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Get Unstuck

Transformation and leadership coach helping individuals and mission-driven organisations navigate change with clarity.

I blend personal growth, organisational development, and intergenerational leadership.

19/06/2026

De l'enfance à l'âge adulte, d'innombrables souvenirs entre ces deux photos. Aujourd'hui, je me souviens simplement de mon frère.

Charles Varette

Toujours aimé. Toujours regretté.

19/06/2026

🎯 We say we want innovation.
🎯 We say we want fresh thinking.
🎯 We say we want adaptability, resilience, and change.

Yet when it comes to recruitment, how often do we reward familiarity instead?

Several years ago, I was involved in hiring someone who did not fit the expected profile.
- On paper, she lacked some of the experience we thought we needed.
- Others saw risk.
- I saw potential.

It turned out to be one of the best hiring decisions I ever made.
That experience has stayed with me.

Over the years, I have come to realise that many hiring decisions are not only about capability.
They are also about comfort.
👥 The candidate who comes from the same industry.
📄 The candidate who has done the exact same role before.
🧩 The candidate who fits the expected career narrative.

These choices often feel safer.
But comfort and capability are not the same thing.
Sometimes the person who creates the most uncertainty in the interview process is the person most capable of helping the organisation navigate uncertainty later.
💡 We ask for change while selecting for continuity.
💡 We ask for innovation while rewarding predictability.
💡 We ask for different outcomes while choosing what feels familiar.

In my latest article, The Comfort Competency, I explore a question that applies far beyond recruitment:
❓ Are we genuinely assessing competence?
❓ Or are we rewarding what feels comfortable?

Because organisations rarely struggle with a lack of familiarity.
More often, they struggle when familiar solutions are no longer enough.
What do you think?

Have you ever seen capability overlooked because it arrived in an unexpected form?

17/06/2026

🌿 Be-WELL Wednesday | June 17

Mid-Year Reflection: What Is Your Performance Costing You?
By June, many goals are still moving forward.
Projects are advancing.
Deadlines are being met.
Responsibilities are being carried.

From the outside, everything may look fine.
But sustainable performance is not measured only by output.
It's also measured by the conditions required to maintain it.

A useful mid-year question is not:
"Am I getting things done?"
But:
"At what cost am I getting them done?"
• Are you operating from energy or determination?
• Are your recovery habits keeping pace with your commitments?
• Are you sustaining performance, or compensating for increasing strain?

Sometimes the strongest signal isn't visible in performance.
It's visible in what it takes to maintain it.

💬 Reflection:
What is one thing you could adjust this month to make your performance more sustainable?

01/06/2026

🌟 Monday Motivation | June 2026
We're nearly halfway through the year.

For many leaders, June arrives with a familiar feeling:
The year is moving faster than expected.
- Projects continue.
- Meetings fill the calendar.
- Targets remain important.
- Yet one question is rarely asked:

⚠️ Are you building momentum, or simply maintaining motion?
Over the years, I've noticed that many capable leaders mistake activity for progress.

They become so focused on responding, delivering, and keeping everything moving that they rarely pause to examine whether their effort is still aligned with what matters most.
Sometimes the most productive thing we can do is stop long enough to ask:
🔹 What deserves my attention?
🔹 What is consuming energy without creating value?
🔹 What needs to change before it becomes a bigger problem?

Because sustainable performance is not simply about doing more.
It is about creating enough clarity to focus on what matters most.

💬 Reflection for June:
What is one thing you need to stop, start, or rethink to make the second half of the year more intentional than the first?

28/05/2026

🔮 Friday Forethought | Closing the Month

As May comes to a close, perhaps the real question is not only what you achieved…
but what this month quietly asked of you along the way.

Some moments may have stretched your patience.
Others may have clarified what truly matters.
And some may simply have reminded you that sustainable growth rarely happens without pressure, reflection, or adjustment.

Before rushing into June, take a moment to notice:

🌱 Which experiences strengthened your resilience
🧠 Which conversations or challenges brought new insight
⚖️ Where your energy felt aligned — or depleted
✨ What deserves acknowledgment before moving forward

Because growth is not always visible in outcomes.
Sometimes it appears in awareness, boundaries, perspective, or the way we now respond differently under pressure.

💬 Question for reflection:
What insight from May will you intentionally carry into June?

28/05/2026

💭 Certaines démarches de coaching continuent bien après la dernière session.

Récemment, j’ai terminé un accompagnement avec un client.

Notre dernière session ne s’est finalement pas tenue comme prévu.
Sur le moment, je ne connaissais pas la raison. Et honnêtement, cela arrive.

Quelques heures plus t**d, j’ai reçu un message d’excuse, accompagné d’un retour très positif sur le coaching et sur l’impact que ce travail avait eu pour lui.

