⚡️ LinkedIn Top Voice ⚡️ Be happier and more fulfilled by changing how you work ⚡️ Former People Partner at KPMG

I help teams to improve their performance by changing how they work.

When teams work differently, companies get the performance they want and people get work that feels more fulfilling.

My approach combines behavioural science, leadership psychology, and real-world experience.

That real-world experience comes from over 20 years at KPMG, where I was a Partner, COO, and Head of People for a major division, alongside leading complex client work. I have seen first-hand what actually drives performance in high-pressure, high-accountability environments.

I work with organisations where:

Productivity is falling despite longer hours and bigger teams
High performers and future leaders are leaving
Engagement and discretionary effort are declining
Cognitive overload is driving poor decisions
Burnout and stress-related absence are increasing
Client experience and service quality are slipping
Innovation is squeezed out by constant busyness
Leaders are stuck firefighting instead of leading

The solution is not greater effort.
It is working differently.

Organisations including HSBC, M&G, and Royal London work with me globally on leadership and management development programmes, offsites, and all-company events, both in person and virtually.

“𝘔𝘰𝘴𝘵𝘺𝘯 𝘩𝘢𝘴 𝘸𝘰𝘳𝘬𝘦𝘥 𝘸𝘪𝘵𝘩 𝘰𝘶𝘳 𝘦𝘹𝘦𝘤𝘶𝘵𝘪𝘷𝘦 𝘢𝘯𝘥 𝘴𝘦𝘯𝘪𝘰𝘳 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘵𝘦𝘢𝘮𝘴 𝘥𝘶𝘳𝘪𝘯𝘨 𝘵𝘸𝘰 𝘰𝘧 𝘰𝘶𝘳 𝘢𝘸𝘢𝘺 𝘥𝘢𝘺𝘴. 𝘏𝘪𝘴 𝘴𝘦𝘴𝘴𝘪𝘰𝘯𝘴 𝘴𝘵𝘢𝘯𝘥 𝘰𝘶𝘵 𝘧𝘰𝘳 𝘵𝘩𝘦𝘪𝘳 𝘣𝘭𝘦𝘯𝘥 𝘰𝘧 𝘦𝘷𝘪𝘥𝘦𝘯𝘤𝘦-𝘣𝘢𝘴𝘦𝘥 𝘵𝘩𝘦𝘰𝘳𝘺 𝘢𝘯𝘥 𝘱𝘳𝘢𝘤𝘵𝘪𝘤𝘢𝘭 𝘢𝘥𝘷𝘪𝘤𝘦 𝘵𝘢𝘪𝘭𝘰𝘳𝘦𝘥 𝘵𝘰 𝘴𝘦𝘯𝘪𝘰𝘳 𝘭𝘦𝘢𝘥𝘦𝘳𝘴.”
– 𝘋𝘢𝘷𝘪𝘥 𝘙𝘪𝘤𝘩𝘢𝘳𝘥𝘴𝘰𝘯, 𝘊𝘌𝘖, 𝘑𝘶𝘴𝘵 𝘎𝘳𝘰𝘶𝘱 𝘱𝘭𝘤

If you are a senior leader exploring how to improve the performance of your team through better ways of working, feel free to message me.

Mostyn Wilson

High performers don't waste years trying to fix broken systems... they leave fast.

And it's the most strategic move they'll ever make.
 
Here's what most people get wrong:

Staying in a dysfunctional environment doesn't make you loyal or resilient.

It just makes you exhausted, invisible, and stuck.
 
If your talent is being ignored, your ideas are being shot down, or office politics rewards the wrong people…

That's not your cue to try harder.

That's your sign to find a place that values what you bring.
 
High performers know:

→ You can't outwork a toxic system.

→ You can't "prove" your way into a broken culture.

→ The cost of staying is always higher than the risk of leaving.
 
Leaving isn't quitting.

It's choosing growth over survival.

It's betting on yourself instead of waiting for a system to change.
 
So, if you feel trapped, sidelined, or unappreciated:

Trust your instincts.

And walk away when you have to.
 
It's how top talent stays top.
___

If you want some help deciding on your next move, that’s exactly what we do inside Atomic Ambition.

