Culture
How to Make Organisational Values Mean Something
Aspirational framing kicks values-based actions into gear in a way that statements about “who we are” just don’t.
July 27, 2026
Aspirational framing kicks values-based actions into gear in a way that statements about “who we are” just don’t.
Why is directly giving positive feedback so weird, and what can we do about it?
Shifting from busy to effective requires deliberate choices.
Managers play a critical role in whether or not development sticks.
There is a cognitive and organisational cost to overloading leaders with micro-decisions.
The clarity that enables good performance also makes gaps visible, and not everyone wants that.
Leadership is its own set of skills, not just natural common sense. You need a shared framework and toolkit in place to make it work.
Excessive escalation is feedback that something isn’t working.
Identity is heavily influenced by one’s social environment and interaction. What does this mean for work?
I’m asking you to genuinely think about this. It’s very easy to read a thinkpiece about workplace dynamics and then move on, gently reassured that you’re one of the good ones, rather than put work in to make change that lasts.