Et cela m’a rappelé quelque chose d’essentiel.

✨ Le coach ne crée pas le changement.
Le coaché le crée.

Le coaching ne consiste pas à “réparer” quelqu’un.
Ni à avoir toutes les réponses.

Le plus souvent, il s’agit simplement de créer un espace suffisamment sûr pour permettre à une personne de :
🧭 réfléchir plus clairement
🗣️ parler plus honnêtement
⚡ retrouver sa capacité d’action
🌱 avancer à son propre rythme

Certaines des évolutions les plus importantes ne se produisent pas pendant la session elle-même.

Elles apparaissent ensuite :
🔹 dans une conversation enfin abordée
🔹 dans une décision que l’on cesse de repousser
🔹 dans une manière différente de gérer la pression
🔹 dans un retour progressif vers plus de clarté, d’alignement ou de confiance

Le coaché fait le travail.
Le coach aide simplement à tenir l’espace qui rend ce travail possible.

Et honnêtement, c’est un privilège d’être témoin de ces moments.

🙏 Je suis également reconnaissant envers Kingstown College de m’avoir transmis cette posture du coaching : écouter profondément, rester présent, et faire confiance à la capacité de croissance du client.

27/05/2026

💭 Some coaching journeys continue long after the session ends.

Recently, I reached the end of a coaching journey with a client.

Our final session did not happen as planned because life intervened unexpectedly on his side.

A little later, I received a message apologising for the absence and mentioning that he would be giving very positive feedback internally about the coaching experience.

And it reminded me of something important.

✨ The coach does not create the change.
The coachee does.

Some of the most meaningful outcomes are not always visible during the sessions themselves.

Sometimes the real shift happens:
🔹 in conversations people finally have
🔹 in decisions they stop postponing
🔹 in how they regulate pressure differently
🔹 in how they reconnect with clarity, confidence, or agency
🔹 in what changes quietly between meetings, in real life

Coaching is rarely about having the answers.

More often, it is about creating the conditions where people can:
🧭 think more clearly
🗣️ speak more honestly
⚡ act more intentionally

The coachee does the work.
The coach helps hold the space where that work becomes possible.

And honestly, it is a privilege to witness that process.

🙏 I am also deeply grateful to Kingstown College ECSL for helping shape this mindset and for teaching coaching not as a technique, but as a way of being present, listening deeply, and trusting the client’s capacity to grow.

26/05/2026

⚖️ PERFORMANCE WITHOUT SUSTAINABILITY HAS A COST

Most organisations do not suddenly become unhealthy.

Often, they continue to perform long after the underlying human and organisational systems supporting that performance have begun to absorb unsustainable pressure.

⚠️ Constant urgency
⚠️ Decision fatigue
⚠️ Hidden overload
⚠️ Recovery erosion
⚠️ Leadership strain
⚠️ Operational friction

In my latest article, I explore why many workplace resilience conversations remain incomplete when they focus only on helping individuals cope, without examining the organisational conditions shaping sustainable performance.

Because perhaps the real leadership question is no longer:

❓ “How do we make people tougher?”

But:

❓ “How do we stop organisations from quietly consuming the very human capacity they depend on to perform?”

📩 DM me if you would like the link to the full article.

18/05/2026

⚠️ High performance can hide organisational fragility.

Pressure rarely arrives dramatically.

It accumulates quietly through:
⚡ chronic urgency
🧠 leadership fatigue
🔄 continuous adaptation
📉 reduced recovery capacity
⚙️ invisible operational friction

And because capable people keep compensating, performance can still look stable for a very long time.

That may be one of the greatest leadership blind spots of modern organisations:

⚠️ confusing ongoing performance with sustainable conditions.

My latest article explores the hidden organisational conditions shaping:
🌱 sustainable performance
🧭 resilience
🔄 adaptability
👥 leadership sustainability

Because organisations rarely begin breaking only when the metrics move.

Often, the strain has been building long before it becomes visible.

13/05/2026

🌿 Be-WELL Wednesday | May 13

Mid-Month Check-In: Sustainable Energy Isn’t Built by Accident
By mid-May, many people are no longer running on intention.
They’re running on momentum, pressure, and obligation.
That’s often where hidden strain begins.
Not because people are weak.
But because recovery is usually treated as optional… until the body or mind forces the conversation.

Real wellbeing isn’t about avoiding pressure.
It’s about noticing:
• what restores your energy
• what drains it unnecessarily
• what helps you stay clear, grounded, and sustainable under pressure

High performers often ask:
“How do I keep going?”

A better question may be:
“How do I continue without disconnecting from myself in the process?”
Sometimes the most strategic thing you can do is not push harder…
but pause long enough to recalibrate.

💬 Mid-month reflection:
What one habit, boundary, or practice is helping sustain your wellbeing right now?

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