Fiona Robertson is een facilitator en docent belichaamd onderzoek, die individuen begeleidt door diepgaande innerlijke verkenningen. Ze reist met mensen, van wie velen een donkere nacht van de ziel ervaren, naar hun innerlijke landschappen. Haar werk verlicht de ontdekking van licht in duisternis, en duisternis in licht, waarbij vaak volledig onverwachte waarheden worden onthuld. Als een scherpzinnige zielsvriendin ondersteunt ze mensen wereldwijd om opnieuw verbinding te maken met hun ware zelf en hun relatie daarmee te verdiepen, waarbij ze wederzijdse steun vindt in dit voortdurende groeiproces.
Exploring the intersection of history and personal experience, this memoir delves into the awe-inspiring megaliths of Britain while weaving a narrative of grief and hope. The author reflects on the ancient structures as symbols of resilience and connection, revealing how they resonate with contemporary emotions and experiences. Through this journey, the book captures the profound impact of the past on the present, inviting readers to contemplate their own stories amidst the timeless landscape.
Culture defines the rules of belonging, and altering these rules can transform both culture and results. This engaging read offers practical advice for leaders and employees facing toxic work environments. Organizational culture, often misunderstood and overly complicated, can be simplified. By recognizing the current rules of belonging, one can assess the existing culture and articulate the desired culture through new rules that facilitate strategy execution. The topic has gained traction in Australia following the Royal Commission into financial services misconduct, and it is a global concern as regulators increasingly emphasize culture measurement and management, holding leaders accountable, even criminally. Many senior leaders struggle to measure and manage culture, often confusing it with employee engagement, which leads to misguided efforts that fail to achieve meaningful change. This frantic activity often results in superficial solutions rather than genuine culture transformation. Leaders across organizations face dysfunctional teams and need actionable strategies to improve culture, which will enhance their ability to implement changes and reduce time spent on conflict management. This book provides the guidance necessary for making impactful cultural shifts.