We start on Monday (26th January).
This is the only live cohort running in 2026.

Click here to grab one of the last spots👇

https://lnkd.in/e739yevD

High-performing teams – Smarter ways of working | ex-KPMG Partner, COO & Head of People

Why Top Talent Leaves Fast

Success has a strange side effect.

You work your way to the top…
and somehow end up feeling empty.

The meetings run smoothly.
The team performs.
The numbers hit.

From the outside, it looks perfect.
But inside?
You’re running on fumes.

You tell yourself you’re just tired.
You tell yourself things will slow down.

They never do.

You skip the gym because “tomorrow.”
You check emails on holiday.
You sit at dinner with your family, but your mind’s still at work.

Somewhere along the way, the job stopped serving your life.
And started consuming it.

Here’s what most people miss:

When your personal life runs dry, your professional life won’t be far behind.

The solution is better clarity.

Clarity about what actually fuels you.
The kind of work that gives more than it takes.
The kind of environment that respects your energy.

Because ambition without this type of clarity burns you out.
But ambition with this type of clarity builds you up.

So ask yourself:
If your work finally fit your life, what would you get back first?

Ready to get your life back?
Click 'Visit my website' to take a look at Atomic Ambition.

We start next week.

Success feels good, until it drains everything else

Your CV won’t get you hired in 2026.

These 7 skills will 👇

1️⃣ Self-awareness
 ↳ Know your strengths, weaknesses, and how you impact others.

Leaders who master this build trust and stronger teams.

2️⃣ Active Listening
 ↳ And more time listening than talking.

Great leaders spend 80% of their time understanding, not broadcasting.

3️⃣ Asking Powerful Questions
 ↳ Answers are easy.

But it's questions that unlock new perspectives.

4️⃣ Emotional Intelligence
 ↳ Reading the room. Managing stress. Building real connections.

You can’t fake this, people feel it instantly.

5️⃣ Recovering from Failure
 ↳ Your bounce-back rate matters more than your success rate.

Quick learners outgrow everyone else.

6️⃣ Disagreeing Professionally
 ↳ Challenge ideas without damaging relationships.

It’s rare. It’s invaluable. It gets you promoted.

7️⃣ Cultural Navigation
 ↳ Adapting to different work styles, personalities, and communication preferences.

The future of work belongs to those who can blend in anywhere.

CVs measure what you’ve done.
These skills show who you are.

And in 2026’s workplace, who you are matters more.

I’ve seen brilliant CVs fail.

I’ve seen unconventional backgrounds soar.

The difference? These seven skills.

– They build trust.
– They drive results.
– They can’t be faked on paper.
– They show up in every interaction.

💬 What skill would you add to this list?

Drop it in the comments 👇

♻️ Share this if you know that who you are matters more than what’s on paper.

🔔 Follow Mostyn Wilson for more evidence-based career strategies.
__

📌 Save this for the next time you’re updating your CV.

Infographic titled “7 skills that matter more than your CV in 2026”. Seven boxed sections list skills with icons and short explanations. 1. Self-awareness: understanding strengths, weaknesses, and how actions land with others. 2. Active listening: listening more than talking; top leaders focus on understanding. 3. Asking powerful questions: progress comes from good questions that unlock new thinking. 4. Emotional intelligence: reading the room, handling stress, and connecting genuinely. 5. Recovering from failure: the ability to bounce back and learn quickly. 6. Disagreeing professionally: challenging ideas with respect while protecting relationships. 7. Cultural navigation: adapting to different styles, personalities, and ways of communicating. A section titled “What sets you apart in 2026?” says these skills cannot be faked, show up in every interaction, and build trust and results. Footer promotes a high-resolution PDF and free resources via mostynwilson.com

I used to say yes to everything because it was easier in the moment. But it was expensive later on.

I learned that I’d be much better off setting boundaries than feeling
resentful that I’d agreed to do something I didn’t have time to do.
 
Here are the top scripts I still use.
Steal them.
Tweak them.
Use them today.
 
