Three Steps to Behavioural Change Heaven

Three Steps to Behavioural Change Heaven

I am sure we have all seen statistics that show that most change initiatives fail because of issues to do with a lack of acceptance of change or a so-called human resistance to change. 

Why is it so surprising? The reasons people don’t like change are obvious. It is inherent in the human psyche. We have coined the term ‘comfort zone’ to refer to the boundaries of what is comfortable for us. Change, by definition, usually takes us outside our comfort zones so hey presto, we are uncomfortable! It’s not rocket science!

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Lessons FOR sport FROM business

Lessons FOR sport FROM business

A huge amount is written about what business people can learn from great sports people. In fact, entire post sporting careers have been built on speaking engagements that pass on the insights from sporting success to the workplace - much of which makes good sense. However, being a champion of good business practice and a self-confessed sports nut, I wonder if we can invert this and look at the lessons managers in sport can potentially learn from managers in business. 

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You can lead a horse to water.....

You can lead a horse to water.....

Does the following scenario sound familiar? Your company invests a significant amount of time, effort and money on a new sales, leadership or customer service training programme. It is launched with a certain degree of fanfare. The launch goes well – there is plenty of initial excitement and enthusiasm. However, in the end, there is little or no tangible improvement in performance and a few years later, more time, effort and money is spent on a new initiative.

Why does this happen? 

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Organisational Gold Dust - Peak engagement, motivation and performance

Organisations talk a lot about Employee Engagement. On the face of it, this promises much. Truly engaged employees contribute more, give better service, embrace change, are stronger advocates for brands and are more creative. As a result, many organisations are investing huge sums of time, effort and money into defining, understanding and improving the engagement of their people. So how do we ensure that this is not another false dawn and doesn’t join the list of popular initiatives that have failed to transform business in the way they were intended? 

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