Cameron Sutton

Day 17. I'm growing my moustache for Movember to help continue awareness of prostate cancer, testicular cancer and men's mental health. Here's where we as men can do more for our mental health. Often, we don't recognise when we've been triggered and might be heading into a mental health challenge. We don't have to know our triggers, but we have to recognise when we are triggered. When we know we are triggered, we can choose how to act next. But what is a trigger? It's the thing that happens before you feel that change in your thinking or your emotions. You don't just get frustrated, something had to have happened for you to feel that in the first place. You don't just get defensive, something had to happen for you to be defensive. You don't just be annoyed, something had to have happened first. You don't just feel sad, something had to happen to lead there. This isn't about alpha male nonsense, or stoicism writ hard. This is about having better self-awareness of when things aren't right, and when things aren't right, we can do more for ourselves.

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424 of these👻 would look stupid so I won't - but that's roughly how many posts I saw mentioning candidate ghosting over the last week alone. The CIPD reports that finding highly skilled workers remains a major challenge in 2024. Organisations are responding: two-thirds are enhancing their employer brand, offering flexible work, increasing pay, and expanding benefits. But here's a thought: what if we redirected just a fraction of that employer brand budget towards ensuring every applicant receives a response and every interviewee gets meaningful feedback? I hear the familiar objections: • "𝗪𝗲 𝗴𝗲𝘁 𝘁𝗼𝗼 𝗺𝗮𝗻𝘆 𝗮𝗽𝗽𝗹𝗶𝗰𝗮𝗻𝘁𝘀" • "𝗪𝗲'𝗿𝗲 𝗮 𝘀𝗺𝗮𝗹𝗹 𝘁𝗲𝗮𝗺 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝘁𝗵𝗲 𝗿𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀" • "𝗥𝗲𝗴𝗶𝗼𝗻𝗮𝗹 𝗿𝗲𝗴𝘂𝗹𝗮𝘁𝗶𝗼𝗻𝘀 𝗺𝗮𝗸𝗲 𝘁𝗵𝗶𝘀 𝗶𝗺𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹" What if we flipped the script and treated "𝗻𝗼 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸" as what it really is—a process failure or even a human error (not to mention an employer brand fail)? Enter ポカヨケ (𝗽𝗼𝗸𝗮-𝘆𝗼𝗸𝗲), the Japanese principle of mistake-proofing. What if we applied this mindset to recruitment, making feedback an integrated, fail-safe part of the hiring process? Think: • 𝗔𝘂𝘁𝗼𝗺𝗮𝘁𝗲𝗱 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝘁𝗿𝗶𝗴𝗴𝗲𝗿𝘀 • 𝗖𝗵𝗲𝗰𝗸𝗹𝗶𝘀𝘁-𝗯𝗮𝘀𝗲𝗱 𝗽𝗿𝗼𝗴𝗿𝗲𝘀𝘀 𝘁𝗿𝗮𝗰𝗸𝗶𝗻𝗴 • 𝗥𝗼𝗹𝗲 𝗰𝗼𝗺𝗽𝗹𝗲𝘁𝗶𝗼𝗻 𝗹𝗼𝗰𝗸𝘀 • 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗱𝗮𝘀𝗵𝗯𝗼𝗮𝗿𝗱𝘀 (Good recruiting teams already know what these are). With poka-yoke principles woven into our recruitment processes, feedback becomes nearly impossible to overlook. It's not about adding resources—it's about smartly redesigning our existing workflows. Maybe it's time we explored what poka-yoke could do for our hiring processes, and here's to that day when ghosting starts to become a thing of the past. #Recruitment #CandidateExperience #HR #Hiring #EmployerBranding

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What a fantastic start to the week Lisa…looking forward to working with your people team to explore the ways a #strategicworkforceplanning mindset will help enable the realisation of your exciting people strategy and 2030 plan through quality conversations and using evidence based data to make informed decisions for the now and the future #makeadifference #peopleanalytics

