&mdash; Think Different

Article, Business, Culture change, Organisational effectiveness

Unleash Your Inner Maverick: Find the Courage to Think Different

Dare to think different,
Brave the road less traveled by,
Find success ahead.

n business, as in life, it takes a lot of courage to think different. It’s easy to fall into the trap of following the status quo, copying what others have done, and playing it safe. But true innovation and success come from challenging norms and defaults, and taking calculated risks.

Thinking different in business requires the courage to break free from conventional wisdom, challenge assumptions and beliefs, and push boundaries. It means being willing to try new things, even if they haven’t been done before, and being okay with risking the possibility of failure.

And with great risk comes great reward. Businesses that embrace innovative thinking are the ones that stand out from the crowd, attract loyal customers and employees, and ultimately succeed.

So if you want to make a name for yourself in the world of business, don’t be afraid to think different and take bold steps towards the future.

Lazy Thoughts Lead To Lazy Organisations

March 13, 2023

Lazy Thoughts Lead To Lazy Organisations

Let me be blunt here: jumping straight to the default organisational structure of managers, functions, and departments, along with a default Theory-X style culture, is a lazy and ineffective approach to organising your business. Sure, it’s the easy way out, and it’s what most businesses do, but that doesn’t mean it’s the best way. In fact, this approach leads to inefficiencies, silos, disengagement and a lack of agility.

To build a truly effective and successful business, you might choose to take the time to consider all of your options and think different. Challenge the status quo and try new things.

The point is, don’t settle for the default just because it’s easy. Take the time to explore other options and find a structure and culture that will best support your business goals and objectives. It may require more effort upfront, but the long-term benefits will be worth it.

Culture Shock: The Surprising Key to Reinventing Your Business

Article, Culture change, Innovation, Reinvention

Culture Shock: The Surprising Key to Reinventing Your Business

Is your business facing disruption or challenges? Before you pivot your strategies, products, or services, consider this: the success of your reinvention efforts depend on your organisation’s culture. Culture is the collection of shared assumptions and beliefs that define an organisation, and it can make or break your ability to adapt and thrive in times of change. If you want to reinvent your business, start by examining your culture. Transforming your culture can enable your organisation to be more adaptable, creative, and resilient. So, are you ready to start your cultural transformation?

When businesses face challenges or disruptions, they often look to pivot their strategies, products, or services. However, a crucial factor is the organisation’s culture. The culture of a business can make or break the success of any reinvention effort.

Culture can affect everything from how employees interact with one another to how they approach problem-solving. In times of change, a healthy culture can enable an organisation to be more adaptable, creative, and resilient.

If a business needs to reinvent itself, it might choose to start by examining its culture. Leaders must assess whether the current culture is hindering or enabling the necessary changes. They may choose to identify areas that need improvement, such as communication, collaboration, or innovation.

To create a culture that supports reinvention, leaders must also be intentional about communicating the vision and values of the organisation. They may choose to lead by example, modeling desired behaviors, and recognising those who embrace the new culture.

In short, reinventing a business requires more than just a change in strategy. It requires a cultural transformation that empowers employees to adapt and thrive in the face of change.

Insubordination!

Article, Business, Culture change, Dialogue, Needs

Insubordination!

The fear of employees ganging up on bosses is a common dread among business owners and leaders. According to a study conducted by the American Management Association, 53% of managers surveyed reported that they were afraid of their employees ganging up on them. The fear of insubordination, disloyalty, and rebellion can lead to a sense of paranoia among bosses, making them feel that they are under constant threat.

The terms “insubordination” and “superiors” suggest a hierarchical power dynamic in which employees are seen as subordinate (and inferior) to their bosses. The use of these terms can create a perception that employees are expected to blindly follow orders and never challenge the boss. However, in modern workplace culture, the relationship between bosses and employees is evolving. Employers are now expected to listen to their employees, value their opinions, and create an inclusive workplace culture where everyone’s voice is heard.

Business owners and leaders should be aware that the fear of employees ganging up on them can negatively impact workplace dynamics, create a toxic work environment, and stifle innovation. These folks may choose to create an open and transparent workplace culture where employees feel comfortable expressing their concerns without fear of retribution.

Communication and collaboration are key to fostering positive relationships between bosses and employees, building trust and creating a productive and successful work environment.

Bottom line: A positive culture is one where everyone’s needs are considered and actively attended to.

