Walking the Talk Blog

Symbols – small changes, big wins: A GM example of how to empower

[fa icon="calendar'] 12-Sep-2018 06:45:00 / by Amanda Fajak posted in Empowerment, Symbols, Psychology

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I am constantly talking to clients about the power changing a few key symbols can have in building momentum for culture change. Symbols reflect those small decisions that on their own don’t seem significant but in the context of how your organisation operates send a big message.

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To get at culture, we need to dig deep

[fa icon="calendar'] 27-Aug-2018 10:54:00 / by May Lee posted in Engagement, Be Do Have, Behaviour, Values

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Engagement is based on what we have and do; Culture is what we have, do and BE.

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Busting the myth: How long does it really take to change your culture?

[fa icon="calendar'] 23-Aug-2018 06:08:00 / by Amanda Fajak posted in Culture change, Leadership, Leading culture, Amanda Fajak, Role models

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I have been on a pilgrimage of sorts over the past few weeks, retracing the events of the Hungarian revolution in 1956. My father was a revolutionary and we had a very emotional time reliving the rise of communism.  One of the things that struck me is how quickly communism took hold in the late 1940s and how deeply it became entrenched. It made me ponder on a question that I am asked regularly… ‘how long will it take for us to change our culture?’ 

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We are engaged, can't you see?

[fa icon="calendar'] 17-Aug-2018 08:00:00 / by May Lee posted in Engagement, Be Do Have, Behaviour, Managing behaviours

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Do you know why you measure Engagement?

At our recent culture clinic, we asked a room of 50 professionals “How many measure Engagement?” nearly all hands were raised.  Then we asked “Who here measures Culture?”, only ten hands remained.  Our final question sealed the deal, “Who measures both Engagement and Culture?” more hands went down.  Of all the people in the room, only three people measured both Engagement and Culture.   

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Global or local culture plan?

[fa icon="calendar'] 06-Aug-2018 06:10:00 / by Jerome Parisse-Brassens posted in Leadership, Managing culture, Culture planning, Jerome Parisse-Brassens

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When helping businesses develop healthy, fit-for-purpose cultures, I often get asked whether the organisation should develop a “top-down” global culture plan or let local entities develop their own plans. My answer? It depends. 

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