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The 8CONNECT BLOG

News, views and reflections on our work – applying psychology to help people and organisations embrace change and perform.

It’s time to lead change differently

It’s time to lead change differently

Change is difficult, right? While the evidence suggests that failure rates are well below the often-cited 70% figure, there are still many reasons why leading change can be a painful experience. It doesn't necessarily have to be, and given the ubiquitous nature of change, the ability to  implement it efficiently is a...

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What is mindset?

What is mindset?

What is Mindset? And how does it relate to motivation? An awful lot is said about mindset these days.  You must change your mindset on this, adopt that.. ..for this or that reason. Everyone seems to have their own view of what a mindset is, and what kind you should have, but there's no universally accepted definition. Gary Klein, writing in...

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Believe – Perform – Achieve

Believe – Perform – Achieve

Developing High Performance Managers at the Irish Institute of Sport 8Connect Consulting are excited to be supporting 'the team behind the team' at the Irish Institute of Sport. We are helping them to be more effective at "managing from the middle" which means making the transition from expert-practitioners ( in fields such as physiology, sport...

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Happy High Performance

Happy High Performance

8 Connect's Rob Robson @ Happy High Performance 2019 Our founder and director Rob Robson recently facilitated a workshop at the inaugural Happy High Performance learning event, entitled "It's a Paradoxical Life". He used the Apter framework to help people connect with their natural inconsistency and paradoxical aspects of personality, which can...

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Developing a strategic change capability

Developing a strategic change capability

The increasing pace, complexity and unpredictability of change means that being able implement change consistently will determine your future competitiveness. A strategic change capability is the extent to which an organisation is equipped to deliver change and its associated benefits again and again. In this article we outline the case for...

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How attractive is your change Vision?

How attractive is your change Vision?

Two important elements of a Change Strategy are the Case for Change and the Vision. While the former outlines the reasons for moving from the status quo, the Vision creates an attractive destination for people to move to. Having recently suggested eight questions to help make your Case for Change compelling, this article does the same for your...

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What makes a compelling Case for Change?

What makes a compelling Case for Change?

The Case for Change and Vision are critical elements of any Change Strategy. What is the Case for Change? The Case for Change is a statement or set of statement highlighting the rationale for changing the status quo, while the Vision sets our the aspiration of the programme. Both should consider how the change might be perceived from rational,...

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What does Future-Ready Leadership look like?

What does Future-Ready Leadership look like?

In 2018 Consulting firm (and my first employer) PwC predicted that as we approach 2030, the forces of change will require both greater technical skills and people skills – in the form of leadership, empathy and creativity - and emphasise that we, as humans, need to manage our own destiny. For me, that’s not just a relevant message for the leaders...

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Leading into Uncertainty

Leading into Uncertainty

One of the central components of business success has, for many decades, been the effective management of risk. Another way of putting that is that organisations don’t really like uncertainty. They tend to like plans. And many, rather than managing risk, will avoid it. However, increased uncertainty – including that which comes from change - is...

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Trust in Leadership

Trust in Leadership

We all know that trust is at the heart of any relationship. In any organisation it is absolutely critical that there is trust in leadership. If we think of trust in terms of: Credibility (you do what you say you're going to do); Reliability (you do it when you say you're going to do it); and Intimacy (you do it in a way...

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Change, don’t Transform

Change, don’t Transform

After many years in Change Management, I had reached the stage where I felt completely jaded with it all. As a psychologist, I got into change because I was interested in helping people. Instead, I became disillusioned at a “Change” industry that was just another branch of management, managing “stuff” with very little concern for people.

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About 8Connect

We are a People, Organisational Development and Change consultancy.

We help organisations develop the agility and resilience to perform in a complex, changing and unpredictable business environment.

Contact Us

+44 (0) 333 567 0811

hello@8connectpeople.com

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