A meeting I do not need:

“Thank you for thinking of me. I am heads down on a few other priorities right now and so I won’t be able to attend this. If you send a short note with the goal and one question you need answered, I will reply by Friday.”
 
Pick my brain:

“I appreciate the invite but I’m currently limiting such things so I can focus on something I need to get built over the next couple of months. If you’ve got a specific question, reply here and I will share a quick answer when I can.”
 
Quick favour that is not quick:

“Thanks for asking. I don’t have the capacity to do this well right now, so I am going to pass. Here are two resources that should be able to help you.”
 
Project that I don’t want to be involved with:

“This does look interesting and thanks for thinking of me. However, it doesn’t align with my current focus, so I will decline for now. If that changes, I will reach out.”
 
Time ask during focus hours:

“I’ll be offline for deep work until 2 pm. If it can wait, I can come back to you after that. If it is time sensitive, please proceed without me.”
 
Intro request I cannot make:

“I avoid surprising people with intros. If you send a three sentence blurb I can forward, I am happy to send it on to them and they can reach out if they’re interested.”
 
Scope creep:

“I really like the sound of these additions, however, what you are asking for is outside the scope of our original agreement. Would you like me to price it up as an additional piece of work?”
 
Job offer or opportunity that is not a fit:

“I am grateful for the offer. I am optimising for a different direction right now, so I am going to decline. I wish you the best finding the right person.”
 
Friend or family invitation I cannot accept:

“Thank you for thinking of me. I can’t make it this time but I am sure you’ll all have a great time, and I’ll look forward to hearing all about it!”
 
There are a few principles that make saying no easier:
 
Say no quickly.
Because silence creates false hope.
 
Be brief.
Because explanations invite debate.
 
Offer an option that works for you.
A later date. A different scope. An async option.
 
“No” protects your energy.
Yes should earn its place.
 
Save these scripts for next time you need them.

Like this?

Get 65+ free resources (that have had over 10 million views on LinkedIn) to make you even more successful at work here:

https://lnkd.in/eE287NTG

How to Say no without guilt

Most career decisions aren’t made strategically.

They’re made emotionally.

A layoff.
A shiny title.
A spike of fear dressed up as “opportunity”.

So people chase movement, but not always the right direction.

The result is the same doubts, just at a higher pay band.

A few years ago, I realised I needed a better way to decide.
Not more thinking.
Better filters.

So I built a simple framework I now use for every big decision.

I call it The Decision Grid.

It asks just two questions:

1. Does this increase my freedom or reduce it?
2. Does this expand my impact or shrink it?

If it doesn’t do both, it’s a no.

Not a “maybe”.
Not a “for now”.
A no.

Because every meaningful career is built on the same trade-offs:

Freedom over fear.
Impact over image.
Long-term leverage over short-term relief.

That’s how people stop being busy and start being significant.

You don’t need more clarity.
You need a framework that removes bad options fast.

Use this grid the next time you’re at a crossroads.

If it grows your freedom and your impact, it’s a smart move.
Everything else is noise.

If you want to build a brilliant next phase of your career, that’s exactly what we do inside Atomic Ambition.

We start on Monday (26th January).
This is the only live cohort running in 2026.

If you've been on the fence, now is your time.

👉  https://lnkd.in/e739yevD

DM me if you have questions.

A simple test for better career decisions

There’s something I’ve seen again and again with senior professionals, especially those who’ve outperformed quietly for years.

They become the foundation.

The person others lean on.

The one who makes it all work behind the scenes.

And for a while, that feels like recognition.

But eventually, the appreciation starts to sound the same.

– “Thanks for holding the fort”

– “You’re so dependable”

– “We can always count on you”

There’s nothing wrong with being the safe pair of hands.

But it becomes a problem when that’s all they see.

And if your value has become expected, you’ll wait forever for promotion.

I don’t think most people get stuck because they stop performing.

I think they get stuck because their environment stops imagining them any differently.

And unless you actively reframe how you’re seen, you’ll be respected, thanked… and left right where you are.

That’s not a reflection of your ability.

It’s a reflection of the system you’re operating in.

If that’s resonating – you’re not alone.

I speak with people every week who feel this exact thing.

