Lee talks about the crucial concept of connection within the framework of successful change initiatives. He reflects on his frequent use of the term "connection" and emphasises its importance as the first of the Four Cs: Connection, Conversation, Collaboration, and Celebration. Lee shares insights on how to foster genuine connections with team members, highlighting the significance of understanding individuals on a personal level, communicating transparently, and adapting communication styles to suit different audiences. He also discusses the value of creating an inclusive environment where all voices are heard and the importance of celebrating small wins to maintain morale. 

KEY TAKEAWAYS


Importance of Connection: Connection is the foundation of effective communication and change management. It is essential to prioritise building relationships before introducing tools or processes.


Person-Centric Approach: To foster connection, it's crucial to view team members as individuals with unique experiences, challenges, and motivations. Taking the time to understand them enhances trust and openness.


Transparent Communication: Open and honest communication is vital for building trust. Clearly explaining the reasons behind changes and how they benefit both the organisation and the team encourages engagement.


Adaptability in Communication: Tailoring communication styles to suit different audiences is important. Understanding how individuals prefer to receive information can significantly enhance connection and engagement.


Fostering Inclusion and Celebrating Wins: Creating an inclusive environment where all voices are heard and valued strengthens connection. Additionally, recognising and celebrating small wins keeps morale high and encourages ongoing engagement.

BEST MOMENTS

"Connection is the start of the Four Cs: Connection, Conversation, Collaboration, Celebration."

"Tools don't lead people. Tools can't influence. Tools can't inspire. People do these things." 

"Open and honest communication is the cornerstone of connection." 

"Finding common ground takes time, takes your ability to ask questions, but also having a genuine interest in that person." 

"Connection is far more than a word. Connection is a feeling between two people."

HOST BIO

You can contact Lee Houghton on 07813342194 Lee@leehoughton.com https://www.linkedin.com/in/lhoughton/

For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.

In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.

Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.

Lee talks about the crucial concept of connection within the framework of successful change initiatives. He reflects on his frequent use of the term "connection" and emphasises its importance as the first of the Four Cs: Connection, Conversation, Collaboration, and Celebration. Lee shares insights on how to foster genuine connections with team members, highlighting the significance of understanding individuals on a personal level, communicating transparently, and adapting communication styles to suit different audiences. He also discusses the value of creating an inclusive environment where all voices are heard and the importance of celebrating small wins to maintain morale. 
KEY TAKEAWAYS
<ol>
<li>
Importance of Connection: Connection is the foundation of effective communication and change management. It is essential to prioritise building relationships before introducing tools or processes.
</li>
<li>
Person-Centric Approach: To foster connection, it's crucial to view team members as individuals with unique experiences, challenges, and motivations. Taking the time to understand them enhances trust and openness.
</li>
<li>
Transparent Communication: Open and honest communication is vital for building trust. Clearly explaining the reasons behind changes and how they benefit both the organisation and the team encourages engagement.
</li>
<li>
Adaptability in Communication: Tailoring communication styles to suit different audiences is important. Understanding how individuals prefer to receive information can significantly enhance connection and engagement.
</li>
<li>
Fostering Inclusion and Celebrating Wins: Creating an inclusive environment where all voices are heard and valued strengthens connection. Additionally, recognising and celebrating small wins keeps morale high and encourages ongoing engagement.
</li>
</ol>
BEST MOMENTS
"Connection is the start of the Four Cs: Connection, Conversation, Collaboration, Celebration."
"Tools don't lead people. Tools can't influence. Tools can't inspire. People do these things." 
"Open and honest communication is the cornerstone of connection." 
"Finding common ground takes time, takes your ability to ask questions, but also having a genuine interest in that person." 
"Connection is far more than a word. Connection is a feeling between two people."
HOST BIO
You can contact Lee Houghton on 07813342194 Lee@leehoughton.com https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack &amp; India. I also enjoy listening to and reading business &amp; personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.

