by Joy Maitland | Mar 30, 2025 | CEO, CFO, COO, CIO, News & Articles
The Rosebud Phenomenon explains how past experiences—especially unresolved emotional wounds—fuel our ambition. It reveals the deep connection between personal history, professional success, and the pursuit of true fulfilment.
In today’s high-performance business environment, professionals chase success with unwavering focus. Success is widely seen as the ultimate benchmark. However, behind many top performers lies a deeper, often hidden force. This powerful motivator is rarely discussed in boardrooms or biographies. It’s here that the Rosebud Phenomenon offers a fresh and enlightening perspective.
What Is the Rosebud Phenomenon?
The Rosebud Phenomenon refers to the idea that a formative trauma, loss, or emotional void becomes the nucleus of ambition. These early experiences often drive us to achieve, push harder, and stand out. They can sharpen determination and shape professional identity. Yet, this same force may quietly limit long-term satisfaction.
The concept originates from the film Citizen Kane. In it, “Rosebud”—a childhood sled—symbolises lost innocence and a deep emotional need that was never resolved. Likewise, many professionals carry a silent narrative rooted in personal history. This narrative becomes the engine behind relentless performance.
A Double-Edged Sword
Understanding the Rosebud Phenomenon helps leaders and entrepreneurs look beyond surface-level motivation. On the one hand, it drives innovation, ambition, and resilience. On the other, it can keep individuals trapped in a cycle of never-enough.
Executives often feel caught in this paradox. The urge to prove themselves, to heal old wounds, or to rewrite personal stories can deliver impressive results. However, when the emotional source remains unexamined, the journey can lead to burnout, chronic dissatisfaction, or identity conflict.
For example, a leader who grew up feeling overlooked might build a wildly successful company—only to discover they still feel invisible.
The Link Between Meaning and Purpose
The Rosebud Phenomenon offers a clear lens to distinguish meaning from purpose.
Purpose tends to be external—a goal, a title, a mission. Meaning, however, is personal. It’s the internal story we attach to what we do and why we do it.
When professionals build their purpose on unresolved emotional meaning, the two can drift apart. This misalignment often explains why some high achievers feel empty despite checking every box.
They hit the targets. They gain recognition. But the satisfaction fades quickly—because the emotional need behind the success remains unmet.
Implications for Leadership and Growth
Recognising the Rosebud Phenomenon unlocks a deeper level of leadership. It encourages authenticity, emotional insight, and a more human approach to performance. By exploring this dynamic, leaders can align their ambitions with true well-being—not just metrics.
Here are three reflective questions to explore:
- What early experiences shaped my need to succeed?
- Does my definition of success reflect what truly matters to me?
- Am I chasing goals to fill a void—or to express genuine passion?
These questions help shift focus from achievement alone to a more sustainable and satisfying kind of success.
A Personal Note
Some years ago, I had the opportunity to attend a workshop with Dr Stewart Desson, founder of Lumina Learning. The session centred on Lumina Emotion—a tool designed to help individuals understand, adapt, and manage their emotions effectively, empowering them to think clearly and act with purpose. During one of the exercises, I experienced what I can only describe as my own Rosebud moment. It was deeply emotional, completely unexpected, and, if I’m honest, a little embarrassing—especially as a business psychologist who’s facilitated similar sessions myself. Yet in that moment, something shifted. My understanding of my own drivers turned upside down, and the clarity it brought was profound. That experience didn’t just stay with me—it quietly changed the way I view success, fulfilment, and what truly matters.
Final Thoughts
The Rosebud Phenomenon in business provides a compelling framework for rethinking motivation. It invites professionals to look inward—not just upward. In a culture that often celebrates output over insight, this shift is both timely and necessary.
For leaders who seek excellence and inner peace, understanding this dynamic offers a powerful advantage. True success doesn’t just come from what we achieve—but from understanding why we strive in the first place.
The Right Conversation Can Change Everything. Let’s Talk.
by Joy Maitland | Mar 30, 2025 | CEO, CFO, COO, CIO, News & Articles
Self-aware Leadership Development
Leadership, as someone once wrote, is “one of the most observed and least understood phenomena on earth.” That line has stood the test of time—and for good reason. For all our progress, self-aware leadership development remains a complex challenge. We often recognise great leadership when we see it, but struggle to define it or replicate it with certainty.
