List

Employee Engagement

  • 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 […]

  • 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 […]

  • 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 […]

  • Debunking the Myths of Employee Engagement: a land of Emperors with No Clothes. (1/7) The six models

    Over the next 7 days, we wanted to revist a series of posts from 2017, exploring the important topic of […]

  • Peter’s world in a reasonable day.

    I could  not sleep, it was almost unbearable. Then I woke up and  the weather was horrible. The traffic was […]

  • ‘Every day is election day’ (also in the office)

    It’s a typical saying in US politics and I suspect in many other places. It’s a powerful thought. Every day […]

  • The curious (anthropology) case of once a year Employee Satisfaction Survey Tsunamis. (Don’t be put off, I could not find a better title)

    The cult of Employee Satisfaction surveys is fading.  Companies are doing less or less frequent. Perhaps there is some tiredness. […]

  • Corporate responsibility starts in the office

    Multinational companies are values and behaviours schools. It may not be in their mission and vision, in the job descriptions […]

  • There is really only one measure of the attractiveness of the organization you lead

    If you love KPIs, here is one. The attractiveness of your (corporate) function is defined by the number of people […]

  • The ‘cult of fun’ in the organization. The takeover of fulfilment by fun.

    For many non-American, non-Anglo-saxon organizations the idea of fun is ‘that American thing’. It’s a bit unfair and reductionistic. I […]

  • 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 […]

  • Employee engagement, fruit bowls and free peanuts

    A headline in a newspaper on the 9th of August 2018 red ‘Deutsche Bank Cuts Again. Not Even Fruit Bowls […]

  • If work shapes our lives, should ‘management’ and ‘company’ have a bit of reboot?

    In the old days of my parents, there was an unwritten consensus that your problems in life, your anxiety at […]

  • Magic trick to ‘engagement’: leave the sandals at the door

    If you follow my Daily Thoughts you would know that I despise Employee Engagement as something that you need to […]

  • Organizations wired wrong (and 5 of 5): If you want ‘One Company’ surely it’s because you don’t have one. The more you push it, the more it will slip away.

    No medium to large size company has a single culture.  No medium to large size French, or British or American […]

  • Organizations wired wrong (1 of 5): desired outcomes mistaken as inputs. The case of ‘Engagement’

    Employee engagement is an outcome, not in input. You don’t inject engagement or engineer activities to engage. Those do exist. […]

  • Lazy managers love questionnaires

    No offense to questionnaires. These are legitimate tools to know what is going on! People may argue that in a […]

  • 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 […]

  • 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 […]

  • 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 […]

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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 […]