Empowered by Design - The Shiftcode Programs

Founder of the Shiftcode Model and the  Shiftcode Programs 

Are your leadership behaviours helping you thrive - or holding you and your teams back in today’s complex workplace?

Leadership starts with behaviours. As a leader, you’re navigating a workplace that’s more challenging than ever before. Generational diversity, hybrid work arrangements, disengaged employees, teams working in silos, blame culture, and communication breakdowns are just the beginning. 

But what if I told you there’s a fast, effective way to shift behaviours and lead with impact?

The Shiftcode Model by Empowered by Design is a powerful framework with actionable strategies that's designed to empower leaders and teams to elevate their people-centered skills and achieve leadership excellence. The best part? It's practical, easy to apply, and it works when you commit to the process.

Imagine being able to build trust across diverse teams, foster collaboration in any setting, and inspire productivity and engagement - all while breaking free from the habits and behaviours that no longer serve you or your team. 

So, if you’re a manager, team leader, executive, or aspiring leader ready to transform unproductive behaviours into impactful outcomes, then I encourage you to book a free consultation, and let's strategies what's possible for you and your workplace.

Founder of Empowered by Design

Have you ever felt like you're hitting an invisible barrier that holds you back from reaching your full potential - whether it's in your career, relationships, or personal growth? 

Have you ever wondered what it would take to truly lead yourself and others with confidence, clarity, and purpose?

At Empowered by Design, we offer transformative mentorship programs, keynotes, masterclasses, and workshops designed to help you break through these barriers and become the leader you were meant to be. Our focus:

1. Accelerate Leadership Excellence - The Power of Shifting Behaviours: Learn to recognise common unproductive workplace behaviours, cultivate the skills to shift to behaviours that lead to positive productive outcomes and behaviours that elevate people-centred skills.

2. Elevate Workplace Harmony – Learn how to communicate effectively, build trust, and foster deeper connections through emotional intelligence. This program empowers teams and leaders to create a more harmonious, productive, and thriving work environment.

3. The Leader Within – Discover how to master the art of self-leadership in today’s rapidly changing world by answering three powerful questions. This workshop equips you to lead with intention, resilience, and purpose ensuring personal and professional success in the new now.

4. Beyond Barriers – Breakthrough your inner glass ceiling and unlock your true potential. This program is designed to help you confront and dismantle your limiting patterns and develop the mindset needed to reach new heights of achievement.

As the founder of Empowered by Design, I bring over 30 years of leadership experience and a deep passion for helping individuals and teams succeed. Together, let’s design a future where you lead with purpose, unlock your potential, and create lasting impact.

Are you ready to take the next step? Let’s start your transformation today.

Click on my website for more information.

Mentor, Speaker & Facilitator @Empowered by Design

Programmed

Have you ever felt overwhelmed by the complexities of contract management or navigating the fine print of legal obligations? 

As a Manager, Contract Governance and a former construction lawyer, I specialise in bridging the gap between legal frameworks and commercial realities. With over 30 years of legal and commercial experience, I am passionate about simplifying contract management for operational teams and project managers, ensuring a clear understanding of parties' obligations. I help teams confidently understand and manage contracts, ensuring smooth project delivery. 

I’ve successfully mediated and negotiated complex contractual disputes to create win-win outcomes, and now I leverage that experience to provide tailored training and mentorship on contract administration and effective communication. My goal is to empower teams to master contract management, achieve clarity in negotiations, and ultimately, drive better project outcomes. My passion is simplifying the complex, empowering teams with emotional intelligence skills so that teams can elevate their communication skills, build trust and rapport, collaborate effectively and focus on what truly matters—driving performance and achieving goals.

Manager, Contract Governance

Blueprint Homes

- Compliance & Risk Management - established and implemented change strategies;
- Training and educating relevant departments on the compliance framework and risk management culture;
- Developed and established standard operating processes and procedures for efficient operations and risk mitigating strategies (from sign-up of the PPA, building contract  to expiry of statutory warranty);
- Audits, Advisory & Compliance/Non- Compliance Management;
- Building Commission/SAT matters;
- Construction disputes;
- OH&S - compliance requirements;
- Education & Training;
- Contract negotiations and conflict management;

Commercial & Compliance Manager

Development Management Group

Commercial and Contracts Management
Managing real estate conveyancing
Management of the administration of Sales Contracts
Management and control of database and document control
Development and establishment of Standard Operating Procedures, processes and policies
Review of commercial contracts, standard form contracts and documentation in liaison with external legal counsels

Commercial & Contracts Manager

Builditeco Pty Ltd & Assoc. Co. Precision Pile Pty Ltd

Developing SOPs, Organisational strategies, Contracts Management and Operations including Business Development. Attending to contractual disputes, debt collection litigation and all HR matters including Fair work claims and Industrial Relations court claims and disputes.

Project Liaison and Contracts Management

MK Land Holdings Berhad

The company is a Property & Resort Development company and group of companies listed on the Main Board of the Kuala Lumpur Stock Exchange. As the General Manager of the group I held the role of an in-house General Counsel leading a team of 4 Legal Officers and 15 support staff. Responsible for review/drafting of construction, supplier and bespoke commercial agreements; Assessment & mitigation of contractual risks; Identifying and resolving contract management issues; Proposing and implementing solutions; My role included audit checks and reporting on tender processes and non-compliance to SOP, Policies and Governance; Managing claims and disputes; Negotiating & resolving disputes; Advisory role on HR and Industrial Relation matters including attending to all litigation matters. Advisory role on Strata/Commercial Property Management.

Group General Counsel

🔴Accelerating Leadership Growth Through Behavioural Shifts | Leadership Behaviour Strategist | Creator of The Shiftcode Model | Executive & Team Mentor | Facilitator | Speaker | Former Lawyer | Volunteer

Hi, I’m Preetie Boler - founder of Empowered by Design, behavioural strategist, and creator of The Shiftcode™ Model.

For over 30 years, I led high-stakes legal and commercial negotiations - from multimillion-dollar construction disputes to guiding cross-functional teams through conflict and complexity. As a former General Counsel and leader in Contract Governance and Dispute Resolution, I witnessed a recurring truth: strategy doesn’t fail - behaviours do.

Time and again, I saw that even the most intelligent strategies collapsed under the weight of mistrust, misalignment, and poor communication. That’s when I shifted from law to leadership after becoming a certified emotional intelligence facilitator - determined to help leaders build cultures rooted in trust, engagement, collaboration, and clarity.

Today, I mentor executives, managers and emerging leaders to accelerate leadership excellence by shifting behaviours to build - what I call the 4 Pillars of a Thriving Team & Culture: trust, engagement, collaboration, and inspiration. My work is grounded in behavioural science, emotional intelligence, and real-world leadership. I don’t just train leaders - I transform how they lead.

Through my proprietary Shiftcode™ Model, I help leaders:
- Uncover behavioural blind spots
- Elevate behavioural intelligence
- Communicate with purpose
- Resolve conflict with confidence
- Lead high-performing, inspired teams

Ways We Can Work Together:
1. The 3-Minute Leadership Shift (Newsletter)
Quick, actionable insights + daily micro-practices for behaviourally intelligent leadership.

