The Why


Neuroscience tells us that we are at our best when we work in an environment where we feel safe, connected, engaged, valued, trusted and competent. We flourish. Our happiness, creativity and innovation, productively and general well-being increases, and that has obvious spin-offs for those working in organisations, and for those paying the wages.

But creating positive workplaces is not easy. Globalisation, increasing competition, technical innovation, and the increasing pace of change all adds pressure to modern workplaces.

This can create an unhealthy dynamic where bosses feel like they have to do more, push harder, deliver more. If this is not managed well, the result can be increased dysfunction rather than increased productivity.

The old ways are not working any more

Massive social and technological change means that the organisational norms that served us well in the past are becoming increasingly irrelevant – and fast! Organisations have to change.

If you are an organisational leader that knows there must be a better way. If you believe that organisational productivity and workplace happiness are not mutually exclusive; that life and work are about more than financial performance. If you want your people to be authentic, engaged, committed and happy in their work – we need to talk.  We will help you get the ‘new’ basics right. 

To achieve this, we need to get some basics right

Nurturing Diversity.

As Edward Murrow observed “We are all prisoners of our own experience”. We are limited by ourselves. That means that you and I will know and notice different things – we will see the world differently. We each have different and unique skills, and creativity and innovation happens when we share our different views and ideas. This is why diversity is necessary and so critical to organisational success.  To survive and prosper, organisations must nurture diversity, genuinely value difference and create workplaces which encourage sharing and exploring different ideas.

Ensuring Inclusion.

We humans are social animals and we need to feel included. Being excluded from the group is exceedingly stressful. For our ancestors, exclusion from the group was a threat to personal survival, and we still have this instinctive trait within us. Each of us seeks inclusion. We feel included when we are listened to and are treated with respect; when our ideas are sought; when we are engaged in decision-making and when we are encouraged to develop our full potential. When this happens, we feel connected with others, we believe we can make a difference, we engage in conversations, we are committed, and we willingly add to the organisation’s pool of knowledge. That benefits everyone, including the organisation.

Being Authentic.

None of us are perfect. We all have our faults. Being human at work means bringing your ‘real’ self, your whole self, to work. When we are authentically ‘us’, we give others permission to be authentically ‘them’, and this can have a profound impact on a workplace climate. The need for ‘second guessing’ is diminished; we know where each other stands; we understand and accept each other as individuals; we can focus on being present with people. Authenticity means that people can relate with others openly and honestly. Issues can be addressed, and tough conversations can be had when needed. This engenders shared focus and organisational alignment.


Dealing with the ‘people stuff’ isn’t easy, but it’s essential. Organisations can no longer afford not to be good at this.