Every organisation needs a sense of purpose, direction and values, however it is the leadership, at all levels, that enables the vision values and direction to either come to life and become a reality or to remain as static as some sentiments on a wall in the reception area. Do all your leaders walk the talk? How do you deal with those who don't? Especially your senior people?

Performance requires clear and agreed standards to be in place, and for people to achieve these standards willingly and well (i.e. to be motivated). Does everyone in your organisation manage performance effectively? How do you create ownership and confidence to have 'difficult conversations?' How do you support those who do? How do you challenge those who don't?

The culture and climate is a by product of the leadership and can vary wildly in different parts of the same organisation - whilst culture is 'the way of doing things around here' - it's also what grows on the side of a plate if the washing up isn't done! Do you really know what culture you have? How do you measure it? How do you get what you want from what you have?

Aligned to motivation is ability - do people have the skill levels to achieve what is being asked of them, if not - what development opportunities are available? If the required skill level is not attainable by an individual then how will they be assisted in finding a role that does match their skills? How do you manage and develop your talent? How do you maintain engagement and 'discretionary effort' from staff? How do you maintain morale in a recession?

Influencing behaviour
Ultimately, it is the combination of culture, climate, engagement and development that shape our beliefs - beliefs about ourselves, our job, our boss, our organisation.
Those beliefs dictate our behaviours at work. That is where we need to put our focus in order to influence behaviour effectively

Managing change
Our contention is that if one or more of these components are weak or missing, that will then become a negative influence on the changes you wish to effect, and will either prevent them from happening, or dilute the intended message.