2. Keynotes & Masterclasses
Story-driven talks and interactive workshops for leadership teams.

Signature Talks:
The Leader Within: Mastering Self-Leadership
Leadership Behaviours Matter
Mastering Communication with Challenging Personalities

3. The Shiftcode™ Leadership Accelerator (12-Week Program)
A high-impact mentorship for leaders ready to drive behavioural change and elevate team performance.

4. Custom Corporate Workshops
Tailored programs in behavioural intelligence, communication, conflict resolution, and more - built around your organisation’s leadership needs.

I work with decision-makers and organisations ready to drive culture change from the inside out - because leadership excellence isn’t about tenure or title, it’s about how you show up.

👉 Ready to lead the shift?
Let’s connect: https://linktr.ee/empoweredbydesign

She didn’t lack confidence.

She lacked permission.

In a recent mentoring session, a senior leader told me:
“I second-guess everything I say in meetings.
 I know my stuff, but I still shrink back.”

This wasn’t a woman who lacked capability.
She had experience. Expertise. Presence.

But none of that mattered in a workplace where behavioural safety was missing.

She wasn’t hesitant because she didn’t know.
She was hesitant because early on, her ideas were shut down.
 
Dismissed. Overridden by louder, faster voices.
That momentary silence?
 
It became a habit.
That habit became identity.

And that identity became her cage - even though the door was never locked.
That’s the invisible weight of cultures that fail to nurture voice.

Not everyone leaves.
But most people shrink.

⚠️ Leadership Warning:
You can’t measure what was never said.
 You’ll never know the brilliance that stayed silent.
 
And the voice you silence today?
It may be the leader who walks tomorrow.

💡Behavioural Insight:
Confidence isn’t only an individual trait.
It’s a system response.
 
It thrives when permission, trust, and modelling are present.
And that’s your job as a leader:
To create the kind of space where people don’t have to armour up to contribute.

✅ Micro-Leadership Practice:
Try this at your next team meeting:

“I want to pause here [Name], I’d love to hear your thoughts.”
No pressure. Just invitation.

That moment of intentional inclusion might unlock someone’s entire trajectory.

Because leadership isn’t just about what you say.
It’s about who you make room for.

📘 From The Shiftcode™ Leadership - launching Feb, 2026
 🔁 Repost if you believe inclusion isn’t policy - it’s behavioural modelling.
 👇 Tag someone who helped you find your voice in your leadership journey.
👋 Follow for real-talk on the behaviours that shape culture.

Preetie Boler LLB (Hon)

Last week I had the privilege of attending the 𝗔𝗜𝗠 𝗪𝗔 𝗣𝗶𝗻𝗻𝗮𝗰𝗹𝗲 𝗔𝘄𝗮𝗿𝗱𝘀 for the very first time - as a guest of the Australian Institute of Management WA.

And honestly… I was blown away.

I’ve heard incredible things about this event over the years, but being in that room, surrounded by leaders making a real impact across Western Australia, was something else entirely.

𝗔 𝗵𝘂𝗴𝗲 𝘁𝗵𝗮𝗻𝗸-𝘆𝗼𝘂 𝘁𝗼 Professor Gary Martin FAIM 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗶𝗻𝘃𝗶𝘁𝗮𝘁𝗶𝗼𝗻. 

One of the unexpected highlights?
The West Australian Symphony Orchestra. Absolutely breathtaking. 
And the vocal performances? Gave me goosebumps. 

What truly moved me, though, were the stories.

Hearing about the initiatives, programs, and leadership happening across our state - many quietly creating change behind the scenes - reminded me of why these awards matter so much. They shine a light on people and organisations who are not just achieving but contributing.

The AIM WA team delivered a world-class evening. Special mention to Alex Quinn FAIM for the thought, care, and coordination that goes into bringing something like this to life.

But what stayed with me long after the night ended was this:
Western Australia is filled with leaders who are building with purpose. Leaders who are focused on the growth of others. And who are clear and courageous about the impact they want to create.

It’s truly inspiring to witness their work being recognised with such intention and heart.

𝗖𝗼𝗻𝗴𝗿𝗮𝘁𝘂𝗹𝗮𝘁𝗶𝗼𝗻𝘀 𝘁𝗼 𝗮𝗹𝗹 𝘁𝗵𝗲 𝘄𝗶𝗻𝗻𝗲𝗿𝘀 𝗮𝗻𝗱 𝗳𝗶𝗻𝗮𝗹𝗶𝘀𝘁𝘀. Your impact is felt far beyond that stage - and it was a privilege to be in the room celebrating you.

Nilesh Makwana always a pleasure to catch-up.
Sunny Haigh thank you for our wonderful conversations.

𝗬𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝘄𝗮𝘀𝘁𝗲𝘀 𝗮𝗯𝗼𝘂𝘁 𝟰.𝟯 𝗵𝗼𝘂𝗿𝘀 𝗮 𝘄𝗲𝗲𝗸 𝗶𝗻 𝘂𝗻𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗲 𝗰𝗼𝗻𝗳𝗹𝗶𝗰𝘁.

That’s over 𝟮𝟬𝟬 𝗵𝗼𝘂𝗿𝘀 𝗮 𝘆𝗲𝗮𝗿 - per employee.

And it all happens because leaders avoid leading through tension.

𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝘀𝘁𝗼𝗿𝘆 𝗺𝗼𝘀𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗯𝗼𝗼𝗸𝘀 𝗺𝗶𝘀𝘀:
I believed avoiding conflict meant being competent and keeping the peace.
So, I let tensions simmer. I assumed adults would self-resolve.

But instead:
• Gossip grew.
• Meetings dragged.
• Energy drained.

This created a toxic culture of passive-aggression where the real issues were never addressed, and performance flat-lined.

𝗧𝗵𝗲 𝘁𝗿𝘂𝘁𝗵:
Conflict isn’t the problem.
Unresolved conflict is.


Your job as a leader isn’t to avoid conflict, but to facilitate healthy, productive disagreement.
And the most expensive mistake isn’t lack of skill - it’s lack of clarity.

📉 According to JAMS Pathways (2025), unresolved workplace conflict = 𝟰.𝟯𝟰 𝗵𝗼𝘂𝗿𝘀 𝗹𝗼𝘀𝘁 𝗽𝗲𝗿 𝘄𝗲𝗲𝗸 𝗽𝗲𝗿 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲. jamspathways.com

✅ 𝗔 𝗕𝗲𝘁𝘁𝗲𝗿 𝗪𝗮𝘆 𝗙𝗼𝗿𝘄𝗮𝗿𝗱:

Instead of avoiding the discomfort – facilitate a structured conversation.

Try this 3-question framework:

1. If someone comes to you to complain about a colleague, your first question is: Have you talked to them directly?
Demolish triangulation.

2. Use “I feel…” statements.
Coach your team to say “I feel frustrated when…” instead of “You always…”

3. Find the shared goal.
Ask: “What are we both trying to achieve here?” This shifts the focus from person vs. person to person + person vs. problem.

𝗧𝗵𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗦𝗵𝗶𝗳𝘁:

Stop believing that avoiding the hard stuff keeps things safe.
It doesn’t. It steals your time, trust, and talent.

𝗬𝗼𝘂𝗿 𝗠𝗼𝘃𝗲:
This week - pick one unresolved team tension.
Schedule the conversation.
Lead the dialogue.

👇 What’s one conflict you’re going to face instead of freeze out?

