Leadership Psychology Institute

05/06/2026

🧠 𝐌𝐚𝐧𝐲 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐭𝐞𝐥𝐥 𝐦𝐞 𝐭𝐡𝐞𝐲 𝐬𝐭𝐫𝐮𝐠𝐠𝐥𝐞 𝐰𝐢𝐭𝐡 𝐝𝐞𝐥𝐞𝐠𝐚𝐭𝐢𝐨𝐧.

I am wondering though, is this about delegation really? The real issue is that being needed feels good. When people come to us for answers, advice, decisions, or problem-solving, it reinforces something powerful: Our sense of value. We feel useful, important and in control. Over time, this can create an invisible trap because the leader becomes the centre of everything and the team becomes increasingly dependent.
As a result, decisions might slow down, ownership decreases and frustration grows on both sides.
Ironically, the very leaders who want empowered teams may unintentionally be preventing them from emerging.

One of the most difficult transitions in leadership is moving from being the person who has the answers to being the person who develops others’ ability to find them.

That requires a shift in identity.
From:
👉 “I am valuable because I solve problems.”
To:
👉 “I am valuable because I help others solve problems.”
The first creates dependence while the second creates capability.

🧠 𝐑𝐞𝐦𝐞𝐦𝐛𝐞𝐫 𝐭𝐡𝐚𝐭 𝐭𝐡𝐞 𝐦𝐞𝐚𝐬𝐮𝐫𝐞 𝐨𝐟 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐢𝐬 𝐧𝐨𝐭 𝐡𝐨𝐰 𝐢𝐧𝐝𝐢𝐬𝐩𝐞𝐧𝐬𝐚𝐛𝐥𝐞 𝐲𝐨𝐮 𝐛𝐞𝐜𝐨𝐦𝐞, 𝐢𝐭 𝐢𝐬 𝐡𝐨𝐰 𝐰𝐞𝐥𝐥 𝐭𝐡𝐞 𝐭𝐞𝐚𝐦 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐬 𝐰𝐡𝐞𝐧 𝐲𝐨𝐮 𝐚𝐫𝐞 𝐧𝐨𝐭 𝐢𝐧 𝐭𝐡𝐞 𝐫𝐨𝐨𝐦.

04/06/2026

🔭 𝐎𝐧𝐞 𝐨𝐟 𝐦𝐲 𝐟𝐚𝐯𝐨𝐮𝐫𝐢𝐭𝐞 𝐭𝐡𝐢𝐧𝐠𝐬 𝐚𝐛𝐨𝐮𝐭 𝐭𝐡𝐢𝐬 𝐭𝐢𝐦𝐞 𝐨𝐟 𝐲𝐞𝐚𝐫 𝐢𝐬 𝐥𝐨𝐨𝐤𝐢𝐧𝐠 𝐚𝐡𝐞𝐚𝐝.

There are conversations happening, ideas being explored, programmes being designed, and a few exciting developments that I can’t quite share yet.
What I can say is that 𝐀𝐮𝐭𝐮𝐦𝐧 𝟐𝟎𝟐𝟔 𝐚𝐧𝐝 𝟐𝟎𝟐𝟕 will bring some ⭐ new ⭐ opportunities for leaders, coaches, and organisations that are passionate about growth and meaningful change.
More to come soon. 🔜
For now... watch this space. ✨

01/06/2026

⭐ 𝐀𝐧 𝐞𝐯𝐞𝐧𝐢𝐧𝐠 𝐭𝐨 𝐫𝐞𝐦𝐞𝐦𝐛𝐞𝐫 🥂 🎓

✨ 🎓 𝐌𝐀𝐒𝐒𝐈𝐕𝐄 𝐂𝐎𝐍𝐆𝐑𝐀𝐓𝐔𝐋𝐀𝐓𝐈𝐎𝐍𝐒 once again to our Graduates of the 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐅𝐨𝐫 𝐂𝐡𝐚𝐧𝐠𝐞 𝐂𝐨𝐡𝐨𝐫𝐭 𝟐𝟎𝟐𝟔. It was a privilege to celebrate your achievement and witness the culmination of your hard work, commitment, growth, and learning. We are incredibly proud of each and every one of you and look forward to seeing where your coaching journeys take you next. 🙌🏼

