Change Management And Team Dynamics

🚨 𝗦𝗲𝗹𝗳-𝗮𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀 𝗶𝗻 𝗦𝗮𝗹𝗲𝘀? Most teams think they have it. I know.. The word 'Self-awareness' has been tossed around like a chew toy - too worn out to grab, too overused to notice. But here's the thing: Old doesn't mean it's not classic gold. After 10 years of working in sales orgs & another 12 working with sales teams, I've watched this pink elephant stomp on more deals than a poor pipeline ever could. Here's the expensive reality when sales pros lack self-awareness in their: 🔹 𝗪𝗼𝗿𝗹𝗱𝘃𝗶𝗲𝘄 → The lens they unconsciously use to assess prospects. Eg: They instinctively prioritise prospects who ‘look’ successful or come with swanky brand names - assuming they’re the only high-value leads. 🔴 Potential Fall: Missing golden opportunities because they're too busy judging prospects through personal biases. ✅ Move: Coach the team to challenge their own surface-level assumptions. The right prospect isn’t always the most obvious one. 🔹 𝗧𝗵𝗼𝘂𝗴𝗵𝘁 𝗣𝗮𝘁𝘁𝗲𝗿𝗻 → The internal narratives shaping their approach. Eg: “Let’s get this done in the shortest, most efficient way.” 🔴 Potential Fall: Rushing the process—jumping into selling mode before fully understanding the prospect’s real needs, leading to shallow conversations & lost deals. ✅ Move: Efficiency isn’t just speed—it’s outcome. Train reps to be empathic listeners - not just to gather information, but to connect with emotions. 🔹 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗣𝗮𝘁𝘁𝗲𝗿𝗻 → The underlying emotions shaping their behaviour. Eg: “If they say no, they’re rejecting me.” 🔴 Potential Fall: A ‘No’ to the product feels like a ‘No’ to them. Instead of detaching, they spiral—dwelling in shame, overanalysing the loss, or get hijacked into a mode of desperation for a quick win. ✅ Move: Detach identity from the deal. Coach teams to build intrinsic self-regard. The best salespeople study the ‘No,’ refine it, & move forward—without dragging their self-worth into it. 🔹 𝗛𝗮𝗯𝗶𝘁𝘂𝗮𝗹 𝗔𝗰𝘁𝗶𝗼𝗻 → The behaviours shaping how they’re perceived. Eg: “Clients matter. Everyone else? Not my problem.” 🔴 Potential Fall: Transactional over relational. They chase deals but neglect non-clients, peers & strategic relationships—making them forgettable, unlikable, and unreferrable. ✅ Move: Likeability is leverage. Train reps to build genuine connections, not just close deals. Being great at sales means people want to work with you again, & send others your way. Case in point? I work with massive sales teams but would only refer clients to the ones I trust & like. Sorry, not sorry. Self-awareness in sales isn’t just about knowing your strengths & weaknesses. It’s about knowing your blind spots before they cost you business. The best sales pros I've met are connectors, listeners, & self-correcting individuals who don’t let their own ego, assumptions, or habits get in the way of a deal. Which point resonates? Share below! 👇🏼 #SalesEQ #Resilience

Trust collapsed after one missed deadline They delivered millions in savings together. Then one critical project failed. I watched my client Sarah's (have seeked their permission and changed their name for confidentiality) team transform from celebrating quarterly wins to exchanging terse emails within weeks. During our first coaching session, they sat at opposite ends of the table, avoiding eye contact. "We used to finish each other's sentences," Sarah confided. "Now we can barely finish a meeting without tension." Sound familiar? This frustration isn't about skills—it's about broken trust. In The Thin Book of Trust, Charles Feltman provides the framework that helped us diagnose what was happening. Trust, he explains, isn't mysterious—it breaks down into four measurable elements: ✅ Care – Sarah's team stopped checking in on each other's wellbeing ✅ Sincerity – Their communications became guarded and political ✅ Reliability – Missed deadlines created a cycle of lowered expectations ✅ Competence – They began questioning each other's abilities after setbacks The breakthrough came when I had them map which specific element had broken for each relationship. The pattern was clear: reliability had cracked first, then everything else followed. Three months later, this same team presented their recovery strategy to leadership. Their transformation wasn't magic—it came from deliberately rebuilding trust behaviors, starting with keeping small promises consistently. My video walks you through this exact framework. Because when teams fracture, the question isn't "Why is everyone so difficult?" but rather: "Which trust element needs rebuilding first—and what's my next concrete step?" Which trust element (care, sincerity, reliability, competence) do you find breaks down most often in struggling teams? #humanresources #workplace #team #performance #cassandracoach

