Sarah Lyons

"Corporate antibodies" are people or processes within an organisation that resist new ideas & innovations, often with a good intention to protect it from risk. They're called “antibodies” as they seek to neutralise changes they perceive as threats to the status quo and make it very difficult to improve practices & behaviours. Approaches to build a positive environment for change: 1) Work hard to engage people who might block 2) Build a culture of psychological safety so people can voice their concerns & suggestions without fear of backlash 3) Provide support & resources to those who need help navigating the change process 4) Celebrate success: progress & milestones 5) Foster collaboration across teams 6) Identify "change champions" who can help maintain momentum and enthusiasm for the change 7) Establish a feedback loop & continuous learning system: bradenkelley.com/2023/09/how…. Via @innovate. By Stefan Lindegaard.

There's a big difference between "speaking up" & "calling out". This is so relevant in the context of building psychological safety & addressing issues & concerns within teams. ‘Speak up’ cultures enable people to get under the surface of issues; to feel & be heard. ‘Call out’ cultures shut down open & honest communication, breeding fear & discontent. When things go wrong, there's often a knee jerk reaction towards fault finding. Stepping back from this & instead focusing on finding solutions supports growth & development of people & systems. linkedin.com/feed/update/urn…. By @drbrockbastian. Graphic: Mays W. on LinkedIn. Via @tom_geraghty & Jayne Cheswick.