Are you a Worrier? Join the CIA, like I did!

Are you a Worrier? Join the CIA, like I did!

I always wanted to be a spy and if I’m honest with myself, I still do. Just take a look at my ‘James Bond’ style logo on, it’s a symbol to remind myself that I learnt all of my skills when I joined the CIA.

The biggest skill being, how to overcome worry & doubt.

So last week when running a webinar for a group of global leaders that was designed to get them in gear to nail 2017, I was slightly taken back by one of the delegates. It was a whizzy hour and we dived around all over the place, so that they could get what they needed. However, at the close, someone asked me the question of, “I believe it is useful for a leader to spend time worrying, what’s your view on this?” We unpicked it a bit more and it seems that there was a general sense coming my way that worrying was a good habit to have.

So, what’s your view? Is worrying helpful or not? Is it something you need to sharpen up your skills on? A course maybe? A book? How much time do you invest engaged in really high-quality worrying?!

Here’s my take, the ROI on worrying is fuck all. Show me one person in life that has made a success out of worrying. Just one. Nope? Thought so. No one.

The problem arises when you visit the land of worry and then decide to take up residence there; good schools, nice people, comfortable, easier to stay here than move. Jeez. That’s insanity. Go there on a day trip if you must but get the hell out as quickly as you can. Do I worry? Sure I do. I get troubled by something and it plays on my mind for as long as I allow it. I’ll say that bit again in case it didn’t register….for as long as I allow it. Not for as long as you allow it or the other person allows it or the planet allows it. No, I choose.

When you use worrying well, it serves a purpose. It forces me to check in with myself, the situation and my outcome. It is my internal nudge. It is the cue that I need to pay attention, make a decision and then take action. Attempting to eradicate all worrying is frankly pointless. Worry when you need to, just do it artfully.

So, how do you move on from the stickiness of worrying? Simple, do what I did & join the CIA. Unfortunately I haven’t become a spy but instead by using Control, Influence & Accept (CIA)… I am a worry free individual!

When you notice that you have arrived in worry land (typical signs being a noisy mind, lack of focus, distracted, internal rather than external perspective, clammy hands, raised heartbeat etc) take a moment to work through the following 3 steps:


Do you have control over the situation and the thing that has caused you to worry? By choosing to think and act differently, can you shift the outcome? If it’s all down to you, right now, then take the first step of action. So often people spend countless hours worrying over something that they have zero control over. Don’t do it. It’s dead time and energy


You do not control actions of others. You do not control their mind, their feelings and their reactions. You do control your car as you drive it. You do control your home and the people that you choose to engage with. You also control your mind, your thoughts, your feelings, your reactions and your behaviours.

So if you don’t control it, what influence do you have over it? Choose to behave differently and you give others the choice to adapt themselves.


The reality is that there is an enormous amount of stuff in the world that you need to learn to accept and move on from. Giving energy and time to something that you cannot control or influence is a crappy idea. Trust me. I’ve done it. Accept that you cannot change it and work out what you need to do to move on. Trust that the universe will make it right and then let go….

Becoming a member of the CIA is my recommendation. Learn to use worry well. Learn to dance with it. It is there to provoke you so listen to the messages wrapped up in it and then decide on the best solution to move on.

Right, I need to go undercover. I’m on a mission. Keep it secret though please. The name’s Tyler, Richard Tyler….

Viagra doesn’t make you bigger

Viagra Doesn’t Make You Bigger: 4 Ways You Can Start to Play BIG.

During 8 years of singing professionally, I moved from having my name at the end of the credits under Ensemble to having my name at the top of poster. It was a pretty awesome feeling when I arrived at the theatre and saw my name, slap bang in the middle of the posters, in big font! Truth be told, I crapped my pants. Not only did the font of my name increase, along with my pay packet, but so did the expectation on my shoulders. That said, I had worked bloody hard to achieve the BIG font and I wasn’t going to let soiled pants get in my way. 

However, you don’t have to be big to play big. Very few arrive ready-made, big! The majority start small and work up. So, what differentiated me from all the others that started small, with small font and continue to play small? I rocked my small font so hard!! I ensured I showed up, played full out, consistently stamping my footprint on whatever I was asked to do … so even though my font was small, it was written in fluorescent green & pink and stood out!

Likewise, every new business starts small; an idea, a concept, a seed planted, one customer, one employee, a desk in your bedroom. For you to make your business land, even though you may be small, you must play BIG!