🔁 Repost if this resonates.
👋 Follow for the messy reality of leadership.
🎯 Subscribe to 𝘛𝘩𝘦 3-𝘔𝘪𝘯𝘶𝘵𝘦 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘚𝘩𝘪𝘧𝘵 – Link in Bio.

No alternative text description for this image

𝗧𝗵𝗶𝘀 𝗶𝘀 𝗮 𝗺𝗼𝗺𝗲𝗻𝘁 𝗜’𝘃𝗲 𝗯𝗲𝗲𝗻 𝘄𝗮𝗶𝘁𝗶𝗻𝗴 𝘁𝗼 𝘀𝗵𝗮𝗿𝗲... 𝗮𝗻𝗱 𝗶𝘁 𝗰𝗼𝗺𝗲𝘀 𝗳𝗿𝗼𝗺 𝗺𝘆 𝗷𝗼𝘂𝗿𝗻𝗲𝘆.

After more than three decades navigating the gritty, emotionally complex world of leadership - across law, construction, facilities management, conflict resolution, negotiation, and contracts - I’ve poured everything I’ve learned into one project.

And today, I can finally announce it:

My book - 𝙎𝙝𝙞𝙛𝙩𝙘𝙤𝙙𝙚 𝙇𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥: 𝘽𝙪𝙞𝙡𝙙𝙞𝙣𝙜 𝙏𝙝𝙧𝙞𝙫𝙞𝙣𝙜 𝙏𝙚𝙖𝙢𝙨 & 𝙋𝙤𝙨𝙞𝙩𝙞𝙫𝙚 𝙒𝙤𝙧𝙠𝙥𝙡𝙖𝙘𝙚 𝘾𝙪𝙡𝙩𝙪𝙧𝙚 - is coming.

𝗟𝗮𝘂𝗻𝗰𝗵𝗶𝗻𝗴 𝗙𝗲𝗯𝗿𝘂𝗮𝗿𝘆 𝟮𝟬𝟮𝟲. Stay tuned for details.                                       The official countdown begins in January.

This book was born from lived experience.
Across my years in legal practice, as a construction lawyer, negotiator, mediator, contract governance leader, and as a behavioural strategist, I kept seeing the same pattern repeat:
👉 Leaders don’t fail because they lack skill.
👉 They fail because they can’t see, regulate, or shift their 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝘀 for outcomes that matter.

I saw brilliant leaders unintentionally erode trust.
Teams disengaged under reactive patterns.
Cultures fracture because behaviours went unaddressed.
And traditional leadership training somehow failed to bridge the gap between a leader's intention and their impact.

That gap is what I dedicated my study and research - to understanding and closing. And… 𝗶𝘁’𝘀 𝘄𝗵𝘆 𝘁𝗵𝗶𝘀 𝗯𝗼𝗼𝗸 𝘄𝗮𝘀 𝘄𝗿𝗶𝘁𝘁𝗲𝗻.

As a certified emotional intelligence practitioner, mindfulness facilitator, and behavioural leadership mentor, I began developing a practical, human, and real framework - one that leaders could apply in the moments that matter most.

Those high-pressure moments.
Those conflict-filled moments.
Those moments where intention and impact don’t match.
Those moments where culture is built - or broken.

And that framework became the 𝗦𝗵𝗶𝗳𝘁𝗰𝗼𝗱𝗲𝗧𝗠 𝗠𝗼𝗱𝗲𝗹.
A behavioural navigation system for modern leadership.

This book is a behavioural handbook for real workplaces - the ones filled with complexity, personalities, tension, brilliance, emotion, and possibility.
Inside, you’ll find tools to help leaders build:

• Trust that holds
• Engagement that lasts
• Collaboration that feels natural
• Inspiration that’s genuine
• Psychological safety that’s real
• Cultures that people want to belong to

Because leadership excellence doesn’t happen through knowledge alone.
It happens through behavioural shifts - one intentional choice at a time.

Today, I’m sharing the cover.
A small glimpse of something I’ve carried in my heart for years.

I can’t wait to reveal more.
I can’t wait for you to read it.
And I can’t wait to help leaders everywhere shift the way they show up.

𝗦𝗵𝗶𝗳𝘁𝗰𝗼𝗱𝗲 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝘀 𝗰𝗼𝗺𝗶𝗻𝗴.
And it’s going to change the way we lead in 2026 and beyond.

Lucy McCarraher Rethink Press

𝗢𝗻𝗲 𝘀𝗺𝗮𝗹𝗹 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝗮𝗹 𝘀𝗵𝗶𝗳𝘁 𝗰𝗮𝗻 𝗰𝗵𝗮𝗻𝗴𝗲 𝘁𝗵𝗲 𝗲𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝘁𝗲𝗺𝗽𝗲𝗿𝗮𝘁𝘂𝗿𝗲 𝗼𝗳 𝗮𝗻 𝗲𝗻𝘁𝗶𝗿𝗲 𝘁𝗲𝗮𝗺.

I once worked with a brilliant executive whose team was burning out.
Performance was strong…
but morale was collapsing.

The shift?
It wasn’t a new strategy.
It wasn’t a restructure.
It wasn’t a motivational speech.

It was this:
She stopped starting meetings with metrics.
And started with,
“How are we… really?”

That tiny shift created space for honesty.
It softened the room.
People exhaled.
And slowly - trust returned.

Because the most powerful leadership moves are often the most human.

𝗪𝗵𝗮𝘁’𝘀 𝗼𝗻𝗲 𝘀𝗺𝗮𝗹𝗹 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝗮𝗹 𝘀𝗵𝗶𝗳𝘁 𝘆𝗼𝘂 𝗰𝗼𝘂𝗹𝗱 𝗺𝗮𝗸𝗲 𝗯𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲 𝘆𝗲𝗮𝗿 𝗲𝗻𝗱𝘀 - 𝗼𝗻𝗲 𝘁𝗵𝗮𝘁 𝘄𝗼𝘂𝗹𝗱 𝗯𝗿𝗶𝗻𝗴 𝗺𝗼𝗿𝗲 𝗵𝘂𝗺𝗮𝗻𝗶𝘁𝘆 𝗯𝗮𝗰𝗸 𝗶𝗻𝘁𝗼 𝘆𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽?

𝗬𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝗱𝗼𝗲𝘀𝗻’𝘁 𝗻𝗲𝗲𝗱 𝗮 𝗻𝗲𝘄 𝗺𝗶𝘀𝘀𝗶𝗼𝗻 𝘀𝘁𝗮𝘁𝗲𝗺𝗲𝗻𝘁 𝗼𝗿 𝗮 𝘃𝗮𝗹𝘂𝗲𝘀 𝗽𝗼𝘀𝘁𝗲𝗿.
T𝗵𝗲𝘆 𝗻𝗲𝗲𝗱 𝗯𝗲𝘁𝘁𝗲𝗿 𝗺𝗼𝗱𝗲𝗹𝗹𝗶𝗻𝗴.

Culture isn’t shaped by what’s written in your strategy deck.
It’s shaped by what you tolerate, reward, and repeat.

Here’s the hard truth:
People don’t copy what you say.
They copy what you do.

You want more ownership?
➡️ Model responsibility.

You want innovation?
➡️ Model curiosity.

You want psychological safety?
➡️ Model humility and accountability - especially when it’s hard.