❤️ A 𝐰𝐚𝐫𝐦 𝐰𝐞𝐥𝐜𝐨𝐦𝐞 also to those members of the 𝐂𝐨𝐡𝐨𝐫𝐭 𝟐𝟎𝟐𝟕 who were able to join us. It was lovely to have you with us and to begin building connections across our growing coaching community.

🙏🏼 To all our alumni, current participants, friends, colleagues, and supporters who honoured us with their presence, 𝐓𝐇𝐀𝐍𝐊 𝐘𝐎𝐔! The evening was made special by the conversations, laughter, reflections, and sense of community that filled the room.

📸 Here’s a collection of photographs from the event. Hopefully I haven’t forgotten anyone, ... this is my worst nightmare... 😱 🙈 ... if I have, please accept my apologies and do let me know! 🙏🏼

✨ A 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐭𝐡𝐚𝐧𝐤 𝐲𝐨𝐮 to SOLID Spaces and to Jordan Emmanouilidis and the Team for their excellent hospitality and support. As always, they helped create a welcoming environment that allowed everyone to connect and enjoy the evening.

✨ Thank you all for being part of this community. 𝐈𝐭 𝐜𝐨𝐧𝐭𝐢𝐧𝐮𝐞𝐬 𝐭𝐨 𝐛𝐞 𝐨𝐧𝐞 𝐨𝐟 𝐭𝐡𝐞 𝐠𝐫𝐞𝐚𝐭𝐞𝐬𝐭 𝐩𝐫𝐢𝐯𝐢𝐥𝐞𝐠𝐞𝐬 𝐨𝐟 𝐦𝐲 𝐩𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐥𝐢𝐟𝐞 𝐭𝐨 𝐥𝐞𝐚𝐫𝐧, 𝐠𝐫𝐨𝐰, 𝐚𝐧𝐝 𝐜𝐞𝐥𝐞𝐛𝐫𝐚𝐭𝐞 𝐚𝐥𝐨𝐧𝐠𝐬𝐢𝐝𝐞 𝐬𝐮𝐜𝐡 𝐰𝐨𝐧𝐝𝐞𝐫𝐟𝐮𝐥 𝐩𝐞𝐨𝐩𝐥𝐞. 𝐖𝐢𝐭𝐡 𝐆𝐫𝐚𝐭𝐢𝐭𝐮𝐝𝐞 🙏🏼 🙌🏼

14/05/2026

🧠 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐢𝐬 𝐧𝐨𝐭 𝐚𝐛𝐨𝐮𝐭 𝐰𝐡𝐚𝐭 𝐡𝐚𝐩𝐩𝐞𝐧𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐭𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐫𝐨𝐨𝐦, 𝐢𝐭 𝐢𝐬 𝐚𝐛𝐨𝐮𝐭 𝐰𝐡𝐚𝐭 𝐡𝐚𝐩𝐩𝐞𝐧𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐦𝐨𝐦𝐞𝐧𝐭𝐬 𝐨𝐟 𝐩𝐫𝐞𝐬𝐬𝐮𝐫𝐞, 𝐮𝐧𝐜𝐞𝐫𝐭𝐚𝐢𝐧𝐭𝐲, 𝐚𝐧𝐝 𝐝𝐢𝐟𝐟𝐢𝐜𝐮𝐥𝐭 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧𝐬.

In this article, George and I, are talking about why so many leadership programmes fail to create lasting behavioural change. Through the collaboration between the Leadership Psychology Institute and TAOLIN we are addressing the fact that learning is often disconnected from the real moments where leadership is actually tested.

