Mind the Gap!

Mind the Gap!

Mind the Gap! What is it that prevents us from changing, even when we’re presented with a compelling case for change? Though we are mindful of the things we do every day that stop us from being the best version of ourselves that we can be, we find it difficult to transform this awareness into action. Of course none of us manage to perfectly align our professed values and our daily actions but some of us are more engaged and…

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Lessons learned from the world’s most mindful organisations.

Lessons learned from the world’s most mindful organisations.

Lessons learned from the world’s most mindful organisations. What are the world’s best companies doing that allow them to maintain their enviable reputations? How do these companies look, feel and sound different? Though they may express them in a variety of ways these companies have common underlying values. As you would expect these companies have strong financial performance, yet they measure their success differently to most other companies. Balance sheets, profit and loss are still important, but these organisations use…

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A well timed word of encouragement…

A well timed word of encouragement…

A well timed word of encouragement… One question I always enjoying asking groups I’m facilitating is ‘when the last time was that your supervisor gave you timely, constructive and detailed feedback?’ On most occasions, the consensus is that balanced positive feedback occurs far too infrequently in the workplace. There is no denying the effect that timely, encouraging feedback has on the morale, well-being and performance of any team, so why does it occur so rarely? Why are we so reluctant…

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Have You Ever Wondered Why Your Training Programs Don’t ‘Stick’?

Have You Ever Wondered Why Your Training Programs Don’t ‘Stick’?

Have You Ever Wondered Why Your Training Programs Don’t ‘Stick’? The way that individuals learn (or don’t learn) is fundamental to changing the culture of the organisations they work for. While this sounds obvious, initiatives that fail to acknowledge that the sustainability of change is directly proportional to the depth of the change effort, are unlikely to target the underlying influences of culture and address change at an individual level. Even though we readily accept that organisations are unpredictable, complex…

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Using ‘Two Degree Shifts’ to change your safety culture.

Using ‘Two Degree Shifts’ to change your safety culture.

Using ‘Two Degree Shifts’ to change your safety culture. Most of us are familiar with the change parable of the young boy throwing stranded starfish back into the ocean. (The Star Thrower, Loren Eiseley (1907- 1977). It’s a useful metaphor when thinking about the role of the individual in affecting large scale cultural change. We all have the opportunity (responsibility?) to create positive change but can feel overwhelmed when faced with the need for massive shift. This is part of…

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