Because culture doesn’t start in the boardroom.
It starts in your behaviour.

Ask yourself today:

“What’s one behaviour I’m unintentionally modelling that may be misaligning the culture I want to build?”

Your team is watching.
Make sure what they see is who you want to be.
-
📘 From 𝘛𝘩𝘦 𝘚𝘩𝘪𝘧𝘵𝘤𝘰𝘥𝘦™ 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 - launching Feb 18, 2026
🔁 Repost to challenge outdated leadership models
👋 Follow for real-talk on the behaviours that shape culture
🎯 Subscribe to 𝘛𝘩𝘦 3-𝘔𝘪𝘯𝘶𝘵𝘦 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘚𝘩𝘪𝘧𝘵 - link in Bio

“The 4 Leadership Behavioural Types”

𝗠𝗼𝘀𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗳𝗮𝗶𝗹𝘀 𝗳𝗼𝗿 𝗼𝗻𝗲 𝘀𝗶𝗺𝗽𝗹𝗲 𝗿𝗲𝗮𝘀𝗼𝗻:
I𝘁 𝘁𝗲𝗮𝗰𝗵𝗲𝘀 𝗰𝗼𝗻𝗰𝗲𝗽𝘁𝘀 - 𝗻𝗼𝘁 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝘀.

We’ve all been there.
A leadership workshop. Two days of inspiration.
You leave motivated…
And then - real life hits.

Emails. Conflicts. Deadlines.
Stress. Pressure.
Old habits resurface.

Not because you didn’t learn.
But because traditional training doesn’t prepare you for the moments that matter.

The Tuesday morning crisis.
The tense 1:1.
The unexpected conflict escalation.
The feedback conversation you’ve been avoiding.

Leadership isn’t about “what to do.”
It’s about 𝗵𝗼𝘄 𝘁𝗼 𝗯𝗲 in those high-pressure moments.

𝗜𝗳 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗱𝗼𝗲𝘀𝗻’𝘁 𝘀𝗵𝗶𝗳𝘁 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿 - 𝗶𝘁 𝘄𝗼𝗻’𝘁 𝘀𝗵𝗶𝗳𝘁 𝗰𝘂𝗹𝘁𝘂𝗿𝗲.

And this is exactly why we need a new approach -
one rooted in behavioural intelligence, not just theory.

• 𝗛𝗮𝘃𝗲 𝘆𝗼𝘂 𝗲𝘃𝗲𝗿 𝗹𝗲𝗳𝘁 𝗮 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗳𝗲𝗲𝗹𝗶𝗻𝗴 𝗶𝗻𝘀𝗽𝗶𝗿𝗲𝗱 - 𝗼𝗻𝗹𝘆 𝘁𝗼 𝗿𝗲𝘃𝗲𝗿𝘁 𝗯𝗮𝗰𝗸 𝘁𝗼 𝗼𝗹𝗱 𝗽𝗮𝘁𝘁𝗲𝗿𝗻𝘀?
• 𝗪𝗵𝗮𝘁’𝘀 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹 𝗺𝗼𝗺𝗲𝗻𝘁 𝘆𝗼𝘂 𝘄𝗶𝘀𝗵 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗽𝗿𝗲𝗽𝗮𝗿𝗲𝗱 𝘆𝗼𝘂 𝗳𝗼𝗿?
• 𝗪𝗵𝗮𝘁’𝘀 𝗼𝗻𝗲 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿 𝘆𝗼𝘂 𝘀𝘁𝗿𝘂𝗴𝗴𝗹𝗲 𝘁𝗼 𝗮𝗽𝗽𝗹𝘆 𝘂𝗻𝗱𝗲𝗿 𝗽𝗿𝗲𝘀𝘀𝘂𝗿𝗲?


📘 From 𝘛𝘩𝘦 𝘚𝘩𝘪𝘧𝘵𝘤𝘰𝘥𝘦™ 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 - launching Feb, 2026
🔁 Repost if this resonates.
👋 Follow for real-talk on the behaviours that shape culture
🎯 Subscribe to 𝘛𝘩𝘦 3-𝘔𝘪𝘯𝘶𝘵𝘦 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘚𝘩𝘪𝘧𝘵 - link in comments.

𝗛𝗲𝗿𝗲’𝘀 𝗮 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗲𝘃𝗲𝗿𝘆 𝗹𝗲𝗮𝗱𝗲𝗿 𝘀𝗵𝗼𝘂𝗹𝗱 𝗮𝘀𝗸 𝘁𝗵𝗲𝗺𝘀𝗲𝗹𝘃𝗲𝘀 𝗯𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲 𝘆𝗲𝗮𝗿 𝗲𝗻𝗱𝘀 - 𝗯𝘂𝘁 𝘃𝗲𝗿𝘆 𝗳𝗲𝘄 𝗱𝗼:

“𝗗𝗶𝗱 𝗺𝘆 𝘁𝗲𝗮𝗺 𝗳𝗲𝗲𝗹 𝗺𝗼𝗿𝗲 𝗲𝗻𝗴𝗮𝗴𝗲𝗱 𝗶𝗻 𝗗𝗲𝗰𝗲𝗺𝗯𝗲𝗿 𝘁𝗵𝗮𝗻 𝘁𝗵𝗲𝘆 𝗱𝗶𝗱 𝗶𝗻 𝗝𝗮𝗻𝘂𝗮𝗿𝘆?”

Let it land for a moment.

Because engagement doesn’t magically improve with new systems, new strategies, or new perks. It improves when 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘀𝗵𝗶𝗳𝘁 𝘁𝗵𝗲𝗶𝗿 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝘀.

Engagement grows from:
• The quality of your listening
• The clarity of your expectations
• The safety people feel when speaking to you
• The consistency in how you respond under pressure

These are micro-behaviours.
But they create macro-outcomes.

If your engagement survey results weren’t what you hoped for this year… it's not a failure.
It’s feedback.

𝗪𝗵𝗮𝘁’𝘀 𝗼𝗻𝗲 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿 𝘆𝗼𝘂 𝗸𝗻𝗼𝘄 𝘆𝗼𝘂 𝗻𝗲𝗲𝗱 𝘁𝗼 𝘀𝗵𝗶𝗳𝘁 𝘁𝗼 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝗲𝗻 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗶𝗻 𝟮𝟬𝟮𝟲?

𝗪𝗵𝗶𝗰𝗵 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿 𝗱𝗼 𝘆𝗼𝘂 𝘁𝗵𝗶𝗻𝗸 𝗶𝗺𝗽𝗮𝗰𝘁𝘀 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 - 𝗹𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴, 𝗰𝗹𝗮𝗿𝗶𝘁𝘆, 𝗼𝗿 𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝘆?

𝗪𝗵𝗮𝘁’𝘀 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝘆𝗼𝘂 𝘄𝗶𝘀𝗵 𝗺𝗼𝗿𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗼𝗼𝗱 𝗮𝗯𝗼𝘂𝘁 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁?

📘 From 𝘛𝘩𝘦 𝘚𝘩𝘪𝘧𝘵𝘤𝘰𝘥𝘦™ 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 - launching Feb, 2026
🔁 Repost if this resonates.
👋 Follow for real-talk on the behaviours that shape culture
🎯 Subscribe to 𝘛𝘩𝘦 3-𝘔𝘪𝘯𝘶𝘵𝘦 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘚𝘩𝘪𝘧𝘵 - link in comments.

