Advice and Opinion - April 2026
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Posted on Wednesday, April 22, 2026 by Liz Andrews — No comments
In many organisations, inclusion is described in emotional terms. People talk about whether they feel included, whether the culture feels welcoming, whether the environment feels open. These conversations matter. Experience matters. But when inclusion is understood only as a feeling, it becomes difficult to measure, difficult to manage, and easy to misunderstand. Because feelings are shaped by ...
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Posted on Wednesday, April 22, 2026 by Liz Andrews — No comments
In many organisations, politeness is seen as a strength. It creates a sense of calm, keeps interactions smooth, and helps avoid conflict. Meetings run without disruption, conversations remain measured, and disagreements are often softened or left unspoken. On the surface, this can feel like a healthy culture. People are respectful. There is little tension. Things appear to work. But politeness ...
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Posted on Wednesday, April 22, 2026 by Liz Andrews — No comments
In most workplaces, meetings are where decisions take shape. Ideas are shared, challenged, and moved forward. On the surface, they appear to be open spaces where everyone has the opportunity to contribute. But the reality often feels different. Some voices are heard quickly, acknowledged clearly, and built upon. Others are overlooked, interrupted, or left hanging without response. This difference ...
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Posted on Wednesday, April 22, 2026 by Liz Andrews — No comments
In most workplaces, being overlooked is not a single event. It does not arrive as a clear moment that can be pointed to or addressed directly. Instead, it builds gradually, through missed opportunities, quiet decisions, and subtle patterns that are easy to dismiss in isolation. A meeting invitation that never comes. A project that goes to someone else. A contribution that is acknowledged briefly, ...
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Posted on Wednesday, April 22, 2026 by Liz Andrews — No comments
In most organisations, progression is presented as something straightforward. Work hard, perform well, and opportunities will follow. It’s a reassuring idea, and one that many people want to believe. But over time, the reality tends to feel less predictable. Some individuals seem to move forward quickly, gaining visibility, access and responsibility, while others, often just as capable, remain in ...
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Posted on Wednesday, April 22, 2026 by Liz Andrews — No comments
In many organisations, “culture fit” still carries weight. It appears quietly in hiring conversations, often towards the end of a process, when two candidates seem equally strong and the decision rests on something less tangible. Someone will say it almost instinctively — “they just felt like a better fit.” It sounds reasonable. Even responsible. Teams want cohesion, ease, and people who will ...