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  Daily Thoughts

May 21st, 2019

Is victimhood a good model to understand some forms of employee disengagement?

I have been researching for a while the not-that-easy topic of ‘cognitive mental frames’ or ‘mental models’ that take over […]

May 20th, 2019

Culture conversations hijacked

We can measure anything. Vital things, rubbish things, relevant, secondary, soft, hard, anything. We have been told by the Wise […]

May 15th, 2019

Be authentic not Fake You. But you may not be liked.

What is authenticity? For starters, a very nice word. One of these that we love to attach as a command: […]

May 10th, 2019

People with all the answers may be overqualified for their jobs

First published in September 2018. An American educator said that children entered school as a question mark and left school […]

May 9th, 2019

Question: what is the cost of not doing X?

First published in August 2018. We are used to look at the cost of doing things. And rightly so. We […]

May 8th, 2019

Confronted with dysfunctionality, a reorganization solution must be the last resort, not the first.

First posted back in January. Most of our organizational problems are behavioural. Structural answers hardly solve behavioural problems. Amalgamating A […]

May 7th, 2019

If the business is the mission, culture is the strategy

First published in November 2018 If one thing has become clear after all these decades of management soul-searching for more […]

April 30th, 2019

‘Let our destination be decided by the winds of our discussion’

Socrates said. Or Plato said Socrates said. Socrates never wrote a word. He did not trust them. They were the […]

April 29th, 2019

‘What is in it for me?’ Don’t answer that for anybody

This is a question always  tempting leaders to give an answer. Eager to show that people will benefit, we spend […]

April 25th, 2019

Changing minds?

My mind is not for change. Look how strong I am. In the Brexit context, the discussion has often been […]

April 24th, 2019

Reflection is subversive. Uprise! Slow down!

Space to reflect? Where is that? Are you saying we are not reflective? Don’t we have an intelligence? Are you […]

April 23rd, 2019

‘Culture of feed back’ has gone nuts

I know leaders who are obsessed with this: the systematic use of feed back between managers and staff, between people. […]

April 15th, 2019

Walking e-bays bearing second hand thoughts

We are pulled to conform to the group, to participate, to contribute, to say something. Nodding is not enough. Taking […]

April 11th, 2019

My last Employee Engagement model. (7/7): Activists on the payroll.

In this model, the employee (1) is an activist, (2) largely working peer-to-peer, and (3) progressing towards (if not arriving […]

April 10th, 2019

Employee Engagement as morally imperative. (6/7) A forgotten model?

Here is a ‘very novel’ concept. Employee Engagement is needed because… it’s good in and of itself. Because work enhances […]

April 9th, 2019

Employee Engagement Models continue (5/7): ‘The Investors metaphor’.

This is model 4 of the series.  The concept is simple. Imagine that you, as an employee, are in reality an […]

April 8th, 2019

How to start a discussion of a small problem and end it with having a big one

(the series on Employee Engagement will continue later) Organizational dynamics are full of ‘default thinking’. We assume that some things […]

April 5th, 2019

More on Employee Engagement (4/7): ‘The Cause’. Engagement with the company or within the company?

This is model 3 (but the 4th post, confusing!)  ‘The Cause’. Employees join forces to work on a Cause: green agenda, corporate […]

April 4th, 2019

Employee Engagement week ( and debunking) continues. (3/7): The Happy Cows model

This is model 2 in the pack of 6 that I have described. There is a book, or two, and its […]

April 3rd, 2019

Debunking the Myths of Employee Engagement (2/7): Giving employees a voice. So, now we have a choir. And then what?

Model 1 of my 6 is what I call, ‘Air time’. It translates into: ‘we recognise that employees’ views are not properly […]