Brett Adams

It's important to recognise the "sacred cows" within the organisation—long-standing traditions or practices that may be resistant to change. These sacred cows can hold significant value for certain groups, and addressing them requires sensitivity. Ignoring these ingrained beliefs can lead to resistance during integration. When forming new teams, it's essential to acknowledge and understand these sacred cows. Leaders should facilitate open discussions about which traditions are vital to preserve and where there is room for change. This approach helps build trust and openness to the new culture. By addressing these elements thoughtfully, you can create a more cohesive and inclusive culture as a first impression.

It is important to recognise the "sacred cows" within the organisation—long-standing traditions or practices that may be resistant to change. These sacred cows can hold significant value for certain groups. Identifying them requires investigation, and addressing them requires sensitivity. Ignoring these ingrained beliefs can lead to resistance during integration. Leaders should facilitate open discussions about which traditions are vital to preserve and where there is room for change. This approach helps build trust and openness to the new culture. By addressing these thoughtfully, employees will feel respected and considered increasing their sense of contribution and making the transition successful.

It's essential to understand both the opportunities and risks associated with AI implementation. Establishing a dedicated focus group or leadership project and forming a partnership with a local university are examples of key strategies to achieve this. A focus group or leadership project can explore how AI can identify efficiencies whilst understanding the risks of its use. An example of this could be the use of AI-powered translation tools. These tools can break down language barriers, ensuring seamless and clear communication across content platforms like websites and support global teams during live meetings. Ongoing partnerships with a local university can also help maintain relevance during rapid AI advancements.

Establishing a culture of change intervention that is both respectful and inclusive involves guiding individuals toward a collective vision for the future while acknowledging and honoring the past. It is crucial to find common ground for the future while demonstrating appreciation for the positive qualities of individuals. During periods of change, individuals may feel a sense of victimisation and adversity, potentially leading to self-doubt and reduced confidence. Therefore, it is essential to emphasise that the need for change does not diminish their personal-worth. People should feel respected, valued, and secure amid transitions, promoting a more positive and effective change process. Hindsight + Foresight = Insight

Develop and design strategy to allow for global scale and accessibility. Consider proven global psychological theories and models in this approach. When executing the strategy consider people, processes, and systems to achieve this. Alignment to the vision and values of the organisation should drive the needs-based assessment. Provide for the varying complexities of diversity and inclusivity within workplace cultures.