YOU GET THE CULTURE YOU CHOOSE TO BUILD

Psychological safety isn’t a ‘nice to have’, it’s a ‘must have’ if you want high performance. However, not enough people understand how to create it. Read on to learn what it actually means and how to ‘do’ it in practice.

Meet the five employee archetypes I have encountered in my work helping organisations to transform their cultures. Understand what drives and defines each of them, plus which two to look out for and why.

Where we work - or how we structure the working week - is back in the news. Four years after the pandemic, organisations are still feeling their way around flexible and hybrid work arrangements. What do these terms actually mean? And how do you implement them successfully?

A recent trip to a legendary London music venue was a demonstration of what it takes to be - and stay - at the stop of your game. Here's how you can tune up your culture with inspiration from Ronnie Scott's.

HR departments are facing a crisis of confidence, increasingly seen as complicit in toxic workplace cultures rather than agents of positive change. The future of HR lies in creating environments where employees feel safe, respected, and empowered to thrive.

Stories are the primary means of passing down cultural knowledge, values and beliefs from one generation of employees to the next. Understanding this and reframing negative narratives, seeking out positive tales and not giving air time to gossip are simple ways to ensure your culture doesn’t become a story no one wants to hear.

When we go to work we have a choice. Concede that we have to accept the status quo or we can make a contribution and drive change for the better. One lone nut isn’t alone for long!

I’m sharing my proven four-step blueprint for successful culture renovation that can start paying dividends in as little as three months.

We stand on the precipice of an AI-powered future of work. Whether it liberates us or entraps us largely depends on our ability to be the human architects and governors of these mighty technologies.

For years now, organisations have put the emphasis on setting individual rather than team targets in the hope that it provides intrinsic motivation to contribute to team goals. It rarely does. Instead employees are motivated by the personal gains they can achieve rather than the collective goals of the team.