WARNING - This podcast WILL challenge your thinking.

Welcome to Business Problems Solved!

In this podcast we help you solve your business problems by providing real examples and practical approaches to make today better than yesterday. 

Introducing your host, the multi-sector, self-professed ‘most improved improvement person’ and qualified Business Problem Solver

Lee Houghton (pronounced Hawton)

You can contact Lee on LinkedIn, Facebook, Instagram or Twitter by searching for Lee Houghton THE Business Problem Solver or via visiting www.leehoughton.com for more content and to solve your business problems.

And remember – saying you know how to do it, is not doing it …

Business Problems Solved Podcast

Business Problems Solved

How Do We Connect?

Lee Horton addresses a critical challenge faced by change teams in large organisations: the need to practice what they preach. He emphasises the importance of change teams not only facilitating change for others but also engaging in self-improvement and problem-solving within their own functions. Lee discusses the necessity of creating a supportive environment that encourages the identification and resolution of problems, rather than outsourcing all improvement efforts to change teams. He advocates for empowering individuals at all levels to treat continuous improvement as part of their daily roles, ensuring that change teams are focused on meaningful work that aligns with the organisation's goals. Tune in for insights on how to enable change teams to succeed and make improvement a collective responsibility.

KEY TAKEAWAYS


Practice What You Preach: Change teams often fail to apply the principles of change management to their own processes, which can hinder their effectiveness. It's essential for these teams to embody the change they advocate for.


Empower Problem Solving: Organisations should create an environment that encourages individuals to identify and solve problems proactively, rather than relying solely on change teams to address issues.


Prioritise Meaningful Work: Change teams should focus on strategic problem definitions and prioritise their activities based on organisational goals, rather than just responding to the loudest voices or immediate demands.


Continuous Improvement as a Core Activity: Improvement should be integrated into the daily roles of all employees, encouraging them to take ownership of their processes and suggest enhancements.


Collaborative Approach to Change: Successful change initiatives require collaboration across departments, with change teams facilitating improvements rather than being solely responsible for them. This collective effort is crucial for achieving organisational goals.

BEST MOMENTS

"Change teams hate more than anybody else having to go through and be changed."

"We need to create the right safe environment where problems can be found, opportunities can be found, ideas can be had and shared."

"The change team is not there to just deliver the wish list of a single person."

"If we can get over that, then we can create the right environment to deliver change successfully."

"Do not let your change team fail because of poorly set up and not working on the right stuff."

HOST BIO

You can contact Lee Houghton on 07813342194 Lee@leehoughton.com https://www.linkedin.com/in/lhoughton/

For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.

In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.

Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.

Lee Horton addresses a critical challenge faced by change teams in large organisations: the need to practice what they preach. He emphasises the importance of change teams not only facilitating change for others but also engaging in self-improvement and problem-solving within their own functions. Lee discusses the necessity of creating a supportive environment that encourages the identification and resolution of problems, rather than outsourcing all improvement efforts to change teams. He advocates for empowering individuals at all levels to treat continuous improvement as part of their daily roles, ensuring that change teams are focused on meaningful work that aligns with the organisation's goals. Tune in for insights on how to enable change teams to succeed and make improvement a collective responsibility.
KEY TAKEAWAYS
<ol>
<li>
Practice What You Preach: Change teams often fail to apply the principles of change management to their own processes, which can hinder their effectiveness. It's essential for these teams to embody the change they advocate for.
</li>
<li>
Empower Problem Solving: Organisations should create an environment that encourages individuals to identify and solve problems proactively, rather than relying solely on change teams to address issues.
</li>
<li>
Prioritise Meaningful Work: Change teams should focus on strategic problem definitions and prioritise their activities based on organisational goals, rather than just responding to the loudest voices or immediate demands.
</li>
<li>
Continuous Improvement as a Core Activity: Improvement should be integrated into the daily roles of all employees, encouraging them to take ownership of their processes and suggest enhancements.
</li>
<li>
Collaborative Approach to Change: Successful change initiatives require collaboration across departments, with change teams facilitating improvements rather than being solely responsible for them. This collective effort is crucial for achieving organisational goals.
</li>
</ol>
BEST MOMENTS
"Change teams hate more than anybody else having to go through and be changed."
"We need to create the right safe environment where problems can be found, opportunities can be found, ideas can be had and shared."
"The change team is not there to just deliver the wish list of a single person."
"If we can get over that, then we can create the right environment to deliver change successfully."
"Do not let your change team fail because of poorly set up and not working on the right stuff."
HOST BIO
You can contact Lee Houghton on 07813342194 Lee@leehoughton.com https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack &amp; India. I also enjoy listening to and reading business &amp; personal development material.
Lee Houghton is &ldquo;THE Business Problem Solver&rdquo;, a Management Consultant, CX Specialist and Keynote Speaker.

