Reset

Why organisational conditions matter.

Research shows that organisations cannot rely on intent alone.

63% of executives surveyed say that their biggest challenge to effective performance is their managers lacking the courage and ability to have difficult feedback discussions

Evidence reinforces the need to invest in leadership, culture and ways of working as part of change - not treat them as separate from performance.

Companies that invested in organisational health alongside a major transformation achieved 35% higher total shareholder returns than those that did not.

Sources: Gartner HR leadership survey; McKinsey organisational health research.

When established ways of working no longer fit.

This might look like:

The organisation growing or changing faster than its structures and leadership roles.
The board or leadership team agreeing the direction but lacking shared responsibility for delivering it.
Important decisions being revisited or escalated.
Organisational values and priorities being clear on paper but less visible in everyday behaviour.
Capable people waiting for permission rather than acting with confidence.
Formal change communications failing to alter what people experience.

The issue is no longer understanding that change is needed.

It is creating the conditions that allow people to make it happen.

What begins to change

The purpose of Reset is not simply to improve how the leadership team works. It is to help the organisation make decisions, act and deliver against its priorities more effectively.

Faster decision-making, clearer accountability and greater confidence in delivery.
Clearer leadership roles and shared responsibilities.
Practical principles that guide decisions and behaviour.
Greater confidence to act without unnecessary escalation.
More deliberate and effective ways of working together.
A network of trusted influencers who help progress take hold across the organisation.
A stronger connection between strategic priorities, everyday action and organisational performance.

Reset: Create the conditions for growth.

Why organisational conditions matter.

Research shows that organisations cannot rely on intent alone.

Evidence reinforces the need to invest in leadership, culture and ways of working as part of change - not treat them as separate from performance.

When established ways of working no longer fit.

What begins to change

The purpose of Reset is not simply to improve how the leadership team works. It is to help the organisation make decisions, act and deliver against its priorities more effectively.

“In the past 2 years our business has grown rapidly at 20% each year. We’ve undertaken acquisitions, and are evolving into a bigger group. We’ve worked with Paul through the stages of this transition. Formulating a board who understand their role was a big part of the first step”

Change needs more than agreement.

Reset: Create the conditions for growth.

Why organisational conditions matter.

Research shows that organisations cannot rely on intent alone.

Evidence reinforces the need to invest in leadership, culture and ways of working as part of change - not treat them as separate from performance.

When established ways of working no longer fit.

What begins to change

The purpose of Reset is not simply to improve how the leadership team works. It is to help the organisation make decisions, act and deliver against its priorities more effectively.

“In the past 2 years our business has grown rapidly at 20% each year. We’ve undertaken acquisitions, and are evolving into a bigger group. We’ve worked with Paul through the stages of this transition. Formulating a board who understand their role was a big part of the first step”

Change needs more than agreement.

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