Max Han

I've been working with @Goranhenriks & hundreds of leaders of change to identify the enabling factors for systemic, profound change (at a deeper level than incremental improvement). One of the nine interrelated themes that has emerged is "leading people through transitions in situations of uncertainty". So it was great to see this focus pop up in a new article in @HarvardBiz. The authors say that to support people to transition in change in uncertain times we need to: 1) Ask big questions ("What do you value?"; "Where do we stand"; "How can we move ahead?") 2) Focus on the fundamentals (the things that stay the same, things that need our attention & where we can make a tangible difference). hbr.org/2024/11/how-to-lead-…. Via @JHoward_Grenvil

We want to build a strong, positive organisational culture, based on values. Leaders often set out abstract absolute positives as organisational values (integrity, respect, trust etc) but these don't drive the day-to-day decision-making (& therefore the behaviour) of the people at work. Therefore, they have no impact on the actual culture. @ErinMeyerINSEAD has undertaken research on organisational culture for two decades & suggests six actions for making values-based culture come alive: 1) Build your culture based on real-world dilemmas: identify the tough dilemmas that people routinely face and clearly state how they should be resolved, in line with the stated values. 2) Move your culture from abstraction to action: “dilemma-test” your values to determine if they are actionable enough to be useful in real decision-making situations. 3) Paint your culture in full colour: articulate your desired culture using concrete, colourful images to get the values to stick. 4) Recruit people whose values fit: “bad” behaviour is contagious. 5) Let culture drive strategy: identify your strategic objective & use dilemmas so people understand what decisions they should be making to move the organisation in the right direction. 6) Don’t be a “values” purist: Identify dilemmas in which your stated values do not apply. hbr.org/2024/07/build-a-corp… Graphic by @julianstodd