Stop letting your change team FAIL

Lee explores the dual roles of change teams within businesses likening them to doctors and fitness instructors. He emphasises the importance of aligning change initiatives with long-term strategic goals rather than focusing solely on short-term fixes. Lee discusses the critical need for change teams to enhance their image and exposure by demonstrating their contributions to organisational success. He advocates for breaking down silos between functions and fostering collaboration towards a common destination, ultimately enabling teams to work more effectively together. Listeners are encouraged to reflect on their own change processes and consider how to better align daily activities with overarching objectives for sustained improvement.

KEY TAKEAWAYS


Change Teams' Focus: Change teams can be likened to either doctors, who address specific pain points and problems, or fitness instructors, who focus on building capability and skills within the organisation. Understanding this distinction is crucial for effective change management.


Long-term vs. Short-term Thinking: Organisations often prioritise short-term gains over long-term success, which can lead to the undervaluation of change teams. A strategic approach should focus on aligning activities with long-term goals rather than just immediate fixes.


Importance of Image and Exposure: Career success is influenced by performance (10%), image (30%), and exposure (60%). Change teams need to effectively communicate their value and contributions to enhance their image and increase their visibility within the organisation.


Alignment with Strategic Intent: For change teams to be effective, their activities must align with the organisation's strategic goals. This requires clear communication and understanding of how daily contributions support the overall destination the organisation is trying to achieve.


Collaboration Over Competition: Breaking down silos between different functions (e.g., finance, sales, operations, HR) is essential for achieving collective success. By connecting on a shared purpose and destination, teams can work together more effectively and maximise the value of their contributions.

BEST MOMENTS


"Change teams often chase short-term victories over long-term success because everybody's trying to justify the job that they're doing." 


"We need to connect together on a destination and achieve success together. Don't compete, connect."


"If you can demonstrate to people that your change teams are supportive of your destination, it will enable them to increase their positive image." 


"We need to gain real alignment and connection to people, daily contribution to the strategic intent." 


"Nobody comes to work to do a bad job, but we just don't help them do a good job." 

HOST BIO

You can contact Lee Houghton on 07813342194 Lee@leehoughton.com https://www.linkedin.com/in/lhoughton/

For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.

In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.

Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.