Fellowship As Protest

Article, Business, Caring, Collaboration, Community, Culture change, Fellowship, Nonviolence, Nonviolent Communication

Fellowship As Protest

Relationship-building is an undervalued but vital tool in the arsenal of the modern-day employee. It is not enough to simply march in the streets or hold a sign aloft; building connections with like-minded individuals and fostering a sense of community is essential to creating lasting change. However, many businesses today actively work to undermine relationship-building in the workplace, promoting division and competition among employees at the expense of cooperation and collaboration.

This insidiousness can take many forms, from pitting employees against each other for promotions to encouraging a toxic work culture that values individual achievement over teamwork. But through active relationship-building, we protest against these destructive practices and create a workplace that values fellowship, cooperation and solidarity.

By forging connections with our fellow employees and working to create a sense of community, we challenge the dominant narrative of competition and individualism. This is not just a matter of improving our own working conditions; it is a powerful form of protest that strikes at the very heart of the capitalist system that pits workers against each other for the benefit of the few.

So let us not underestimate the power of fellowship as a form of protest. By standing together and fostering a sense of community in the workplace, we can create a better world for ourselves and for future generations.

“Have you heard of Bill Deming?”

Article, Business, Culture change, Deming, Lamentation, Organisational effectiveness

“Have you heard of Bill Deming?”

At every opportunity I ask this question, and the answer is always overwhelmingly “No”.

Dr. W. Edwards Deming is a highly influential figure in the world of business, management and quality control, yet many people have never even heard of him.

This is a surprising fact given that his ideas and principles have helped to transform countless organisations around the globe.

Deming’s philosophy is centered on the idea of continuous improvement, where businesses are encouraged to constantly improve their products, services, and processes. His 14 points and System of Profound Knowledge have become a blueprint for achieving this goal, emphasising the importance of appreciation for a system, quality, and employee engagement.

Despite his impact, many people remain unaware of Deming and his contributions to modern business practices. This makes me sad, as his ideas provide a roadmap for businesses struggling to remain competitive in today’s rapidly changing world. By learning more about Deming and his principles, organisations gain valuable insights and strategies for success.

Deming’s 14 Points – The Proven Path to Excellence in Business

Article, Culture change, Deming, Improvement, Innovation, Organisational effectiveness

Deming’s 14 Points – The Proven Path to Excellence in Business

Deming’s 14 points is a management philosophy developed by Dr. W. Edwards Deming, which emphasises the importance of continuous improvement in the workplace. The 14 points provide a framework for improving the quality of products and services, reducing costs, and increasing productivity.

The 14 points include concepts such as creating constancy of purpose, adopting a new philosophy, breaking down barriers between departments, improving communication, eliminating numerical quotas, and promoting education and self-improvement among employees.

Deming demonstrated time and again that by implementing these points, organisations could not only improve their bottom line but also create a culture of excellence that would benefit both employees and customers.

Deming’s 14 points have been widely adopted by organisations around the world and have had a significant impact on modern management practices. They continue to be relevant today as businesses strive to remain competitive in an ever-changing global marketplace.

The Road Not Taken

March 9, 2023

Article, Culture change, Organisational Therapy, Poem

The Road Not Taken

Two paths diverged in the business wood,
And I, I took the one less understood,
For I chose Organisational Psychotherapy,
And that has made all the difference to me.

The path of spreadsheets and profit charts,
A well-trodden trail that broke our hearts,
But the path of therapy, less travelled by,
Has helped us find our why.

Through the power of dialogue and reflection,
We’ve transformed our work and our connection,
With our people and our teams,
We’ve brought about some wondrous dreams.

We’ve faced our fears and dared to change,
And through the discomfort, we’ve grown in range,
We’ve learnt to listen, and to truly see,
And that’s made us more agile, and more free.

So, here’s to Organisational Psychotherapy,
To the road less travelled, and the mystery,
For it has brought us to a better place,
And we’re grateful for the journey, and the grace.

A Lament for Agile Software Development

March 9, 2023

Agile, Article, Lamentation, Ode, Poem

A Lament for Agile Software Development

Do not go gentle into that good night,
Agile development, we loved thee so,
Yet now thy flame is flickering low,
And all the world grows dimmer in our sight.

Once thou wert young and full of fire,
A new way of working, a bright new dawn,
We dreamed of all the things thou couldst spawn,
And all the ways thou couldst lift us higher.

