Graeme Lategan

09/08/2026

"Good with people" isn't just a personality trait. It's a skill that can be developed.

Emotional Empathy with Graeme Lategan equips managers, team leaders, professionals, and organisations with the emotional intelligence skills needed to communicate effectively, build trust, strengthen relationships, and lead with confidence.

Whether you're looking to grow as a leader or invest in the development of your team, this course provides practical, workplace-ready skills that create lasting impact.

Empower yourself. Build stronger teams. Create lasting impact.

30/07/2026

Coming Soon A new dawn

28/07/2026

28/07/2026

NEW COURSE ALERT! 🧠

Empathy isn't something you're born with. It's a skill you can develop.

Introducing Emotional Empathy, a new course developed with Dr Graeme Lategan.

Designed around workplace practice, this course will help you understand emotions more effectively, communicate with confidence, and build stronger relationships.

Whether you're leading a team, working with clients, or collaborating with colleagues, emotional empathy is a skillset worth investing in.

Visit https://www.trainingportal.co.za/Courses/Course-Detail/ArticleID/285 for more information about the course.

30/06/2026

Watch this space 🥰 Coming soon a brand new podcast video channel🤗 Construction is underway 😍 Soon to hit the channels 🖤 Wait for it Its coming🤎

11/06/2026

Just wrapped up an awesome conflict management training session with some middle managers in Port Elizabeth! 🌊 It was such a dynamic group, and we really dug deep into some practical strategies. I'm always so impressed by the insights people bring to these sessions. We explored different communication styles and how to navigate those tricky conversations. It’s so rewarding to see everyone engaging and learning together. Ready for the next adventure! 🚀

11/06/2026

Gallup's 2026 data tells us engagement is falling and managers are the primary reason why. So what actually fixes it?

Not another engagement survey. Not a wellbeing programme. Not a town hall where the CEO reads from a slide deck.

Here is what the evidence consistently points to, and what 35 years of working inside organisations has confirmed for me.

The single highest-leverage intervention in any organisation is developing the people in the middle. Not the executive team. Not the graduate intake. The managers who sit between strategy and ex*****on, between leadership intention and daily lived experience, between what the organisation says it values and what people actually feel on a Tuesday morning.

Those managers are not failing because they are bad people. They are failing because most organisations promote people into management and then leave them entirely underdeveloped as leaders. They are given a title, a bigger salary, and a set of KPIs. Nobody sits with them long enough to ask whether they know how to have a difficult conversation, how to build trust with a team that does not yet trust them, or how to lead people through uncertainty without performing a confidence they do not feel.

That is not a talent problem. That is a development problem. And development problems are solvable.

The organisations that will close the engagement gap in the next 18 months are not the ones spending more on benefits or flexible working policies. They are the ones investing seriously and deliberately in the capability of their middle layer of leadership.

That is where company culture is actually built or broken. Every single day.

This is the work I do. If your organisation is ready to have that conversation, I would like to be in the room.

📩 [email protected]

10/06/2026

Gallup released its 2026 State of the Global Workplace report in April this year. Every HR director, CEO, and leadership team in the world should read it.

The headline number is this. Only 20% of employees globally are engaged at work. That is the lowest level since 2020, and the first time in Gallup's history that engagement has dropped for two consecutive years.

But here is the finding that nobody is talking about loudly enough.

The primary driver of that decline is not employee disengagement. It is manager disengagement. The people we place in the most people-facing, culture-shaping roles in our organisations are the ones losing connection fastest. And when managers disengage, the teams below them follow.

We keep asking employees to be more resilient. To push through. To do more with less. But Gallup's data tells a different story entirely. You cannot build resilient teams from the top down if the middle is already breaking.

The resilience conversation in most organisations is pointed in the wrong direction. It is aimed at the wrong people. And it is asking for something that the company culture around it is not set up to sustain.

That is not an employee problem. That is a leadership problem.