YourBigPic

Artful Question: How Aligned are *Your People, Purpose, and Processes for Customer Value? Operational effectiveness can and should be more than process optimisation—it’s about connecting people to Purpose in a way that maximises value for the end Customer. 🌐 Encouraging colleagues to be a part of this work is a key foundation so here’s one breakdown of an approach: 🎯 Purpose: Giving teams a clear understanding of why their work matters, linking individual contributions to the bigger mission; 🎯 Value for the Customer: When every role is aligned with Purpose, the entire operation flows toward delivering Value, enhancing the experience at each touchpoint in the Customer Journey; and 🎯 Customer Journey: Mapping processes around the Customer Journey ensures each team member understands how their work impacts the end customer directly. The Change Lab we run enables teams to connect these elements practically, transforming operational effectiveness against a shared vision that serves not only the business but, most importantly, the Customer and the value created. 🌍 So here’s our question for you this weekend: How well do your people see the purpose behind their processes? 🤔 And what could your organisation achieve if every team member understood their role in creating value for the customer? Visual Powered by BIG PICTURE® which we use in the Change Lab *in an organisation for which you are most familiar! #YourBigPic #CustomerValue #OperationalExcellence #CustomerJourney #ChangeLab

🌌 Exploring Transformation Approaches with Gouillart & Kelly’s Framework 🌌 We’ve been checking out Gouillart & Kelly’s 'Transforming the Organisation', a fascinating framework with four main transformation streams, each split into focused sub-streams. It offers structure for tackling big organisational challenges, but we’re curious to know—have you used or explored their work? On our part, we’ve been adapting a visual approach we call the “Comet.” It’s a simplified but dynamic way to represent Truly Transformational needs through the Six Specialisms we focus on: Strategy, Change, Finance, Learning, Performance, and Teamwork. 🚀 This visual aims to make complex change accessible and engaging, focusing attention on the specialism that matters most to the task at hand while balancing supporting roles. We’ve found it helps with cognitive load, adaptability, and team alignment. If you’re familiar with Gouillart & Kelly’s framework: Q 1️⃣ How have you applied it in real-world settings? Q 2️⃣ What’s worked best for you, and what would you improve? Looking forward to hearing your thoughts! 👂✨ Wicked Outcomes < Wicked Challenges via the Six ITs #Change #Transformation #Leadership #Strategy #YourBigPic #Comet #GouillartandKelly

Ready for Some Weekend Future Shock? 🚀 With the pace of change appearing to be unrelenting—think AI and digital transformation—it’s easy to feel overwhelmed! Last week, Seth Godin referenced Alvin Toffler’s classic 1970s piece on “future shock,” and it got us thinking: Are we doing everything we can to help? 🤔 We love diving into the big, inquisitive questions. 🌱 Instead of fearing future shock, what if we leaned into it—like a judo roll—harnessing that energy as a force for growth? 🌊 Recently, we received some great feedback from a reviewer who appreciated our curiosity-driven approach to sparking new ideas and helping people find comfort in the unknown. Quite remarkable that Toffler’s words from 1970 still resonate today: “The increasingly unstable environment demands more and more non-programmed decisions down below; the need for instant feedback blurs the distinction between line and staff; and hierarchy totters… Planners are too remote… as suspicion spreads that top-down controls are unworkable, [people] begin clamouring for the right to participate in decision-making.” In that spirit, we’ve drawn on three insights from our Where We Are Now Workshop that can help you navigate and even thrive in the unknown: 🔍 Spotting Signals: What’s really happening within your team and organisation? Recognising early signals helps you stay ahead rather than reacting in hindsight; 🗺️Mapping Challenges and Opportunities: Understanding both roadblocks and possibilities brings focus to where you can have the most impact; and 🎯Framing the Core Purpose: Reflecting on why your organisation exists brings clarity, even in future shock. It’s about re-centering on Purpose to steer confidently through change. Curiosity and clarity go a long way in making future shock feel like future strength! Collaborating with colleagues to uncover what they really think is a great place to start. 💡 So, let’s kick off the weekend with a question: What could your team roll if they truly understood where they are now?! 👀 Or simply: How important is it to know?! Have a great weekend! 🌞 #FutureShock #Curiosity #ChangeManagement #WeekendThoughts #YourBigPic #InquisitiveLeadership

A couple of questions emerging from the Gallup post Friday: 💡 Is your organisation’s Culture intentional or something that’s just evolved? For small businesses, culture may often feels a bit organic and hard to pin down, perhaps built around close relationships. As the organisation grows, how intentional does culture need to be for sustainable success? 🤔 At what point do you start having proactive conversations about it? What kinds of triggers would suggest the time is right? 🔎 And what about engagement—if we had to choose, should we focus on Culture or Engagement to drive performance? What signs tell you which lens is most relevant to improving your organisation? A couple of ‘thunks’ there to mull over. Check out Peter Emms Cracking Culture @YourBigPic. #Culture #Engagement #Leadership #BusinessGrowth #OrganisationalDevelopment