In business, discussions around leadership usually orbit three familiar themes:
- How leaders think, act, and influence
- How people respond to leadership and engage with it
- The systems and environments in which leadership takes shape
Of these, it’s the leader themselves who still attracts the most attention. We’re fascinated by personality, presence, and the seemingly unteachable “it” factor. The old debate lingers: are great leaders born, or can they be developed?
Figures like Field Marshal Montgomery believed leaders needed “infectious optimism” and visible resolve, even in moments of doubt. Henri Fayol saw leadership as careful planning and execution. David Ogilvy celebrated the complicated character—someone confident, never petty, and not shaken by defeat. These views, though dated, still echo in how we think about leadership today.
But let’s be honest: leadership in the modern world looks very different.
The Shift: From the Heroic to the Human
In today’s organisations, leadership isn’t about being the loudest or most dominant voice in the room. It’s about presence, perspective, and adaptability. Leadership is no longer a role reserved for the chosen few—it’s a practice that can be shaped, refined, and strengthened over time.
This is exactly the thinking behind Lumina Leader, a powerful psychometric tool created by Dr Stewart Desson, a business psychologist and founder of Lumina Learning. Unlike older models that place people into rigid categories, Lumina Leader embraces complexity. It explores how personality influences leadership behaviour—and how those behaviours shift in everyday settings, under pressure, and at our best.
At inemmo, we use Lumina Leader to help leaders discover their natural style, their leadership strengths, and where they may overextend, especially under stress. It supports self-awareness in a structured, evidence-based way—making the invisible aspects of leadership visible and actionable.
Structure Still Matters
Of course, leadership isn’t only about personality. Some of the most effective leaders in history—like Alfred P. Sloan at General Motors—succeeded because they understood systems. They built solid structures and equipped others to thrive within them. In contrast, individuals with star power but little strategic depth often struggle to sustain success.
The best leaders today combine both: an understanding of themselves and the ability to shape systems around them. They know when to step forward, when to step back, and how to align people around shared goals.
Leadership vs. Management: A False Divide?
Abraham Zaleznik, writing in Harvard Business Review, famously argued that leaders and managers are fundamentally different creatures. Managers seek stability. Leaders seek movement. But in today’s world, that binary feels dated. The most effective leaders draw from both disciplines—balancing strategic clarity with empathy, structure with creativity.
Warren Bennis, one of the great thinkers on leadership, found that successful leaders consistently pay attention to what matters, define direction, and bring people along with them. It’s less about certainty and more about alignment.
So, What Now?
Leadership is evolving. It’s becoming more inclusive, more psychologically aware, and more context-driven. Tools like Lumina Leader are part of this evolution—helping leaders move beyond vague ideals and towards real understanding.
In practice, this means:
- Knowing your natural strengths and how others perceive them
- Recognising how you behave under stress—and where it may trip you up
- Learning how to stretch your style to meet the needs of different situations and people
Above all, it means understanding that leadership isn’t a fixed trait or a job title. It’s a living, breathing process—something shaped by reflection, experience, and honest feedback.
So, the next time we talk about leadership, maybe we should look beyond the myths and focus on the mindset. The truth is, leadership isn’t about being perfect. It’s about being real, being aware, and being ready to grow.
The Right Conversation Can Change Everything. Let’s Talk.
by Joy Maitland | Mar 2, 2025 | Board Trustees, CEO, CFO, COO, CIO, Managing Directors, News & Articles
Brand loyalty is more than just repeat purchases—it’s a powerful driver of business resilience and long-term growth. A prime example is the automotive industry. General Motors (GM) recently secured the S&P Global Mobility Award for Overall Loyalty for the tenth consecutive year, proving that a well-established reputation and a consistent customer experience can make all the difference.
Why Brand Loyalty Matters for Business Leaders
For business leaders, loyalty isn’t just a marketing buzzword—it’s a strategic asset. Companies that build strong relationships with their customers gain distinct advantages:
- Stability in Uncertain Times
When economic conditions shift or competition heats up, a loyal customer base provides a buffer. Customers who connect with a brand on a deeper level are less likely to be swayed by short-term price changes or alternative options.
