Let´s make 2024 the year of change (not of announcing change).
#change#changemanagement#culturechange#2024vision
- Quote from Dr Leandro Herrero´s book "The Flipping Point" https://t.co/SOYJ65JJHB
A behavioural epidemic - negative work attitude, toxic group behaviour etc. - can’t be fought by tackling every single problem.
It needs a behavioural counter-epidemic to take over: an epidemic of positive behaviours, motivated and productive employees inviting others to join..
We can map new processes and systems and call it change. But if people´s behaviours haven´t changed much, all we have is an illusion of change."
https://t.co/Vn6Zkg2esU
#change#changemanagement#behaviouralchange
"Don’t address DEI in isolation, as a distinct entity of some sort. Blend it with broader culture change and evolution. Otherwise, the organization becomes a playground of competition between acronyms and their meaning."
Read Dr Herrero´s new article: https://t.co/Ukj8zdHM7o
To make your organization more inclusive, don’t rely on training only!
Intellectual understanding, even emotional reaction to it, do not always trigger new behaviours.
Work with behavioural change experts: https://t.co/0KxBKYvT6e
#changemanagement#dei
What is diversity?
How do you recognise it in terms of what people do, not a label in the management structure? Translate it into behaviours. (Hints: Opening the door to somebody is a behaviour; being courteous is not.)
https://t.co/SZIl7Wiwtz #diversityequityandinclusion
"Corporate is very good at wrongly providing structural solutions (a new Function) to behavioural problems." Dr Leandro Herrero
#change#behaviouralchange#companyculture
How can we best address DEI?
One tipp from our CEO´s article on the topic: Don’t rely on training only
Intellectual understanding, even emotional reaction to it, do not always trigger new behaviours. https://t.co/TGT8U6ABaJ
"Good leaders have empathy, respect employees and set the example." Yes, of course - who could disagree?
However, to really make a change, organizations need to go beyond the "imposssible to disagree with school of management". https://t.co/v90KfH5TFf
#criticalthinking#ceo
"People´s loyalty is to the tribe first (function, team, product, brand), then to the larger vision. The latter may not even happen at all." (Dr. L. Herrero)
If you want to learn more about peer-to-peer influence in organizations, join us on Thursday: https://t.co/S221nUZ6GR
Connectivity, Communication and Collaboration are the three magic ‘Cs’ in organizations.
If you want to learn more about how to diagnose what the 3 Cs look like in your organization and how you can use that knowledge to create change, join us next week: https://t.co/lnTbKm2G3m
"I don't want groups of negative, whinging or toxic people to be very connected, extremely collaborative and communicating brilliantly between themselves and others." (Dr Leandro Herrero)
https://t.co/A7XPucxoZQ
#culturechange#networkscience#collaboration#companyculture
Who should lead culture change?
The results of our study reinforce the well established principle in Viral Change™ that you need to identify the people with natural influence - when it comes to culture change, you cannot rely on leaders or volunteers.
https://t.co/RdOctx1wQG
Distributed Leadership is a far more powerful engine of change than the hierarchical leadership when it comes to shaping cultures, diffusing unwritten rules & creating new ways of working.
Join us soon to learn more: https://t.co/IN9iGbYIiR
#networkscience#changemanagement
Get the top layers of your organization enlightened and it will magically percolate to all?
This doesn´t work!
Change needs to be carefully orchestrated across the organization.
#changemanagement#internalcommunications
"Many medium and large corporates seem absurdly content with the deployment of communication-cum-workshop from the top to their direct reports, maybe all directors, or to the top 200, 300 etc. incomprehensibly ignoring the other 4500 people in the payroll."
Dr Leandro Herrero