culture change

Is it really time for culture change?

The established ‘way of doing things’ is just not delivering the high performance, competitive edge, or that market-leading position that you need…. “We need culture change around here or we’re history”.

But, just before anything gets changed, before the HR and Communications teams are wound up, before Advisors are appointed etc., ask yourself these two questions:

  1. What exactly is the existing culture?
  2. Will it, consistently acted out, deliver what our customers really value most?

In truth, there are a couple of supplementary questions to both these two. For example, “How do you really know what the culture is, what’s your evidence for this?” And to the second question, “When was the last time you discussed with a customer, how your culture delivers something they really value? What did they say?”

When the answers are understood better, and you have at least some evidence of this, consider whether culture change is the only solution. Would a restatement or reinforcement of the existing culture, more deeply understood and acted out across the business, be another solution? Read more

Acceptance

The Power of Acceptance

Acceptance and Change

According to change management theory, acceptance is the point at which things start to look up! Following, the anxiety, disbelief, anger, grief and hostility of the initial impact of change there is a time to just accept what is and get on with life. At least, that is the recommended path. What if you could get to the point of acceptance quicker? Would that help?

What if…?

One of the most powerful tools in the Change Maker Toolkit is the ability to think. And, one of the best questions to consider is, what if? Let’s ask some powerful questions about the UK following Brexit.

  • What if the UK economy does not falter in the way the experts predict? What if it does?
  • What if global trade could be re-engineered to minimise the impact of potentially higher tariffs in Europe? What if it can’t?
  • What if a fall in the number of migrant workers causes disruption in the delivery of essential services? What if the opposite is true?

Read more

What the Change Makers say

Change Makers don’t say….

At The Change Maker Group we call all of our team Change Makers. So, whatever their specialism everyone is referred to as a Change Maker – whether people are experts on innovation, leadership, team development, delivering change, coaching, programme management or whatever, they are all Change Makers. Fundamentally we all focus on delivering personal, team or organisational change, helping people and teams be the best they can be.

Being a Change Maker in our business and home lives requires a focused set of behaviours. You wouldn’t expect a Change Maker to say “You’re on your own mate” – Read more