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Culture Change Series #3: How do you go about changing organisational culture?

In previous blogs in our Culture Series we’ve looked at five reasons why organisations should pay more attention to culture during change initiatives, and a ‘four lever’ model by which we can understand and work with culture – suggesting that this may be a more useful approach than seeking a precise definition of organisational culture. In this blog we’ll highlight five lessons we’ve learned about how you can work with these levers to effect a change in culture. You’ll find that reading the previous blogs in the series will help you make sense of this one. Read more

Person-Centred Business Change

How many therapists does it take to change a light bulb?  Apparently just one, but the bulb must want to change.  The old ones are the best – but maybe there’s something here for us in Business Change.

The Person-Centred approach to therapy was developed by Carl Rogers.  Crudely, at the heart of his thinking lies the belief that if people feel secure – safe and valued – they’re more likely to be able to embrace change, and effect it for themselves.  Intuitively, this makes sense, and evidence over decades now can be produced to support the contention.  Rogers identified three ‘core conditions’ that would characterise the attitude of the therapist to the client in effective working: congruence (being genuine); empathy (a deep understanding of what the client is feeling); and an unconditional positive regard for the client (acceptance). Read more