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Search Results for: social movement

A Cheat Sheet To Create A Social Movement Tip = to shape organizational culture since both are the same.

Corporate culture as a social movement

Large scale mobilization and alignment of people, united through common goals yet everybody is in different and diverse roles with a large proportion of volunteers: I am describing a typical social movement. But I want to describe corporate culture i[...]

Not even bottom-up. Certainly not top-down. Lasting organizational change is a polycentric social movement, or it isn’t.

In organizational life we are used to the dichotomy ‘top-down’ and ‘bottom up’, for example, when we talk about change. Clearly, there is some truth in this. There is an assumption that if you want the opposite to top-down it has to be bottom[...]

Business discovers the ‘social movement’ language. I hope we don’t corporatize it.

A social movement is not a bunch of people, even hundreds, or thousands, moving socially. A social movement needs a purpose, people joining it, and doing things together, usually until the goal is reached, or everybody gets tired, or whatever comes f[...]

A Cheat Sheet to create a social movement (Tip = to shape organizational culture, since both are the same)

Mobilizing people. This is another of the Holy Grails (how many have I said we have?) in management. Whether you look at this from the angle of productivity, or Employee Engagement, or other, the key is ‘Mobilizing People’. Actually, I propose to[...]

"Mobilize!" Masterclass - A Blueprint for Social Movements in Organizations and Society

The techniques of mobilizing people, at scale, for a purpose, are crucial for the success of social movements of any kind. From his work on large scale change in organizations, and having pioneered Viral Change™,  Dr Leandro Herrero does not disti[...]

Mobilize! Masterclass. A blueprint for social movements inside the organization and society. Launched to Daily Thoughts readers.

From The Chalfont Project, UK office: Dear all. Dr Leandro Herrero has produced a 5 hour masterclass divided into 28 self contained chapters. No PowerPoints, not one, just a long conversation/interview that can[...]

Weekly Recap: Social Movements (part 3 of 3)

Welcome to the last in our summer recap series. We hope you have enjoyed re-reading some of our favourite posts and are looking forward to a fresh batch of new posts next week. Have a great weekend!

For every ‘I have a dr[...]

Weekly Recap: Social Movements (part 2 of 3)

The second of this week's recap posts on Social Movements. Enjoy!

Tribes in the organization: seeing the world in segments, one character at a time . The Big 40.

Exercise: take a piece of paper and put names [...]

Weekly Recap: Social Movements (part 1 of 3)

Normal service will be resuming shortly at Daily Thoughts HQ! But first, we wanted to share some of the best posts on Social Movements (a favourite topic of ours!) We hope you enjoy this week's selection.

Clues to mobilizin[...]

Announcing: MOBILIZE! Masterclass; a blueprint for social movements

Happy New Year! Daily Thoughts will be back in flow on the 1st of February During this gap, I have been working on my online MOBILIZE! Masterclass; ablueprint for social movements. Filming is all done and we’re in [...]

End of Week Summary: Social Movements

Happy weekend!   To finish our week of recaps on Social Movement related posts, we have selected 3 more favourites for this week's summary. To see all the most recent posts on the topic, you can

Hooked on tactics: from macro-social movements to inside the organization.

As Dr Leandro Herrero is away, the Daily Thoughts will be taking a short "pause" this week. In the meantime, Daily Thoughts HQ has picked some of the top posts on social movements for you to en[...]

End of Week Summary: Social Movements

Happy weekend to our readers!   Here at Daily Thoughts HQ, social movements are one of our favourite topics...so although we have explored this topic relatively recently, there are already so many more great posts to share that we thought [...]

End of Week Summary: Social Movements

Hi! This is the Daily Thoughts Support Team speaking. We hope you are all having a good weekend! Welcome to  our weekly summary emails, this week looking back at some of our favourite posts on Social Movements. For a complete [...]

Business discovers the ‘social movement’ language. I hope we don’t corporatize it.

A social movement is not a bunch of people, even hundreds, or thousands, moving socially. A social movement needs a purpose, people joining is, and doing things together, usually until the goal is reached, or everybody gets tired, or whatever comes e[...]

Five inconvenient truths (AKA what doesn't matter) about creating an organizational culture (Create a social movement). Cheat Sheet, part 2.

In yesterday’s Daily Thoughts, I shared a Cheat Sheet with 10 points on how to create a social movement.[...]

A Cheat Sheet to create a social movement (Tip = to shape organizational culture, since both are the same)

Mobilizing people. This is another of the Holy Grails (how many have I said we have?) in management. Whether you look at this from the angle of productivity, or Employee Engagement, or other, the key is ‘Mobilizing People’. Actually, I propose to[...]

Not even bottom-up. Certainly not top-down. Lasting organizational change is a polycentric social movement, or it isn’t.

In organizational life we are used to the dichotomy ‘top-down’ and ‘bottom up’, for example, when we talk about change. Clearly, there is some truth in this. There is an assumption that if you want the opposite to top-down it has to be bottom[...]

Corporate culture as a social movement

Large scale mobilization and alignment of people, united through common goals yet everybody is in different and diverse roles with a large proportion of volunteers: I am describing a typical social movement. But I want to describe corporate culture i[...]

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  Daily Thoughts

September 27th, 2023

Redefining Talent Wealth

The war on talent McKinsey consultants started it with a book of the same title. By focusing on what it […]
September 8th, 2023

What I Learnt From The Monks: A Little Anthropology Of Leadership And Space On One Page

My friends, monks of a Benedictine monastery in the Highlands, Scotland, spend most of the time in silence. I mean, […]
August 23rd, 2023

Can We Rescue DEI From Its Trap (The Label)?