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Aside from an eye-catching title and a warm recommendation by Sharon Connolly, this book has a lot of value when it comes to delivering change in practice. It’s an easy read with lots of examples that get shared as full case-studies at the end. 7 hours and a few chuckles later you’ll have learned a lot about behavioural design and picked up a lot of ideas about why some changes just don’t land while others do. If you liked Kahneman’s "Thinking, Fast and Slow", you’ll like this one a lot too. Don’t expect in-depth psychological theorising, this book is all about application. Because I read it as an e-book the chapters got a bit jumbled, but each section gets summarised with key take-aways so you’ll never lose the plot. The first chapter goes into the many aspects of what the world we change managers operate in really looks like. The second (my favourite) is all about defining desired behaviour that people can actually get behind, beyond the corporate bs. Chapter three can be summarised as “go where the action is” with lots of examples on how to get good data from observations. The fourth chapter helps you design your own solution in four sections: make it easy, make it a habit, make it remarkable, make it human. The fifth and final is a brave move, to finish with a section on testing and why it matters so much for change success. I love how someone who is an accomplished researcher basically goes: “Meh, keep it simple, Cowboy Testing will mostly do”. And extra points for mentioning that co-worker we all know who did one trimester in statistics 20 years ago and is still the first to point out that your survey is not statistically valid because <insert smarty-pants reason here>. Boo! If your surveys aren’t landing, your content isn’t getting the engagement you hoped for or you can’t seem to get to the root cause of an issue, this book has some insights and ideas that might help. #change #design #behaviour #engagement #bookreview

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An excellent introduction and the foundation of a journey towards Operational Excellence. Such a valuable way of working for any organisation looking to improve productivity and develop engaged teams.

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It’s rare that a course truly ignites a fire in me, but Cranfield School of Management's Bronze Level in Organisation Design did just that 🔥 As a firm believer in continuous learning, I used the last of my yearly development allowance (a fantastic benefit we offer at Good Energy!) to see if Org Design was something I could see myself getting stuck into longer term🌱 Well, the link between Organisational Design and L&D in today’s VUCA world (although apparently this has been replaced by the BANI model - Brittle, Anxious, Non-Linear, Incomprehensible) has never been more relevant, and this programme has not only strengthened my skills but sparked new ideas on how to drive real transformation. 🚀 Always eager to push my boundaries, I'm excited to continue this journey toward the PgAward in Organisational Transformation and Design - though that will take a bit longer! Looking forward to applying these insights to create agile, future-ready solutions at Good Energy. ⚡️ #CranfieldSOM #OrganisationalDesign #ContinuousLearning #CareerGrowth

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Send in the Consultants! but make sure they understand your business. This article in The Times suggests businesses are not always convinced of the delivered value of the big Consulting firms but are we sending generalists to do a specialists job? https://lnkd.in/eEMvfHhm

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Harnessing Change Management to Maximise Knowledge Management Our colleague Clare Bilobrk has written an excellent, thought-provoking article that dives deep into the relationship between change management and knowledge management. 💡 Some key insights: 🔹 Implementing change models, like Kotter’s 8-Step Process or Lewin’s Unfreeze-Change-Refreeze, can streamline adoption of new KM technologies. 🔹 Effective communication and engagement are critical in managing resistance to change. 🔹 Knowledge management itself can support change initiatives by capturing best practices, enabling smoother transitions. With the rise of AI and machine learning in KM, embracing change becomes even more essential to stay competitive and innovative. Check out the full article here: 👉https://lnkd.in/ezRMbafb Let’s discuss how change management can enhance your KM initiatives! 💬 #KnowledgeManagement #ChangeManagement #Leadership #Innovation #AI #BusinessTransformation

