YourBigPic

Myth-busting: Strong Cultures Don’t Avoid Conflict - They Harness It We’ve learned from working with Peter Emms and Hywel Griffiths that too often, we think a strong culture means no conflict. But in reality, high-performance cultures embrace constructive tension—it’s where innovation and growth happen. Avoiding conflict? Seemingly safe yet that’s where stagnation can happen. 🔍 What does this have to do with Onboarding? Onboarding sets the tone for how people engage, challenge, and collaborate. If new hires learn that conflict is suppressed, they disengage. If they see it’s welcomed, they contribute meaningfully from day one. That’s why we propose a full 360° with the whole organisation playing their part- up and down, left and right. 💡 What signals does your Onboarding send—do people feel safe to challenge and innovate? 👀 Yeah ok, but how do you make sense of diverse perspectives in the limited time you have? With the BIG PICTURE® tool, teams can visually map out different viewpoints, ensuring ideas are seen, understood, and connected—turning tension into progress. It changes the dynamic of the broader conversation. More Engagement, Collaboration, and so Outcomes in less time. 💡 Does your Culture make room for constructive challenge? Watch out for more from Pete and Hywel on this .. #OrganisationalCulture #Innovation #ConflictForGrowth #Leadership #Onboarding

Is Your Business a Transaction or a Relationship? 🤝 A conversation yesterday got us thinking—how often do we ask: 💡 “What is your relationship with the business?” Not your job title, not your role, but the actual connection you have with the organisation. Because culture isn’t a statement—it’s a lived experience. Nicholas Edouard-Betsy described businesses as living ecosystems, not just structures. When culture is treated as a transaction (do your work, get paid), engagement stays surface-level. But when culture is built as a relationship, people commit, belong, and thrive. So—what’s the real relationship your people have with the business? And if it’s not what you want—what’s stopping it from changing? 🔗 Full story in the comments! 👇 Cracking Culture #OrganisationalCulture #YourBigPic #Leadership #EmployeeEngagement

Wicked-talk. #WickedChallenges #SixITs #SystemsThinking #Collaboration #BigPictureThinking

Seeing SIPOC Through a Change & Strategy Lens 🔄🎯 🔍 SIPOC is often seen as a process improvement tool, but what if we viewed it through a Change or Strategy lens? We often see organisations using frameworks like SIPOC to map workflows, but the real power comes when you step back and ask: 👉 Is this (just) refining processes, or are we shaping something bigger? 👉 Are we (just) improving operations—or shifting the way we work entirely? The mention of MOST Analysis highlights in the comments is similar: these tools are valuable for alignment and clarity, but their impact depends on how they’re framed. Are we optimising today’s system—or designing for tomorrow? It got us thinking about how these methods support each of our Specialisms. Truly Transformational #SIPOC #Strategy #ChangeLens #ProcessImprovement

The Cost of Ignoring Culture Problems 🚨 Culture is always in motion—whether we shape it intentionally or let it drift. When tensions go unaddressed: ⚠️ Friction builds between individuals and teams; ⚠️ Disconnection grows, making collaboration harder; and ⚠️ Wellbeing suffers, as misalignment leads to stress and disengagement. In Cultures in Motion, from Peter Emms, we explore how to spot and steer these shifts—before they turn into roadblocks. 💡 Where have you seen cultural misalignment impact teamwork or wellbeing? https://lnkd.in/eKV2csnV #OrganisationalCulture #Leadership #Collaboration #WorkplaceWellbeing #ChangeManagement

This discussion on whether real transformation is intentional—or sometimes only recognised in hindsight. ✅ Some organisations think they’re transforming—but they’re really just upgrading systems; then ✅ Others start with a small change—only to realise they’ve completely reinvented how they work. 💡 The insight? If an organisation’s operating model stays the same, change is just an efficiency improvement. If it shifts, transformation is happening—whether you planned it or not. Where do you see this in action? Are businesses calling something “transformation” when it’s really just change? Land thoughts 👇 #YourBigPic #TrulyTransformational #ChangeVsTransformation #OperatingModels #Leadership