So, what does playing big look like for you? There isn’t a blueprint. I don’t know you. I don’t know your business. I don’t know your customers. I do however know that there are some key principles that apply to everyone that wants to play big:

  1. Grab them by the balls – there are never too few opportunities. There is an abundance out there, waiting for you to hook them in. Providing it fits with your brand and your target market, seize it. Speak to whoever wants to listen to you, share your message, show what you do and how you do it. Know your elevator pitch & your USP & seek out your audience. Find speaking opportunities to get in front of your potential customers or write for trade journals to gain additional reach.
  2. Stay on track – remember what I just said about grab every opportunity by the balls? Do that AND ensure you stay on track and focused. Entrepreneurs are notoriously full of ideas and tend to follow all of them. Don’t. Practice filtering and choosing what needs your attention. You have limited time, resources and cash so learn to prioritise.  Set yourself 30 day goals & only do tasks that month that work towards that goal.
  3. Be the star and in the chorus – in the early days, you may well need to take on many roles to kick your business into action. Take them on and play out full. You won’t be doing it this way forever. At some point, you will be able to bring in the necessary expertise. For now, play the lead role and the tap dancer in the chorus, and take comprehensive notes as you are learning, as these create the training manuals that you hand over to your team when you outsource.
  4. Know your purpose and live by it – what is the purpose of your business? Define your driving mission – the one that compels you to get your arse out of bed every single day, even when you feel like hiding under the covers. In what small or big way, are you changing the world? Whilst it is important to focus on revenue and growth, communicating your greater purpose will help to ensure you play big every day.

So no matter your current size… think & play BIG. However, having your name in big lights doesn’t always mean that’s where you are having the most impact.  It’s been said that the fluttering of a butterfly in Brazil can cause a Tornado in Texas, so even the small stuff matters!

When you think you don’t have enough: 5 ways to pump up your Abundance Mindset

How many times have you worried that you’re in a crowded market place & there aren’t enough customers for you all?  Or maybe you think time is running out & you’re too late to market to make the most of the opportunities out there?

Most of us have been there and endured the pain that comes with worrying about what might happen if there just isn’t enough…

Before we got our new puppy, we visited him and his 11 siblings. Feeding time was a frenzy of noise and excitement, not just because they were hungry but because they wanted to get all they could before it was woofed down, with nothing left for them.

So are you the like the proactive puppy at the front of the cue holding his own, or are you waiting, making excuses & hoping there’s some left for you at the end?

Most entrepreneurs have a deep-rooted hunger; for success, fortune, making a difference and idea generation. Without the hunger, ideas remain just an idea. At some stage of the new business cycle though, the potential famine looms and this is where the choice is made, albeit not consciously, to act from a place of scarcity or abundance.

It’s very common for people to be deeply scripted in what is called the Scarcity Mindset. They see life as having only so much, as though there were only one pie out there. And if someone were to get a big piece of the pie, it would mean less for everybody else.


The Scarcity Mentality is the zero-sum paradigm of life. People with a Scarcity Mentality have a very difficult time sharing recognition and credit, power or profit – even with those who help in the production. They also have a very hard time being genuinely happy for the success of other people.


The Abundance Mindset, on the other hand, flows out of a deep inner sense of personal worth and security. It is the paradigm that there is plenty out there and enough to spare for everybody. It results in the sharing of prestige, of recognition, of profits, of decision making. It opens possibilities, options, alternatives, and creativity.


Here’s some of the language you would hear from the owner of a Scarcity Mindset:

“I don’t have enough”

“I win, you lose”

“There is only so much available for everyone in the world – when others do well, there is less for the rest of us”

“They won’t choose us…I am expecting bad news”

“The problems are endless…it’s just so unfair”

On the flip side, this is what you might hear from someone with an Abundance Mindset:

“There is plenty for everyone”

“I win, you win, we all win”

“We can share ideas and collaborate”

“The road ahead is full of opportunity”

“The more you give, the more you get”

Just take a minute, on average, where does your mindset sit… Scarcity or Abundance?

Scarcity Town is a dangerous place for any of us to hang out. Visit if you must. Take a picture. See what happens on the ground and how toxic it can become when people get lost in this mindset of ‘not enough’. Then get the hell out. Sadly, I see too many business owners get a one-way ticket there and struggle to find their way back. As Tony Robbins says: ‘You never get beyond scarcity, you have to start beyond it’.

