The Emotional J-Curve

The J-Curve describes what happens to a startup on its way through the hard middle. This blog explores what happens to the founder. It examines how the emotional reality of building a venture — the fear, the loneliness, the suppressed uncertainty — goes largely unaddressed in the standard mentoring model, and what the cost of that silence is. The blog draws on research interview data, references two well-known cases of founder psychology becoming a liability at scale, and explores the three ways founders in the study actually managed their emotional states — none of them adequate substitutes for genuine psychosocial support. It ends with an argument directed at the ecosystem as much as at individual founders: the emotional J-Curve runs parallel to the financial one, and right now, most founders are navigating it entirely alone.

The Mentor You Need Is Not the One You're Choosing

Founders seek mentors who have been there — experienced entrepreneurs, connected investors, people who can open doors. This blog doesn't dispute that value. It asks what gets left out when that is the only kind of mentoring a founder pursues. Using research interviews and the academic framework of three mentoring functions, it makes the case for psychosocial mentoring — the kind that builds self-knowledge, emotional grounding, and leadership identity rather than strategy and networks. It also examines the informal workarounds founders use instead, why those fall short, and what a gender difference in emotional openness reveals about the hidden costs of suppression. The argument is simple: the mentor who helps you understand yourself may matter more than the one who helps you understand the market.

What Your Employees Know About You That You Don't

This blog uses the employee survey data from the research to open up a question most founders avoid: what is the gap between how you experience your own leadership and how your team actually experiences being led by you? The findings are nuanced — employees in the study genuinely trusted and admired their founders, rating them as visionary, resilient, and hardworking. But only two thirds could clearly articulate the startup's five-year mission. The blog unpacks what that gap reveals, examines a striking split in how employees described their founders' values, and connects both findings to the reality of hybrid and freelance team environments. It closes with the one question that, in practice, most reliably reveals a founder's true leadership self-awareness.

Your Startup is not Failing Because of the Market. It is Failing Because of You.

Startup failure gets blamed on markets, capital, and product. This blog argues the real cause is closer to home: the founder's self-awareness, leadership identity, and ability to make their vision land with their team. Drawing on original research with ten founders, it shows why the leadership gap is the one no one wants to diagnose — and why it may be the most consequential one.

Is 'Inclusive Leadership' an Oxymoron? A Researcher's Honest Assessment

If belonging means conforming to the leader's values, that's not inclusion — it's benevolent assimilation. A rigorous look at why most inclusive leadership frameworks contain a hidden contradiction, and what genuine inclusion actually requires.

'Female' Leadership Qualities Are Not a Nicety. They Are an Organisational Necessity.

Empathy, attentiveness, orientation toward collective good — these have been dismissed as 'soft.' Research shows they are the hardest and most critical skills for the knowledge economy. Time to stop tolerating them and start rewarding them.

Global Ambitions Need a Global Mindset. Do You Have One?

Most leaders building across borders invest in cultural intelligence — the customs, the etiquette, the norms. That preparation matters. But it is not the same thing as a global mindset. For the woman entrepreneur who senses that something deeper is being asked of her as she scales across cultures.

The Identity Trap

That pause between "I have a great idea" and "but..." has a name in the research literature. Discover how identity conflict silently stops women entrepreneurs — and how integration, not sacrifice, is the way through.

Are You Leading from Autopilot or from Presence?

There is a mode of leadership that organisations reward — analytical, efficient, always scanning for the next decision. And there is a mode that complex, cross-cultural situations actually require: genuine presence. They are not the same thing. Drawing on my published research on being-centered leadership, this essay examines what unconscious, ego-centred habit actually costs in a global context — and what developing genuine conscious awareness looks like in practice. It also addresses something specific to women founders: the difference between the hypervigilance many of us carry and the presence that changes everything.

The Water You Swim In

Bourdieu called it symbolic violence — the invisible system shaping who gets to be taken seriously in business. If you've ever been told you're "too much" or "not enough," this is the explanation you didn't know you needed.

Martin Buber's 'I-Thou' — The Most Radical Leadership Idea You've Never Heard Of

A 1937 philosophy book holds the key to what organisations are desperately trying to build: genuine inclusion, real collaboration, and cultures where people bring their full selves. Here's what Buber's I-Thou framework means for leadership today.

Why You Don't Believe You Can Do It‍ ‍

Research shows entrepreneurial self-efficacy — not skill — is the #1 predictor of whether women start businesses. Find out what's really behind the confidence gap, and what you can do about it.

Why the Heroic Leader Is Dead — And What Should Replace Him The knowledge economy has made the individual, top-down, heroic leader not just outdated — but actively harmful to organisations. Find out why the model broke, and what research says must replace it.

Metaxu

An ancient Greek word, a postmodern philosopher, and a radical question for women in business: what if you stopped choosing between the competing versions of yourself — and started building from the in-between?

Which Level Are You Leading From? A Leadership Framework

Most leadership development asks about your skills and your gaps. This essay asks a different question: from which level of your own being are you actually leading? Drawing on my co-authored research on being-centered leadership, I walk through five distinct levels of consciousness and the quality of leadership each produces — using real contrasts from the research, including Apple and Unilever, to show what each level looks like in practice. And I name something essential for women entrepreneurs: the qualities that define the highest levels of this framework are precisely the ones you were told to downplay. That was not weakness. That was depth.

The Business Case for Inner Development as a Leader

What if the most important investment in your venture right now had nothing to do with your strategy, your funding, or your next hire — but with your own inner development? Drawing on my published research with Professor Louis Fry, this essay makes the strategic case for the shift from 'having and doing' to 'being': the quality of inner awareness from which everything in leadership flows. For women entrepreneurs, this has a particular resonance. The qualities that being-centered leadership cultivates are ones you may have been developing for years through paths that were never recognised as leadership preparation. It is time to build from them deliberately

Why business owners should consider investing in consultants!

Our desire to led ourselves will lead us to a journey of self-discovery.

Diversity and inclusion start with self-acceptance

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