Most of the problems and challenges in organizations, together with most of the solutions, are behavioural in nature. It’s about […]
August 10th, 2023

Restructuring to force collaboration, is likely to create more anxiety than collaboration. Structural solutions for behavioural problems hardly work.

Sometimes restructuring is done with the intention of solving a collaboration problem. ´A people´ don’t talk to ´B people´; if […]
July 18th, 2023

The ‘Impossible To Disagree With’ School Of Management

‘Good leaders have empathy, respect employees and set the example. If you want to change things, you need to have […]
June 29th, 2023

Large scale change is not small scale change repeated many times. Small wins repeated are lots of small wins.

Large scale change, as a series of cascading small scale interventions (often under the philosophy of ‘small wins’) has dominated […]
June 6th, 2023

Culture change is not long and difficult. But we make it so…

I suppose the question is how long is long and how difficult is difficult? In general, business and organizational consulting have […]
May 19th, 2023

Value is an overused term in business and, as such, it’s becoming meaningless

Value, as usually used, means transactional monetary value. Usually it doesn’t mean intrinsic value, or value per se. For example, […]
May 4th, 2023

The importance of ‘critical thinking.’ Your own critical thinking is more effective at making your workplace better than any generic employee survey.

Build your own Employee Engagement argument for free. You can’t go wrong. Here are three baskets full of concepts: Basket […]
April 21st, 2023

´Busy-Ness’ Is A Trap

I went to a big conference where I was introduced by the chairman like this: “Welcome everybody. Lovely to have […]
April 14th, 2023

Training and culture change. The love affair that ends in tears.

It seems to be very hard for people to get away from the idea that if we just put individuals […]
April 11th, 2023

Teamocracies and Networkracies have different citizens: in-Habitants in team-work, riders in net-work

The old view of the organization is something close to the old concept of a medieval city, where citizenship was […]
April 5th, 2023

3 Ways To Get Approval From Your CEO Or Your Leadership Team

Way number 1: My team has developed these three options, A, B and C. Which one do you want us […]
March 29th, 2023

A Cheat Sheet To Create A Social Movement Tip = to shape organizational culture since both are the same.

Mobilizing people. This is another of the Holy Grails (how many have I said we have?) in management. Whether you […]
March 16th, 2023

Critical Thinking Self-Test: A 10 Point Health Check For Your Organization And Yourself. If any of these are a good picture of your organization, you need to put ‘critical thinking’ in the water supply.

Test yourself, and your organization. Do any of these apply? Doing lots, too fast without thinking. High adrenaline, not sure […]
March 9th, 2023

A culture of safety or a culture of training in safety?

Cultures are created by behaviours becoming the norm. Safety is at the core of many industries. Significant budgets are allocated […]
March 2nd, 2023

Empowerment is an output. If you can visualize it, you can craft it.

The real question is, what do you want to see happening so that you can say ‘people are empowered’? Employee […]
February 24th, 2023

A simple question will jumpstart your organization into change. It will also save you from months of pain spent reorganizing your people and teams.

The following line will short-cut months of (building) ‘alignment’, integration, reorganization, team building, coalition building, and any situation in which Peter, […]
February 20th, 2023

Lead Via Peer-To-Peer Networks – If you don’t lead via peer-to-peer networks, you’re only driving your car in first gear.

Peer-to-peer work, transversal, spontaneous or not, collaboration, peer-to-peer influence, peer-to-peer activities of Viral Change™ champions or activists, all of this is the […]
February 7th, 2023

Write a script, not a strategic plan

If you care about the journey and the place, you need a story. If you have a good, compelling one, […]
January 26th, 2023

3 self-sabotaging mechanisms in organizations

Organizations, like organisms, have embedded mechanisms of survival, of growth and also of self-sabotage. These are 3 self-sabotage systems to […]
January 10th, 2023

Who should be involved in culture change? All inclusive versus going where the energy is.

Many times, in my consulting work, I find myself facing a dilemma: Do I involve many people on the client’s […]
December 23rd, 2022

Tell what won’t change – Introducing 1 of my 40 rules of change

In any change programme that any organization wants to start, they will start by thinking of the things that they […]
December 16th, 2022

Scale It – Introducing 1 of my 40 rules of change

When creating effective change in any organization, there are 40 rules that, in my experience, are the key between success […]
December 5th, 2022

Assets & Strengths Base – Introducing 1 of my 40 rules of change

For more than 30 years I have been involved in ‘change’ in organizations. Again and again, some fundamental principles, and often […]
November 25th, 2022

Campaign It… is 1 of my 40 rules of change

When you filter out the noise, when you try to extract the core, the fundamentals, those ‘universal rules’ of change […]
October 31st, 2022

Hybrid or not hybrid? That’s not the question…

Culture is the new workplace If you want to have a conversation about the future of work, the nature of […]
October 24th, 2022

‘Powered by Viral Change™’: A Social Transformation Platform for the organization of the 21st Century

When we started to work on Viral Change™, as a way to create large scale behavioural and cultural change, and […]
October 14th, 2022

Corporate tribes, intellectual ghettos and open window policies

We talk a lot about silos in organizations usually in the context of Business Units or divisions. But these are not […]
October 7th, 2022

Peer Networks are the strongest force of action inside the organization

Peer-to-peer works, transversal, spontaneous or not, collaboration, peer-to-peer influence, peer-to-peer activities of Viral Change™ champions or activists, all of this is […]