As a coach in organisational culture transformation, I see the effort modern African companies are making to appreciate the value of diversity. But there’s a tendency to look for the easily visible signs of difference - ethnicity, gender, sexuality, or mobility - rather than the true diversity that lies within people. The concept - and fact - of Neurodiversity is often seen as a challenge, yet history proves it can be a remarkable asset.

A classic marketing objective is to build brand awareness – especially for new launches. But this simply can’t happen unless the target audience’s attention is grabbed first. Today, we all pride ourselves on the ability to multi-task. How much do we really take in when we’re not actually focusing on one thing? The word ‘Attention’ is defined as ‘the concentration of awareness on some phenomenon to the exclusion of other stimuli’.

In my daily work inside the cultures of numerous African organisations, I discover common truths. One of these is how hard it is to onboard new hires quickly and effectively. Speed is essential because, after the first thirty days, a new joiner has heard so many varied opinions from colleagues and bosses that the opportunity has been lost. Effectiveness can best be judged by how quickly a new person becomes productive.

Ghosting - the act of cutting off communication without warning - has long been a feature of personal relationships, particularly in the digital age. But what was once confined to dating apps and social circles has now infiltrated the workplace, creating challenges for organisations, employees, and job seekers alike. As an organisational change consultant, I see the impact of ghosting on professional environments.