So, here’s how can you begin to build an Abundance Mindset for yourself, your team, your customers and your business:

  1. Look for Win-Win solutions – seek out the opportunity for others to be winners too. This means you have to start with listening and understanding what their win would be; ask, be curious, weigh up your needs and theirs, get creative.
  2. Get organized – The simple act of getting your possessions and your time in some kind of order can help grow an abundance mindset as you start to see exactly how much you do already have.
  3. Keep a gratitude journal – there is a wealth of evidence to show how beneficial daily journaling can be. Spend just 5 minutes before you go to bed capturing what it is you are grateful for from that day. Focusing on this helps you direct your energy into all the opportunities you have. I like to use 5 Minute Journal. It’s an easy use to app that works across devices. You can download it for free here.
  4. Stop comparing yourself to others – compare yourself to yourself! Drowning in social media can cripple you as you see all the successes people are shouting about having. Instead, turn your attention onto the small steps you can take now to make your own life and business better.
  5. Get on the front foot – Scarcity breeds reactivity. Get behind your outcomes and drive towards making them happen.  

There really is plenty to go around. So, the next time you find yourself with your head stuck in the dog bowl, scoffing the last few scraps, just know that is very odd behaviour. The dog food is for the dog, not you. Eat a proper meal. And be grateful for every mouthful, safe in the knowledge there is plenty more.

Perfection is a Trap!!!

Have you ever felt trapped by the overwhelming desire to be kick arse awesome ALL of the time? Have you ever felt such a deep, gut wrenching fear of fucking it all up, that you played small and ended up being a somewhat lesser version of yourself?

I have. I got caught up in the Perfection Trap years ago. It crippled me. It was a part of my brilliance and the very same hunger was a part of my collapse. Bouncing around somewhere between the drive for being everything to everyone and the moments of being nothing to nobody. Completely restrained. Gaffa taped into the trap.

Many people in business find themselves in the same place. I coach numerous leaders that are drowning in the effects of Perfection overwhelm. Not only can it cripple an individual, it can cripple your business.

So how do you release yourself from the perfection trap?  Well you need to create an emotion that is greater than what ‘getting it right’ is currently giving you… and that is happiness!!!!

According to the World Database of Happiness (yep, there is one), Iceland is the happiest place on earth. ‘Iceland’, I hear you cry? Yes, I know it’s cold and dark six months out of the year there. I’m just giving you the data.

So, what’s the secret to their happiness? Eric Weiner, Author of The Geography of Bliss, travelled to Iceland to find out. After interviewing a number of Icelanders, Weiner discovered that their culture doesn’t stigmatize failure. Icelanders aren’t afraid to fail — or to be imperfect — and so they’re more willing to pursue what they enjoy. That’s one reason Iceland has more artists per capita than any other nation. “There’s no one on the island telling them they’re not good enough, so they just go ahead and sing and paint and write,” Weiner writes.

What are the signs that you could be caught up in the Perfection Trap?

You have a hard time starting something…

You have an even harder time finishing it – you just keep on going until……

You are so eager to please others; it comes at a big price for you.

You either go BIG or you go home – decisions are very black and white.

You have a hard time opening up to others – the fear of rejection or not being good enough can send you into overwhelm.

You get defensive when challenged or criticised.



Sound like you?

Well here are 3 big, hairy ways that you can begin to release yourself from the trap.




  1. Dare to Begin – Don’t attempt one big leap to get it right, just get going. Starting is important. Starting small is more important. Get stuck into the small steps that will take you to delivering on your bigger outcome.
  2. Do what feels right to you – Start listening to yourself. Hear the internal nudges and stop to consider them. Everyone will have a view what is good, bad or someone in between. If you listen to all of them, you will enter into a state of paralysis. Of course, listen to others, hear their ideas and then practice using your own judgement to ensure that what you do is good enough.
  3. Choose to have Happy Accidents – Failure is such a strong word and has my gut writhing with discomfort. Happy Accidents come out of something that could originally be perceived as a disaster. Start looking for them. Keep your mind agile. The faster you move towards the lens of a Happy Accident, the faster you can move forward with your new learning.

Test these out. Give them a go and see what bounces back. You just need to do them, not perfectly though, just do them.

Phantom 30th Anniversary. What legacy are you leaving?

After having the opportunity to go back to my roots this week and appear in the special 30th Anniversary performance of Phantom of the Opera… it got me thinking about legacy.  Check out this video to get you thinking about how you are leaving/creating yours?!

