<p><a href="https://www.makeworkbetter.info/" rel="noopener noreferrer" target="_blank">To receive the newsletter and the forthcoming Presence project sign-up here</a></p><br><p>Today’s top episode goes to the heart of an issue that a lot of people raise with me.</p><br><p>They say ‘where do you start when changing a culture’.</p><br><p>To some extent it’s what the episode about the hospital trust in Barking was about, going in and changing the culture of a huge organisation.</p><br><p>I saw one of today’s guests <a href="https://www.linkedin.com/in/darrenashby/" rel="noopener noreferrer" target="_blank">Darren Ashby</a> speak at an event - talking through the specifics of how his company Business Four Zero tried to change the culture of Tesco.<a href="https://businessfourzero.com/" rel="noopener noreferrer" target="_blank"><strong> Business Four Zero</strong></a> are one of a group of organisations who work with leaders to change company culture. I know there’s a few of these firms. I attended a dazzling event by one firm called <a href="https://scarlettabbott.co.uk/" rel="noopener noreferrer" target="_blank">Scarlett Abbot</a> in this field about a month ago.&nbsp;</p><br><p>Darren is joined by <a href="https://www.linkedin.com/in/atif-sheikh-049968/" rel="noopener noreferrer" target="_blank">Atif Sheikh</a> as they talk through the specifics of what they did with firms like Electronic Arts, Aviva and Tesco. They’ve turned some of their work into a book <a href="https://amzn.to/4aP9CpL" rel="noopener noreferrer" target="_blank">which you can buy here</a>.</p><br><p><strong>Some of the things that stood out for me:</strong></p><p><br></p><ul><li>What’s the number one thing you look for in a high performing culture? How internal are they? How much time are they spending on themselves vs the outside world?</li><li>Only 28% of workers say they are connected to purpose</li><li>Culture is what are you committed to as group - emotional commitment of what you want to create</li><li>Values - before you define your values know that there are 6 core values shared amongst everyone (sometimes called the <a href="https://charactercounts.org/six-pillars-of-character/" rel="noopener noreferrer" target="_blank">6 Pillars of Character</a> - Trust, respect, responsibility, fairness, caring and citizenship). These should not be your differentiator. These are universal basic expectations. You need to define something differentiating</li><li>Leaders' role is to bring energy: <a href="https://www.geekwire.com/2017/happened-satya-nadella-told-microsofts-execs-find-rose-petals-field-sht/" rel="noopener noreferrer" target="_blank">Satya Nadella told Microsoft’s execs: ‘find the rose petals in the field of sh*t’</a></li><li><strong>So how do you elevate a culture? </strong>They introduce 2 or 3 critical behaviours that elevate a culture Might be ‘be kinder’ And they build a process of how you might enact those behaviours</li></ul><p><br></p><p><strong>For example Intercontinental Hotel Group</strong></p><ul><li>Had switched from being a hotel owner to a franchise business</li><li>CEO needed to remove silos</li><li>What did they need? Too many people in the business didn’t understand how they made money - it made spending decisions hard. So they focussed on ‘think return’</li><li>Additionally it had become complacent, so they decided to ‘move fast’</li><li>Finally they agreed to ‘talk straight’ with each other</li></ul> <p>Become a member at <a target="_blank" rel="payment" href="https://plus.acast.com/s/eatsleepworkrepeat">https://plus.acast.com/s/eatsleepworkrepeat</a>.</p> <br /><hr><p style='color:grey; font-size:0.75em;'> Hosted on Acast. See <a style='color:grey;' target='_blank' rel='noopener noreferrer' href='https://acast.com/privacy'>acast.com/privacy</a> for more information.</p>

Eat Sleep Work Repeat

brucedaisley.com

“Workers watch your feet, not your lips” - changing culture at scale

APR 16, 202451 MIN
Eat Sleep Work Repeat

“Workers watch your feet, not your lips” - changing culture at scale

APR 16, 202451 MIN

Description

<p><a href="https://www.makeworkbetter.info/" rel="noopener noreferrer" target="_blank">To receive the newsletter and the forthcoming Presence project sign-up here</a></p><br><p>Today’s top episode goes to the heart of an issue that a lot of people raise with me.</p><br><p>They say ‘where do you start when changing a culture’.</p><br><p>To some extent it’s what the episode about the hospital trust in Barking was about, going in and changing the culture of a huge organisation.</p><br><p>I saw one of today’s guests <a href="https://www.linkedin.com/in/darrenashby/" rel="noopener noreferrer" target="_blank">Darren Ashby</a> speak at an event - talking through the specifics of how his company Business Four Zero tried to change the culture of Tesco.<a href="https://businessfourzero.com/" rel="noopener noreferrer" target="_blank"><strong> Business Four Zero</strong></a> are one of a group of organisations who work with leaders to change company culture. I know there’s a few of these firms. I attended a dazzling event by one firm called <a href="https://scarlettabbott.co.uk/" rel="noopener noreferrer" target="_blank">Scarlett Abbot</a> in this field about a month ago.&nbsp;</p><br><p>Darren is joined by <a href="https://www.linkedin.com/in/atif-sheikh-049968/" rel="noopener noreferrer" target="_blank">Atif Sheikh</a> as they talk through the specifics of what they did with firms like Electronic Arts, Aviva and Tesco. They’ve turned some of their work into a book <a href="https://amzn.to/4aP9CpL" rel="noopener noreferrer" target="_blank">which you can buy here</a>.</p><br><p><strong>Some of the things that stood out for me:</strong></p><p><br></p><ul><li>What’s the number one thing you look for in a high performing culture? How internal are they? How much time are they spending on themselves vs the outside world?</li><li>Only 28% of workers say they are connected to purpose</li><li>Culture is what are you committed to as group - emotional commitment of what you want to create</li><li>Values - before you define your values know that there are 6 core values shared amongst everyone (sometimes called the <a href="https://charactercounts.org/six-pillars-of-character/" rel="noopener noreferrer" target="_blank">6 Pillars of Character</a> - Trust, respect, responsibility, fairness, caring and citizenship). These should not be your differentiator. These are universal basic expectations. You need to define something differentiating</li><li>Leaders' role is to bring energy: <a href="https://www.geekwire.com/2017/happened-satya-nadella-told-microsofts-execs-find-rose-petals-field-sht/" rel="noopener noreferrer" target="_blank">Satya Nadella told Microsoft’s execs: ‘find the rose petals in the field of sh*t’</a></li><li><strong>So how do you elevate a culture? </strong>They introduce 2 or 3 critical behaviours that elevate a culture Might be ‘be kinder’ And they build a process of how you might enact those behaviours</li></ul><p><br></p><p><strong>For example Intercontinental Hotel Group</strong></p><ul><li>Had switched from being a hotel owner to a franchise business</li><li>CEO needed to remove silos</li><li>What did they need? Too many people in the business didn’t understand how they made money - it made spending decisions hard. So they focussed on ‘think return’</li><li>Additionally it had become complacent, so they decided to ‘move fast’</li><li>Finally they agreed to ‘talk straight’ with each other</li></ul> <p>Become a member at <a target="_blank" rel="payment" href="https://plus.acast.com/s/eatsleepworkrepeat">https://plus.acast.com/s/eatsleepworkrepeat</a>.</p> <br /><hr><p style='color:grey; font-size:0.75em;'> Hosted on Acast. See <a style='color:grey;' target='_blank' rel='noopener noreferrer' href='https://acast.com/privacy'>acast.com/privacy</a> for more information.</p>