A growing trend in HR has quietly become the subject of hallway conversations: candidates progressing through full recruitment cycles—interview rounds, culture fit conversations, and even receiving a full contract—only to pull away at the final step. They “need time to reflect,” they say. Then they disappear. But not to ghost. They reappear in their current company—armed with the offer. Not to resign, but to renegotiate.

Organisations invest heavily in training and follow-up coaching, yet many still struggle to translate that investment into long-term behavioural change. The essential question for leaders is whether they are equipping people to sustain progress independently—especially when motivation dips or operational demands intensify.

Emotions do not simply vanish when circumstances change. They leave a trace that may remain long after the event that triggered them has passed. In organisational life, this residue quietly but persistently shapes how people interpret their environment and respond to others.

The Selling Style Game: What Do You Pick Up? A sales narrative — and a challenge in perception This piece is more than just a story. It’s...

In the fragile and often turbulent terrain of change, nurturing desire requires something rare: a balance of psychological distance and relational depth.

Beyond Performative Leadership: Reclaiming Responsibility in a System That Quietly Disempowers   1. Introduction: When Leadership Becomes...

From Classroom to Conference Room: What Gen Z Is Bringing — and Holding Back

How Size, Structure, and Training Shape Call Centre Outcomes Inbound Call centres vary widely in size, structure, and culture—but they...

What really happens when no one speaks their mind—and what leaders might be missing. The illusion of alignment In many workplaces, the...

Leading with Quiet Strength - The Power of Transparent Leadership

The Ripple Effect - How Respectful Supplier Relationships Empower Your Workforce

True Essence of Work-Life Balance

Unleashing Your True Potential

Building Psychological Safety at Work: Key Strategies

Creating a Diverse and Inclusive Workplace