How to resolve conflict: Top techniques for conflict resolution

Imagine a world where everybody agrees, all the time. No need to ask how to resolve conflict. It’s a place where every idea is a good one, every change comes easily, and every organisation is filled with happy people who whistle around the office, pirouetting by the photocopier. It’s also a world where, if you look out of the window, you’ll see pigs flying and unicorns dancing on rainbows! Unfortunately, conflict is a part of life. Whatever kind of organisation you are involved in, you can be sure that there will be disagreements on a regular basis. So what can you do to mitigate the impact of conflict within your organisation? I am often asked my thoughts on how to resolve conflict, so here are my top tips.

How to resolve conflict by doing very little

Team Communication - How to resolve conflict so that everybody is happyIn a busy working environment, conflict is often such a difficult issue because resolving it effectively takes time. If you are directly involved in the conflict with another individual, or if you see conflict brewing in your team, the best thing to do is absolutely nothing. As counter-intuitive as it may be, the first step to take in a conflict situation is to step back, stop speaking, and allow things to fall silent. You can also introduce pauses into your conversation, slowing the pace and stopping the development of adrenalin-fuelled arguments. Stepping back gives you the chance to get a fresher perspective.

Once individuals are communicating in a careful, considered way, it is possible to begin working towards resolution. However, it is important to understand what true conflict resolution really is. One of the things that I encounter most as a visitor to organisations is the illusion of resolution, leaving underlying conflict to fester. Often, this leads to a bigger conflict further down the line. Whenever a conflict occurs, two individuals or groups of people have a fundamentally different goal that they wish to achieve. Finding an agreeable solution often means understanding each of these disparate goals, and working towards a solution that is somewhere in the middle.

Finally, conflict resolution is only possible when both parties let one of their goals go – being right. The desire to have the best answer to a problem, the best approach to a situation, or the best idea on the table is built into human nature. When a conflict begins to arise, it is often because two individuals can’t both be right. To help conflicting parties steer themselves back on track, ask that your team focuses on the same goal – not being right on a personal level, but making decisions that are right for your business. This takes courage.

How to resolve conflict so that everybody is happy

When conflict takes place in a business, the impact on morale and motivation is significant. It is no surprise, then, that many team leaders see conflict as something to be eliminated at any cost, before it happens. Unfortunately, that takes us back to a place where pigs soar past the windows. The reality is that conflict is a part of business – just as it is a part of life – and some degree of conflict is a good thing for the on going development and growth of an organisation.

At Building a Team Team Events we care deeply that you have the opportunity to create the most extraordinary team. Discover more about how we do it here. Some of our other blogs may be of interest so do go and take a look at this one in particular on Leadership. Remember to prepare for the inevitable by learning how to resolve conflict and applying these techniques within your team. Watch Team Communication on our Youtube Channel.

Communication Barriers: Three common complaints

In your workplace, do you always wear a Peckham Rye? Do you use a Pistol and Shooter? Have you got a pot of glue what I’m talking about? Although not always quite so extreme, communication barriers are commonplace in any working environment. However, it is incredibly important that every member of your team can communicate efficiently, working towards common goals in an organized, rational way. Communication is the fundamental skill of every team member, and eliminating communication barriers is a key responsibility of any team leader. Let’s look at three of the most common communication barriers and how to overcome them.

Communication barriers that halt productivity

Team Communication - Barriers: Three common complaintsThe first – and most common – obstacle to good communication is a lack of team focus. Usually, the individual members of your team are perfectly capable of communicating their ideas succinctly and in an organised fashion. However, communicating is not just talking in a way that other people can understand – good communication is talking towards a common goal. The best team leaders impose structure and order on communication, identifying objectives that every team member can focus their attention on. In my experience, the most obvious steps are the most effective – why not explicitly state your goals for the meeting or conversation before you begin?

You could even write your objectives down, but beware of another common communication barrier – the dependence on visual aids. The business world is increasingly preoccupied with the role of technology to support communication, but the truth is that slideshows and diagrams often turn into communication barriers, stealing attention from the speaker. If all of the information that you or your team members need to convey can be written down in a slideshow, why let words get in the way? Written communication can often be just as effective as verbal. However, if your goals call for a back-and-forth conversation, never let your visual aids detract from the impact of what you are saying.

Finally, consider the language barriers at work within your business. Every team leader and team member is aware of the communication barriers when it comes to nationality, but what about culture? Think about those times when somebody from within your organisation communicates with an external client or customer. In that situation, misunderstandings are far more common than when communication occurs in-house, as team members use terms and phrases that are commonplace in your business. Equally, issues can arise when team members in different positions communicate. Avoid technical terms and jargon at all costs, focusing instead on plain English that is clear, precise and to the point.