But there is a way through it.

And it doesn’t start with working harder.

It starts with showing your value more clearly.

And if they don't see it, it's time to move on.

Has anything helped you realise it’s time to rethink the game you’re playing?

Drop it below 👇
__

📌 P.S. In Atomic Ambition from Mostyn Wilson, I help successful people to design a richer, freer, more authentic second half of their career.

Take a look here: https://lnkd.in/e739yevD

We start on 26th January.

Outperformed for Years. But Still Stuck?

"Just work harder" is the most damaging lie told to good people in broken workplaces.
 
And the best workers always hear it most.
 
When companies are a complete mess, have no money, or rubbish bosses, they praise staying late over actually getting things done.
 
So the message becomes:

Try harder.
Stay later.
Push through.
 
But here's what nobody dares say out loud:
 
Working harder in a broken system doesn't fix the system.

It just destroys the people trapped inside it.
 
Top performers react to broken systems by:

- Doing way more than their fair share

- Fixing stuff that isn't their job

- Bottling up all the pressure

- Confusing being a hero with making a real difference
 
They don't whinge.

They just cover for everyone else.
 
And that's exactly why this lie keeps working.
 
"Just work harder" sounds noble.
It sounds fair.
It sounds like you've got control.
 
But it sneakily shifts all the blame away from useless management, terrible planning, and backwards priorities - straight onto the person already giving everything.
 
The real move isn't working more.
 
It's asking the brutal questions:

- What's properly broken here?

- What am I propping up that deserves to collapse?

- Where am I losing my energy?

- What would actual progress look like, not just barely surviving?
 
Being brilliant at your job isn't about grinding yourself to bits.
 
It's about choosing where your effort actually makes a difference.
___

If you want some help deciding on your next move, that’s exactly what we do inside Atomic Ambition.

We start tomorrow (26th January).
This is the only live cohort running in 2026.

Click here to grab one of the last spots👇

https://lnkd.in/e739yevD

Just work harder is toxic advice in broken companies

A small shift in how you think can change everything about how you live.

The biggest barrier between you and your goals isn’t talent or resources.

It’s the way you talk to yourself, especially when things feel hard.

We all slip into the same thoughts:

“My timing isn’t right”
“I don’t know enough to start”
“What if I mess this up?”

If you’re not careful, those thoughts quietly shape your entire life.

But the good news?

Your mindset is the easiest place to create real change.

Shift it even slightly, and the path forward starts to open up.

Here are 5 perspective shifts that have made everything feel more possible for me:

1. “I’m not ready for this” → “I can learn as I go”

Taking the first step teaches you more than waiting ever will.

2. “I need everything planned perfectly" → “Progress starts small”

A rough version in motion beats a flawless plan sitting still.

3. “I don’t have enough time” → “I choose what gets my time”

Your schedule becomes clearer the moment your priorities do.

4. “This problem is too big” → “I can break it down into steps”

Most obstacles shrink the moment you move toward them.

5. “Growth feels overwhelming” → “Growth means I’m stretching”

Feeling uncomfortable is often a sign you’re on the right path.

Your outlook shapes your outcomes.

Choose the perspective that moves you forward.

Which shift hits home for you today?

♻️ Share this to help someone see their situation differently.

🔔 Follow me Mostyn Wilson for more like this.

Small shifts in how you think can change your life

You didn’t come this far, just to feel ‘fine’.

You worked too hard.
Learned too much.
Survived too many storms.

To spend your best years protecting your comfort zone.

Playing it safe looks smart...
until it starts stealing your potential.

You tell yourself it’s stability.

But deep down, you know it’s fear in disguise.

The fear of being seen.

The fear of failing publicly.

The fear of finding out that yes, you are actually meant for more.

Most people don’t fail because they make bad moves.

They fail because they never make the moves that matter.

Every dream you have lives on the other side of discomfort.

And most people never cross that line.

They choose comfort over courage.

Certainty over curiosity.

‘Someday’ over ‘right now’.

But “someday” is a mirage.

It never arrives.

The truth is that you don’t need to burn your life down.

You just need to stop building walls around your potential.