First Review of the AI Playbook – Is AI Solving the Right Problems? I was quite ‘excited’ (*broad term) to see the UK Government’s AI Playbook pop onto my stream yesterday. I’ve done a lot of Public Sector client work in various central Government Departments and so was keen to dive into see the direction of travel for guiding responsible AI adoption in Public Services. On first scan I see an outline of governance, security, ethics, and collaboration principles, so ensuring AI is lawful, transparent, and effective. So I was playing around reviewing the Playbook through the Six ITs lens we used in a paper @YourBigPic, and I noticed a little gap in my notes that I need to poke more around. I like to use the ITs as a lens as it makes my doodles understandable in double quick time! 🚀 Where I can see lots of notes: ✅ Resource IT – It strongly covers funding, skills, and procurement strategies; ✅ Collabor-IT – There’s a real emphasis on cross-government and industry collaboration; ✅ Measure IT & ITer-IT – Clear focus on AI lifecycle governance, evaluation, and adaptability. 🤔 Where I see fewer notes: .. What About Defining the Right Problems? So, Frame IT – ensuring AI is applied to the right challenges in the first place. The Playbook appears to do a more thorough job of guiding implementation, but does it help teams determine whether AI is the right approach at all? Hmmm. I see ‘Defining the goal’ via the User Researcher and ‘Identifying use cases for AI’ but it still focuses on the ‘AI Project’ so assuming there is one and from the AI up (Pages 18 on my PDF)- rather than t’other way around as a more organisational framing. Maybe more could be done here so it’s less transactional (like the examples given) and maybe a more strategic view? 🔍 Potential Risks Without a Strong Frame IT Approach: AI being adopted for the sake of AI, rather than solving real organisational challenges; Insufficient stakeholder involvement in framing AI challenges effectively; A lack of structured methodologies to identify and define (Wicked) Challenges before rushing to solutions. Ensuring organisations frame their challenges correctly before seeking solutions. Perhaps a design thinking or systems thinking approach could be incorporated into the AI Playbook to ensure problem definition is as strong as governance and implementation. 👥 What Do You Think? Do you think the Playbook help define AI problems effectively, or does it assume AI is always the answer? How should Governments ensure they are framing AI use cases properly before committing resources? What methodologies have you seen work well in framing AI challenges? I’ll probably read through again as I can always re-adjust! Also, I can neaten up my notes and share if you don’t have time to read it all and it can help you bridge a gap. https://lnkd.in/esT2sDYu #AI #PublicSector #Government

What does a Culture Problem Feel and Sound like? 🤔 It’s not always obvious right? Sometimes, people agree on the facts which might appear encouraging, but not on their meaning. That’s when you get deeper disagreements—ones that feel frustrating, circular, and stuck. 💬 Example: 🎯 Strategy Lens: Leader 1: "We need to pivot fast to stay ahead of competitors." Leader 2: "But our core strength is consistency—radical shifts could alienate customers." 🔄 Change Lens: Team Member: "We need to experiment and iterate." Manager: "We need structure to avoid chaos." The tension isn’t just about what to do, but why it should be done. If you’ve felt this disconnect, it might not be a Strategy or Change issue—it might be culture. This has been apparent from our work with Peter Emms around a session that helps leaders unpack these tensions, sometimes heathly sometimes not, balancing Strategy, Change, and culture for sustainable success. 💡 Where have you seen deep disagreements like these in your organisation? #OrganisationalCulture #Strategy #ChangeManagement #Leadership #HighPerformance

Inviting Perspectives on "Tomatoes or Tomatoes?" 🍅🍅 We’ve just wrapped around some wholesome discussions around Change Chicken and Egg—exploring whether change should start with 'Where We Are Now' or 'Where We Need to Be'. 🐔🥚 If you missed it then, for some crazy reason, you’re not on our Newsletter(!) where we pulled together multiple perspectives on this. We LOVE bringing together different views. Now, we’re diving into a new question: "Tomatoes or Tomatoes?" 🍅🍅 Not all change is the same—so when does Change become (Truly) Transformational? Is transformation just a more ambitious form of change, or is it something fundamentally different? We’re exploring what makes transformation stick—and we'd love to hear your take. What does transformation look like in your world? Drop a comment or DM us! 👇 Join the the Newsletter and we’ll forward on this last one. Link in comments. Truly Transformational Six ITs Wicked Outcomes Wicked Challenges #ChangeManagement #Transformation #TrulyTransformational #YourBigPic #Leadership #OrganisationalChange

A Fresh Spark on Onboarding and ROI 💡 New Idea: Onboarding as a Profitability Lever Here’s a gem from our regular natter with Hywel this morning - Onboarding isn't just about retention; it's directly linked to ROI, break-even, and P&L (profit & loss). If businesses could quantify onboarding as a financial advantage, it would shift from a cost center to a profit lever. 📌 Key Quote from Hywel: ".. financially better off in ROI, break-even, and P&L through Onboarding, that’s the conversation that changes everything." 💡 Why This Matters 🔹 Most organisations treat Onboarding as an HR function rather than a strategic financial move; 🔹 A structured Onboarding approach can accelerate break-even points for new hires; and 🔹 Viewing Onboarding as an investment with measurable ROI can shift mindsets from compliance to competitive advantage. 👉 This insight could flip Onboarding into a financial performance tool, not just a retention strategy. Would love to hear—does any organisation you're familiar with Measure the ROI of Onboarding? 🤔 Would love to compare how. Chat with Hywel Griffiths Nicholas Edouard-Betsy Martin Johnson Looking forward to a gem from seeing Peter Emms on Monday, and maybe Louise Ebrey Wednesday! Multiple perspectives, or lack of, seem to be in the news today .. well, we love them as we learn more! #Onboarding #ROI #EmployeeRetention #HR #FinancialStrategy