Change

Encouraging others to paint themselves into your Vision

Creating a situation where people feel compelled to align to a vision is often a leader’s desire, particularly in situations of change. Be they forced by the market, a change in senior leadership strategy or a diversification in what you do, we’d all want out teams to the change and with it the direction of

Increasing dissatisfaction – the bedrock of change

Why is dissatisfaction such a big deal in the Change Equation? Our view?  Without it we go nowhere – all other items can be in place for positive change but if we are not ‘dissatisfied’ with our now then why would we change? If the status quo is fine for us what is the need

Beyond mathematics.. the Change Equation and Kepa’s refusal

I have been really looking forward to this blog and exploring the ‘Change Equation’. (Don’t you just love it when maths enters into the world of organisational and people development?!)  We recognise that ‘meaningful’ change is more complex than a maths question, however the Change Equation (defined through the work of Beckhard and latterly Dannemiller)

Delving deeper .. Lessons in Leadership from Dancing Guy

One of our favourite concepts around change is Derek Sivers approach to ‘creating a movement’ His YouTube video has over 5.4 million views (pretty sure most of them we’ve generated through sharing this easy to understand video storyboard!) In case you’re not one of the 5.4 millions who’ve seen it, here’s the link  The leadership

Engaging with the change resistors

Why is it possible for some to see change as part of daily life, a thing that happens regardless of context?  They step toward it expectantly. Whilst others stick hard and fast in the moment of now. Except that moment was actually two years ago and they are repeating the same melody. They are afraid

Reactions to change

The paradox of the acceptance of change as I see it is,  we often sit in tension between holding back from pursing positive change because it caused hurt in the past (personal, emotional, financial etc), we know we should accept change (as it’s inevitable) and because if this works the benefit would out way the negative.

Being Trust Centered – when it IS ‘all about you’

We begin with a WARNING….if you don’t give trust to others or have trust in others it is unlikely that others will trust you… Within Leading Edge’s Point of View around Leadership we see Trust and being a ‘Trust Centered’ as a key ingredient to Great Leadership. Without trust we may never reach our individual,

Guest Blog: 3 stories from 3 different worlds by Kurt Lindley

Last week we hosted 60 clients and colleagues at the headquarters of the British Olympic Association in central London, to explore together ‘Building Successful Brands through Culture’   Attendees included Technical Directors from the Football Association, two sporting MBEs, four England internationals across multiple disciplines and clients from businesses as diverse as M&S, Miele and

Changing culture.. the determining factor?

This week more than a couple of conversations have centered around culture change.. and the perpetual debate about ‘how long does it take?’ A quick google search shows proponents of everything from 2-3 to 8 years as the stated wisdom – so it would appear some clear alignment that the silver bullet is definitely unattainable

Busting Beliefs – again!

I love the (thankfully!) regular news items we receive celebrating the achievements people have made when the odds are against them. This week it’s the story that an Australian, Steve Plain, has set a new record for climbing the highest peaks on each of the seven continents, four years after breaking his neck in a