But now we mourn thy fading grace,
Thy light that once shone bright and bold,
Now flickers weakly, frail and old,
And leaves us lost in this darkened space.

No more the sprints that flew so fast,
No more the stand-ups sharp and bright,
No more the retrospectives to shed light,
On how to improve, how to make it last.

Agile development, we bid thee adieu,
Thou wert a bright star in our sky,
And though now we say our fey goodbye,
We’ll hold onto the lessons we learned from you.

Scrum Masters Are a Waste of Time and Money

March 9, 2023

Agile, Article, Culture change, Scrum

Scrum Masters Are a Waste of Time and Money

I completely agree with the statement that Scrum Masters are a waste of time and money, and I don’t hesitate to say that we should get rid of them. While the Scrum approach can be somewhat effective when implemented correctly, the role of Scrum Masters often becomes redundant and futile when the culture of the organisation in which they operate is a blocker to progress.

Scrum Masters are supposed to facilitate the adoption of Scrum, invite the removal of impediments, and improve the overall effectiveness of the team. However, in most cases, the company culture and policies are too rigid to allow the Scrum Master to operate effectively. This results in the Scrum Master being unable to drive change, improve the team’s performance, or add any significant value.

Furthermore, the cost of hiring a Scrum Master can be exorbitant, and it is an unnecessary expense when a team can adopt the Scrum methodology on their own. Smart team members can learn the Scrum framework and apply it to their projects, without the need for a dedicated Scrum Master.

In conclusion, Scrum Masters are a waste of time and money if the culture or organisation in which they operate is not receptive to change (which is most organisations). Therefore, I strongly advocate for companies to evaluate their need for a Scrum Master based on their willingness to change their culture, and thus their ability to adopt and implement Scrum effectively, rather than blindly hiring one because it is the norm.

A Generic Conference Submission On Quintessence

Alien tech, Business, Conferences, Culture change, Organisational effectiveness, Organisational Therapy, Quintessence, Software development, Systems thinking

A Generic Conference Submission On Quintessence

Title

Quintessence: A Radical Approach to Effective Software Development

Summary

In this session, we will explore Quintessence, an entirely new and radical approach to effective software development that eschews the whole idea of methodologies. We will discuss the challenges faced by organisations in improving their software development efforts, specifically the collective assumptions and beliefs that hinder progress. Through practical examples, we will demonstrate how Quintessence can help organisations address these challenges and achieve better outcomes, such as increased engagement, accelerated uptake of new ideas, methods and practices, increased productivity, reduced stress, etc.

Session Description In Full

Software development has been described as “the most complex endeavour known to Man”. Despite the prevalence of popular methodologies such as Agile and Lean, many organisations still struggle to improve their software development processes and achieve better outcomes. One of the main reasons for this is the collective assumptions and beliefs held by these organisations, which hinder progress and frustrate the effectiveness of traditional methodologies.

Quintessence offers a new approach to effective software development that goes beyond traditional methodologies. It emphasises a paradigm shift in the way we think about software development. Instead of focusing on processes and methodologies, Quintessence places emphasis on the social and cultural context of software development.

In this session, we will explore the challenges faced by organisations in improving their approach to software development and how Quintessence can help address these challenges. We will discuss how collective assumptions and beliefs impact software development, and how Quintessence offers a road map or guide book for overcoming these challenges. Through practical examples, we will demonstrate how Quintessence can help organisations achieve better outcomes and improve their organisational culture.

Join us for an insightful discussion on this paradigm shift in software development and the practical applications of Quintessence. Whether you are a software developer, manager, or executive, this session will provide valuable insights into improving software development in your organisation.

Session type

Talk

Themes

Paradigm shift in software development
Overcoming collective assumptions and beliefs
Practical applications of Quintessence
Systems Thinking
Psychology
Bigger picture

Unveiling the Surprising Purpose of Anger and the Sustaining Power of Hope in the Quest for a Better World

Article, Caring, Improvement, Needs, Nonviolent Communication

Unveiling the Surprising Purpose of Anger and the Sustaining Power of Hope in the Quest for a Better World

Are you familiar with the two flames burning in the human heart? One fueled by anger against injustice and the other by hope for a better world? Discover the surprising purpose of anger and how hope sustains our fight for a more just and equitable society in this thought-provoking exploration of Tony Benn’s powerful quote.