Happy Friday! Some reading .. We’ve been back over this March 23 report from Gallup referenced in their latest mailing: “Only 23% of global employees are engaged at work, according to the State of the Global Workplace: 2024 Report. But at best-practice organizations, a whopping 70% of employees are engaged.” https://lnkd.in/gUf3YqbZ Some initial thoughts: 💎 The ‘where we are now’ and ‘where we need to go’ is an interesting reference across to our Change Workshops; 💎 Alignment and ‘on the same page’ we would add starting with ‘in the same room’ (where the page is)! and 💎 How this translates into different sizes of organisations and what therefore their needs are. Peter Emms has a great handle on Cracking Culture @YourBigPic and we’re joining the dots with Strategy, Learning, and Finance. We think it’s these edge cases and joins where the benefits are and being able to tackle one and the other at the same time. #culture #strategy #change

Where we need to be vs. Where we are now: Which First? Should we start with 'Where We Are Now' or jump straight to 'Where We Need to Be'? 🤔 This question has sparked an interesting debate reflecting two different approaches to change. A re-engineering approach might reverse the order of these two Workshops. In cases where a big transformation is the goal, this method can help organisations avoid being constrained by the current state. However a different perspective: ‘You can re-engineer a machine, but not an organisation made up of people with social, emotional, and cognitive complexities.’ While starting with the future vision is often the entry point, understanding the past helps define the path and scale of change needed. So, how do you decide which to prioritise? 🚀 👉 What signals is your organisation giving you? Is there clarity on future ambitions? Or are deep-rooted issues from the past shaping the present? Every organisation’s journey is unique, but getting the order right can make all the difference in a successful transformation. Which would you prioritise? 👇Let’s discuss in the comments! Reminds us of this visual of the hills and mountains from the Wicked Challenges paper. Sometimes you're on a hillock and you can't see across! #ChangeManagement #Leadership #Transformation #Strategy

🎯 Hywel's Recommendation: A Two-Phase Approach to Onboarding As a final snippet in the this series Hywel Griffiths suggests a two-fold approach to onboarding: "Three months in the traditional way, followed by nine months under the flexible model." This method gives both the business and new hires the chance to learn about each other, ensuring a smoother transition to flexible work while retaining the essence of company culture. Good use of the word ‘dichotomy’. We’re all over the possible changes for an organisation you are most familiar and we can work in a practical way to support you achieve the outcomes you seek. This and the previous are wrapped up in the link in the comments where you can find out more and Register your Interest to ‘Stop your People Churn’. #Onboarding #FlexibleWorking #HR #EmployeeExperience #WorkplaceTrends

🌍 Adapting to a New Work Environment: What Does it Mean for Onboarding? With Employment Law featuring regularly in the news and in the context of a flexible working landscape, with 4-day weeks and remote options, onboarding brand new employees has become even more complex. 🧩 As Hywel Griffiths says: “Can you imagine having that conversation with brand new employees? You don’t know anything about them, .. yet they can demand flexible work.” Ensuring a happy journey for both the new hire and the business requires a tailored approach. Learn more in our penultimate video in this series. 🎥 Tomorrow a recommendation .. #Onboarding #FlexibleWorking #HR #EmployeeExperience #WorkplaceTrends

A Thoughtful Friday Thunk 💭 As we close out the week, we’ve been reflecting on the blend of Culture, Performance, and Change within organisations. 🤔 We don’t see these as islands— they’re all intertwingled (© BH!). Culture drives how teams handle Change, but sometimes, an overemphasis on operational Performance can create resistance. How do we find the right balance? We love a healthy tension with a Culture that encourages Learning and innovation, encouraging Performance to grow organically through adaptability- more about readiness than resilience. How do you tackle the that tension between operational stability and change? 🔄 We’re comfortable with it and have it weaved it through our Culture and Change Workshops. Comet-tastic! Have a great weekend! Peter Emms Martin Johnson Dave Levine #Change #Performance #Culture

🤔 This got us thinking from Seth Godin .. “Unintended consequences .. are still consequences. We’re all participants in the systems around us, and complicit in their consequences even if we didn’t intend them. First, we need to see the systems, and then we have the opportunity to work to change them.” So, everything is indeed connected up rather than the specialisms we box off, the business areas we focus on, and the measures we’re reporting on. Watch out for our Comet treatment for the first and our BIG PICTURE® treatment of the latter two. It reminded us of this piece from Bryce Biggs, co-author of the Wicked Challenges Whitepaper, here speaking to Martin about Cobra blood and a bonus story of the ‘tragedy of the commons’. We didn’t write this for the algorithm or used AI- we just thought it was super interesting and connected. Unintended Consequences are a supplementary element of Wicked Challenges. https://lnkd.in/efc39HqV #complexity #wickedchallenges #accountability