When your business feels like it’s falling apart, it’s usually not one big thing—it’s a lot of small cracks adding up. I recently worked with a business where the cracks were hard to miss: 😶 The team wasn’t committed, and no one was accountable. 😶 Communication was chaotic—everything was last minute, creating constant frustration. 😶 There were no standard processes, leaving both the team and customers disappointed. 😶 Stock management was nonexistent. Orders were delayed, and trust was eroding fast. This business wasn’t struggling because of a lack of potential. It was struggling because of a lack of structure! What made all of this ok was because they saw there was a problem and took action and reached out for help. Here’s how I helped them turn it around: ✅ Set the foundations with clear accountability Every role needed definition. Who owns what? What does success look like? Once this was established, the team had direction and purpose. ✅ Implement structured communication Weekly team meetings became non-negotiable. We put simple, repeatable processes in place to plan ahead and eliminate last-minute chaos. ✅ Standardised operations From onboarding to customer delivery, every process was documented and followed. Consistency gave the team confidence—and customers trust. ✅ Fix stock management We introduced a simple inventory system to track stock and prevent delays. Orders were back on schedule, and complaints started to drop. The result? 😁 The team felt empowered because they knew what was expected. 😁 Customers began seeing the business as reliable again resulting in less people leaving. 😁 And the owners? They finally had the time to focus on growth instead of firefighting. The relief was immense. If you’re feeling stuck, it’s not a lack of effort—it’s likely a lack of structure. What’s one area in your business where things feel a little too last minute?

Step 3 of Change Management - Change Behaviours 🔄 As much as we may want to believe that giving someone training will change their behaviour - that is rarely the case. The final step in effective change management is about reinforcing actions to build new behaviours. Here’s how you can ensure lasting change in your sales organisation: - Regular Check-Ins: Schedule frequent one-on-one meetings to discuss progress, address challenges, and provide feedback on the new behaviours. - Celebrate Wins: Recognise and reward team members who are successfully adopting the new behaviours. This reinforces positive change and motivates others to follow suit. - Create Accountability: Set up accountability structures, such as peer mentoring or buddy systems, to ensure team members stay on track. - Monitor and Adjust: Continuously monitor the impact of the new behaviours and be open to making adjustments. Flexibility is key to sustaining change. - Foster a Growth Mindset: Encourage a culture of continuous improvement. Highlight the importance of ongoing development and adapting to change as part of the team’s ethos. Reinforcing new behaviours solidifies change and drives long-term success. By focusing on mindsets, actions, and behaviours, you can lead your sales team to new heights! 🚀 #ChangeManagement #SalesLeadership #BehavioralChange #SalesSuccess