Tony Benn’s quote, “There are two flames burning in the human heart all the time. The flame of anger against injustice, and the flame of hope you can build a better world,” captures the paradoxical nature of the human experience. On one hand, most of us are driven by a deep-seated need for justice and equity, and on the other hand, we are sustained by a persistent hope for a better future.

Anger is often viewed as a negative emotion, one that is associated with aggression, violence, and irrationality. However, anger also serves a surprising purpose: to signal to us that our needs are not being met. When we feel angry, and thereby become conscious of our need for justice and equity, we are more likely to take action to see our needs met, and to work towards creating a more just and equitable world.

The flame of hope, on the other hand, is fueled by our need for belief in the possibility of a better future.

Hope is what allows us to persevere in the face of adversity, to keep struggling for what we believe in, and to continue working towards a more just and equitable society. Without hope, our need for justice and equity can easily be overwhelmed, and our desire for change can be replaced by despair and apathy.

In conclusion, Tony Benn’s quote reminds us that as human beings, we are driven by two powerful forces: the flame of anger against injustice, and the flame of hope that we can build a better world. It is up to each of us to harness these forces and to use them to create positive change in the world. Anger can be a powerful signal, but let’s use it as such in the hope of getting our needs better met.

A Generic Conference Submission On Organisational Psychotherapy

Article, Conferences, Culture change, Memeology, Organisational Therapy, Quintessence

A Generic Conference Submission On Organisational Psychotherapy

Title:

Organisational Psychotherapy: Uncovering the Power of Shared Assumptions and Beliefs in Culture Change

Abstract:

Organisational psychotherapy is an emerging discipline that applies the principles and practices of psychotherapy to organisational contexts. It is a powerful tool for cultural transformation, as it recognises the role of shared assumptions and beliefs in shaping organisational culture. In this session, we will explore the principles and practices of organisational psychotherapy and how they can help organisations drive meaningful change.

We will begin by discussing the importance of shared assumptions and beliefs in shaping organisational culture. These assumptions and beliefs are often invisible, yet they determine the norms, values, and behaviours of the organisation. We will explore how these assumptions and beliefs can be uncovered through the use of psychotherapeutic techniques such as observation, reflection, and inquiry.

We will then introduce the principles and practices of organisational psychotherapy and how they can help organisations address cultural challenges. This includes creating a safe and supportive environment for individuals to express themselves, developing a shared understanding of the organisation’s culture, and co-creating a vision for cultural transformation. We will also discuss how organisational psychotherapy can help organisations identify and address the root causes of cultural challenges, rather than merely treating the symptoms.

Through case studies and real-life examples, we will demonstrate how organisational psychotherapy has helped organisations drive meaningful change. We will highlight the importance of cultural transformation in the context of the current business landscape, where organisations need to be agile, innovative, and resilient to thrive.

In conclusion, this session will provide attendees with an understanding of the principles and practices of organisational psychotherapy and how they can help organisations drive cultural transformation. We will explore the power of shared assumptions and beliefs in shaping organisational culture and demonstrate how these can be uncovered and transformed through the use of psychotherapeutic techniques. Attendees will leave with practical insights and tools for driving meaningful cultural change within their organisations, change which will accelerate their adoption of more effective ideas, methods and practices.

DEI: The Game-Changer for Business Culture

Article, Business, Culture change, DEI

DEI: The Game-Changer for Business Culture

Drive Innovation, Boost Productivity, and Outperform Competitors!

The goal of Diversity, Equity, and Inclusion (DEI) initiatives is to ensure that everyone in the workplace, regardless of their race, ethnicity, gender, sexual orientation, religion, age, or any other factor, has equitable access to opportunities and is treated with respect and dignity.

Increasing numbers of businesses are realising the benefits of active DEI initiatives in growing a positive and effective business culture. Research has shown that businesses that prioritise DEI in their policies, practices, and procedures are more likely to experience increased innovation, higher productivity, and better financial performance.

One important aspect of DEI is the role it plays in attracting and retaining people. According to a survey by Glassdoor, 67% of job seekers said a diverse workforce is an important factor when evaluating companies and job offers. Additionally, a study by Deloitte found that diverse and inclusive workplaces are more likely to retain employees, with turnover rates being 20% lower than non-inclusive workplaces.

