Discussing culture @ Brammer.  Munich & Birmingham, January 2017

Leadership, Courage, Change

It was a pleasure to join you in an exploration of how to help an organisation live its culture, rather than just talk about it.  To help you remember our conversation, here are the three main points.  I hope you can put these to good use, both your in your personal life and at Fidelity.


1-Don't just talk about change

Listing values and behaviours may create awareness, but it does not help people change.   Behaviours are outputs, so it is key to change the inputs, which are our Beliefs and there are specific tools to do this (ie. Thinking Traps). 

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So, favour conversations that inform beliefs and avoid too much talk about how people should behave.  Try to understand what their thoughts are around those behaviours and help develop the right Beliefs, which will help people do what's important.

2-Leadership vs. Victimship

This is a more useful definition of Leadership:

To learn more about Leadership and Victimship:

3-Create a shared purpose

We all need to have a sense of purpose to engage with what we do.  Making profit your purpose is never enough.  A strong purpose will focus us on what we can give (rather on what we get).   A culture based on a 'giving' purpose is more sustainable, motivating and able to drive people together.

Leadership is having the capacity to generate changes that add value.
(Victimship is to do nothing about it, because you have a reason)