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Viral Change
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, […]
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 […]
´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 […]
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 […]
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 […]
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 […]
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 […]
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 […]
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 […]
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, […]
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 […]
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, […]
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 […]
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 […]
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 […]
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 […]
‘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 […]
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 […]
Amateurs borrow, professionals steal
The phrase is from John Lennon who stole it from TS Elliott ‘amateur poets borrow; mature poets steal’. There are […]
In friends (colleagues, pals, mates, buddies) I trust. Trust in organizations is horizontal. Our management systems are vertical. ‘Houston, we have a problem!’
Get yourself a copy of the Edelman Trust Barometer. The Edelman company produces an excellent annual report on trust (organizations, […]
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