I asked 50 managers the same question. Only 3 could answer it... "What specific behavior are you trying to change in your team?" The silence was deafening. Manager 1 shifted in his seat. "Well, I need them to be more proactive." "Which behaviors show proactivity?" I pressed. Long pause. "Taking initiative?" "What does that look like on Tuesday morning?" Blank stare. Manager 2 tried harder. "My team needs better communication." "Okay. What would better communication sound like in your next meeting?" "More... updates?" "Updates about what? From whom? How often?" She looked away from the camera. Manager 3 was confident. "Performance. I need better performance." "What specific actions create better performance?" "Working harder?" "What does working harder look like?" He muted himself. I could see him thinking. Then I met Manager 14. "I need my team to stop solving problems in isolation," she said immediately. "Specifically, I want them raising their hand within 30 minutes when stuck. Not after 3 days of spinning." Clear. Measurable. Manager 26 didn't hesitate. "My salespeople are talking 80% of calls. I need that flipped. Prospects should talk 80%. I can measure it. Coach to it. Reward it." Specific behavior. Manager 39 knew exactly what needed to change. "My team waits until the monthly review to surface issues. I need them flagging risks the day they spot them. In writing, with a recommended solution." She knew exactly what she needed. She could track it. The other managers? They were fighting fog. Managing feelings. Coaching concepts. Fixing... something. None sure what. But you can't coach "be more proactive." You can't measure "communicate better." You can't fix what you can't name. Manager 14's team raises their hand now. Immediately. Manager 26's team closes 40% more deals. Same calls, different ratio. Manager 39 catches problems in days, not months. The others are still having the same conversations. Still wondering why nothing changes. You can't manage what you can't describe. And if you're asking for "better" without defining what better looks like? You're not managing. You're wishing. _____ Like my content? Give me a follow. Want to see more of it? Click the 🔔 on my profile. .

Blindly updating systems is a rookie move. Trust me, I've been there. I have fallen into that trap, wasting resources for minimal gain. But here's the secret: strategic modernization with targeted planning is the real difference maker. Think of your company as a house. You wouldn't just slap on a fresh coat of paint and call it renovated, right? No, you'd rewire, add smart features, and maybe even build an extension. That's strategic modernization. Let's look at some stats on what a difference it makes: Efficiency Boost: Modernizing IT systems can increase operational efficiency by 30-40%, making operations smoother and more productive. (IBM - United States) Cost Savings: Upgrading to modern IT infrastructure can cut maintenance costs by 20-30% over five years, freeing up budget for innovation. (McKinsey & Company) Revenue Growth: Digital transformation and IT modernization can boost annual revenue by 15-20%, thanks to enhanced customer experiences and streamlined operations. (Exadel) Ready to maximize every dollar? Let's renovate your house of tech, room by room: Step 1: Hunt for the Pain 🕵️♂️ Inspect your systems. Where are they creaking? Ask your team. What makes them want to move out? Check the numbers. What's causing your sky-high bills? Find those weak spots. They're your renovation priorities. Step 2: Set Your Sights 🎯 What's your dream house look like? Faster systems? Happier users? Make a checklist. What boxes must your new tech tick? Know your goals. It's the blueprint for your tech makeover. Step 3: Window Shop (But Make It Tech) 🛍️ Browse the market. What cool new tools fit your needs? Get some demos. It's like touring model homes. Try before you buy. Set up a mini-test and see what works. Choose wisely. Future you will toast to these decisions. Step 4: Crunch Those Numbers 🧮 Tally up costs. What's the price tag on this reno? Think long-term. How much will you save on energy bills? Show the ROI. Prove it's not just a vanity project. Make your case. Money talks. Step 5: Spread the Word (and Handle the Chaos) 📢 Tell everyone what's up. No one likes surprise construction. Plan for disruptions. When's the best time to tear down walls? Train your crew. New tools need skilled operators. Communication is key. A well-informed team makes for a smooth move-in day. Why This Matters - Smart updates create a tech home that's efficient and cost-effective. - Informed decisions lead to a house that grows in value over time. - When everyone's on board, your tech house becomes a true home. There you have it, folks! Your blueprint for a tech renovation that'll make your company the envy of the neighborhood. Follow for daily insights on tech leadership! Share your renovation stories in the comments! 👇