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Another great week working down under with PA Consulting, with this week being particularly insightful as I got to attend my first #AgileAus24 conference! 🇦🇺 Here are a few of my key learnings from a great couple of days: 1. Andrew Sales from Scaled Agile, Inc. highlighted that within the current highest performing lean-agile implementations, these organisations are very good at 3 things (1) aligning their business and transformation objectives effectively (2) optimising flow ruthlessly and (3) encouraging decentralised decision making. Getting these three things right is key to unlocking the transformation. ✅✅✅ 2. From an interesting case study on product ops, Culture Amp found that when employees could not see how their work directly linked to strategy that people were 2 x more likely to want to leave. We need to help our people see how their work is purposeful and directly contributes to the future of their organisation. 🤝 3. Too much of the time during transformation we focus on ways of doing or ways of thinking, when actually Julia Steel (MAPP) highlighted that we need to also think about ways of being. Connecting our personal and organisational values to the transformation that we are trying to enable is essential for keeping up momentum. 🏎️ I know myself and Ellie, Joseph and Kevin are looking forward to taking some of these learnings away to continuously support our fantastic clients here in Aus 🇦🇺💡

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Agile Manchester took my 'Task Switch Challenge' this week Takeaway: we are all mostly struggling with task switching, even in teams, yet we're effectively living with it despite running various continuous improvement initiatives and having coaching support. Have you optimised your management and structure to set your teams up to own and operate their products? Or are your management and teams wrestling with each other, and not achieving a coherent workflow and quality outcomes? #agilemanc #productwaysofworking #digitaltransformation

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A recent pay tribunal ruling has significant implications for the logistics sector, particularly following the decision that Next must equalise pay between its shop and warehouse staff. This ruling could exacerbate existing recruitment challenges in warehouses, as companies may find it harder to attract workers when pay rates are aligned. As a result, many logistics firms are now looking towards automation and robotics as viable solutions to mitigate labour costs and improve efficiency. How do you think this shift towards automation will reshape the future of the workforce in the logistics industry? Let us know in the comment section below! Read more in this article: https://heyor.ca/7tABg3 #DrivesAndControls #TribunalRuling #Automation #WarehouseNews

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Some big takeaways from last night's Lean Agile Manchester meetup. Our panel covered nearly 20 different topics, with diverse viewpoints from management to tech to coaching to organisation structure. This is what stood out for me... - Agile may be "dead," but agility is alive and well. We must provide services that customers need. Lean/agile principles remain valuable! - Big tech transformations can yield great results if done for the right reasons. Clearly define the problem you are solving before making drastic changes. - Moving into leadership roles means being accountable for more, but not everything. Delegate, seek advice, and make decisions together with your team. - Agility extends beyond tech! While practices may differ, underlying principles are universal. Remember than many lean/agile concepts originated outside software. - Tech offers multiple entry paths for career changers. Bootcamps and apprenticeship programs can facilitate transitions into different tech areas. If these topics resonate with you, join us at the next Lean Agile Manchester session! #Agile #TechTransformations #Leadership #CareerChange #LAManc

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A fantastic article by our very own Scott Drayton discusses the importance of having the right culture and mindset for effective delivery. Many people reduce agile to numerous processes and tools, but it's the creation of the right culture and the encouragement of the right mindset that enable teams to deliver effectively. That's where the real change and impact lie with agile ways of working.

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At Oxford, we believe that effective organisational design is about enhancing existing structures rather than overhauling them. By focusing on strategic alignment and optimising current processes, businesses can drive significant performance improvements without causing disruption. Learn more about how to drive business performance without starting from scratch in our latest article from Jo Ryman

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What can Chartered Managers bring to your organisation? Chartered Managers sit in every role, sector and industry and are able to demonstrate a positive impact on their organisations. Research shows that: - 95% say that Chartered Manager demonstrates their use of managerial skills to achieve organisational results - Each Chartered Manager boosts their business’ revenue by £62k every year - 78% say that since becoming Chartered, they have had a positive impact on the wider team in their organisation. #cmi #charteredmanagementinstitute #businessoperations #strategicmanagement

