Anti-platitude

We all love to slay dragons. It’s hard, exciting and we love to tell everyone about it for years afterwards. …Give your team dragons to slay.

Uncertainty is the most common reason behind change that sucks. So, if you want to lead a change that people respect - prioritise clarity.

The term transformation implies an end state. Yet, for many businesses there is no end - just now, and where you want to go next.

Adoption really isn’t that complex. Make the reward of doing something more powerful than the pain in doing it. Simple.

Humility is one of those funny things. Too little and you’re no longer grounded in reality, too much and no-one knows to pick or water you. After all - who knows your achievements better than you?

The human brain is well honed through eons of evolution. That means it’s ok to trust your first instinct. Sure sometimes you’ll be wrong, but that’s an inevitability anyway. Surround yourself with clever people that counter your blind spots and keep moving.

We all like to pretend that logic drives our project decisions. ..But every project portfolio I’ve ever seen has some form of ‘captains call’ for those projects that don’t stack up but are happening anyway.

Change Management is an oxymoron. It’s trying to push a square, logical peg into the round hole of emotional decision making.

Frameworks & templates don’t change behaviour. They’re a support, not a catalyst.

The hardest person to give advice to is yourself (because you’re the only one that knows what skeletons you hide in your closet.) So pretend you’re giving advice to someone else instead.