As a Managing Director with experience in both IT and Finance, I see the banking and insurance sectors facing two main challenges: First, customers demand seamless, personalized interactions. Second, internal complexity and legacy systems lengthen decision and delivery processes, go-to-market time, and transformation. In response, here are four imperatives I see as key to driving success in this rapidly evolving landscape: 1️⃣ Customer Experience at the Core: Organizations must prioritize customer-centric thinking at every level and design solutions that exceed expectations to elevate customer satisfaction. 2️⃣ Speed to Value: Rapidly delivering outcomes builds trust and momentum. Our methods help clients achieve results quickly, often within weeks. 3️⃣ Overcoming the Legacy Drag: Legacy systems are among the most dangerous barriers to agility and innovation. By modernizing outdated technologies, organizations can eliminate inefficiencies, unlock scalability, and achieve significant cost savings. These savings not only improve financial performance but also free resources to invest in innovation. 4️⃣ New Technology Partners as Advisors: Transactional relationships with vendors are no longer sufficient. Organizations need strategic advisors who bring expertise, co-create innovative solutions, and help design future-ready operating models. The right partner can play a pivotal role in aligning technology investments with business goals. Let’s continue the conversation! How do you see technology playing a strategic role in banking and insurance in today’s rapidly evolving market?

Is your organization struggling with duplicated audits, disconnected controls, or conflicting risk reports? You’re not alone. Studies show that: - 40% of organizations experience duplicated assurance efforts - 64% maintain multiple risk libraries This creates confusion, wastes time, and drains the energy of the first line of defense. But there’s a better way: Integrated Assurance. What is Integrated Assurance? It’s not just about “connecting” risk and compliance functions. It’s about creating a unified, coordinated effort across Internal Audit, Risk Management, Compliance, and IT Security to: - Reduce overlap - Eliminate silos - Present leadership with a single, trusted view of risk Here is a structured approach to this: Step 1: Develop a Shared Vision. Before integrating tools or frameworks, you need buy-in across teams. - Start with a joint purpose, why this matters to everyone - Proactively tackle resistance by highlighting practical benefits (e.g., fewer audits, clearer focus) - Involve key stakeholders early: Audit Committee, Risk, Compliance, IT, and Security Goal: Move from isolated reviews to coordinated assurance activities that target the same risks. Step 2: Align the Way You Work. You can’t work together if you’re speaking different “risk languages.” Alignment must happen at the operational level: - Agree on risk scoring scales, frequency, and terminology - Build a shared risk taxonomy - Discuss how each function perceives risk differently, and resolve gaps openly Outcome: Teams can prioritize better and avoid redundant testing. Step 3: Deliver a Unified Risk Picture. Leadership needs more than data, they need confidence in what they see. - Standardize the timing, structure, and messaging of reports - Avoid sending mixed signals from different functions - Present a consolidated risk report with input from all assurance lines Result: Boards and executives can make quicker, smarter decisions based on coordinated insights. Why It Matters: Without integrated assurance: – Teams duplicate efforts – Frontline staff get overwhelmed – Leadership gets inconsistent risk signals With integrated assurance: – You gain a single source of truth – Time and effort shift to the risks that truly matter – Trust and collaboration increase across all assurance functions Have you started integrating your assurance functions yet? What challenges or benefits have you seen? #RiskManagement #InternalAudit #Compliance #Cybersecurity #IntegratedAssurance #Governance #GRC #AssuranceAlignment #BoardReporting #3prm #tprm

