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

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

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

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

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

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

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

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

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

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

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

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 […]

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

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

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

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

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

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

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

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

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

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

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 […]

The traditional model of change is the one I call ‘destination’ type, that is, how to go from A to […]

New organizations, and old ones in the business of transforming themselves, would be better off learning by heart these two […]

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

Command and control management has fewer friends, and it’s quite terminally ill as well. The heirs are fighting for a piece […]

Somewhere in the post-Covid peak, I promised myself that I wasn’t going to pay attention anymore to anything that starts with […]

Employee engagement efforts, ownership values and empowerment behaviours must meet at one point. It’s simple, not terribly controversial, based upon […]

For me, the most damaging use of the employee engagement framework is the widespread one that states that ‘engagement’ predicts […]