COLIN ON CULTURE
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You can't do more with less. However...
Sometimes you have to say ’no’. Teams that focus on doing fewer things to a high level of quality, will always achieve more than those that are overwhelmed by work.
Culture Change? Start with the little things
Like many things in life, little and often is a great way to make positive changes and your workplace culture is no different. If you want to stop paying lip service to great culture and actually get on with creating one, start small.
Is Too Much Culture Stuff a Bad Thing?
If your culture ‘stuff’ is getting in the way of your culture evolution then it’s time to simplify by focussing on what really matters and making sure you move from ticking boxes to taking ownership.
Waiting to fix something that’s broken
Cracked cultures won’t fix themselves - the problems will build up until bursting point. This is a cautionary tale of what happens when we wait to do the work to improve the workplace
Culture questions my clients always ask me
Cultures are unique but there are common threads, barriers to success and sticking points that all organisations experience. Here’s three and my insights on how to navigate them.
The importance of building a speak up culture
Leaders are good at telling people to speak up, but often don’t do anything with the information. Here are my insights into how to create a true 'speak up' culture.
Culture is about Choice
Making good choices about how we spend our time can have a significant impact on our productivity, happiness, workplace culture and overall wellbeing.
5 Risks of Neglecting Your Culture
You believe in culture but can’t get others on board - sometimes people only pay attention when they know what’s at risk.
10 Signs Your Organisation is Paying Lip Service to Culture
There’s no point saying culture is a priority if you’re not going to back up your words with actions. Here’s some ways you might be NOT working on your culture.
Lazy Communication Hurts Culture
Communication is an important culture conduit that we often get very wrong.
By putting just a little more thought and intent into our communication we can build bridges rather than put up walls.
Who’s responsible for toxic culture?
Culture belongs to everyone - but we have to intentionally create the conditions for a vibrant culture that encourages ownership and that means managers and employees need to know what’s expected of them and why.
Running the other way
It takes courage to go in a different direction.
Three Culture Traits That Business and Sports Can Trade
There’s winning and then there’s performance - and culture plays a part in both. So what can business and sport learn from each other?
20 Social Activity Ideas
There are hundreds of other things that you can do to mix socially with your colleagues both in-person (now that we’re able to do so in most parts of the world) and virtually, to ensure that emotional capital between humans is maintained and that people make the time for laughter and relaxation
Toxic Culture Isn't Inevitable
The signs of toxicity in any culture are there if we’re willing to look. And once we’ve seen them we have a responsibility to take action.
5 Reasons Why Celebrating Success is Important
Create the conditions for even more success by making sure you pause, appreciate and celebrate the wins along the way.
No Trust, No Teamwork
Trust should be part of our day-to-day work experience and demonstrated through our behaviours, but more often it is deemed something to be earned and given reluctantly.
How Much Is Enough?
Are things unneccessarily complicated where you work? They don’t have to be. Let’s choose a simpler way.
Is your company bad for your employees' health?
We’re increasingly seeing research that points to behaviours in the workplace that are responsible for stress, anxiety, overwhelm and worse. Looking the other way is not an option. Create a culture of caring, not scaring.
In a hybrid world, you have to work harder to keep talent
It’s just the way it is now and the quicker we adapt, the better. Define your new working culture, trust your people to get on with it and create and support more effective ways of working (not more work!) if you want to attract and hold on to the talent your business needs.