List

Peer to peer infuence

  • Clues to mobilize people inside the corporate tent, come from outside that tent.

    People reading these Daily Thoughts may be used to common themes, indeed. After all, I am not writing about nuclear […]

  • Peer-to-Peer networks are the strongest force of action

    Peer-to-peer work, transversal, spontaneous or not, co-laboration, peer-to-peer influence, peer-to-peer activities of Viral Change™ champions or activists, all of this […]

  • In ‘people like us’ we trust, others must try harder, and leaders should go to the optometrist.

     Edelman Trust barometer is out again. Extraordinary piece of work. The highlights? Trust is at its lowest, everywhere. The media […]

  • Obama’s farewell speech has calls to actions relevant to organizations. Most can be summarised: take charge, get involved.

    Obama’s farewell speech contains enough reflective materials, statements and arguments to spend hours of learning, no matter where you are […]

  • The leader is not an answerphone. Or a help desk.

    In our Viral Change™ Programmes, members of the community (company) of activists, invariably ask questions such as, what shall we […]

  • What do I do with a resistant manager? Find five non-resistant colleagues, then…

    A CEO asked me recently: what do you do with a manager who does not embrace or support change, in […]

  • The year of the peer (one of us, people like me, my horizontal tribe)

    If I were the one in charge of deciding the ‘person of the year’ for the front cover of Time […]

  • In the organization, human capital interventions need to be split into those which scale and those which don’t.

    Their worlds and the laws governing them are completely different. Coaching and most management and leadership (team) development are not […]

  • You can only change ‘the culture’ if you have ‘one’. Otherwise, the problem and the answer are both plural.

    The main reason why many cultural change and transformation programmes in large organizations fail is because you can’t change ‘the […]

  • What do you do with that guy who does not want change and/or is very negative?

    Option 1: You try to convince him with rational and emotional explanations about the need for change and the importance […]

  • Culture is in the A list, the one where ‘work’ sits. Not in the B list (‘when I have time, after A’)

    Culture is not a project, something to do on top of normal work, an extra, something to get your hands […]

  • Customer centric? How about starting with manners. Revolution, really.

    Manners is an old fashion concept. Courtesy, consideration, empathy with the other? All in one? Manners are the behavioural expression […]

  • Top leadership needs to role model, lead by example and live the values. Now that we have said it, can we please stop talking about it?

    Yes to all. All of the above. Who could disagree? Certainly not the leadership development sub-industry. We want the good […]

  • Scale or not scale? This is the Shakespearean culture question.

    Behavioural /cultural shaping in organizations does not scale up by simply the leaders having the right mindset and motivation. A […]

  • The missing word in the famous Margaret Mead quote

    “Never doubt that a small group of thoughtful, committed citizens can change the world; indeed, it’s the only thing that […]

  • The myth that only change at the top can ensure change within the organization.

    Sure, you need change at the top. You wish to see that the top leadership takes things seriously and that […]

  • ‘Us and them’, and ‘us with them’. From politics to day to day management, Identity is a hot topic. And I am going to elevate the confusion to a higher level.

    Field notes: Reflections on ‘us and them’. Sometimes a rejection of something makes its alternative appealing even if that alternative […]

  • 3 Inconvenient truths about leadership and change

    (1) If the top leadership of the company does not leave to expectations, and don’t exhibit the values/behaviours that you […]

  • Counter-fundamentalism secret weapon is yet to be deployed fully. Homo Sapiens drops bombs. Homo Imitans changes minds.

    The best way to help dysfunctional families to get out of their habits and become functional is not an army […]

  • Give me a good practice and I will create a good theory to explain it. Even a good philosophy and a disruptive worldview.

    Modern and not so modern ‘social movements’ with or a without business proposition are portrayed as a concerted and positioned […]

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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 […]