organisational transformation
Delivering 'seemingly impossible' transformation for the future
I am passionate about helping organisations embrace genuine transformation that:
1. Challenges the status quo
2. Creates working environments that put people and their well being firmly at the forefront
3. Redefines the role of leadership
4. Creates sustainable products and services, that can make a difference to this world, beyond that of pure profit generation.
I work with organisations that are truly committed to change, at an individual and collective level, irrespective of grade, function or seniority.
Whilst change transcends boundaries, the most senior leaders in the organisation have to lead by example and nowhere is that more important, than when committing to a programme of change.
"You can't change things without changing them" Dave Trott
In our brave new world, organisations who truly understand the concept of value creation rather than value extraction, will be those that survive:
1. They are the ones who will be open enough to listen their instincts, rather than being led by the market
2. They are the ones who will be courageous enough to cross new frontiers, fail and try again
3. They are the ones who will be creative enough to develop those products and services that reach beyond a mere fad, to something that makes a genuine difference to our world.
And all of this will be possible because they invested in the one area that no machine can outperform when it comes to passion, innovation and meaning - their people.
Organisations can no longer operate as mechanistic entities, based on a fear based command and control structure, whose sole purpose it is to extract value for the benefit of the few, at the expense of the many.
Organisations must become a trust based community, working together to create value, based on a genuine, heart-felt purpose, whose focus is on their people, who in turn will focus on the customer.
I am deeply committed to developing engaged individuals within psychologically safe environments.
I believe vulnerability, honesty and creativity should be actively encouraged, to develop genuine human connections, that deliver meaningful outcomes and enable all individuals to reach their full potential.
Empower your people and the organisation empowers itself.
My core philosophy
In you are interested in Teal as a management philosophy, Frederic Laloux expresses it beautifully in his book Re-inventing Organisations, or you can listen to his insightful series of videos - please just click the button below to access his website.
What can be done?
How can I help?
What is required?
What is required?
I help organisations challenge themselves, change themselves and mend themselves, it really is that simple and that broad and this is what it means in reality:
1. Bold visions - challenge the status quo, think big and stop farming saturated markets. Do something meaningful and define your own reality.
2. Business transformation - changing an organisation, one person at a time. Bringing a bold vision to life with passionate people, who are trusted to shape and deliver that vision - and dare I say challenge it too.
3. Performance management - in other words, finding and solving the problem. And no it is not all about the figures, they are only ever one part of the story, the real key is actually understanding and being honest with yourselves about what the root causes of the problem are in the first place and then having the courage to really do something about it.
4. A reality check - understanding the real state of the organisation - honesty it's generally worse than you think, but also easier to fix than you think - as long as you are truly up for the change.
5. Rumbles - having really honest and difficult conversations to resolve conflicts, shift perspectives, create understanding and most importantly, create trust.
What is required?
What is required?
What is required?
If we put the management bullsh*t to one side, I think there are 5 critical ingredients you have to take on board, if you are really serious about change:
1. Trust - creating a culture that enables self managed teams and peer management, therefore creating the freedom of a 'trust' based organisation
2. A common and purposeful goal that matters - people need to matter, what they do needs to matter and how they do it needs to matter.
3. Self managed and empowered teams - step outside of the norm, look at people and their passions not just their not skills and experience, explore flexible/alternative working practices and embrace true diversity.
4. A creative and innovative culture - create the space for ideas to germinate and grow, allow failure, encourage play and experimentation and make fun a big part of the day.
5. Engage the whole of a person - don't draw a line between professional and personal persona's - embrace all of a person, their personality, beliefs, culture, intuition, skills and constraints. Find a way to play to their strengths, don't penalise them for their weaknesses.
rumbles
What are rumbles?
They are for people leading, involved in, shaping or frustrated with change. They are for people who need some help being listened to and understood and they are also for people who need help in order to be able to listen to and understand what others are really saying.
Rumbles are not for the faint hearted, brutal honesty and courage is required in order for real solutions to be found, but also empathy, compassion and kindness is mandatory to ensure rumbles do not become a game of blame or attacks at an individual level.
There's no walking out or being right not matter what the cost- you are required to show up with humility, an open mind and lots and lots of genuine intent to do the right thing for all, not just yourself.
What are the aims of the 'rumbles'?
1. To provide a safe space for people to share their vulnerability, challenges and frustrations, without fear, judgement or reprisal.
2. To access expertise, skills and knowledge to help them make the impossible possible and step forward as daring and inspirational leaders, for transformation and change. Btw you don’t need the title of leader to lead change.
What else do you need to know about 'rumbles'?
They are challenging, supportive, psychologically safe sessions, to help you see the ‘wood for the trees’ and navigate your way through the labyrinth of change, in a positive and constructive way.
We will work out a way forward together and create a physical ‘blueprint’ to help you get there and act as your compass.
I'm simply there to hold the space, hold us all accountable to the values we have agreed to have the rumble upon, translate if some cannot understand the words of another and help us to continually find the next best step, no matter how small or large.