In addition to attracting and retaining people, DEI also contributes to the bottom line. A study by McKinsey & Company found that companies in the top quartile for gender diversity were 15% more likely to have financial returns above their respective national industry medians. Similarly, companies in the top quartile for ethnic and cultural diversity were 36% more likely to outperform their respective national industry medians.

Furthermore, DEI has a positive impact on innovation and creativity within organisations. A report by the Harvard Business Review found that diverse teams are more likely to produce innovative ideas and problem-solving strategies than homogenous teams. IBM reports similar findings.

Effective DEI implementation requires a cultural shift. Organisations must commit to prioritising DEI and establish policies and procedures that foster an diverse, equitable and inclusive workplace culture.

The bottom line? We are now seeing the benefits of progressive Diversity, Equity, and Inclusion (DEI) initiatives in building and maintaining a positive and effective business culture. The evidence suggests that prioritising DEI contributes to improved financial performance, increased innovation, and higher employee retention rates. Companies that prioritise DEI will not only benefit their employees, but also their bottom line.

Mastering the Art of Discovering Folks’ Needs

March 7, 2023

Antimatter principle, Article, Culture change, Needs, Nonviolent Communication

Mastering the Art of Discovering Folks’ Needs

Do you struggle to uncover the needs of those around you? Discover the power of the Antimatter Principle and learn how to cultivate empathy, deep listening skills, and observation techniques to uncover the desires, hopes, and concerns of the people in your life. With these tools, you can build stronger relationships, improve communication, and develop a greater understanding of those around you. Don’t miss out on the opportunity to connect with others on a deeper level and create more fulfilling connections.

I write a lot about attending to folks’ needs. I’ve explained the psychology behind it, and named it the Antimatter Principle. I’m often asked HOW to discover folks’ needs so we can attend to them. Here’s a brief response.

Attending to the needs of others is an essential part of building strong relationships and creating a fulfilling life. However, discovering these needs can be challenging. The first step in discovering folks’ needs is to cultivate empathy and deep listening skills. This means paying attention to both verbal and nonverbal communication and being present in the moment.

To begin, it’s important to ask open-ended questions and encourage the other person to speak freely. I often start out with “Is there anything you’d like to have happen?” This can help uncover their desires, hopes, and concerns. Additionally, observing their behavior can also give clues to their needs. For instance, if someone is constantly checking their phone, they may be feeling disconnected and in need of attention. Caution: It’s way too easy to project your assumptions into what you observe. Always test such assumptions by asking e.g. “I see you checking your phone. I guess this might mean you’re feeling disconnected?”

It’s also essential to recognise that folks’ needs change over time. Therefore, it’s important to continually revisit the dialogue and check in with people to ensure that their needs are receiving attention.

In attending to folks’ needs, it’s important to recognise that everyone is unique and has their own set of needs. Thus, it’s crucial to approach each individual with an open mind and an intention to learn about them. By doing so, we can develop meaningful connections and improve our understanding of others, leading to greater empathy and compassion.

HR Professionals: Well-Meaning Angels, Incompetent Fools

March 4, 2023

Article, Deming, HR, Lamentation

HR Professionals: Well-Meaning Angels, Incompetent Fools

Are HR professionals well-meaning but inept? As crucial as their role may be, their lack of competence in key areas can lead to disastrous outcomes. From misunderstanding company culture to botching employment law, the consequences can be far-reaching. Read on to discover the pitfalls of HR ignorance and its impact on employees and the company’s bottom line.

It is often said that HR people are universally well-meaning, but this does not necessarily translate into competence. While it is true that HR professionals may have the best intentions, their lack of knowledge and understanding in key areas can lead to disastrous outcomes.

One of the main areas where HR professionals fall short is in their lack of understanding of company culture. HR professionals are often brought into an organisation to help maintain a positive work environment, but they may not have a good grasp of what makes that environment positive in the first place. This can lead to policies and practices that are at odds with the company culture, and can ultimately cause more harm than good. Ignorance of even basic psychology and human motivation is lamentable.

Another area where HR professionals may lack competence is in their understanding of employment law. While HR professionals are expected to be experts in this field, many do not have the necessary training or experience to make informed decisions. This can lead to legal issues for the company, and can put employees at risk.

HR professionals may also lack competence in communication. They may not have the skills to effectively communicate with employees, leading to misunderstandings and confusion. This can create a negative work environment and can damage the company’s reputation.

