How to Challenge Change Management Assumptions

We have all heard reputed change management consultants and journals making claims such as:

Burning platforms are very powerful drivers of strategic change

“We know, for example, that 70 percent of change programs fail”

“people naturally resist change”

creating organisational change is hard

But what evidence is there to support these claims?

In this article we outline:

  • Why these assumptions need to be challenged
  • What assumptions we need to challenge
  • How four axioms of change should form the foundation of a change management practice

Continue reading “How to Challenge Change Management Assumptions”

Invest in Well-Being : The ROI for Balancing BEING and DOING

Photo by Sebastien Gabriel on Unsplash

BEING and DOING is a fine balance.

Imagine constantly being hit by a stick whilst being asked to work harder.

This is how it feels for people who find it difficult BEING themselves at work.

Fears of rejection from a social group activates the same areas of the brain as physical pain.

To fit in, we wear the armour of DOING but this can create more distance between us and our colleagues.

BEING ourselves makes us vulnerable but this is the root of human connection.

This blog shows how organisations can create well-being by balancing DOING and BEING in the workplace. Continue reading “Invest in Well-Being : The ROI for Balancing BEING and DOING”

Meaningful Work Research : How to create meaningful work

meaningful work

Why is meaningful work important?

Meaningful work connects employees to everything.  It connects them to their own potential (Doing Your Best), to their organisation’s purpose (Doing For Others) to their colleagues (Being With Others) and themselves (Being Your Best).

Meaning is also the why of motivation and motivation is the why of behaviour.  So meaning is also the starting point to change ways of working in organisations.

If meaning is really the starting point for understanding all human endeavour, can it be the mediator and integrator of disparate theories in organisational behaviour such as motivation, alignment and engagement?

This research aims to find out…

Continue reading “Meaningful Work Research : How to create meaningful work”

Meaningful work : The WHAT, HOW & WHY

The search for what makes life meaningful must have started when humans first set their eyes on the stars.  In our previous blog we suggested that meaning is the ‘why’ of all human endeavour. It is the process we follow to rationalise our own existence. It is the link between our reality and dreams.

Over the past 30 years research on meaning in life has consistently shown one thing;  Continue reading “Meaningful work : The WHAT, HOW & WHY”

Meaningful Work Research – would you like to participate?

Commissioned by the Government the 2017 Taylor Report  states that ‘good work’ should be a national priority.

It stresses that people should be able to flourish and grow at work improving their well-being whilst driving productivity. Respecting and trusting people to do a good job also creates an adaptive workforce that can deal with uncertainties such as digitalisation and Brexit.

The bottom line is that employees want to be heard and have meaningful work. They want to know they are doing something useful, something that they can feel proud of.

I am looking for organisations who are interested in getting a deeper understanding of whether they create meaningful work.  The research is aimed at validating my Meaningful Work Matrix which considers:

  • Being Your Best : This is a process of engagement and congruence as employees endorse their work as being aligned to their own values and beliefs. The research asks whether employee’s work contributes to their own meaning in life, whether employees have the opportunity to express themselves at work and whether they like who they are at work.
  • Doing Your Best : This is a physical expression of autonomy and competence as employees endorse their own behavior.  The research asks if employees feel competent at work , whether they have clear goals and feel a sense of accomplishment at work.
  • Doing For Others :  This is about creating a clear sense of what really matters to the organization and its corporate identity. This creates a sense of purpose and impact amongst employees.  The research asks if employees feel they really help customers/clients and whether employees see the connection between their day-to-day work and the organisations purpose.
  • Being With Others : Employees feel a sense of belonging and relatedness as they interpret their own behaviours in relation to others creating cultural meaning.  Here the research asks whether employees get on with one another and how committed they are to the organisation’s success.

Continue reading “Meaningful Work Research – would you like to participate?”