Emily Rappitt

It’s not like #trust and #PsychologicalSafety come easily for all leaders, especially depending on the cultural context (and roots) they find themselves in. Trust and psychological safety grow together, step by step. You don’t need to wait for perfection, start small: Show vulnerability: Admit when you don’t know something. Give gradual responsibility: Let people prove themselves in small steps. Reward openness, not just results: Praise someone for taking a risk or sharing an idea. Listen more than you speak: Ask, “How do you see this?" Offer safe channels: Use small groups or anonymous feedback when direct talk feels too hard. Over time, these actions build trust both ways. And when trust grows, psychological safety follows, unlocking #innovation, stronger teams, and sustainable performance.

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Leadership is rarely shaped in boardrooms. It is forged in moments of pressure. When one decision can change everything. When focus is no longer optional, but essential. Mountains have a way of teaching that directly. No noise, no distractions, just clarity. Here are three lessons that reshaped how I lead 🔹 Prioritise one thing fully before moving to the next 🔹 Stay connected with your team before assumptions take over 🔹 Recognise the difference between control and responsibility You do not always need elevation to gain perspective. Sometimes you just need to step back and pay attention. Which of these has shown up in your leadership journey lately? #leadership #growth #mindset #success

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“ICF has ruined coaching!” Really? There’s been a lot of noise lately about the ICF’s latest competency update — particularly the change to Competency 7: Evokes Awareness. One little word has sent coaches into a spin. The word? Knowledge. “Why did they replace insight with knowledge?” “Are we all going to turn into mentors?” “Isn’t coaching supposed to be purely non-directive?” Let’s take a breath. Here’s the thing: this isn’t a step backwards — it’s the ICF finally acknowledging what mastery-level coaches have known for years. You can’t coach across a knowledge gap. Coaching is the process of making people think. Thinking, innovation, creativity, problem solving; is all just connecting previously unconnected data (in the brain or body). If a piece of data is truly missing, they need to find the data. When I was doing MCC Assessor training back in 2007/8 it was made very clear by my teachers (the experienced coaches who devised the core competencies) that it is a responsibility of the coach to help a client discover sources of missing knowledge that may be useful. Real coaching still begins with evoking fresh thinking. But if the client simply doesn’t have the data to connect, it’s not “directive” to share or help them find knowledge — it’s responsible. I caveat and say you need to put a lot of effort into be absolutely sure the data is missing, and then: The distinction is simple: You may share knowledge, but never tell them what to do with it. Recognise that nothing is true. What you hold as knowledge is simply something you have learned, been taught, figured out, AND may only be true within the limits of what humans currently know; and that may change. This is why you must have no attachment to anything you say or share. When done correctly, it deepens the client’s thinking — it doesn’t replace it. Soon you'll be able to validate the mastery of your coaching against the Three Laws of Coachingᵀᴹ. It’s why our coaches aren’t rattled by this change… they understand what true mastery looks like. If the update to Competency 7 left you confused or defensive, come and see why it actually validates the next evolution of coaching. 👉 SimplicityOfMastery.com #CoachingMastery #ICFCompetencies #ThreeLawsOfCoaching #SimplicityOfMastery #CoachEducation #MCCLevelCoaching

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