In conclusion, while it is true that HR professionals may have the best intentions, their lack of competence in key areas can be detrimental to both employees and the company as a whole.

The Inconvenient Truth: Upton Sinclair’s Dictum Shatters Your Delusions of Objectivity

March 4, 2023

Article

The Inconvenient Truth: Upton Sinclair’s Dictum Shatters Your Delusions of Objectivity

When faced with a difficult truth, how often do we choose to turn a blind eye, get defensive, or jump to a counter-argument? Upton Sinclair’s Dictum reminds us that the answer may be more unsettling than we’d like to admit.

How many people are aware that their arguments in favour of a particular field of practice are driven by self-interest? This is the question that Upton Sinclair’s Dictum aims to answer. The Dictum, named after the American writer and social activist Upton Sinclair, is a statement that asserts that “It is difficult to get a man to understand something when his salary depends upon his not understanding it.”

In other words, Sinclair’s Dictum suggests that individuals are often unwilling to acknowledge certain truths or facts if doing so would go against their own personal interests or beliefs. This concept applies to a wide range of fields, including politics, economics, and medicine, where professionals may be motivated to protect their own financial interests or status within their respective fields, even if it means overlooking important information or denying evidence that contradicts their position.

For example, a pharmaceutical company may be hesitant to acknowledge negative side effects of their drugs because doing so would result in decreased profits. Similarly, politicians may be unwilling to accept the reality of climate change because it conflicts with their political beliefs or may harm the interests of their constituents.

Sinclair’s Dictum is a reminder of the importance of remaining critical and objective when evaluating information, particularly when it comes to areas that may impact our own personal interests. It serves as a caution against blind faith in authority and highlights the need for independent and rigorous analysis of information in order to arrive at well-informed conclusions. Ultimately, Sinclair’s Dictum emphasises the importance of honesty and transparency, even when the truth may be inconvenient or uncomfortable.

Beyond the Price Tag: The Stone Truth About What Really Attracts Top Talent

March 4, 2023

Article, Business, Culture change, Needs, Recruiting, Remuneration

Article, Compassion, Culture change, Nonviolent Communication

Beyond the Price Tag: The Stone Truth About What Really Attracts Top Talent

Are you tired of losing your best employees to competitors? It’s time to rethink the traditional (and unevidenced) notion that “you have to pay market rates to attract good people”. Simply offering more money will likely attract mercenaries rather than loyal and committed employees. So, what can companies do to attract and retain people? Let’s explore the factors that truly matter in building a team of dedicated and passionate people who will help drive your company’s success.

The idea that “you have to pay market rates to attract good people” is widely accepted in the business world. The basic premise of this argument is that in order to attract the best talent, companies must offer competitive compensation packages that reflect the current market rates. This is because highly skilled and qualified individuals are in high demand, and will often receive multiple job offers from different companies. As a result, companies that offer below-market compensation packages are unlikely to attract the most talented candidates.

“If all you have is a hammer…”. Compensation is that hammer.

However the stone truth is that simply paying market rates is totally inadequate to engage and motivate. This is because individuals who are primarily motivated by money are mercenaries – individuals who are willing to work for the highest bidder, without any loyalty or commitment to the company or its values.

In this sense, paying at or above market rates will attract mercenaries rather than truly committed and loyal employees. Mercenaries may be skilled and talented, but will lack the long-term commitment and dedication that companies need to succeed in the longer run. By definition, mercenaries are primarily motivated by financial gain, and will quickly jump ship to another company if they receive a better offer.

Therefore, companies might choose to consider factors besides compensation, such as company culture, opportunities for growth and development, and a strong sense of purpose and mission. By offering a more holistic package that goes beyond mere financial compensation, companies can attract employees who are not just in it for the money, but are engaged with the company’s long-term success. A policy of hiring mercenaries also lowers the workforce’s esprit de corps.

Finally, there’s Deming’s 95:5. Deming’s 95:5 rule states that 95% of productivity in any organisation results from the system or process, while only 5% is down to individual talent. This principle has important implications for the idea of paying market rates. By focusing on the 95%, rather than the 5% represented by individual employees, “best talent” becomes next to irrelevant. Ultimately, the success of a company depends on the strength of the entire organisational system, rather than the individual skills and talents of its employees. Where’s the bigger payback?

Empowering Communication: A Philosophy for Success

March 3, 2023