Culture Change Makers Accelerator

Culture change needs clarity, not chaos... is beautiful quote I heard from a CE who has taken an amazing journey on his leadership on culture with us over the last 18 months. It was a lovely reminder to me that senior leaders are often stretched too thin, trying to juggle conflicting priorities. Without a clear focus, culture becomes an afterthought—or worse, a source of frustration. Your Board can be the solution. They set the tone, create focus, and drive accountability at the very top. With their support, you can: * Help senior leaders prioritise cultural goals. * Keep them accountable for following through. * Ensure culture isn’t just another thing on their list they never get to. . Join us on 5th March to discover how to leverage your Board for cultural success. Details in the comments.

'eye opening' ... just saying - our dates for our next course are now set and on the website. we'll be launching early access to wait-list in a week or two!

We couldn't be more chuffed with Gemma's comments about her experience of being part of our most recent cohort of the Culture Change Makers Accelerator. We are sorting dates for the next cohort at the moment and will be giving first access to the wait-list so get yourself on it if you want first dibs. link in the comments.

I'm a dipper I won't lie. I've got a wee pod in the back of my garden that I potter out a few mornings a week, or sometimes at lunchtime if I can fit it in. Its not perfect, sometimes the dog is licking my face while I do it, sometimes a kid is splashing me, sometimes I open the lid and the algae tells me its been too long since the last time I was there. But when I do it helps, it lifts my energy and clears my thoughts. Quality of life and experiences if work don't have to be contingent on everything perfectly aligning, sometimes little differences that we can control, can shift everything - at least for a little while. What can you do for yourself to lift your mood and shift your experiences today? can be drastically influenced

Engaging with stakeholders in your business has to push past 'how it makes colleagues feel' and the shoulds of the situation to get people’s attention; it needs to link the business context, demands, and goals. If operational leaders and managers can see the benefit to their personal priorities and KPIs, they’ll come with you more quickly. So go broader with your questions with your senior team. Also, remember—burning platform does not always mean showing the risks or sh*t; sometimes it means showing the live ops and how a shift in behaviours, led by a shift in culture, could make it easier to go after and convert those. Below we set out some of the questions and prompts we use to get everyone on the same page. You can get the replay to our masterclass on Senior Leader Engagement and Activation by signing up to our free culture change newsletter through the link below. #CultureChange #StakeholderEngagement #BusinessTransformation #Leadership #ChangeManagement

Did you know that focusing on building and evolving existing systems rather than just fixing problems leads to more sustainable change. Well if you've been following me for a bit, your probs sick of hearing that, but its not just my view ... Research has been calling this our for years. A study published in the Harvard Business Review by Robert Kegan and Lisa Lahey, organisations that adopt a "build" mentality foster more innovative solutions and resilient cultures. Rather than just addressing what's broken, let's explore how enhancing and evolving existing practices can drive meaningful transformation. It’s not about fixing flaws; it’s about evolving strengths and creating a behaviour set that isn't just focused on everyone annoying each other less or letting less people down, but is actually is aligned to business needs and goals of now and the future. That's why we support our clients to define a clear business needs anchored vision for what great looks in the future. It takes work as generally people want to default back to telling what they don't like about how, rather than focusing on what would make things great in the future. Defining your ideal culture on something other than a list of things we don't want people to do any more, will make your culture change efforts better. Reference for the boffins : Kegan, R., & Lahey, L. (2009). The Immunity to Change: How to Overcome It and Unlock the Potential in Yourself and Your Organisation. Harvard Business Review Press. #ChangeManagement #Leadership #OrganisationalDevelopment #Culturechange #workplaceculture

Ever wondered why culture change initiatives fail despite having "superheroes" driving them? It’s often because these champions lack systemic support and face entrenched norms. Key insights from behaviour change research: Personal Motivation: Motivated individuals have a 70% higher likelihood of maintaining change (West et al., 2015). Self-Efficacy: Confidence in one's ability to effect change is crucial; those with high self-efficacy are twice as likely to succeed (Bandura, 1997). Social Support: Effective support networks can boost success rates by 60% (Herbert et al., 2020). Satisfaction with Impact: High satisfaction with progress increases maintenance by 50% (Schwarzer et al., 2016). True culture change needs a comprehensive approach: adjust structures, provide support, and create an enabling environment. Superheroes are a start, but they need a supportive system to truly succeed. #EmployeeCulture #ChangeManagement #HRInsights #Leadership

Why do we often fail at culture change? Because in our efforts to create a burning platform we focus on the gaps and the negatives, triggering blame and defensiveness. Instead, let’s explore the origin stories of current behaviours. This helps us understand their initial purpose and create a context for positive change. Want to unfreeze your team and move forward together? Build over Fix.... always #ChangeManagement #EmployeeEngagement #HRInsights

Culture change can feel tough - but there are loads of insights from other areas of mass behaviour change that can help us supercharge it. In our recent blog ?? Paula Brockwell (CPsychol) - Culture Change Maker sets out 5 take aways you can leverage TODAY!

People, like businesses, are a mix of experiences, motivations, and behaviours. Some of these worked well in the past but may not fit today’s needs. By uncovering the origin story of these behaviours, we can make sense of them and guide our teams towards a healthier culture. It’s all about shifting the narrative from blame to understanding. Interested in learning more about this approach? Give me a nudge and lets chat.