What is Transparent Accountability?

In this Transformation Dialogues video, Ann Blythman interviews me to understand what Transparent Accountability is and how it works.

I discuss how transparency and accountability go hand-in-hand and how one can drive the other in a healthy way. How ownership then follows and how this works to bring quiet contributors into the change process.

I hope you enjoy this video and more that follow soon in the Transformation Dialogues series.


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How do you approach Working with Large Organisations?

In this Transformation Dialogues video, Ann Blythman interviews me to understand how I approach working with large organisations and how this differs to smaller ones.

I discuss the importance of understanding local needs, responding to them and fitting them into a global strategy. We explore how focusing on outcomes rather than methods can transform performance by enabling greater freedoms in different geographical and service areas.

We cover how I up-skill people within an organisation and leverage their skills to handle bigger changes. I mention the dangers of building a dependency on a large consultancy team and how I can bring in other specialists when needed.

I hope you enjoy this video and more that follow soon in the Transformation Dialogues series.


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How do you Deal with People Reluctant to Change?

In this Transformation Dialogues video, Ann Blythman interviews me to learn how to deal with people who are reluctant to embrace change and who can be obstacle to progress.

I discuss the importance of understanding why people oppose change and practical techniques to illuminate objections, move past them and deal with stubborn naysayers.

We discuss the importance of organisations embracing failure as a learning mechanism and how this can transform culture and where to put focus for best productivity. I highlight the huge hidden costs that organisations can face when they don’t understand or know how to handle this and the role this plays in creating firefighting cultures where change becomes impossible because no-one has time.

I hope you enjoy this video and more that follow soon in the Transformation Dialogues series.


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How do you Build Trust and get Executive Sponsorship?

In this Transformation Dialogues video, Ann Blythman interviews me to understand how to build trust when implementing change and how to get executive sponsorship for bigger changes.

I discuss how trust can be built through a series of small successful steps and how significant changes can be implemented without jeopardising existing targets and performance standards.

Through the example of a new Customer Service System, we explore how to find out early what customers need and whether expensive new solutions will provide them. We finish up discussing how managers can get executive sponsorship for changes that they want to implement.

I hope you enjoy this video and more that follow soon in the Transformation Dialogues series.


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What’s a Recent Example of what it’s like Working with You?

In this Transformation Dialogues video, Ann Blythman interviews me to hear about recent change work I’ve done and to learn more about how I work and what it is like working alongside me.

I discuss the initiation of a major change programme with a £50bn public sector loan provider working with the CEO, executive team and change team on the ground. I talk about the range of work I do and how my hands-on approach works.

We dig into more detail to discuss how I work day-to-day and how education and strategy are folded in and some of my key tools and techniques. We explore how the impact of my work can be measured to assess its value and both the hard and soft benefits that can be expected.

I hope you enjoy this video and more that follow soon in the Transformation Dialogues series.


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How do you Create Ownership?

In this Transformation Dialogues video, Ann Blythman interviews me to understand how to create a much greater sense of ownership within an organisation.

I discuss the role that lack of ownership plays in undermining most change programmes and how my approach is different from conventional change processes.

Through the example of documentation, we explore how whole processes can disappear when people explore what is actually used. Joint ownership of the whole problem enables radical change.

I hope you enjoy this video and more that follow soon in the Transformation Dialogues series.


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Why is Feedback so Important?

In this Transformation Dialogues video, Ann Blythman interviews me to understand why I believe feedback is so important to delivering effective change.

I discuss the importance of feedback and why it is so crucial to discriminate between fashionable theories and practical change.

Through the example of an HR department handling new starters, we explore how feedback can be used to drive improvement in an internal service. We discuss the critical importance of effective collaboration and direct contact between groups to force change and cut through bureaucracy.

Finally, we discuss the importance of embracing failure to create a learning culture in an organisation and how this can be made safe, healthy and low-risk by breaking down work and giving it high visibility.

I hope you enjoy this video and more that follow soon in the Transformation Dialogues series.


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How do you approach Education?

In this Transformation Dialogues video, Ann Blythman interviews me to understand how I approach learning and education when working with clients.

I discuss the type of education I use and the principles behind it, focusing on on-the-job training and interventions.

Ann raises a concern about how long education takes and I explain how this is not a problem due to the practical nature of my approach. Through the example of prioritisation, we discuss my approach and how it works in detail.

I hope you enjoy this video and more that follow soon in the Transformation Dialogues series.


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How do you Challenge and Change Attitudes?

In this Transformation Dialogues video, Ann Blythman interviews me to understand how to challenge and change people’s attitudes to change.

I discuss the importance of properly listening to and understanding people’s attitudes and what lies behind them. Examining evidence for attitudes is a productive route to change. Many organisations don’t do this.

We also talk about how to identify and help people understand that there is a problem in the first place – there is often no urgency for change. Again, evidence can play a key role, if it is explored. Lack of awareness and knowledge is often the reason this is not done well.

I hope you enjoy this video and more that follow soon in the Transformation Dialogues series.


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Transformation Dialogues: The Ambitious Manager

In this, the first of the Transformation Dialogues series of short videos, Ann Blythman interviews me on The Ambitious Manager to find out what it is all about, why I created it, who it is for and to learn more about me and my approach.

I discuss the 4 key frustrations that lead me to create The Ambitious Manager: Attitude, Education, Ownership and Feedback, the challenge of creating transformative change in a digital, mobile, social media world, how ambitious you need to be to work with me and how often organisational ambitious falls sort of what it could be.

I hope you enjoy the video and many more follow soon in the Transformation Dialogues series.


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