List

Viral Change

  • Networks have hierarchy and hierarchy have networks of it. Excuse the ranting.

    When I was young, very young, many moons ago, I remember my school mates and the priests having discussions such […]

  • ‘A few good men’.

    Part 2 of 2 from yesterday’s ‘The (re)volution will be postponed. Once more’ Margaret Mead (anthropologist, 1901-1978) ‘Never doubt that a […]

  • You can’t plan for unintended consequences, but you want as many good ones to emerge

    What if your unintended consequences were as big as the intended ones? This happens in our Viral Change™  programmes all […]

  • Change management is dead. Let’s go and have a nice funeral

    No offense to those with the title in the business card. No offense to the whole industry. You are well […]

  • We have a sophisticated brain with a not very sophisticated copying machine inside

    When researching for my 2011 book Homo Imitans, I was interested in the human ability to copy from our environment. […]

  • Announcing: MOBILIZE! Masterclass; a blueprint for social movements

    Happy New Year! Daily Thoughts will be back in flow on the 1st of February During this gap, I have […]

  • 10 shifts in the Remarkable Organization in the making ( and Santa wishes ideas)

    In preparation for Santa, I suggest we aim at a package of shifts in the organizational life: a 10 point […]

  • A refresh of Viral Change in a 30 minutes video.

    I have recorded this for an HR and Communications conference that I could not attend. This is a good recent […]

  • Slow Change, Fast change. Mobilizing people: the alternative view ( 1 of 3)

    Whether in society or inside the organization, we have plenty of ‘theories of change’ surprisingly unchallenged. Can we please look […]

  • A mobilizing platform is the human operating system of the company. You need to install your HOS

    I said yesterday that large scale mobilization of people (AKA social movements, AKA company culture) needs a platform. They don’t […]

  • Large scale mobilization of people needs a small scale set of orchestrators. It works in society and it works in organizations

    I wish I could remember where I did read these stats.  Russia under the Tsar 1914-1917…had 180 million peasants and […]

  • Spreading the word and unleashing a movement. Guest blogger

    Spreading the word and unleashing a movement Guest blogger: Kahlil Coyle. Social Movement Leader; Values in Action Core Team, Health […]

  • Get on the phone. It’s personal.

    In the era of digital semi anonymity, personal contact wins. In the era of corporate email broadcasting, personal contact wins. […]

  • The myth that everybody needs to be involved in ‘the change’

    This is an obvious desideratum. But very often it’s unrealistic. Conventional management approaches tell us that we have to communicate […]

  • ‘Bottom up’ is not more workshops at the bottom. That is just a migration of the top-down to a lower level.

    Apologies for the delay in Daily Thoughts posts this week, we have been having some technical issues! We are now […]

  • Micro-behaviours plus peer-to-peer equals social change dynamite

    Serious behavioural change? Start with micro-behaviours, then walk backwards to values, never the other way around. And bring peer-to-peer or […]

  • Organization’s arithmetic continues Part 2 (of 3). Sorry to be a pain but, how many have the real power?

    Yesterday Daily Thoughts started some Organization Mathematics for dummies. [Training is to addition what culture change is to multiplication] Believe […]

  • Training is to addition what culture change is to multiplication. Organization’s arithmetic Part 1 (of 3)

    So if you have a ‘culture change programme’ that is based on adding more and more people going through a […]

  • Manchester, we cry. Calling all competent ex-terrorists

    It’s just simply impossible to go business as usual after the Manchester events. Yet, the best thing we could do […]

  • Many cultural change efforts fail out of a mathematical mistake

    Originally published a few months ago, I wanted to resend this as an opportunity to re-read and reflect. I hope […]

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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 […]