𝗧𝗵𝗲 𝗳𝗶𝗿𝘀𝘁 𝘁𝗶𝗺𝗲 𝗜 𝗹𝗼𝘀𝘁 𝗮 𝘁𝗲𝗮𝗺’𝘀 𝘁𝗿𝘂𝘀𝘁,
I 𝗱𝗶𝗱𝗻’𝘁 𝗲𝘃𝗲𝗻 𝗸𝗻𝗼𝘄 𝗶𝘁 𝗵𝗮𝗽𝗽𝗲𝗻𝗲𝗱.

There was no dramatic moment.
No outburst.
No crisis.

I didn’t yell.
I didn’t blame.
I just… avoided.

But here’s what I did do:

❌ I avoided the hard feedback.
❌ I tolerated the wrong behaviour.
❌ I stayed silent when someone showed courage.

One small moment at a time, I chose comfort over courage.
And my team felt it - long before I realised it.

They stopped speaking up.
They stopped bringing their ideas.
They started protecting themselves instead of backing each other.

And slowly, the team stopped trusting me.

Not because of one big failure.
But because of all the small leadership choices I never made.

That moment reshaped everything I now teach.

Culture isn’t built on stage or in a presentation, or posters on walls
It’s built in the micro-moments where you choose courage over comfort.

When you choose to speak up.
To address what others ignore.
To show up differently - even when no one is watching.

This week, make a micro-leadership move:

✔️	Give one piece of honest feedback.
✔️	Thank one silent contributor.
✔️	Name one truth that’s been hiding in plain sight.

These moments may feel small.

But they shift culture at the root.

👇 Drop a comment if this one hit home.

From The Shiftcode™ Leadership – launching Feb 18, 2026.

🔁 Repost if this resonates.
👋 Follow for the messy reality of leadership.
🎯 Subscribe to 𝘛𝘩𝘦 3-𝘔𝘪𝘯𝘶𝘵𝘦 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘚𝘩𝘪𝘧𝘵 - Link in Bio.

𝗕𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲 𝘆𝗲𝗮𝗿 𝗰𝗹𝗼𝘀𝗲𝘀, 𝗮𝘀𝗸 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝗼𝗻𝗲 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻:
“𝗛𝗼𝘄 𝗱𝗶𝗱 𝗺𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗳𝗲𝗲𝗹 𝘁𝗼 𝘁𝗵𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝗜 𝗹𝗲𝗱 𝘁𝗵𝗶𝘀 𝘆𝗲𝗮𝗿?”

Because leadership isn’t measured in reports or dashboards -
it’s measured in people’s emotional experience of you.

As 2025 wraps up, here are the 3 reflection questions I’m sitting with:

• 𝗪𝗵𝗮𝘁 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝘀 𝗰𝗿𝗲𝗮𝘁𝗲𝗱 𝗼𝘂𝗿 𝗯𝗶𝗴𝗴𝗲𝘀𝘁 𝘄𝗶𝗻𝘀?
• 𝗪𝗵𝗲𝗿𝗲 𝗱𝗶𝗱 𝘄𝗲 𝘀𝘁𝗿𝘂𝗴𝗴𝗹𝗲 - 𝗮𝗻𝗱 𝘄𝗵𝗮𝘁 𝗽𝗮𝗿𝘁 𝗱𝗶𝗱 𝗺𝘆 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿 𝗽𝗹𝗮𝘆?
• 𝗛𝗼𝘄 𝗱𝗶𝗱 𝗜 𝘀𝗵𝗼𝘄 𝘂𝗽 𝘂𝗻𝗱𝗲𝗿 𝗽𝗿𝗲𝘀𝘀𝘂𝗿𝗲 𝘄𝗵𝗲𝗻 𝗶𝘁 𝗺𝗮𝘁𝘁𝗲𝗿𝗲𝗱 𝗺𝗼𝘀𝘁?

End-of-year reflection isn’t about self-judgment…
It’s about behavioural awareness - the first step in closing the gap
between intention and impact.

If you’re brave enough to look inward, 2025 will reward you.

𝗪𝗵𝗮𝘁’𝘀 𝗼𝗻𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗹𝗲𝘀𝘀𝗼𝗻 𝟮𝟬𝟮𝟱 𝘁𝗮𝘂𝗴𝗵𝘁 𝘆𝗼𝘂 - 𝘁𝗵𝗲 𝗸𝗶𝗻𝗱 𝘁𝗵𝗮𝘁 𝗰𝗮𝗺𝗲
w𝗶𝘁𝗵 𝗮 𝘀𝘁𝗶𝗻𝗴, 𝗯𝘂𝘁 𝘀𝗵𝗶𝗳𝘁𝗲𝗱 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗶𝗻 𝘆𝗼𝘂?

𝗜𝗳 𝘆𝗼𝘂 𝗰𝗼𝘂𝗹𝗱 𝘀𝗵𝗶𝗳𝘁 𝗼𝗻𝗲 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿 𝗯𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲 𝘆𝗲𝗮𝗿 𝗲𝗻𝗱𝘀, 𝘄𝗵𝗮𝘁 𝘄𝗼𝘂𝗹𝗱 𝗶𝘁
b𝗲?

𝗬𝗼𝘂’𝗿𝗲 𝗻𝗼𝘁 𝗹𝗲𝗮𝗱𝗶𝗻𝗴 𝗽𝗼𝗼𝗿𝗹𝘆.
Y𝗼𝘂’𝗿𝗲 𝗹𝗲𝗮𝗱𝗶𝗻𝗴 𝗼𝗻 𝗮𝘂𝘁𝗼𝗽𝗶𝗹𝗼𝘁.

And your team can feel it.

👉 Here are the 4 leadership blind spots that erode performance without you noticing.

4 Hidden Habits Killing Your Culture (and What to Do Instead)

𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗱𝗼𝗲𝘀𝗻’𝘁 𝗰𝗼𝗹𝗹𝗮𝗽𝘀𝗲 𝗶𝗻 𝗰𝗿𝗶𝘀𝗶𝘀.

I𝘁 𝗰𝗼𝗹𝗹𝗮𝗽𝘀𝗲𝘀 𝗶𝗻 𝘀𝗶𝗹𝗲𝗻𝗰𝗲.

It’s not the big problems that destroy workplace culture.
It’s the 𝗹𝗶𝘁𝘁𝗹𝗲 𝘁𝗵𝗶𝗻𝗴𝘀 𝗹𝗲𝗳𝘁 𝘂𝗻𝘀𝗮𝗶𝗱:

🔸 A leader says, “We value trust”… but doesn’t follow through
🔸 A high performer breaks the rules… and gets rewarded
🔸 Someone speaks up… and gets shut down
🔸 Gossip spreads… and no one calls it out
🔸 Teams avoid real conversations… in the name of “keeping the peace”

These aren’t little things.
They are leadership moments - ignored.

And every silence sends a message:

“This is okay.”
“This is who we are now.”

Until one day…
People stop caring.
Stop speaking up.
Stop bringing their best.
Not only they’re disengaged - but they don’t feel safe.

👉 Silence is leadership too.
But it's the kind that builds resentment - not results.

Before your next team meeting, ask yourself:

‘What truth have I been avoiding that my team needs to hear?’

Say it. With courage. With care.
Because trust doesn’t grow from agreement.
It grows from honesty.

