Throughout life, #change will be your constant companion. Learn to embrace it. #Kindle #ebooks #ebookdeals buff.ly/23kydJT

Before launching a culture initiative, ask what everyday irritant everyone has learned to tolerate. Removing it may do more than another statement of intent. buff.ly/5BSKqku

“Women aren’t broken. They’re buried.” Under expectations, obligations and rules about who they should be. Sometimes the work isn’t fixing yourself. It’s discovering what’s underneath. 🎧 Full episode: buff.ly/FqMEVrG

A junior accountant isn't just reconciling accounts. They're learning what normal looks like — which is how they recognise what isn't. buff.ly/nQImRsj

What happens when your usual approach at work stops working? Hear the 5-minute Season 4 trailer of The Archetype Effect: buff.ly/dfshKzO

AI can do the junior work faster. But junior work was also how people learned to do senior work. If we automate the bottom of the ladder, how do people reach the top? shapingchange.com.au/ai-prof…

🏆 We're finalists! I'm delighted to share that Shaping Change has been named a finalist in the 2026 Australian Professionals Small Business Champion Awards! A heartfelt thank you to our clients, colleagues and supporters who have been part of the journey.

One of the strangest expectations in organisational change: “Here is the decision we've just made. You have 45 minutes to understand what it means. Then please go and create certainty for everyone else.”

When something at work doesn’t make sense, don’t only ask “What did I do wrong?” Ask: “Who benefits from this?” Not everything that feels personal is personal. Sometimes you’re looking at power. 🎧 Full episode: buff.ly/FqMEVrG

9am: You're told about the restructure. 11am: You're explaining it to your team. Everyone expects answers. You have many of the same questions they do. That's the bit of “change leadership” we don't talk about enough. buff.ly/Bqz7QVS

Confidence usually isn’t permission to begin. It’s evidence gathered after you begin. Do the thing uncertain. Practise. Discover you can handle it. Confidence catches up. 🎧 Full episode: buff.ly/FqMEVrG

You're expected to help your team make sense of the change. Small problem: You're still trying to make sense of it yourself. We don't talk enough about managers being both leaders of change and recipients of change at exactly the same time. buff.ly/Bqz7QVS

Opportunity decisions often rely on reputation: the story people already hold about your capability. That story is built from what they saw, how they interpreted it and what they remembered. shapingchange.com.au/why-goo…

People believe systems more than slogans. “Speak up” means little if challenging power carries a cost. “Collaboration” means little if individual competition gets rewarded. Culture lives in the conditions around behaviour. buff.ly/2rhsink

“Fix the culture” is hard to act on. “What is making work harder, and who can change it?” is a starting point. More from my interview with Brady Pyle: buff.ly/5BSKqku

When unwanted behaviour keeps recurring, don't just ask: “What's wrong with these people?” Ask: “What conditions make this behaviour sensible?” Pressure, incentives and hierarchy shape behaviour more than organisations often realise. buff.ly/2rhsink

A lot of “accountability problems” are authority problems. We delegate responsibility downward while keeping decision rights and resources higher up. shapingchange.com.au/account…

Values are easy to endorse when things are calm. Culture becomes visible in the response to a difficult question, mistake or warning. More from my conversation with Brady Pyle: buff.ly/5BSKqku

AI risk raises an organisational question: what happens when intelligent actors operate inside systems that reward the wrong things? Organisations already give us clues. Rational individual decisions can still produce outcomes nobody wanted. buff.ly/2rhsink

Culture shows itself when the work gets hard. My conversation with Brady Pyle explores lessons from NASA for leaders building organisational culture. buff.ly/5BSKqku