order to create discussion; it is averred that a new discipline may arise, where links between the understanding of how facilitative coaching interventions work and their possible influence in neuroplastic change, may align in the future.

The present paper follows on from the Acuity paper of 2016. Coach interventions are reported... more The present paper follows on from the Acuity paper of 2016.

Coach interventions are reported that create learning experiences in the coachee. The rationale for the selection of the interventions is based upon:

1. observed levels of coachee’s psychological states and,
2. coachee-learning as expressed by coachee-language (using the REPROCess model), where psychological shift is classified according to the model.

Examples link separate coach interventions to specific learning and the perceived level of state-change (as determined by observations of the coachee). The methods here provide a means of training advanced coaches and also, assessment of coaches based on coachee-change, rather than present-day, skills-observation of coaches alone.
This paper suggests that further efforts towards the assessment of coaches, based upon what is achieved in the coachee, should be fruitful.

In this article, Prof. Angus I. McLeod #draimcleod provides compelling evidence for leveraging co... more In this article, Prof. Angus I. McLeod #draimcleod provides compelling evidence for leveraging corporate performance by developing staff Emotional Intelligence. IQ does not leverage corporate performance compared to its Emotional equivalent. He also provides low-budget training ideas to leverage staff EI development!

How do you leverage true KPIs to make your business more productive? In this article, Prof. Angus... more How do you leverage true KPIs to make your business more productive? In this article, Prof. Angus I. McLeod #draimcleod explains it all in no-nonsense, easy to apply tweaks.

Senior executives sometimes have a need to be liked. This emotional need can make them susceptibl... more Senior executives sometimes have a need to be liked. This emotional need can make them susceptible to colleagues with manipulative behaviors. Trust development is a better objective and this article by Prof. Angus I. McLeod, explains how to develop trust in organizations.

In the era of Donald Trump, are alpha-mindset executives needed in organizations, or, like Washin... more In the era of Donald Trump, are alpha-mindset executives needed in organizations, or, like Washington D.C., do alpha's just fight and stumble because they cannot compromise or collaborate? In this short article, Prof. Angus I. McLeod #draimcleod makes clear if, when and where to employ alphas!

It was Herbert Spencer, not Darwin, that coined the phrase "survival of the fittest'. In a changi... more It was Herbert Spencer, not Darwin, that coined the phrase "survival of the fittest'. In a changing global economy, leadership must adapt or die. With practical advice, this short article provides key and simple strategies for stepping up.

The why, how, what and when of deploying executive coaching. This article is directed mainly at t... more The why, how, what and when of deploying executive coaching. This article is directed mainly at the managements of SMEs and provided no-nonsense help and confidence in making good decisions.

Difficult times call for a different style of leadership. In this short article Prof. Angus I McL... more Difficult times call for a different style of leadership. In this short article Prof. Angus I McLeod offers some of the practical changes in thinking that step up to meet the needs.

A model is shown describing different levels of psychological processing in coachees, in terms of... more A model is shown describing different levels of psychological processing in coachees, in terms of observable physiology. Physical manifestations in the coachee are described for both intellectualizing psychological states and for internalized, experiential, psychological states. This work suggests strongly that certain coach-interventions induce significant state-change in coachees. Five of forty facilitative coach-intervention skills are described, in order to illustrate their practical use in facilitating significant psychological change. Linkages are made between facilitative coaching interventions and neuroscience; how relevant changes in biochemistry are accompanying stimulation of the brain during coaching. These linkages are intended to help describe a (work-in-progress) concept of 'coaching underpinned by neuroscience'. An attempt to describe such a concept is made in order to create discussion; it is averred that a new discipline may arise, where links between the understanding of how facilitative coaching interventions work and their possible influence in neuroplastic change, may align in the future.

Applied research in organizations leads the author to highlight 18 traits which are significant t... more Applied research in organizations leads the author to highlight 18 traits which are significant to varying extents in the most influential leaders today. Of these, seven need special attention because failure to be consistent in any of these seven 'Trust Factor' traits may lead to long or permanent damage to relationships and the performance of the team.