🛑 Don’t let silence shape your culture.
Say what needs to be said - with courage, with care, and with consistency.

Because trust isn’t built by pretending everything’s fine.
It’s built by leaders who are willing to name the gap - and lead through it.

👇 𝘞𝘩𝘢𝘵'𝘴 𝘰𝘯𝘦 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘵𝘳𝘶𝘵𝘩 𝘺𝘰𝘶'𝘳𝘦 𝘳𝘦𝘢𝘥𝘺 𝘵𝘰 𝘴𝘵𝘰𝘱 𝘢𝘷𝘰𝘪𝘥𝘪𝘯𝘨?

🔁 Repost if this resonates.
👋 Follow for the messy reality of leadership.
🎯 Subscribe to 𝘛𝘩𝘦 3-𝘔𝘪𝘯𝘶𝘵𝘦 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘚𝘩𝘪𝘧𝘵 - Link in Bio.

𝗧𝗲𝗻 𝘆𝗲𝗮𝗿𝘀 𝗳𝗿𝗼𝗺 𝗻𝗼𝘄, 𝘄𝗵𝗮𝘁 𝘄𝗶𝗹𝗹 𝗽𝗲𝗼𝗽𝗹𝗲 𝗿𝗲𝗺𝗲𝗺𝗯𝗲𝗿 𝗮𝗯𝗼𝘂𝘁 𝘆𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽?

Not your quarterly results. Not your strategic plans. They'll remember how you made them feel.

Maya Angelou was right: "People will forget what you said, people will forget what you did, but people will never forget how you made them feel."

𝗧𝗵𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗹𝗲𝗴𝗮𝗰𝘆 𝘁𝗵𝗮𝘁 𝗺𝗮𝘁𝘁𝗲𝗿𝘀:
→ The people you developed
→ The confidence you built in others
→ The potential you helped unlock
→ The humanity you honored
→ The leaders you created

𝗧𝗵𝗲 𝗿𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝘀𝗵𝗼𝘄𝘀: Organisations with strong leadership development see:
• $7 average ROI for every dollar invested
• 25% increase in business outcomes
• Higher employee retention and engagement
• Stronger succession planning

I used to measure success by my own achievements. But I learned that the real measure of leadership is what others achieve because of you.

𝗦𝘁𝗼𝗽 𝗮𝘀𝗸𝗶𝗻𝗴 "𝗛𝗼𝘄 𝗰𝗮𝗻 𝗜 𝗯𝗲 𝘀𝘂𝗰𝗰𝗲𝘀𝘀𝗳𝘂𝗹?" 𝗦𝘁𝗮𝗿𝘁 𝗮𝘀𝗸𝗶𝗻𝗴 "𝗛𝗼𝘄 𝗰𝗮𝗻 𝗜 𝗵𝗲𝗹𝗽 𝗼𝘁𝗵𝗲𝗿𝘀 𝘀𝘂𝗰𝗰𝗲𝗲𝗱?"

Because your legacy isn't what you build. It's who you build.

𝗪𝗵𝗮𝘁 𝗹𝗲𝗴𝗮𝗰𝘆 𝗮𝗿𝗲 𝘆𝗼𝘂 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝘆𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽?


Sources:
Leadership development ROI: Multiple industry studies 🔗 https://lnkd.in/ggDbceUH

Leadership impact research: PMC Leadership Development Studies 🔗 https://lnkd.in/gcAhNzaC

Business outcomes data: Executive leadership research 🔗 https://lnkd.in/gk9xaNe4

#LeadershipLegacy #LeadershipDevelopment #Leadership

𝗠𝗼𝘀𝘁 𝘁𝗲𝗮𝗺𝘀 𝗱𝗼𝗻’𝘁 𝘀𝘁𝗿𝘂𝗴𝗴𝗹𝗲 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝗼𝗳 𝗮 𝗰𝗮𝗽𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗴𝗮𝗽.
T𝗵𝗲𝘆 𝘀𝘁𝗿𝘂𝗴𝗴𝗹𝗲 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝗼𝗳 𝗮 𝗣𝗼𝘀𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗚𝗮𝗽.

This is the invisible space between:

→ What your people could achieve
and
→ What they are achieving.

And here’s the truth most leaders discover too late:
The Possibility Gap isn’t created by people.
It’s created by 𝗰𝘂𝗹𝘁𝘂𝗿𝗲.

It shows up as:

• unclear expectations
• emotional undercurrents no one addresses
• meetings full of updates but empty of connection
• tension that sits beneath the surface and quietly erodes performance

Talent is rarely the problem.
Behavioural dynamics usually are.

And once leaders learn how to shift those behaviours, everything changes.

𝗗𝗼 𝘆𝗼𝘂 𝗳𝗲𝗲𝗹 𝗮 𝗽𝗼𝘀𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗴𝗮𝗽 𝗶𝗻 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝗿𝗶𝗴𝗵𝘁 𝗻𝗼𝘄? 𝗪𝗵𝗮𝘁’𝘀 𝗰𝗿𝗲𝗮𝘁𝗶𝗻𝗴 𝗶𝘁?

The Possibility Gap

𝗜𝗳 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘄𝗮𝘀 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝘄𝗲 𝘄𝗲𝗿𝗲 “b𝗼𝗿𝗻 𝘄𝗶𝘁𝗵,” 𝗺𝗼𝘀𝘁 𝗼𝗳 𝘂𝘀 𝘄𝗼𝘂𝗹𝗱’𝘃𝗲 𝗴𝗶𝘃𝗲𝗻 𝘂𝗽 𝘁𝗿𝘆𝗶𝗻𝗴 𝘆𝗲𝗮𝗿𝘀 𝗮𝗴𝗼.

We’re told that leadership is innate.
You either “have it” - or you don’t.

And that myth has silently held thousands of leaders back.

Because leadership is not a personality.
It’s not charisma.
It’s not confidence you magically wake up with at 5am.

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝘀 𝗮 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗲.
A 𝘀𝗲𝘁 𝗼𝗳 𝗿𝗲𝗽𝗲𝗮𝘁𝗮𝗯𝗹𝗲, 𝗼𝗯𝘀𝗲𝗿𝘃𝗮𝗯𝗹𝗲 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝘀 - 𝗹𝗲𝗮𝗿𝗻𝗲𝗱, 𝘀𝗵𝗮𝗿𝗽𝗲𝗻𝗲𝗱, 𝗮𝗻𝗱 𝗺𝗮𝘀𝘁𝗲𝗿𝗲𝗱 𝗼𝘃𝗲𝗿 𝘁𝗶𝗺𝗲.

The leaders who thrive aren’t “naturals.”
They’re intentional.
They’re self-aware.
They’re willing to see their blind spots and do the inner work.

If leadership were innate, we wouldn't see so many leaders transforming simply by shifting one behaviour at a time.

𝗦𝗼, 𝗵𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝘁𝗿𝘂𝘁𝗵:
Great leaders aren’t born.
They’re built - through practice, repetition, and behavioural intelligence.