We argue that sustainable change happens when learning is embedded into the flow of everyday work:
✅ in real decisions
✅ in real team dynamics
✅ in real organisational pressure
Rather than relying on one-off workshops, our approach combines psychology, systems thinking, and technology to support leaders in the moment, exactly when difficult decisions, collaboration challenges, and behavioural patterns emerge.

🔎 We also share examples from global organisations where this approach helped, e.g. unblock decision-making, break down silos, improve cross-functional collaboration, accelerate leadership development and turn knowledge into practical behavioural change across cultures and regions.

💡 We hope this will be a thought-provoking read for anyone interested in leadership, culture, behavioural change, and the future of learning in organisations.

Thank you HR Professional for hosting us! 🙏🏼

12/05/2026

🎓 𝐀𝐧𝐨𝐭𝐡𝐞𝐫 𝐢𝐧𝐜𝐫𝐞𝐝𝐢𝐛𝐥𝐞 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐅𝐨𝐫 𝐂𝐡𝐚𝐧𝐠𝐞 𝐣𝐨𝐮𝐫𝐧𝐞𝐲 𝐜𝐨𝐦𝐞𝐬 𝐭𝐨 𝐚𝐧 𝐞𝐧𝐝… 𝐚𝐧𝐝 𝐚 𝐧𝐞𝐰 𝐜𝐡𝐚𝐩𝐭𝐞𝐫 𝐛𝐞𝐠𝐢𝐧𝐬.
🙌🏼 𝐌𝐚𝐬𝐬𝐢𝐯𝐞 𝐂𝐎𝐍𝐆𝐑𝐀𝐓𝐔𝐋𝐀𝐓𝐈𝐎𝐍𝐒 𝐭𝐨 𝐚𝐥𝐥 𝐨𝐮𝐫 𝐠𝐫𝐚𝐝𝐮𝐚𝐭𝐞𝐬 𝐨𝐟 𝐭𝐡𝐞 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐅𝐨𝐫 𝐂𝐡𝐚𝐧𝐠𝐞 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐂𝐞𝐫𝐭𝐢𝐟𝐢𝐜𝐚𝐭𝐞! 👏🏼

🎓 Watching this group grow over the past months has been inspiring in terms of coaching skills, self-awareness, courage, reflection, presence, and their willingness to challenge themselves deeply.
🧠 Coaching is never just about techniques. It is about who we become in the process, and each one of you brought your own humanity, wisdom, curiosity, and authenticity into this journey. ❤️

🙏🏼 Thank you for the trust, the conversations, the vulnerability, the laughter, the practice sessions, the reflections, and the community you created together.

🙌🏼 We are incredibly proud of you all and cannot wait to see the impact you will continue to make in your organisations, teams, communities, and lives.

🎓 Welcome officially to the Coaching For Change alumni community! See you all at our Live Graduation Event! 🥂

Maria, Hara & The LPI Team 💫

Alexia Anagnostopoulou Eleni Gkirtzimani Anna Kassianou Maria Kostaki Eleftheria Pampoukidou Tonia Parisi Fotis Rigas Fotis Rigas Marilena Soulogianni Maria Tsimpita Tsioliaridou Magda

11/05/2026

🧠 💚 𝐈𝐭’𝐬 𝐌𝐞𝐧𝐭𝐚𝐥 𝐇𝐞𝐚𝐥𝐭𝐡 𝐀𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬 𝐖𝐞𝐞𝐤 𝐚𝐧𝐝 𝐰𝐡𝐢𝐥𝐞 𝐨𝐫𝐠𝐚𝐧𝐢𝐬𝐚𝐭𝐢𝐨𝐧𝐬 𝐚𝐫𝐞 𝐠𝐞𝐭𝐭𝐢𝐧𝐠 𝐛𝐞𝐭𝐭𝐞𝐫 𝐚𝐭 𝐭𝐚𝐥𝐤𝐢𝐧𝐠 𝐚𝐛𝐨𝐮𝐭 𝐦𝐞𝐧𝐭𝐚𝐥 𝐡𝐞𝐚𝐥𝐭𝐡… 𝐦𝐚𝐧𝐲 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐚𝐫𝐞 𝐬𝐭𝐢𝐥𝐥 𝐬𝐭𝐫𝐮𝐠𝐠𝐥𝐢𝐧𝐠 𝐪𝐮𝐢𝐞𝐭𝐥𝐲 𝐛𝐞𝐡𝐢𝐧𝐝 𝐭𝐡𝐞 𝐬𝐜𝐞𝐧𝐞𝐬.

