By Raatha Ganesh, Black Dog Consultants.

Inclusion is broken, not in theory, but in practice.

It’s become a hollow buzzword;  overused, misapplied, and stripped of its power. In many organisations, it’s reduced to well-meaning checklists or symbolic gestures that create more noise than progress.

The issue isn’t intent. It’s execution. We’ve mistaken open doors for open hearts. We’ve confused invitation with empowerment. It’s time to do better.

At Black Dog Consultants, we’ve seen firsthand that inclusion isn’t about inviting everyone. It’s about creating purposeful spaces where the right voices are heard, where dissent is welcomed and where meaningful progress can happen.

Inspired by Priya Parker’s concept of generous exclusion, we believe it’s time to get specific, deliberate and courageous about who we invite to the table and why.

Why Inclusion is Failing

Here’s the uncomfortable truth: inclusion, as it’s often practised, isn’t working.

1. Too many voices, not enough focus
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Author: Raatha Ganesh, Head of Partnerships at Black Dog Consultants

They told us what leadership should look like. Stand tall. Speak loud. Always know the answer. Lead from the front.

They got it wrong.

What if the best leaders don’t always lead the charge? What if quiet beats loud? What if making people uncomfortable is sometimes the kindest thing a leader can do?

Raatha, our Head of Partnerships, has been digging into the leadership lessons we’ve all been fed.

Some don’t hold up. Some need rewriting. Some need throwing out altogether.

So, let’s do that. Let’s unlearn a few things.

“The best leaders always lead from the front.”

• Actually, the best leaders know when to step back and let others take the lead.

“Only extroverts can inspire teams.”

• Think again—quiet, thoughtful leadership often inspires on a deeper level.

“Consensus is the mark of strong leadership.”

• Not always—bold decisions often require breaking from the pack.

“Professional distance builds respe...

International Women’s Day isn’t just about celebrating women - it’s about amplifying the ones who make us rethink what’s possible. At Black Dog Consultants, we asked our team to share the women who inspire them.

Trailblazers, rule-breakers, quiet forces for change.

The ones who don’t just dream of a better world but roll up their sleeves and build it.

The Women Who Shape Us

Some women build legacies that history books will never forget. Others shape the world in ways that are quieter but just as powerful.

This International Women’s Day, we celebrate both.

The leaders, the risk-takers, the nurturers and the rebels.

The women who fought for change and the ones who continue to do so every day - whether on the world stage or in the hearts of those they love.

Here’s to them. And here’s to a future shaped by their strength.

Who inspires you?

Sally said:
My Mum, Julia Ralphs

Some trailblazers make headlines; others quietly change the game from the ground up. Sally’s mum is one of ...

Author: Steve Marshall, Director, Leadership Learning at Black Dog Consultants

While worrying about the impact of Generative AI on your workforce, consider whether your learning solutions are rooted in the 17^th Century and failing to anticipate the challenges of the 21^st.

Hanging on to the age of reason is unreasonable.

This period of the 17^th and 18^th centuries led to our preoccupation with science, engineering and rational thought. If there is an answer - it must be found. 

We worship expertise, factual knowledge and the ability to argue to be proven right. This is enshrined in many professions and systems of governance. It endures in our learning today. 

Many training solutions are based on there being an answer (a skill or technique) that is rationally proven to work and can be efficiently transferred to others through education. Many school and exam systems follow the same model.

We are realising that expertise has a shelf life and is often disproved or replaced. Our rapidly c...

The best teams aren’t built in boardrooms.

They’re built in the wild.

In the mud.

Under the stars.

Where things get real.

Trust doesn’t happen because someone added “collaboration” to a slide deck.

It happens when you’re lost in the woods with a map and a teammate who swears they know the way.

A rope wall can teach you more about leadership than any offsite keynote. Because you either get to the top together or you don’t get there at all.

Rowing around an island. Paddling through uncertainty.

You don’t just see who leads—you see who listens.

Some lessons only happen when the WiFi drops.

When the fire won’t light.

When the tent instructions don’t make sense but you figure it out anyway.

You don’t forget a night under the stars. You don’t forget what you learn when there’s no one else to lean on. You don’t forget who had your back when it mattered.

