<?xml version="1.0" encoding="UTF-8"?><rss xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:content="http://purl.org/rss/1.0/modules/content/" xmlns:atom="http://www.w3.org/2005/Atom" version="2.0"><channel><title><![CDATA[Leadfully]]></title><description><![CDATA[Leadfully]]></description><link>https://www.leadfully.com.au/feed</link><generator>RSS for Node</generator><lastBuildDate>Mon, 15 Jun 2026 05:44:15 GMT</lastBuildDate><atom:link href="https://www.leadfully.com.au/blog-feed.xml" rel="self" type="application/rss+xml"/><item><title><![CDATA[Strengths-based leadership in practice]]></title><description><![CDATA[Strengths-based isn’t “focus on the positive.” It’s a discipline and a slightly uncomfortable one. Strengths-based leadership has picked up the same reputation as “wellness” everyone says it, not many people actually do it, and sometimes it’s used as a polite way to avoid saying anything hard. “Play to your strengths!” “Don’t worry about weaknesses!” If that’s where the conversation ends, you’ll get comfortable leaders and uneven teams. Not the goal. Let me offer a coaching distinction that...]]></description><link>https://www.leadfully.com.au/post/strengths-based-leadership-in-practice</link><guid isPermaLink="false">69eb1f0e93ddc6c6134a603b</guid><pubDate>Fri, 24 Apr 2026 08:11:33 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/d471bc_4704c9fd554e40a8a34b47bb0136241e~mv2.png/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Paulette Ansara</dc:creator></item><item><title><![CDATA[Why most leadership programs fail to deliver]]></title><description><![CDATA[By Paulette Ansara  ·  7 min read A great program that isn’t connected to the real work is, to put it politely, expensive entertainment. Let me put my cards on the table. I’ve designed leadership programs. I’ve bought leadership programs. I’ve sat through a few where I was mostly thinking about lunch. I’ve also watched genuinely brilliant programs disappear into the corporate ether, leaving behind only a set of laminated frameworks and a vague sense of optimism. The ones that fail almost...]]></description><link>https://www.leadfully.com.au/post/why-most-leadership-programs-fail-to-deliver</link><guid isPermaLink="false">69eb1d80d06bed7d1aa2fdac</guid><pubDate>Fri, 24 Apr 2026 08:11:33 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/d471bc_ccd2404d9ec7425caa6ec789329e02ff~mv2.jpg/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Paulette Ansara</dc:creator></item><item><title><![CDATA[Accountability without micromanagemenT]]></title><description><![CDATA[By Paulette Ansara  ·  6 min read The problem is almost never that people don’t care. It’s that nobody’s entirely sure what they’re on the hook for. “Accountability” is one of those words leaders love to wield like a broadsword. “We need more accountability around here.” Cue: everyone in the room quietly deciding to keep their head down. For some leaders, accountability means “tight grip” check in constantly, track everything, trust reluctantly. For others it means “hands off” set the goal,...]]></description><link>https://www.leadfully.com.au/post/accountability-without-micromanagement</link><guid isPermaLink="false">69eb20f9bd17c4ada3c33cb3</guid><pubDate>Fri, 24 Apr 2026 08:11:33 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/d471bc_c4e9d3e29f004323b3ecd5f497d8d0d6~mv2.jpg/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Paulette Ansara</dc:creator></item><item><title><![CDATA[The gap between leadership intent and impact]]></title><description><![CDATA[By Paulette Ansara  ·  6 min read You don’t get points for what you meant. You get points for what your team felt.  Here’s a plot twist that blindsides a lot of senior leaders: you can genuinely mean every piece of clear direction, every supportive nudge, every “my door’s always open” and still land as impatient, dismissive, or just a bit intimidating. I see it constantly. The leader walks out of a meeting thinking, “that went well, we got a lot done.” The team walks out of the same meeting...]]></description><link>https://www.leadfully.com.au/post/the-gap-between-leadership-intent-and-impact</link><guid isPermaLink="false">69eb1b53b17cf497ceb5ef3b</guid><pubDate>Fri, 24 Apr 2026 08:11:33 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/d471bc_46c277f7957b417eb86049a08a265902~mv2.jpg/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Paulette Ansara</dc:creator></item><item><title><![CDATA[Why leadership insight doesn’t change behaviour]]></title><description><![CDATA[Knowing what great leadership looks like is not the same as doing it. (If it were, I’d be out of a job.) Here’s a pattern I see almost every week. Every senior leader I work with can describe great leadership beautifully. They’ve read the books. They’ve done the programs. They’ve absorbed the podcasts on the drive home. Ask them what good leadership looks like and you’ll get a clean, articulate answer. Then you watch them on a hard Tuesday and it’s a different human entirely. Let me say this...]]></description><link>https://www.leadfully.com.au/post/why-leadership-insight-doesn-t-change-behaviour</link><guid isPermaLink="false">69eb1867bd17c4ada3c329e8</guid><pubDate>Fri, 24 Apr 2026 07:19:27 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/d471bc_c3bb35baddce411db5a1ec73c19e46f7~mv2.jpg/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Paulette Ansara</dc:creator></item></channel></rss>