• 𝗪𝗵𝗮𝘁’𝘀 𝗼𝗻𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿 𝘆𝗼𝘂 𝗵𝗮𝗱 𝘁𝗼 𝗹𝗲𝗮𝗿𝗻 𝘁𝗵𝗲 𝗵𝗮𝗿𝗱 𝘄𝗮𝘆?
• 𝗗𝗼 𝘆𝗼𝘂 𝗯𝗲𝗹𝗶𝗲𝘃𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗮𝗿𝗲 𝗺𝗮𝗱𝗲 𝗼𝗿 𝗯𝗼𝗿𝗻 - 𝗮𝗻𝗱 𝘄𝗵𝘆?
• 𝗪𝗵𝗼 𝘀𝗵𝗮𝗽𝗲𝗱 𝘁𝗵𝗲 𝗹𝗲𝗮𝗱𝗲𝗿 𝘆𝗼𝘂 𝗯𝗲𝗰𝗮𝗺𝗲?


📘 From 𝘛𝘩𝘦 𝘚𝘩𝘪𝘧𝘵𝘤𝘰𝘥𝘦™ 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 - launching Feb, 2026
🔁 Repost if this resonates.
👋 Follow for real-talk on the behaviours that shape culture
🎯 Subscribe to 𝘛𝘩𝘦 3-𝘔𝘪𝘯𝘶𝘵𝘦 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘚𝘩𝘪𝘧𝘵 - link in comments.

𝗨𝗻𝗰𝗹𝗲𝗮𝗿 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗻𝗼𝘁 𝗮 “s𝗼𝗳𝘁” 𝗶𝘀𝘀𝘂𝗲.
I𝘁’𝘀 𝗼𝗻𝗲 𝗼𝗳 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝗲𝘅𝗽𝗲𝗻𝘀𝗶𝘃𝗲 𝗺𝗶𝘀𝘁𝗮𝗸𝗲𝘀 𝗶𝗻 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽.

Because where clarity is missing, people fill the gaps with:
• assumptions
• confusion
• anxiety
• disengagement

Vague feedback.
Unspoken expectations.
Passive-aggressive emails.
Silence when clarity is needed most.

These aren’t annoyances -
they’re cultural toxins.

And here’s the behavioural truth:
𝗖𝗹𝗮𝗿𝗶𝘁𝘆 𝗶𝘀 𝗻𝗼𝘁 𝗮 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝘀𝗸𝗶𝗹𝗹.
I𝘁’𝘀 𝗮 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆.

Every time a leader communicates clearly,
they reduce friction, restore trust, and increase momentum.

𝗪𝗵𝗲𝗿𝗲 𝗰𝗼𝘂𝗹𝗱 𝘆𝗼𝘂 𝗯𝗿𝗶𝗻𝗴 𝗺𝗼𝗿𝗲 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝘁𝗵𝗶𝘀 𝘄𝗲𝗲𝗸?

●	𝗪𝗵𝗲𝗿𝗲 𝗱𝗼 𝘆𝗼𝘂 𝘀𝗲𝗲 𝘂𝗻𝗰𝗹𝗲𝗮𝗿 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝘀𝗵𝗼𝘄𝗶𝗻𝗴 𝘂𝗽 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝗶𝗻 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲𝘀?

●	𝗪𝗵𝗮𝘁’𝘀 𝗼𝗻𝗲 𝗰𝗹𝗮𝗿𝗶𝘁𝘆 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗲 𝘆𝗼𝘂 𝘀𝘄𝗲𝗮𝗿 𝗯𝘆?

●	𝗪𝗵𝗮𝘁’𝘀 𝗮 𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗵𝗮𝗯𝗶𝘁 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝘁𝗼 𝘀𝗵𝗶𝗳𝘁 𝗶𝗻 𝟮𝟬𝟮𝟲?


📘 From 𝘛𝘩𝘦 𝘚𝘩𝘪𝘧𝘵𝘤𝘰𝘥𝘦™ 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 - launching Feb, 2026
🔁 Repost if this resonates.
👋 Follow for real-talk on the behaviours that shape culture
🎯 Subscribe to 𝘛𝘩𝘦 3-𝘔𝘪𝘯𝘶𝘵𝘦 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘚𝘩𝘪𝘧𝘵 - link in comments.

This means more to me than you know. 

𝙎𝙝𝙞𝙛𝙩𝙘𝙤𝙙𝙚 𝙇𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 was never written to simply join the shelf of leadership books - it was written to shift the way we lead, the way we communicate, and the way we show up for the people who look to us for direction.

This launch event with AIM WA is an invitation into the heart of my work:
a fresh, human, behaviour-based approach to everyday leadership.

For years, I watched brilliant leaders struggle - not because they lacked intelligence or technical skill, but because they were navigating uncertainty without a reliable behavioural compass.

That’s why I built the 𝗦𝗵𝗶𝗳𝘁𝗰𝗼𝗱𝗲 𝗠𝗼𝗱𝗲𝗹.
That’s why I wrote this book.
And that’s why this evening matters.

You will not just hear ‘ideas.’
You will experience the 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝗮𝗹 𝗚𝗣𝗦 that underpins thriving teams:
•	Trust.
•	Engagement.
•	Collaboration.
•	Inspiration.

You will see how small, intentional behavioural shifts shape culture far more than position, power, or process ever will.

And for me personally, this moment represents the culmination of decades spent in law, conflict, negotiation, and leadership - distilled into a framework designed to help leaders navigate the real pressures of the real world with clarity and confidence.

I’m deeply grateful to Professor Gary Martin FAIM, and to AIM WA for creating a space where we can gather, learn, reflect, and engage in the kind of conversations that truly move leadership forward.

I can’t wait to welcome you, honour your presence, and sign your copy of 𝙎𝙝𝙞𝙛𝙩𝙘𝙤𝙙𝙚 𝙇𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 - the book I wrote for leaders who are ready to elevate themselves, their teams, and their impact.

Here’s to an evening of learning, connection, and the start of a new leadership chapter.

A Fresh Approach to Everyday Leadership 💡

Join us for a warm and engaging evening as we celebrate the launch of "Shiftcode Leadership" with author Preetie Boler LLB (Hon). 

This special session is a chance to hear directly from Preetie and explore the ideas that shaped her fresh approach to modern leadership. You will be introduced to the Shiftcode model and the behavioural GPS at the heart of the book, offering practical insight into how leaders can make consistent, purposeful choices that build strong and positive workplace culture.

It will be an opportunity to learn from Preetie’s journey, connect with other AIM WA members over refreshments, and take home a signed copy of "Shiftcode Leadership."

We look forward to welcoming you for an evening of learning, conversation and connection.

You must be an AIM WA Professional Member to book.

🔗 Book your spot now: https://lnkd.in/g4CphFH8

'Shiftcode Leadership' Book Launch with Preetie Boler

𝗜𝗺𝗮𝗴𝗶𝗻𝗲 𝗶𝗳 𝟮𝟬𝟮𝟲 𝗯𝗲𝗰𝗮𝗺𝗲 𝘁𝗵𝗲 𝘆𝗲𝗮𝗿 𝘆𝗼𝘂 𝗱𝗶𝗱𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗺𝗮𝗻𝗮𝗴𝗲 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 - 𝘆𝗼𝘂 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗲𝗱 𝘁𝗵𝗲𝗺.

A year where:
→ Trust deepens
→ Engagement rises
→ Collaboration becomes natural
→ Conversations become easier, not harder
→ Your behaviour finally aligns with your intention

After more than three decades in leadership, law, conflict, and behavioural work, one truth has never changed:

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗲𝘅𝗰𝗲𝗹𝗹𝗲𝗻𝗰𝗲 𝗶𝘀𝗻’𝘁 𝗯𝘂𝗶𝗹𝘁 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲 - 𝗶𝘁’𝘀 𝗯𝘂𝗶𝗹𝘁 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿.
The small choices.
The micro-shifts.
The moments that define how people feel around you.