- Lower Costs, Higher Returns
Winning over new customers is expensive. Keeping existing ones is far more cost-effective and leads to higher lifetime value. A strong customer base reduces reliance on costly acquisition campaigns and drives steady revenue.
- Reputation and Influence
Satisfied customers become your best marketing tool. They spread the word, leave positive reviews, and recommend your brand to others—helping you expand your reach without additional investment.
GM vs Tesla: A Study in Contrasts
GM’s commitment to quality and innovation has earned it long-standing customer trust. The company’s U.S. electric vehicle (EV) market share climbed to 12% in late 2024, doubling from the previous year. Consumers are responding to GM’s expanding EV range, offering more choice and accessibility. More importantly, GM understands that loyalty isn’t just about selling cars—it’s about building an ecosystem that keeps customers returning, from service plans to seamless integration with new technologies.
Tesla, on the other hand, is learning the hard way that brand prestige alone doesn’t guarantee continued devotion. European sales plummeted by nearly 50% in early 2025, leading to an 8% drop in stock value. The electric vehicle market is becoming more competitive, and Tesla faces increasing pressure from Chinese manufacturers such as BYD and XPeng, who offer high-tech alternatives at competitive prices. On top of that, uncertainties around government incentives and Tesla’s own pricing strategy have led some once-loyal customers to explore other options.
The contrast is clear: GM has successfully evolved its brand to keep customers engaged, while Tesla is struggling to adapt to shifting market conditions. Even the most innovative companies must actively nurture customer relationships to maintain loyalty.
How to Build Lasting Loyalty
To keep customers engaged and committed, businesses need to focus on three key areas:
- Consistency is King
Customers stick with brands they trust. Delivering reliable quality, service, and experiences is non-negotiable.
- Meaningful Engagement
Loyalty doesn’t stop after a sale. Strong after-sales support, personal touches, and ongoing communication keep customers invested.
- Authenticity Wins
Customers can spot insincerity a mile away. Transparency, ethical practices, and a genuine commitment to customer needs build lasting trust.
Loyalty: The Ultimate Competitive Edge
In an unpredictable world, brand loyalty is what separates businesses that thrive from those that struggle to stay relevant. Companies that prioritise customer relationships alongside innovation and operational excellence will always have the upper hand.
Tesla is facing a wake-up call—will it adjust course and reconnect with its customers, or will loyalty continue to erode? And in your business, are you doing enough to ensure customers stay with you, even when new competitors enter the market?
How is your organisation strengthening its brand loyalty strategy?
The Right Conversation Can Change Everything. Let’s Talk.
by Joy Maitland | Mar 1, 2025 | Board Members, Board Trustees, CEO, CFO, COO, CIO, Heads of Divisions, Managing Directors, News & Articles, Non-Executive Board Members, Senior Managers
Bold ideas and visionary leaders may capture headlines, but real organisational transformation emerges from the intricate web of new and evolving relationships.
Embracing Complexity: A Smarter Approach to Business Transformation
Transformation is often framed as a bold vision driven by senior leadership, executed through structured plans. Yet in today’s volatile business environment, this approach falls short. Real change does not come from rigid strategies but from the interplay of relationships, systems, and emerging opportunities. Leaders who embrace complexity rather than resist it will unlock new levels of agility, adaptability, and innovation.
The Flaw in Traditional Transformation Thinking
Many leaders assume transformation is best achieved through top-down control—a defined roadmap with clear milestones. While structure has its place, this approach underestimates the reality of complex organisations: change is non-linear, unpredictable, and shaped by countless interactions across teams, departments, and stakeholders.
Relying solely on executive directives often leads to missed opportunities and resistance. Employees on the front lines understand operational challenges and customer needs in ways that leadership alone cannot. When transformation efforts engage diverse perspectives and allow adaptive decision-making, organisations become more resilient and responsive.
Why Complexity is an Advantage
Businesses today operate in interconnected systems—supply chains, markets, and workforces that evolve continuously. Attempting to control every variable is futile. Instead, leaders should focus on enabling conditions where change can emerge organically.
