Leadership, Organizations & Human Systems An independent inquiry and advisory practice
Applied research examined why substantial talent investment was not translating into the advancement of Japanese women. The findings informed targeted leadership-development interventions and broader talent practices designed to strengthen readiness for senior roles.
Leadership-development work supported leaders managing increasingly complex events, partnerships, and growth initiatives while balancing Red Bull’s distinctive global model with the realities of the Japanese market.
Leadership, organizational behavior, and management-development content was designed and taught to help international MBA students connect management ideas with the realities of leading in organizations.
Organization-development workshops translated leadership, coaching, and change concepts into practical approaches for internationally diverse participants working across cultural and organizational boundaries.
Current Thinking
David Tensen & Wayne Graham · Development and Learning in Organizations: An International Journal · 2026 Why I’m reading this: Add the client’s “Why I’m reading this” commentary here. Read the original article →
Amir Goldberg & Phanish Puranam · Journal of Organization Design · 2026 Why I’m reading this: I’m less interested in predictions about whether AI will replace managers than in what the question reveals about management itself. If prediction, analysis and...
How Provisional Knowledge Hardens into Organisational Truth A publication draft in the series The Work Management Ideas Do This is not really an article about slime mold. It is about what happens when an interesting observation acquires enough authority to reorganise...
Leadership development is evolving rapidly as technology, changing workplace expectations, and new ways of working reshape how leaders grow. The future will focus on adaptability, emotional intelligence, personalized coaching, and continuous learning to help leaders...