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If you haven't already watched Welcome to Wrexham, I highly recommend you start this week. As seen in the documentary, Ryan Reynolds and Rob McElhenney, the actors and entrepreneurs, have a unique approach to people management and building upon Wrexham AFC's inclusive culture. Here are some key takeaways: 1. Prioritize transparency and honesty: They believe in being open and honest with their employees, sharing information and feedback regularly. 2. Foster a sense of ownership: They encourage employees to take ownership of their work and provide autonomy to make decisions. 3. Emphasize work-life balance: They prioritize employees' well-being and encourage a healthy work-life balance. 4. Create a positive work environment: They focus on building a positive and inclusive company culture, with a emphasis on fun and camaraderie. 5. Lead by example: They lead by example, demonstrating the behaviors and values they expect from their employees. 6. Embrace diversity and inclusion: They prioritize building a diverse and inclusive workplace, where everyone feels valued and respected. 7. Focus on employee growth and development: They invest in employee growth and development, providing opportunities for learning and advancement. 8. Celebrate failures and learn from them: They encourage experimentation and learning from failures, rather than fearing them. 9. Prioritize employee well-being and mental health: They prioritize employee well-being and mental health, providing resources and support. 10. Have fun: They believe that work should be enjoyable, and prioritize having fun and enjoying the journey. By following these principles, they have built a strong and positive "company culture" which has surely contributed to the football club's success.

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These workshops help organisations to make the most of their most precious assets - their people #learning #WorkforceDevelopment

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Practical, interactive workshops to support improved workplace practices and people development. Feedback from a delegate on the last workshops was "Very informative and a safe place to talk honestly about issues or ask questions. Really helpful with effective strategies and real-life examples backed-up with data."

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What on earth is a camel 🐫 case? And when I heard what it means, I felt… 1). Thankful! 2). Proud to be working Titan Company Limited Very recently our DEI team arranged for a session with a team who talk to various corporate about; 〰️ How to have a more inclusive set up. 〰️ How to communicate with persons with disabilities. 〰️ What to take care of when we write an email/ make a creative/ word file/ excel/ PDF. If all of the above sound ‘huhh!?!’ to you, well it is time to right that gratitude note thanking for what we are able to do today! Sharing a few here so that this gold of information does not just sit in my notes but is out there for everyone’s consumption; 1️⃣ On Social media - while use hashtags let’s use a ‘Camel Case’ else the hashtag will be read out on an audio tool like ‘#camelcaseisnotfun’ but ‘#CamelCaseIsBasic’ 2️⃣ On a Word document - - let’s not just write 1. 2. 3. but use bullets instead. It has the similar treatment like the camel case - Lets hyperlink not only ‘click here’ but the whole sentence - Else the audio tool will read click here but the individual may not understand what that link is about! 3️⃣ On a Powerpoint Presentation - Let’s refrain using transitions - it’s disturbing for a few individuals and does not help comprehension - Arrange last line on a slide to read first as the audio tool reads ‘Last written - First read out’ - Now you know what the slide will read for those using a read-out-loud tool! 4️⃣ For an Excel, let’s… - Name all sheets - Name all files - Use inbuilt styles - Use the facility to lock cells to ensure that the excel doesn’t have lakhs of cells - else the tool to enable reading goes on and on till the last cell!!! - Add a text that reads ‘End of sheet’ on the last row of your sheet 5️⃣ For a PDF, let’s… - Save-as - PDF and not print and print as PDF - Click on - Options check the doc properties - Check the doc tags for accessibility - this enables any audio tool to read the content else it is restricted This is just a snip of what we learnt in our workshop. There is so much more. That I can’t do justice by just writing them here. Thank you to our DEI team to expose us to such ‘simple’ - ‘seems-insignificant’ hacks to provide an inclusive environment. #Inclusive #dei #DiversityAndInclusion #greatful #thankful #LifeAtTitan

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