We read a book, learn from it and then put it on the shelf for a while. And then we pick it up again. But we have changed in time between readings.
We view data as objective and something separate from who we are. But, if data about a person is viewed as part of the person, does that change how we act?
One thing, one percent better is more achievable than everything all at once. Incremental change consistently is like the tortoise who beat the hare.
A company can say, ‘we’re not the best at that, you should talk to x.’ There’s something honest, genuine, and generous about it.
The choices we make in how we treat people create culture. Culture is a created and maintained daily through the actions we take or don’t take
In organisational change we think everyone will stick to the plan, it will go at a steady pace, delivered on time, and no tantrums will occur. Not true.
In our change processes, do we test if the barrier we see is easily removable (a blanket) or something much more solid wall that we need to go around?
Brushing the dog is one of those things we need to do regularly, perhaps even daily. But we don’t. We change the culture by regularly showing up.
Bullying seeps into your life, eating it way into every nook and cranny reducing your ability to function as partner, parent, friend, employee.
Everyone wants to live beside and in a community of generous, sharing, kind, and caring people and yet we all compete and want to ‘win’
Using ‘big’ words, being patronising, using technical language that ordinary people don’t understand is not communication. It is a lording over.
Sports teams and athletes talk about the ‘mental’ game. Change requires a certain type of mental toughness too. But rarely is developed or practiced