Culture change is considered the key challenge for business leaders in 2018. It's not surprising when all the research shows that not getting buy-In from employees ahead of time is the most common reason IT implementations and other major change projects fail.
The fact is, employees must believe in the rationale for the program and they must change their thinking and behavior, prior to implementation, to be aligned with the change.
During our research and development, we discovered that a micro, experiential and iterative approach to changing people's mind and behavior, one thought at a time for a minimum of 66 days, transformed people's attitude and culture. There is a compound effect that takes place within weeks, as people's self-awareness increases that is remarkable.
Each employee got a specific Mind Hack video via email each morning. Over 66 days there was 20 mind hack tasks, each one lasting three days:
Day One - Observe
Day Two - Reflect
Day Three - Apply
Here is an...
Most organizations globally face the uphill challenge of transforming culture to meet the demands of Industry 4.0. To do this, most are creating a new vision and values, then looking for effective ways to bring them off-the-wall and into the hearts and minds of their people, as they make the shift to a smart, more agile ways of working.
These smarter, more agile ways of working require that all employees have strong personal leadership skills and are empowered to thrive through chaotic change. The problem is that transforming behavior, culture and creating strong personal leadership and an empowered workforce cannot be achieved through information, it requires that we learn through experiential, transformational techniques. If we want to translate our vision and values into new habitual thinking and behavior, we must develop people in bite-size chunks, incrementally and subliminally.
“Personal leadership is the only leadership that’s going to matter in the 21st...
Fi banters with Tom Howes, Senior Learning and Development Manager at Coco Di Mama on the challenge of how to engage the modern learner and shares his thoughts and ideas, exploring the question:
Do we need to make adjustments for the MODERN LEARNER, or is it just all HYPE?
If you would like to chat with Tom, talk to him in the Penny Academy, or contact him direct at:
Tom Howes (Senior L&D Manager - Coco Di Mama)
T - 07464 486931
Creating the Right Environment for People to be Creative
In this age of disruption, developing the faculty of the imagination is absolutely vital for everyone, but only if we combine it with Higher Order Thinking (HOT’s).
The great news is that we do not need to be highly creative to be a creative leader. Our role is to develop the right environment that ignites and nurtures our people to be curious, observant, insightful, and resilient, while learning how to think outside the box and critically in our everyday work.
The first step is to understand the moving parts that make creative thinking and innovative teams.
Let’s take a look at imagination…
Unique to humans, the imagination is the faculty of the mind that enables us to form insights, images or concepts of ‘external objects not present to the senses.’ This is the faculty where we invent, problem solve and where we're able to be resourceful. This is what makes us exceptional from any other species...
We know that constant change is the major obstacle for most organizations today. Change Champions are invaluable in getting people to commit to change, but they consistently face challenges in getting the job done. Let’s take a look at 3 common challenges that they face and explore ways to overcome them:
1. Resistance to Change
Change Champions can become frustrated and wary when they face constant resistance and at times even hostility. The fact that 98%+ of our thinking and behavior is ‘unconscious’ means that we are programmed, operating on automatic as we go about our daily lives.
Our behavior is often so entrenched that we tend not to consciously believe that we need to change it, working on the assumption that others should change their behavior.
While Change Champions often use great persuasive reasoning and messaging, selling the benefits of the new vision, values, plan etc., all of which is aimed at people’s...
Ironic as it may seem, the more technology disrupts our lives, the more we need to be internally led and guided and not externally managed, as individuals and as teams.
Working within the complexities of organizations, the quickest way to do this is to have a strong shared purpose and values. This means that the purpose and values cannot remain as lifeless words on the wall! Instead, they must be brought to life and instilled into the hearts and minds of our people so they live and breathe them!
What better way of doing this than choosing a team of enthusiastic Values Champions and letting them loose on our people.
So let’s look at the 5 STEPS that should be in place before they set sail:
Step 1. Selection
Choosing the right champions is the vital first step. It is not enough just to pick people who like change. As much as liking change is vital, we are dealing with complex human behavior, so our champions must:
· Be highly resilient
· Be willing...
Random Acts of Learning are going to be a regular thing on the Cafe Style Academy. Random Acts of Learning are bite-size sprints of super thoughts or learning on a specific theme.
Our research has proven that random learning inspires great curiosity, improves collaboration, observation and engagement and helps us be more insightful.
These are the building blocks that lie at the foundation of the creative and innovative process teams are seeking right now!
Trust or Bust
Language is the software code of the mind. If we want to transform how we think and behave, we must change our language.
The first step is developing our self-awareness and group awareness as to what habitual language is currently playing out in our daily working lives. Once we are aware of our language, we are more empowered to change it to drive altogether different attitude and behavior.
Trust has its own language, so let's explore it!
Play the video and follow the simple task with your team!
To be creative in the workplace requires that leaders create a culture of ‘play.’
Then why is ‘play’ still such dirty word in business?
It seems this is mainly because we generally believe that work is ‘serious’ and play is ‘frivolous.’ It seems the frivolous nature of play is not ‘serious’ enough to sit comfortably alongside ‘proper’ business skills and practices that have been carefully designed and proven to be robust, measurable and therefore considered tangible business attributes. Such attainments warrant certificates and awards that often globally demonstrate ‘competence‘ at a level that can be easily recognized and rewarded in the world of work.
Where does the primal nature of play come into this? It doesn’t! Historically, in the world of work, play is out there with the fairies. It is not prescriptive, this makes it ‘fluffy nonsense’ (not my words!) that should be given...
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