John Featherby

To become a purpose-led organisation we must accept that we can’t motivate people to become enthusiastic about the things we choose on their behalf (see: "What is wrong with the normal approach to ...

The presence of gratitude is a key driver of culturally healthy organisations. Research shows it operates like a gateway emotion; one which gives people the personal resource needed to work in a  h...

The nature of a working environment significantly impacts upon a workers’ ability to excel at and/or enjoy their work. We should be creating working spaces that are not designed to control or manip...

Storytelling can be encouraged in the workplace through formal practices and cultural choices. When organisations set up situations that encourage employees to share stories about themselves, story...

We are hardwired for stories and for this reason they are powerful. They help us to understand, to empathise and to persuade. They allow us to be known as people - in the workplace this means we be...

We need to establish ground rules when creating safe workspaces because, without ground rules, managers and employees can have difficulty understanding boundaries and how to put values into action ...

While ground rules should be used in training and onboarding employees, they also need to be reaffirmed periodically to ensure they are fully normalised and adopted into the culture of the organiza...

In C21st Orgs, job titles and fixed role descriptions won't exist in the same way because most people will execute various roles in their own particular combination. Workload and preferences will a...

Imagine you’re in a group working on a particular issue and you’re only allowed to speak if you’re going to say something new: something you’ve never seen, read or heard before. It’s hard. And it’s...

We should not be concerned about performance issues as an issue employee deficiency but a consequence of the structure they must operate within, the roles they’re asked to fulfil and the misjudgeme...