Communication barriers should be identified and expressed

Even with the best of intentions, communication barriers occur in every organisation. By understanding the most common obstacles to clear communication, you can take the necessary steps to make sure that every member of your team is heard and understood. However, it is only by promoting the no-nonsense approach to communication that every person in your organisation will have the confidence to convey the most important message of all – ‘I don’t understand’.

You can check out more about Building a team and how we help foster an environment of collaborative communication. Take a peek at this blog article about Team Communication  Remember, if you work to make your team aware of communication barriers, you can be sure that they will be identified before they spiral out of control. You can hear me talking more about my views on Team Communication on our Youtube channel

Leadership: Giving your all!

Leadership: Why bother?

Without fail, every workshop I lead on Leadership, I will play out the idea of the consequences that prevail when we don’t fully commit to what is in front of us. And of course, for those of you that learn differently, the exhausting list of benefits when we do fully commit ourselves to our outcome. Seth Godin summed it up recently – you will never see a timid trapeze artist! Genius observation huh? How true it is. How could they possibly be timid and successful? They simply don’t go hand in hand.

Play that out in the arena of Leadership and organisations, the same is true. The moment we allow our insecurities, doubt and discomfort to inhibit us, so it becomes almost impossible to fully give ourselves to what we need to do.

As you read this, no doubt you will have a deluge of ideas sat within you, waiting to be unleashed on the world. Right? The few that you allow out, you want to be a success. You want them to resonate. Add value. Make a difference. Whip up change.

Many leaders make a fatal error. They allow the idea to slowly seep out and their uncertainty and their reluctance to be brave disables them from fully committing. The idea, unless adopted by someone else with greater courage, belly flops. And so the cycle continues.

Leadership: What is it?

Leadership: Giving your all!I see it week in and week out. When we run a workshop and use singing as the metaphor for achieving the extraordinary, we have a room full of timid trapeze artists – well, timid singers. Many grip on to their discomfort for all it is worth. Nothing inside will give them the permission to let go. Others break that down with speed. Why? Because we quickly show them the massive gains to be made when we fully commit. Suddenly a note is sung with greater passion, intensity and meaning. An action they make suddenly begins to tell the story and enhances the affect for the audience. A breath they take means that they will be able to sing the line throughout and remain in tune. The evidence shows that when we give ourselves over to the outcome, the likelihood of success increases dramatically.

What would that be like for leaders if they were also to commit in the same way? How much more passionate would they be? How much more could the story they need to tell truly resonate? How could the call to adventure get the desired reaction?

Leadership: How can you start?

This takes a degree of letting go! It takes courage. It takes belief. It takes trust.


  1. Recognise the moments in your life where you DO fully commit to the outcome; reading bedtimes stories, playing monsters, doing yoga, running? What makes it ok in these situations for you?
  2. Choose an outcome that you want to focus on. Make sure it is something that you really want. I mean REALLY want. Get your outcome clear and compelling. Ready to take action?
  3. Now, the killer question – what belief do you need to hold, pretend or ‘act as if’ were true for you to now fully commit to your outcome? Notice how by just pretending that belief were the truth, you start to change to physiologically. Time to test it. Take the first step of your outcome and do it. Muster every ounce of energy you can.

Fully committing is a state! An attitude. A belief. The world of Leadership offers many excellent frameworks and models. They only make a difference though if you give all of yourself to apply them.

If you take a peek over at our Leadership video from our Youtube Channel, you can hear more about how we help you develop your own extraordinary leadership team. By reading this blog post, you will gain deeper insight as to how we help you ‘do it’. Leadership the BTFI way takes courage. Are you brave enough?


Culture Change: The chemistry of culture change

Culture Change: Understanding the chemistry

As somebody who often works as a change agent for an organisation or trains others to become effective change agents, I have to admit that I sometimes envy the natural world. Nature has this incredible way of making change look easy! Take water – one minute it’s a liquid, the next it’s ice, or steam. Unlike an organisation and the people within it, water never seems to find it difficult to change! Looking at this kind of natural, effortless change really does emphasise something that it’s easy to forget when a manager or executive is thinking about their own role – effective change, and lasting culture change, happens when responsive and reactive materials come into contact with a good change agent.

