Author: Richard Riche
What is psychological safety? Psychological safety is dependant on how safe we feel it is to take interpersonal risks at work. Psychological safety questions: Are my ideas/contributions welcome here, or …
The continuous improvement approach it is based on the belief that incremental changes add up to substantial improvements over time.
Change communication utilising narrative co-creation and multiple voices is an essential ingredient of successful organisational culture change.
Change doesn't happen without people. The CUE Change Framework is a people-centric approach to help move people from resistance to engagement.
Not only does a lack of Workplace Civility impact culture, employee retention and engagement but customer relationships too.
Building a culture of trust begins with the example we set as leaders. Even with the basics in place to build a great culture many leaders still face a …
Effective risk management helps minimise the impact of threats and to capitalise on opportunities Every change comes with potential risks and opportunities. Most change initiatives originate out of the …
As your culture is what makes you successful it is essential to consciously manage the new culture when two (or more) organisations merge into one during Mergers and Acquisitions.
As change becomes a the new normal we need to learn how to effectively manage change fatigue
Creating sustainable organisational culture change is one of the most difficult challenges leaders face.
Taking your team through the customer journey to identify potential Moments of Truth and to eliminate Pain Points is an essential part of crafting a great Customer Experience.
A storyboard can help you determine how to present the content, the eLearning learning outcomes.
eLearning is essential a visual medium, so in eLearning design Looks do Matter
The most powerful opportunities to create memorable Employee and Customer Moments of Truth happen in heightened emotional states.
Employee onboarding programmes help increase retention and effectiveness. Onboarding effectively is critical as most employees tend to decide within the three months of starting a new job whether or …
An effective internal communications strategy can reduce uncertainty and increase productivity, retention and participation in achieving organisational goals.
Knowing how to initiate, manage and drive change will soon become a requirement in many job descriptions and performance reviews.
Organisational Development interventions are designed to improve the functioning of the organisation by creating opportunities for active participation by stakeholders.
Ultimately facilitation is about guiding participants vs. leading them, engaging vs. directing and stimulating learning vs. lecturing.
Expectation Alignment Disorder (EAD) is often at the heart of failed change, communication and engagement programmes.
Your onboarding experience is critical to engage, retain new hires and get them up to speed. How long does it take to get your new hires up to speed?
A change management process involves a sequence of steps or activities that the team follow to ensure the project meets its required outcomes.
Without regular expectation alignment unmet employee expectations can lead to lower motivation and employee engagement.
Organisations require different skills as the business evolves. Building a learning organisation encourages knowledge sharing and collaboration.
Knowledge sharing increases increases creativity, collaboration, problem solving, and preserves existing knowledge.
Leadership style makes a difference when making changes - but nobody cares how much you know, until they know how much you care!
A lack of preparation or an incongruent onboarding programme can rapidly increase disengagement and reduce retention. First impressions count!
Research has demonstrated a direct link between social support at work, lower rates of employee burnout, and greater satisfaction in the workplace.
A little acknowledgement and recognition goes a long way towards buy-in, participation and evolving an engaging company culture.
Employee Engagement goes beyond employee satisfaction, it creates powerful ambassadors and advocates for your brand, employees that want to be part of your journey to success.
A learning organisation sees problems as opportunities. Employees should be encouraged to seek out challenges and undertake stretch assignments without feeling that mistakes will jeopardise their careers.
The 6 Emotional Intelligence (EI) leadership styles According to Daniel Goleman, Richard Boyatzis, and Annie McKee (Primal Leadership) there are 6 different leadership styles we need to be aware of. …
Employee experience goes beyond having a slide, coffee bar or pool table in your workplace. It requires a fundamental change in thinking.
Traditional learning and development models can be ineffective in bridging the gap between employers and employees, or in improving engagement and performance.
Organisations that pay as much attention to Employee Experience as Customer Experience outshine their competitors in the war for talent
An effectively designed employee wellness programme can increase productivity, boost moral and reduce stress.
Crafting a positive learning culture requires a culture champion. Organisational culture is not only our behaviour, but our reaction to that behaviour.
Customising your sales presentation to the unique needs of the customer is essential to retain interest and engagement.
Offboarding and reboarding can be just as important as onboarding talent for crafting a culture that supports retention, innovation and employee engagement.
Leaders play a key role in improving engagement, but can also the the cause of employee disengagement.
When we acknowledge and consistently talk about what we do best we help develop our TCF strengths, and we become better at embedding them in our culture.
Employee conversations are best when we work together to co-create solutions rather than sticking to a rigid agenda.
Emotional Intelligence (EI) is our ability to become aware of and manage our emotions, as well as those of others.
Multiple intelligences are a representation of different intellectual abilities, whereas learning styles are how we approach different tasks.
Through deliberate crafting of structure with your purpose, brand and culture in mind you can begin to inspire employees to live the organisation's desired values and strategy daily.
Treating Customers Fairly TCF compliance requires organisations to demonstrate and be responsible for ensuring customers are treated fairly.
Values and culture can be a formidable driver of performance, or can be a substantial hurdle to achieving performance goals and meeting customers' needs.
As the rate of change and pressures increase in the workplace those with above average emotional intelligence competencies people will become more valuable than ever.
No two interviews are exactly the same, but as a general guide these interview tips will help with the types of questions that could come up in a typical …
Emotional intelligence requires humanity (empathy and character) to avoid moving to the dark side
Email overload reduces effectiveness and productivity. If, like me, you receive dozens of emails each day you are likely to increasingly ignore any mail that requires work to discover …
Should we use Emotional Intelligence when dealing with people who are less mature, or demonstrate little EQ? EI is about more than being nice, it is a real world …
Is human connection suffering? We live in the most connected age ever, yet we are often more isolated than ever.
The power of using follow up questions to improve the effectiveness of your Net Promoter score and to achieve greater Employee Engagement
The core purpose of an investor pitch is to stimulate interest and to get a second (detail) meeting.
Trust is the key reason empathy is such a critical leadership skill. When trust is lacking in your team, you are not a leader; you are just a manager.
Developing empathy is a journey of shirting attitudes and developing habits, not a single step.
Empathy is an understanding of what another feels born out of our own experiences and sorrows. It is about connecting to our humanity, and acknowledging another’s experience of the …
Mindfulness is a paradox; it is both the easiest and the hardest thing to do. Mindfulness is ultimately most effective as a sensory experience of life.
Mindfulness is mental focus technique that enables us to stay focussed on what we are doing, as we are doing it and helps us develop happiness at work.
The ability to build and maintain trust in the workplace starts at the top, and then must be encouraged and developed through the rest of the organisation.
Taking back our personal power requires us to take control of our thoughts so that we don't give more energy and attention to areas of our lives that don't …
We are witnessing a trend towards people running businesses in a new way, putting other people and the planet alongside profit. Becoming 100 percent human at work is making …
Setting a strong set of values, which are then lived, is a fundamental step towards an engaged values based culture.
Is your culture being crafted or is it unchecked default behaviour? Core values are a key to crafting a sustainable crafted culture.
To build a innovative, agile knowledge-work environment we need a sense of humanity to nurture engagement and participation. Core values that are lived daily can be the guiding principles …
Organisations are moving beyond "profit at all costs" and utilising the power of a Value-Based Corporate Social Responsibility (CSR) program to transform their culture and make their business sustainable. …