Drive Resources

Have you clarified your own motivations for aspiring to be a leader? Understanding your personal "why" is important, as it forms the foundation of effective leadership, influencing your success and the paths of those you will lead.
Needing to be liked refers to a leader’s desire for approval and acceptance from others, while liking to be needed implies that a leader finds fulfillment in being of service and making a meaningful impact.
Leaders who practise mindful engagement are typically more self-aware and tend to react less impulsively to challenging situations. They are also far more comfortable holding themselves accountable for their actions and decisions.
In today's rapidly evolving work environment, it's essential to build up transferable soft skills to future-proof your career. We explore seven transferable skills that will make you more employable and prepared for any challenge.
Nurturing high-potential employees is not just an added benefit to any business, it's an investment in its future success. These individuals bring with them a unique combination of raw talent, passion, and drive that, when developed, can turn into a powerful engine for growth and progress.
At its core, technical leaders are responsible for making project-related decisions, while people leaders (as the term implies) focus on managing people. While the term ‘technical leader’ has its origins in the tech world, the concept of a ‘non-people’ leader can definitely be applied to all industry sectors.
Whether you lead a small team, a larger team, or an entire organisation, self-reflection is crucial for improving your leadership mindset, appreciating the impact you're having on those around you, and for planning the next phase of your journey.
With the change and uncertainty out there, leaders need to approach each day with a growth mindset, training their brains to make slower, more logical and deliberate decisions.
You might find yourself in situations where your ability to lead in the moment is tested. This involves observing, thinking, processing, and acting in the moment.
Employees want to know what their career paths look like. Career development should become a natural part of an organisation’s culture, but it can’t always be the case.


Using determination, reflection, and ambition to ignite passion in your team can help to drive results and drive career planning. Determination involves setting clear goals and working towards them with a strong sense of purpose. Reflection involves regularly taking time to reflect on your team’s progress and identify areas for improvement. Ambition involves setting high goals and striving to achieve them.

By fostering determination, reflection, and ambition in your team, you can help to create a culture of drive and passion that will inspire team members to achieve their best work.