Psychological safety as an absolute concept is impossible for leaders. We reframe the concept to safe enough to take the risks required to effectively work with people, based on Dr. Winnicott's 1953 on 'good enough' parenting.

Awesome teams trust each other to have their backs and do awesome work together. Build trust in leadership and in your teams to get more done and have more fun.

The only thing that is certain is our future is that it's uncertain. Learning how to adapt will be key to success as the market changes

Disengagement is everywhere.. but no one wants to admit it's their problem.

Team building exercises like axe throwing and scavenger hunts connect people around an activity and the effects don’t last. They’re also not very fun for many of us. There has to be a better way than expensive, time consuming activities that take us back to school excursions.

Hybrid work policies haven’t solved collaboration issues. We need something different.

Play at work has a bad name, for good reasons. Play is enjoying the experience of learning with people. So, if anyone is cringing or feeling the ick, you’re doing it wrong. Authorise and encourage play in your teams authentically with experiments and research.

Boundaries are great! And the only thing that a wise, witty, charming leader can directly take action on when they want to impact their teams and organisation!

Image: Madonna, being cool, from Soundcloud

Organisations are full of people with different perspectives. Things go wrong when you act like yours is the only ‘truth’. So, what do we do about it? Read on and find out about cool things like intersubjective theory. It’s ace.

A blog for our concerned mothers (and you) about what we do

A play-tragic and a play-sceptic walk into a bar… and decide to build a company that support teams to make their own play and build their own culture that fosters engagement, joy, collaborations and challenge.

Why Play, in the form of a playful play