Culture Change: Ignite the spark of change in others

There are many different theories on what makes a good change agent, and guides on how to become better at facilitating culture change within a business or organisation. Some ideas talk about measured and controlled risk taking, effective communication, an inspirational presence, and an exhaustive understanding of the business. It would be only natural to assume that if you understand the problem that necessitates change and can formulate an effective solution, achieving culture change becomes easy.

Culture Change: The chemistry of culture changeOf course, any change agent will tell you that lasting change is never quite as simple as a checklist of personality traits. Although there are certain characteristics that most change agents have, the truth is that it’s easy to be the agency of change, because you know exactly where you are going, why you are going there, and how you plan to get there. Culture change is most difficult for the rest of your organisation, who haven’t necessarily had the benefit of a clear overall view.

When water changes into ice or steam, it is temperature that is the change agent at work. Maybe it is a Bunsen burner, or the sun, or freezer. But while these change agents are vital, spare a thought for the hard work that every molecule in H2O undertakes to make change a reality. Culture change is impossible without a reliable, visionary change agent, but it is equally impossible without the determination and responsiveness of the entire organisation.

Culture Change: Success Comes From Relationships

Now, it would be wrong to undermine the value of a change agent when a business or organisation undergoes the process of change. In addition, the majority of circumstances do call for change agents to alter their working processes themselves. But if you are looking to make use of external help, or improve your ability to encourage and nurture change within your organisation, remember that a change agent is only one part of the puzzle.

Change agents bring exhaustive business knowledge and experience, an insight into your organisation, and an innovative attitude that can distil the specific problems that you face and formulate appropriate solutions. But, most importantly of all, a change agent is able to educate, inform and inspire an entire team to start the hard work of making change happen.

If you would like to know more about Building a team, then you can whizz over to our website here. You will find more to read about how we help you develop extraordinary leaders, crystallise your culture and help you deliver extraordinary  team events that will capture the minds of your organisation. On our Youtube channel, you will find a series of short videos where you can discover even more about Culture change, Building a team and BTFI.

Culture Change: Necessity, possibility and flexibility

Although every business needs to constantly evaluate and reassess itself, managing change in the workplace can be a difficult task for even the most experienced managers. However important the process of culture change is for your organisation, reaching your goals means working closely with every member of your team – after all, culture change only really happens if an entire organisation comes together with a common goal. So how can you facilitate change by bringing people together? For managing change in the workplace, always communicate the necessity, possibility and flexibility of your targets.

Culture Change: Managing change in the workplace with effective communication

Culture Change: Managing change in the workplace with effective communicationFirst, ask yourself if the other members of your organisation really understand the necessity of culture change. As in our lives away from the workplace, change can be a stressful process and, even though your people may never ask you directly, the biggest question of all is ‘Why bother?’ It is important that you educate your team as to the importance of change. Whether you are responding to new competition, decreasing budgets or low morale, your organisation needs to get to grips with the problem that you are facing.

On the other hand, avoid becoming obsessed with the problem. While it’s vital that everybody knows why change has become necessary in your business, discussing failings and weaknesses has a tendency to leave people feeling defeated! Summarise the problem that your team is facing and keep your summary short, clear and concise.

After the problem comes the solution, and this is your opportunity to really inspire your people with clear, actionable goals. Effectively managing change in the workplace means developing small, achievable targets that begin the process of gradual, incremental change. I often talk about 1 degree of change – small steps that are manageable and create significant ripples. No culture change has occurred overnight, and asking for an immediate overhaul is a certain way to lose the confidence of your team. What is the very first step that your organisation needs to take? This is your first goal.

Culture Change: Managing change in the workplace, whenever it happens

Finally, recognise that culture change is never predictable. If you were to plot the process of change on a graph, you would see a line with ups, downs and sudden changes of direction. Effective communication when facilitating change goes both ways, and you should always be prepared to listen to feedback. Most significantly, it is no good to listen passively – proactively take comments and feedback on board, and consider how your goals may need to change.

Communication is the single most important factor in the success of your culture change, but it is by focusing your communication around certain key areas that you can address concerns, reassure staff, and inspire significant culture change that lasts for the long-term. As you plan your goals and begin the process of change, it is by discussing necessity, possibility and flexibility that you can make culture change in the workplace as natural and effective as possible.

You can hear me talking more about my views on Culture Change on our Youtube channel. Perhaps take a look at our website and read more about how we help you develop the most extraordinary Leaders that are ready and able to tackle Culture Change.