There are so many pressures….: The pressure to “hold it together”, to always be available, to absorb uncertainty without showing too much of it, to perform strength, even when exhausted.
Psychologically healthy leadership is not about pretending everything is fine.
It is about:
• knowing your limits
• recognising when stress is changing your behaviour
• creating environments where people can speak honestly
• understanding that performance and wellbeing are deeply connected
Sometimes the healthiest thing a leader can say is:
“I don’t know.”
“I need support.”
“This is hard.”
🟢 Mental health at work is about resilience and most importantly it is about creating a culture of permission, safety and humanity.

08/05/2026

06/05/2026

😁 A light post that might put a smile on your face...
𝐄𝐯𝐞𝐫𝐲 𝐰𝐨𝐫𝐤𝐬𝐡𝐨𝐩 𝐡𝐚𝐬… 𝐭𝐡𝐞𝐬𝐞 𝐩𝐚𝐫𝐭𝐢𝐜𝐢𝐩𝐚𝐧𝐭𝐬. I have been delivering workshops since 2003 and I have observed that there are different types of participants:

👀 𝐓𝐡𝐞 𝐎𝐛𝐬𝐞𝐫𝐯𝐞𝐫: Camera off (even in person, somehow). Watching, processing, silent… until they drop one killer insight at the end.

📝 𝐓𝐡𝐞 𝐒𝐜𝐫𝐢𝐛𝐞: Writes everything down and I mean EVERYTHING. You start wondering if you’re missing something.

🙃 𝐓𝐡𝐞 “𝐈’𝐝 𝐑𝐚𝐭𝐡𝐞𝐫 𝐁𝐞 𝐀𝐧𝐲𝐰𝐡𝐞𝐫𝐞 𝐄𝐥𝐬𝐞”: Leaning back, arms crossed, body in the room and mind elsewhere. The real transformation? When they finally engage.

🔥 𝐓𝐡𝐞 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐫: “Yes, but…” is their love language. Pushes thinking, tests assumptions, might slightly raise your cortisol.

🤝 𝐓𝐡𝐞 𝐎𝐯𝐞𝐫-𝐂𝐨𝐧𝐧𝐞𝐜𝐭𝐨𝐫: “This reminds me of a situation in 2007…” Every concept links to a story and every story has layers.

⏱ 𝐓𝐡𝐞 𝐓𝐢𝐦𝐞𝐤𝐞𝐞𝐩𝐞𝐫: “Are we taking a break soon?” Knows the schedule better than the facilitator.

💬  𝐓𝐡𝐞 𝐃𝐨𝐦𝐢𝐧𝐚𝐭𝐨𝐫: Enthusiastic, sometimes too enthusiastic, vocal, present in every discussion. Group work is an opportunity for their personal TED Talk.

🌱 𝐓𝐡𝐞 𝐐𝐮𝐢𝐞𝐭 𝐓𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐞𝐫: Doesn’t say much, doesn’t need to. You just know something big is shifting internally.

😇 The  𝐓𝐡𝐞 “𝐌𝐨𝐝𝐞𝐥 𝐏𝐚𝐫𝐭𝐢𝐜𝐢𝐩𝐚𝐧𝐭”: Nods, smiles, engages. Every facilitator’s dream… or are they just very polite?