A Year of Culture Content
Continual evolution and better understanding of people dynamics — regardless of industry, country, politics or social turmoil — is one of the things that I enjoy most about my work.
Every week, I will spend time reading, researching and then writing about different elements of culture. I do this in the hope that it prompts reflection, generates ideas or inspires action for those that read my blogs and books or listen to my podcasts. I’m frequently humbled by and grateful for the feedback I receive for this work.
This year saw the publishing of my sixth book ‘Detox Your Culture’, a book that I wish I hadn’t had to write! That said, it has been really well received and recognised as a vital tool in mitigating the risk of toxic culture.
I also worked with the University of Georgia and launched a new tool to help organisations to understand what kind of culture they have now, which in turn generates a report that helps to inform the actions that can be taken to address any issues.
Alongside the consulting work and the public speaking that I do for events and organisations around the world, it’s fair to say that it’s been a busy year! I’m always looking for new clients to work with — the organisations and teams who want to create a culture shift. If that is you, then please get in touch!
That said, I recognise — in our content heavy world — that you won’t have time to read, watch or listen to everything that I put out into the world. Which is why I’ve chosen to use my final piece of content for the year to summarise my year of blogs, to provide you with the chance to either return to something that may have sparked your interest or provide you with the inspiration to take action in 2025.
I will be taking a slightly different approach to my content next year that will provide greater depth (for those that are looking for it) on working culture as it evolves further. All will be revealed in the new year!
Please do send this blog to others you think would be interested in culture (or ask them to subscribe here).
Thank you for your subscription, support, feedback and candour. See you in 2025!
Why 'Culture First' leaders will always succeed: In this blog I identify three leadership styles: 'Results First', 'Stability First' and 'Culture First'. I argue that 'Culture First' leaders, who prioritise building a positive culture while still focusing on results are the most successful in the long term.
Three reasons why companies fail at Diversity, Equity and Inclusion: In this blog I identify three key reasons why DEI efforts fail: poor education, low accountability, and low organisational priority. I provide a brief definition of each DEI element and suggest companies must educate employees, hold them accountable, and genuinely prioritise DEI to achieve success.
Empathy is the foundation of productivity: In this blog I argue that empathy is essential for productivity and building strong team connections. I define empathy as understanding others' feelings and experiences, emphasising the importance of investing time in building empathy to create a safe and collaborative work environment.
10 Undebatable Benefits of Purposeful Culture Building: In this blog I advocate for proactive culture building that involves employees in the definition process. I list 10 benefits of this approach, including improved engagement, performance, retention, talent attraction, collaboration, innovation, brand reputation, health and wellbeing, resilience, and happiness. I encourage leaders to trust the process and invest in building a positive workplace culture.
Are silos sabotaging your culture? In this blog I discuss the problem of silos in organisations, advocating for a federated model of culture where subcultures are empowered while maintaining alignment with core values. I highlight the need for middle manager training to build vibrant subcultures and break down silos.
The Promises and Perils of AI at Work: In this blog I explore the impact of AI on the workplace, highlighting the potential benefits and threats. I caution against treating AI as a cure-all for dysfunctional cultures and actively campaign for a human-centric approach that prioritises employee wellbeing and responsible use of technology.
Personal vs. Team Measurement: In this blog I make the point that when organisations choose to measure the performance of the individual — via a KPI — rather than a team — via an OKR — then it will likely lead to selfish behaviour. When the team is committed to a team goal, the chances of success are far greater.
The Great Leadership Delusion: In this blog I challenge the traditional focus on leadership development, arguing that organisations should prioritise developing foundational skills for middle managers instead. I demonstrate that investing in the development of middle managers leads to better communication, productivity, and performance.
The 5 Pitfalls of Team Building Events: In this blog I identify the five common pitfalls of team-building events: lack of clear goals, repetitive content in different venues, reliance on celebrity speakers, gimmicky activities, and waiting for the perfect time. I offer alternative approaches, emphasising the importance of clear goals, engaging content, and timely action.
Emotional intelligence alone doesn't ensure success: In this blog I highlight the importance of emotional intelligence while arguing that it is insufficient for achieving success without intrinsic motivation and discipline. I advocate for a balanced approach that combines emotional intelligence with the drive to act on feelings and achieve results.
Culture Renovation: A proven blueprint for change: In this blog I provide a four-step blueprint for culture change: Intention, Knowledge, Action, and Impact. I emphasise the importance of leadership commitment, training middle managers, empowering employees to take action, and tracking progress to measure the impact of cultural evolution.
One employee can make a world of difference: In this blog I make the point that culture is everyone’s responsibility and when just 10% of employees with an unwavering commitment believe that they can change, they can influence the others within a group to do so. When that number reaches 25% then change is inevitable.
Are Your Stories Killing Your Culture?: In this blog I explore the role of stories in shaping workplace culture. I identify five types of negative stories: strategy-based, structure-based, capability-based, process-based, and nostalgia-based. The blog encourages leaders to reframe or challenge negative stories and promote positive narratives to foster a healthy culture.
How to measure your culture (in a meaningful way): In this blog I discuss the inadequacy of traditional employee engagement surveys in fully capturing workplace culture. I propose a new approach that measures both employee engagement and emotional intelligence to assess the true health of a culture, categorising them as Stagnant, Pleasant, Combatant, Vibrant, and Toxic.
The culture rots from the top: In this blog I stress the responsibility that leaders have in shaping organisational culture, using the example of Uber's toxic culture under Travis Kalanick. I posit (and reinforce with case studies) that toxic cultures can destroy lives, results, and reputations, and that leaders must be committed to demonstrating the desired values and behaviours in order to avoid this scenario.
What HR needs to change to regain employee trust: In this blog I discuss the current state of HR, arguing they are often seen as complicit in toxic cultures. I suggest three strategies for HR to regain employee trust: becoming culture experts, prioritising people over paperwork, and cultivating moral courage to challenge toxic behaviour.
4 Ways to Jazz Up Your Culture: In this blog I encourage organisations to actively evolve their culture by drawing inspiration from unexpected places, using the example of Ronnie Scott's Jazz Bar in the UK. The four key takeaways highlighted are embracing strategic downtime, cultivating a culture of excellence, orchestrating creative collaborations, and seeking inspiration beyond one's industry.
The Five Types of Employees (and the two you need to worry about): In this blog I identify five types of employees: Leavers, Disruptors, Coasters, Drivers, and Stars. I suggest leaders should be particularly wary of Disruptors, who actively disengage and spread negativity, and Coasters, who complain but do not take action.
Flexible vs Hybrid Work — What they mean and why it matters: In this blog I talk about the continuing debate between hybrid and flexible work. I argue that Success hinges not on the specific work model but on building a culture of trust, output focus, and proper tech implementation.
The Wellness Program Paradox: In this blog I question the effectiveness of traditional wellness programs, arguing that they often fail to address the root causes of employee stress and dissatisfaction. I suggest that organisations should focus on building a healthy culture and empowering employees instead of relying on superficial wellness interventions.
Why Psychological Safety isn't a 'Nice to Have': In this blog I emphasise the importance of psychological safety in the workplace. I outline four key elements for building it: fallibility, accessibility, vulnerability, and accountability, and list various benefits like increased engagement, productivity, quality, and innovation that are achievable when these are demonstrated.
The Dark Side of Workplace Secrecy: Who Really Benefits? In this blog I criticise workplace secrecy, arguing it primarily benefits those in power and undermines employee wellbeing, safety and performance. I suggest that transparency leads to better outcomes and calls for clear communication channels, transparent decision-making processes, and regular feedback.
