In my last posting I talked about positioning resources as the foundation of culture change initiatives. Even if a strategy and business case for embedding change has been developed it can still feel like a daunting prospect. A top down effort to shift mindsets across an organisation is no mean feat. Which is why I also recommend working bottom up with individuals and teams. Seek out a few rogues who can influence the culture change.
Back to our coaching cultures example, individuals need to
When you develop organisational culture there is no need for a fireworks display or a big bang to launch any new initiatives. In truth you have already started, because the change in some shape or form is already being practiced. The key aim to culture work is providing a bit more form. Gather some resources; read, listen or watch. This is akin to stocking the shelves in a shop, without it you haven’t got any products and the shop front window is
This week I was lucky enough to chair the CIPD’s Coaching for Business Performance Conference. The event really resonated with me in my own search to gather amazing content and connections that can help individuals boost their performance levels. Jeremy Snape an Ex-England cricketer quickly introduced flow states with personal examples from his career. Where it went well, and not so well…
The idea of perceived challenge versus perceived coping skills is an important area to navigate. To do this Jeremy talked
I hope you’ll thank me for this posting. Not just a casual, passing thanks. But something more meaningful. Gratitude that can boost your energy levels. An appreciation that can help you overcome life’s challenges.
You can document your heartfelt thanks, or let the applause run through your head. Recognise what you and others have done, or might do.
To make the most of this technique I encourage you to consider what you are immediately grateful for on a physical, emotional and intellectual level.