And early next year, I’ll be stepping into a chapter I’ve been building toward my entire career - 𝙩𝙝𝙚 𝙡𝙖𝙪𝙣𝙘𝙝 𝙤𝙛 𝙢𝙮 𝙗𝙤𝙤𝙠, 𝙎𝙝𝙞𝙛𝙩𝙘𝙤𝙙𝙚 𝙇𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥.

Not a surprise anymore.
But what is coming next is the part I’m most excited about:

✨ the conversations
✨ the frameworks
✨ the practices
✨ the real-world application
✨ and the community journey that begins once the book is in your hands

This is more than a launch -
it’s the start of a movement toward more human, emotionally intelligent, behaviourally aligned leadership.

I can’t wait to walk this next chapter with you - and I promise, it will shift something meaningful in how you lead in 2026.

𝗪𝗵𝗮𝘁’𝘀 𝗼𝗻𝗲 𝘁𝗵𝗶𝗻𝗴 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗹𝗲𝗮𝗱 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗹𝘆 𝗻𝗲𝘅𝘁 𝘆𝗲𝗮𝗿?

📘 From The Shiftcode™ Leadership - launching Feb, 2026
🔁 Repost if this resonates.
👋 Follow for real-talk on the behaviours that shape culture
🎯 Subscribe to 𝘛𝘩𝘦 3-𝘔𝘪𝘯𝘶𝘵𝘦 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘚𝘩𝘪𝘧𝘵 - link in comments.

𝗬𝗼𝘂 𝗱𝗼𝗻’𝘁 𝗳𝗶𝘅 𝗯𝗿𝗼𝗸𝗲𝗻 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝘄𝗶𝘁𝗵 𝗮 𝘁𝗲𝗮𝗺 𝗹𝘂𝗻𝗰𝗵.
Y𝗼𝘂 𝗳𝗶𝘅 𝗶𝘁 𝗯𝘆 𝗰𝗵𝗮𝗻𝗴𝗶𝗻𝗴 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝘁𝗼𝗹𝗲𝗿𝗮𝘁𝗲.

For years, I watched leaders throw perks at culture problems.

•	Pizza days
•	Wellness vouchers
•	Morning huddles with good vibes only

But the real culture killer?

Tolerating the wrong behaviours.

	Gossip that gets ignored.
	Brilliant ‘jerks’ who never get challenged.
	Feedback that never lands because it’s never modelled from the top.

👉 Culture isn’t what you say.
👉 It’s what you allow.

In my upcoming book, the Shiftcode™ Leadership, I share the truth most leaders avoid:

If you want to change your team’s behaviour,
you need to shift your own first.

Because trust, engagement, collaboration and inspiration -
aren’t strategies.
They’re behavioural outcomes.

𝗧𝗵𝗲 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿 𝗔𝘂𝗱𝗶𝘁
Ask yourself today:

‘What’s one unhelpful behaviour I’ve been silently tolerating - and what will I do to shift it?’

👇 Share your response or tag a leader who’s doing the hard work of leading culture with intention.

🔁 Repost if this resonates.
👋 Follow for the messy reality of leadership.
🎯 Subscribe to 𝘛𝘩𝘦 3-𝘔𝘪𝘯𝘶𝘵𝘦 𝘓𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘚𝘩𝘪𝘧𝘵 – Link in Bio.


Hi, I’m Preetie.
I’m a leadership behavioural strategist. I specialise in bridging the gap between compliance and human performance. I help leaders to future-proof their leadership by shifting behaviours that build the 4 pillars of thriving teams and culture: trust, engagement, collaboration, and inspiration. Because when these pillars are strong - performance rises, safety strengthens, and delivery excellence becomes the norm.


"Culture doesn’t rise to the level of your mission statement. It falls to the level of the behaviours you tolerate."
Preetie Boler, The Shiftcode™ Leadership

Assumptions are the fastest way to kill trust.

Awareness is how you bring it back.

You know that feeling?

A team member misses a deadline.
They’re distant in meetings.
They don’t contribute to a brainstorm.

And the story begins in your mind:

“They’re disengaged.”
“They don’t care.”
“They’re just not a team player.”

But here’s the uncomfortable truth:
The fastest way to kill trust is to lead from assumption.

And the fastest way to rebuild it?
Awareness.

	Maybe they weren’t disengaged - just overwhelmed.
	Maybe they weren’t avoiding - just unsure how to contribute.
	Maybe they weren’t being difficult - just never felt psychologically safe enough to speak.

👉 Assumptions shrink teams.
👉 Awareness expands them.

✅ 4-Step Awareness Practice:

1.	Pause and Name the Narrative
Ask: “What story am I telling myself about this person or situation?”

2.	Shift from Judgment to Curiosity
Ask: “What else could be true here?”

3.	Go to the Source, Not the Story
Ask directly: “Can you help me understand what’s going on for you right now?”

4.	Reflect on the Trigger
Ask: “What part of me is reacting? What fear, ego, or past experience was activated?”

The Result?

You build:
🔹 Trust
🔹 Connection
🔹 Engagement

Not because you fixed someone.
But because you saw them.

And that changes everything.

Next time you feel frustration rising, try this instead of reacting:

“What assumption am I making right now - and what awareness would serve better?”

That’s behavioural intelligence in action.
—
📘 From The Shiftcode™ Leadership - launching Feb 18, 2026
🔁 Repost if you believe awareness beats assumption, every time.
👋 Follow for real-talk on the behaviours that shape culture
🎯 Subscribe to The 3-Minute Leadership Shift - link in comments.


Hi, I’m Preetie.
I’m a leadership behavioural strategist. I specialise in bridging the gap between compliance and human performance. I help leaders to future-proof their leadership by shifting behaviours that build the 4 pillars of thriving teams and culture: trust, engagement, collaboration, and inspiration. Because when these pillars are strong - performance rises, safety strengthens, and delivery excellence becomes the norm.

taplio

Preetie Boler LLB (Hon)'s Linkedin Analytics

Preetie Boler LLB (Hon)

Performance ScorePreetie Boler LLB (Hon)'s LinkedIn Performance

Preetie Boler LLB (Hon)'s Best Posts (last 30 days)

Ready to grow your LinkedIn presence?

taplio

.css-6ytdur{background-image:linear-gradient(284deg, rgba(39, 43, 72, 1) 0%, rgba(33, 47, 183, 1) 100%);color:transparent;-webkit-background-clip:text;background-clip:text;}Preetie Boler LLB (Hon)'s Linkedin Analytics

Preetie Boler LLB (Hon)

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Preetie Boler LLB (Hon)'s LinkedIn Performance

Preetie Boler LLB (Hon)'s Best Posts .css-1emoo84{font-size:var(--chakra-fontSizes-md);font-weight:400;color:var(--chakra-colors-gray-600);}(last 30 days)

Ready to grow your LinkedIn presence?

Preetie Boler LLB (Hon)'s Linkedin Analytics

Performance ScorePreetie Boler LLB (Hon)'s LinkedIn Performance

Preetie Boler LLB (Hon)'s Best Posts (last 30 days)