A company that integrates feedback loops, cross-functional collaboration, and iterative learning creates agility at all levels. This allows teams to pivot when faced with unexpected challenges rather than being constrained by rigid plans. Complexity is not a barrier; it is a source of strength for organisations that build adaptability into their culture.
Leadership: From Control to Enabling Change
Effective leaders in complex environments shift from directing to empowering. Instead of imposing a fixed agenda, they:
- Set a clear vision, but allow flexibility in execution
- Encourage open collaboration across functions to surface innovative solutions
- Support a culture of learning, where feedback informs strategy
- Break down silos, ensuring that transformation is a shared responsibility
This leadership approach does not mean stepping back—it means creating the right conditions for transformation to thrive.
Building Agility Into Strategy
Rigid, one-size-fits-all strategies no longer work in dynamic environments. Instead, organisations should:
- Treat plans as adaptable frameworks, not static roadmaps
- Test and iterate—small-scale pilots can uncover unexpected insights
- Balance structure with flexibility, allowing teams to adjust based on real-time challenges
Business transformation is not a single event—it is a continuous process shaped by relationships, learning, and adaptability. Leaders who recognise the power of complexity will build organisations that not only survive change but thrive because of it. The challenge is not to eliminate complexity but to harness it.
Is your organisation structured for control—or for adaptability?
The Right Conversation Can Change Everything. Let’s Talk.
by Joy Maitland | Feb 10, 2025 | Board Members, Board Trustees, CEO, CFO, COO, CIO, Heads of Divisions, Leadership Development, Managing Directors, News & Articles, Non-Executive Board Members, Senior Managers
In a world where technology is advancing rapidly, leaders must decide: Will they lead or follow? Artificial intelligence (AI) is reshaping industries and competition. The latest investments by tech giants show the need for businesses to embrace innovation. But innovation is not just for executives or research teams. It can come from anyone in an organisation.
The AI Investment Race: A Lesson in Leadership
Amazon is the latest company to reaffirm its commitment to AI. CEO Andy Jassy announced that Amazon’s £26.3 billion capital expenditure last quarter is a good estimate for 2025. Most of that funding will go towards AI infrastructure for Amazon Web Services (AWS). Jassy believes AI will transform applications, making it as fundamental as computing, storage, and databases.
Amazon is not alone. Microsoft plans to invest £80 billion in AI data centres in 2025. Meta will spend up to £65 billion, mainly on AI research and development. Alphabet, Google’s parent company, will invest £75 billion, exceeding expectations. OpenAI has also outlined a £500 billion infrastructure project to push AI forward.
Challenging the Norm: Innovation from Unexpected Places
Despite these massive investments, recent events show that leadership in AI is not just about spending large sums. A Chinese startup, DeepSeek, recently claimed to have developed a competitive AI model for just £5.6 million. While some industry leaders question this, it highlights an important fact: innovation is not limited to tech giants. Smaller, agile organisations can challenge the status quo and think differently.
This is a reminder for business leaders in all sectors. The next big breakthrough could come from a mid-level manager spotting an opportunity. It could be a frontline employee identifying inefficiencies. It could be a team rethinking old ways of working. Companies that create an environment where employees at all levels can contribute ideas will be the ones that lead.
What Does This Mean for Your Business?
The AI revolution is not just for Silicon Valley. It is a strategic priority for businesses everywhere. The real question is not whether to invest in AI, but how to use it effectively. More than financial commitment, it requires strong leadership, openness to ideas, and a readiness to embrace change.
Leaders should consider:
- Do we encourage employees to contribute innovative ideas?
- Are we agile enough to adapt to new opportunities?
- Are we actively exploring AI applications in our industry?
- Are we willing to challenge old ways of doing business?
Final Thoughts: Lead, Don’t Follow
History shows that leaders in innovation are not always those with the biggest budgets. They are the ones with the boldest vision. While Amazon, Microsoft, Meta, and Google are investing heavily, real game-changers may come from unexpected places. Leadership is about setting trends, not following them.
At Inemmo, we work with middle to senior leaders worldwide, helping them navigate change. Whether in technology, finance, healthcare, or another field, the key question remains: Are you leading the way, or waiting for others? The future belongs to those willing to innovate. Will that be you?
The Right Conversation Can Change Everything. Let’s Talk.
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