Because the best teams aren’t the ones who ‘work well together.’

They’re the ones who’ve been through something together.

L...

Author: Raatha Ganesh, Head of Partnerships at Black Dog Consultants

2025 isn’t just any year. It’s the Year of the Wood Snake, a rare combination that happens only once every 60 years.

In Chinese culture, the Snake symbolises wisdom, intuition and mystery, making it a powerful guide for navigating complexity and embracing transformation. Paired with the Wood element, which signifies creativity and growth, this year offers an extraordinary opportunity for organisations to adapt, evolve and thrive.

The Snake’s wisdom is unmatched—it never moves without purpose. Its intuitive nature allows it to sense and respond to challenges in ways others cannot. And its air of mystery reminds us that growth isn’t always linear—it’s about uncovering hidden potential and finding clarity in uncertainty.

At Black Dog Consultants, we’ve forecasted the critical skills for 2025 and they align perfectly with the traits of the Wood Snake. Let’s explore the five transformative skills that will define suc...

Author: Raatha Ganesh, Head of Partnerships at Black Dog Consultants

The Net Promoter Score (NPS) wasn’t designed to measure the effectiveness of learning.

Let us say that again. The NPS was not designed to measure the effectiveness of corporate learning.

Created in 2003 by Fred Reichheld and Bain & Company to measure customer loyalty, it’s great for customer opinion on retail or tech but completely misaligned with corporate learning.

Despite this, many organisations cling to it like the Holy Grail of L&D evaluation.

The truth?

NPS doesn’t just fall short - at best, it gives a lukewarm indicator of the likeability of the experience and at worst, it may actively undermine what you are trying to achieve – awareness and change.

So here’s why it’s time for bold L&D leaders to bury this retrofitted metric once and for all.

NPS worships likeability, not learning

NPS is essentially a popularity contest, gauging surface-level satisfaction: Did participants like the facilitator? Was ...

Are you guilty of copy-pasting your learning solutions?

It’s that time of year again! Yep, the season when learning professionals across the globe sit down, look at last year’s plan and… copy it over for next year.

Are YOU guilty?

But hold up – is that really the best strategy?

We were chatting about this just today. The 'copy-paste' approach might save time, but when it comes to making a real impact with learning and development solutions, there’s a good case for a more thoughtful approach.

The truth is, if you're hitting copy-paste without a second thought, you might be missing the chance to ditch the low-impact fluff and focus on the stuff that really matters.

And let's be real—none of us have endless budgets (wouldn’t that be nice?) So why waste resources on programmes that just aren’t moving the needle?

So, what's the problem with copy-paste learning?

Imagine you’re back in school and your teacher just gives you the exact same lesson plan every year. Not only is it bor...

In a nutshell, being aware of others is to have the ability to understand others’ emotions and reactions and respond in a supportive and non-stereotypical manner.

Below are tips on how to be more aware of others and engage in more productive emotionally intelligent behaviours.

1. Make time to get to know the people you work with, what they enjoy or find challenging about work, their personalities and values.
2. Pay attention to the way others are feeling, their body language, facial expressions and tone of voice, and adjust yourself to better fit together.
3. Ask open questions about others’ thoughts, feelings and perspectives when appropriate.
4. Acknowledge other people’s hard work, thoughts, feelings and perspectives.

Why does it matter? Being aware of others contributes to better behaviour and achievement in work and increased engagement with community and workflow.

Positive workplace climate: With a strong sense of being aware of others, one can more easily adapt to their enviro...

The cornerstone of Emotional Intelligence and one of the 6 key competencies of the Genos Emotional Intelligence model. Awareness of others is about perceiving, understanding and acknowledging the way others feel. Which helps us identify the things that make people feel valued, listened to, cared for, consulted and understood.

Being aware of the people around you may be the key to your success in your career. According to global research, the impact of having awareness of others in leaders and employees contributes tremendously to the overall success of an organisation.

Leaders who are empathetic and emotionally intelligent consistently outperform their counterparts. This is because they can tailor their leadership style to each situation at hand.

The most effective people in organisations constantly sense how others are reacting and fine-tune their responses to advocate positive interactions. As a result, establishing true connections with one another enhances relationships and perfor...