Because safety won’t build your legacy, but it will limit you.

The moment you stop clinging to “secure”, you start unlocking everything you’ve been chasing.

Impact.
Freedom.
Higher pay.

The life you want won’t come from caution.
It will come from conviction.

So, make the move that scares you.

If you want some help building a brilliant next phase of your career, that’s exactly what we do inside Atomic Ambition.

We start on Monday (26th January).
This is the only live cohort running in 2026.

If you've been on the fence, now is your time.

Click here to grab one of the last spots👇

https://lnkd.in/e739yevD

Playing it safe?

Hi, I'm David. I'm The Strategy Coach for CEOs, C-Suite executives, and founders at the world's top organisations. I've worked with more than 50 CEOs and hundreds of executives over nearly 30 years. 

I write about strategy, leadership, and culture in Harvard Business Review, MIT Sloan Review, Strategy+Business, Fast Company, and Forbes. I'm quoted in the Wall Street Journal, FT, Times and the Guardian.

This is how I can help you:

👋 Executive Coaching and Advisory.

Typically, you are new in role or transitioning, facing:

▶️ Exciting growth opportunities
▶️ Complex customer dynamics
▶️ A missing or incoherent strategy
▶️ An underperforming leadership team
▶️ Investors with high expectations
▶️ A bureaucratic, undiverse culture

You want to be inspiring, inclusive, and compassionate. 

But where do you start? And how do you master the mindsets and practices required?

▶️ Learn about my services at: https://strategyshift.co.uk/services/

In retained contracts (6 months+) I provide: catalyst sessions, exercises, blueprints (e.g. for vision, strategy, culture), role-plays and rehearsals, invitations to peers and other professionals. 

Clients include: the BBC, Microsoft, the Guardian, CBRE, Oak Foundation, NBC Universal, ManpowerGroup.

👋 Topics include:

▶️  Strategic thinking and doing.
▶️  Board/Exco impact and dynamics.
▶️  Decision-making.
▶️  Integration of strategy and culture.
▶️  Overcoming inner obstacles to growth.
▶️  Dealing with challenging stakeholders.

👋 Expect big results:

☑ Organisation: profitable growth, new capabilities, greater resilience.

☑ You: greater fulfillment, financial reward, reputation, wellbeing.

👋 Perspectives

I believe passionately in sharing my expertise, ideas, and learning. 

▶️ Writing: https://davidlancefield.com/writing/. 

Sign up to my:

▶️ Every Day is a Strategy Day newsletter: https://davidlancefield.com/newsletter/

▶️ Lancefield on the Line podcast in which I interview the world's best executives, enterpreneurs, and management thinkers: https://davidlancefield.com/lancefield-on-the-line/

👋 About me

I'm curious, creative, courageous. Intellect with intuition, reflection with action, compassion with clarity.

I’ve taken risks and overcome challenges in my professional and personal life — including the care of a disabled child — in pursuit of growth and opportunity. 

▶️ Former senior partner in Strategy&/PwC.
▶️ Guest lecturer at the London Business School.
▶️ Distinction in MSc Economics (Warwick) and Meyler Campbell Mastered coaching. 

Reach out to me at david@davidlancefield.com

David Lancefield

"We've got to act now, otherwise we'll be swept away" is usually lazy thinking, argues Prof Julian Birkinshaw, Dean of Ivey Business School at Western University.

Beware of the hype - especially from the consultants (!) - when it comes to digital transformation, esp. involving AI.

A fascinating, stimulating conversation for the first episode of my Lancefield on the Line podcast for 2026.

We talk about:

- Myths that distort the digital disruption narrative.
- Data revealing incumbent companies’ hidden resilience.
- Building a digital mindset across established organisations.
- Balancing present performance with future opportunity.
- Why “fast-second” often beats first-mover advantage.
- Inspiring innovation with symbolic leadership actions.
- Low-cost experiments that signal serious intent.
- Managing change without rushing major decisions.
- Generative AI’s real impact on business schools.

I love how Julian is practising what he researches as he pursues an AI-enabled strategy for his business school.

Leadership right there.

Check it out below via the link.