Sophie had a Health and Safety functional saving of £70,000 to make in the first 6 months of the financial year. She was on the verge of restructuring her entire national team. Her Professional Services & Software cost centres were maxed. "Help." 5 months later, we hit our target using Microsoft. Over the year? We easily saved the business in excess of £90,000 p/a (not inc. productivity gains). Here's how: • Insurance: -£50,000 • Software: -£7,500 (£30,000p/a) • Staffing: -£12,500 What did we do? Digitalised and automated 1 process: ✅ Hazard & Near Miss Reporting. Oh. 🏆 We also increased reporting by 50% YoY YTD, and improved report quality. Now? We're moving into the whole HSMS. 🤔 'Come on, how did you really do it?'. Okay, pre-cursors: 1) A 6-step strategic & tactical structure, from Discovery, to Validation; including benchmarking & baselining of the original process. 2) Globally designed & integrated contextual frameworks, scaled and applied local sites, then scaled up to national ('whatever we do needs to be in lockstep with operational context, and must be applicable from grassroots to ELT') 3) Implemented 'Establish, Embed, Evolve' - Simple Foundry's approach to sustainable and successful design & deployment for digitalised and automated solutions. --- Specifics: A) Digitalised paper versions of Hazard & Near Miss reports, bringing down completion time p/report from 7~ mins (paper) to <3 mins (digitalised - avg.: 02:48). B) Automated all backend processes to eliminate 10 mins of admin time per report within the H&S team. C) Upskilled & multiskilled engaged staff, with a "you said, we did" comms strategy & 3-step cycle: 'report, feedback, reinforcement'. D) Created and integrated bespoke (visual) dashboards, thematic qualitative analysis, and 'by exception' escalation within the HSMS & broader governance review mechanisms. Providing contextually rich, detailed, and summative information where it drives relative, positive and tangible (proactive & responsive) actions at pace. 💵 The numbers, Pete? • Insurance - We approached the broker, and secured a premium reduction of £50,000 as a result of: 50% YoY YTD report increases, nationally scaled & improved process w/large range of consistent & unique submitters, evidenced (linked) actions from multiple hierarchical review meetings, and from resultant (targeted & evidenced) topical interventions. • Software - The company were approaching the halfway point into a 5 year £30,000p/a Safety Software contract. They had received minimal post-purchase support, it was broadly used by <5% users and the contract allowed for a mid-term cancellation (w/o fees). We leveraged this, and replaced the functionality with Microsoft digitalisation. • Staffing - By reducing admin burden, the team redeployed their agency admin assistant, whilst marginally reducing their hours per week, reducing team costs. --- ✋ Want to do the same? ✅ Let's go! 📨 peter@simplefoundry.co.uk

After 15+ years in insurance, I've watched one pattern destroy so many talented people: Sacrificing everything else for “success.” The traditional insurance model is: → Individual producers grinding alone → 60+ hour weeks disguised as "dedication" → Compensation structures that pit teammates against each other → Knowledge hoarding as competitive advantage → Burnout treated as inevitable So we built something different: Our Insurance Blue Zone. When we look at the world's actual Blue Zones—regions where people live to 100+ at extraordinary rates—you see their longevity comes from their systems. And the principles that create longevity in Sardinia and Okinawa are ones you’ll see in LION. 1. Purpose Over Performance Blue Zone communities have ikigai—reason for being. At LION, we solve problems that matter instead of chasing revenue targets. When your work has meaning beyond metrics, sustainable intensity replaces destructive grinding. 2. Community Over Competition Centenarians in Blue Zones live in tight social networks. We structured LION as "Elevated Ensemble"—shared success, collective expertise. Knowledge flows freely because everyone wins when anyone wins. 3. Movement as Medicine Blue Zone residents walk naturally throughout their day. Our workflows eliminate artificial urgency. Steady progress over frantic sprints. 150-day renewal orchestration instead of 90-day panic cycles. 4. Stress Resilience, Not Stress Avoidance Blue Zone communities face challenges but have strong support systems. We embrace complex risks but tackle them systematically as a team. "Crucible Forged"—edge earned under pressure, together. 5. Sustainable Rhythms Blue Zone eating patterns: regular, moderate, mindful. Our workload design prevents feast-or-famine cycles. Consistent quality over erratic heroics. These principles have led to: → 92% team retention over 12 months → 30% faster project delivery → Zero compromise on quality → People actually want to stay We stopped asking, "How do we make people work harder?" And started asking, "How do we help people thrive longer?" Most firms push until people break. We built a system where excellence is the natural outcome of sustainable practices. The insurance industry treats burnout like a badge of honor. But the world's healthiest communities prove that longevity will always beat intensity. — Want boardroom intelligence with zero noise? Every week, we share curated insights that cut through the chaos and help you make the best policy decisions: Join here: https://lnkd.in/garzxSxG LION Specialty. The Leader in Institutional Insurance. 🦁