Strategy advisor & Exec Coach | Helping CEOs/CXOs perform at their best (transitions, first 100 days, decisions). | Founder, Strategy Shift I HBR Contributor I LinkedIn Top Voice 24/25 I LBS Guest Lecturer I Podcast Host

Who will you surround yourself with in 2026 and beyond?

My focus is on being with INTERESTING AND INTERESTED people.
Less time with TOXIC TAKERS.

Here's what I mean:

Interesting can mean many things. Ideas, perspectives, provocations. 
Or their background, style, or outlook on life.

Interested, frankly, means being curious about me and those around me.

You can tell when you’re with people like this. 
There’s a fizz in the conversation. They ask questions of you and you of them. You look forward to it.

It’s not transactional. Or silent. But stimulating, uplifting.

And TOXIC TAKERS bring negativity, conflict, and emotional drain to others, especially those who are self-centred.

Who will you surround yourself with this year?

Photo: with my parents and brother-in-law who are certainly interesting and interested, in front of some cows (not sure how I'd describe them 😀 )

"The best things come to those who wait", we're often reminded.

But we struggle with patience.
We worry about missing out.
Or being forgotten.
Failing ourselves and others.

The reality of any substantial endeavour is that the journey is full of ups and downs.
You have to overcome obstacles - the practical and the inner.
Practise new skills.
Learn from failure.

And then, often by surprise, you have a breakthrough.
As if it were waiting for the right time to show you.

So, keep going.
Back yourself. 
Check you're on the right path.
Surround yourself with people who lift you.
And get your head down, and do the work.

(Note to self, too).

Image from the Natural History Museum 2025 Wildlife Photographer of the Year Exhibition

When does principled leadership tip into being dogmatic?

That's the question when I watched the England Cricket team manager and captain - Brendan McCullum and Ben Stokes - talk about the heavy defeat to Australia in the Ashes.

They introduced Bazball, a fearless approach to cricket with high scoring rates, attacking bowlers, and positive intent.

It worked for a while - transforming the confidence and performance of a struggling England team.

But it hasn't worked with the best teams in the world - and in this Ashes series - where you need a more thoughtful, disciplined approach.

Why play reckless shots when you're there to build an innings, and you have time to do so?

This is what I saw and read which spoke to a dogmatic leader:

- Poor preparation (as if they thought they were good enough).
- Insistence on this Bazball approach to the whole team, even when it doesn't suit everyone.
- Little recognition of the mistakes they made.
- Lack of willingness to change their Bazball approach.
- Bringing in people ('yes people' as they've been described) around you who are similar to you; the England team didn't have strong technical batting and bowling coaches (and it showed).

The best quote from McCullum after the defeat: 

"I will not be told what to do by the ECB" (his employer).

I see a lot of leaders in sport and business become dogmatic, especially after enjoying success. They start creating what looks and feels like a cult. 
It becomes their downfall, soon enough.

Effective leaders adapt their mindsets and practices to:

- The SYSTEM they're in (employer, customers, competitors).
- The SEASON they're operating in (the maturity of the team, its performance status).
- The TALENT at their disposal (rather than force-fitting their system to the talent).

What's your best example of a dogmatic leader?

Are you living life on autopilot?

Busy days. Full calendar. The weeks move fast.
You're successful on the outside. 
But wonder if there's more to life. If you could get more control - more agency - over your life.
What might you do? Who might you become?

I want to help people reclaim their identity, get more agency/authorship, and start working and living to their full.

To that end, I’m running a short anonymous global survey for executives, experienced professionals, and coaches to understand:

What shifts in midlife that creates “autopilot”.
What drives it (work, life, internal patterns)
What gets in the way of acting on it
What helps people regain agency and authorship

It takes 5-10 minutes.

Link below in the comments.

The benefit to you?

- This self-assessment might give you an immediate insight or nudge in the right direction.
- I'll share the findings (and recommendations) from this survey if you leave your email.

Do share it with a colleague, client, friend, or family member if you feel it might be relevant to them.

taplio

The Battle

Mostyn Wilson

David Lancefield

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The Battle

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David Lancefield

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