Lee explores the dual roles of change teams within businesses likening them to doctors and fitness instructors. He emphasises the importance of aligning change initiatives with long-term strategic goals rather than focusing solely on short-term fixes. Lee discusses the critical need for change teams to enhance their image and exposure by demonstrating their contributions to organisational success. He advocates for breaking down silos between functions and fostering collaboration towards a common destination, ultimately enabling teams to work more effectively together. Listeners are encouraged to reflect on their own change processes and consider how to better align daily activities with overarching objectives for sustained improvement.
KEY TAKEAWAYS
<ol>
<li>
Change Teams' Focus: Change teams can be likened to either doctors, who address specific pain points and problems, or fitness instructors, who focus on building capability and skills within the organisation. Understanding this distinction is crucial for effective change management.
</li>
<li>
Long-term vs. Short-term Thinking: Organisations often prioritise short-term gains over long-term success, which can lead to the undervaluation of change teams. A strategic approach should focus on aligning activities with long-term goals rather than just immediate fixes.
</li>
<li>
Importance of Image and Exposure: Career success is influenced by performance (10%), image (30%), and exposure (60%). Change teams need to effectively communicate their value and contributions to enhance their image and increase their visibility within the organisation.
</li>
<li>
Alignment with Strategic Intent: For change teams to be effective, their activities must align with the organisation's strategic goals. This requires clear communication and understanding of how daily contributions support the overall destination the organisation is trying to achieve.
</li>
<li>
Collaboration Over Competition: Breaking down silos between different functions (e.g., finance, sales, operations, HR) is essential for achieving collective success. By connecting on a shared purpose and destination, teams can work together more effectively and maximise the value of their contributions.
</li>
</ol>
BEST MOMENTS
<ul>
<li>
"Change teams often chase short-term victories over long-term success because everybody's trying to justify the job that they're doing." 
</li>
<li>
"We need to connect together on a destination and achieve success together. Don't compete, connect."
</li>
<li>
"If you can demonstrate to people that your change teams are supportive of your destination, it will enable them to increase their positive image." 
</li>
<li>
"We need to gain real alignment and connection to people, daily contribution to the strategic intent." 
</li>
<li>
"Nobody comes to work to do a bad job, but we just don't help them do a good job." 
</li>
</ul>
HOST BIO
You can contact Lee Houghton on 07813342194 Lee@leehoughton.com https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack &amp; India. I also enjoy listening to and reading business &amp; personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.

The importance of strategic allignment and the 2 types of change teams

Join Lee as he talks about the critical concepts of psychological safety and safe spaces within organisations. Drawing from his recent experiences delivering training to diverse groups from various cultures, Lee emphasises the importance of creating environments where individuals feel secure to share their thoughts and ideas. He highlights key takeaways from his sessions, such as the value of silent brainstorming to ensure equal participation and the significance of asking follow-up questions to demonstrate genuine interest in others. Lee advocates for connecting on a human level and fostering an atmosphere where everyone feels empowered to contribute, ultimately leading to more effective teamwork and innovation.

KEY TAKEAWAYS


Importance of Psychological Safety: Creating an environment where individuals feel psychologically safe is crucial for encouraging open communication and sharing of ideas. This involves both internal and external factors that contribute to a person's comfort in expressing themselves.


Silent Brainstorming: Implementing silent brainstorming sessions allows everyone to have an equal opportunity to share their thoughts without being overshadowed by dominant voices. This method fosters inclusivity and ensures that all perspectives are considered.


Asking the Second Question: Engaging in deeper conversations by asking follow-up questions demonstrates genuine interest and care. This practice not only strengthens relationships but also encourages individuals to elaborate on their thoughts and feelings.


Human Connection: Fostering connections on a human level is essential. Using relatable icebreakers, such as asking about what someone had for dinner, can help individuals feel more comfortable and open up in group settings.


Adaptability in Communication: Recognising that people have different communication styles is vital. Adapting your approach based on the individuals present can enhance the effectiveness of interactions and ensure that everyone feels valued and heard.

BEST MOMENTS

"Many organizations aspire to create environments that encourage psychological safety for their individuals, but also creating safe spaces." 

"Silent brainstorming allowed the individuals the same space, the same time, the same opportunity to share their thinking." 

"We need to take this into personal conversations as well as business or coaching conversations because it demonstrates that we care." 

"Psychological safety, providing safe spaces is key to connecting with people but it comes down to how we go about doing it." 

"If you want people to share their thoughts, you need them to feel safe, but you also need to create the space for them to do it." 

HOST BIO

You can contact Lee Houghton on 07813342194 Lee@leehoughton.com https://www.linkedin.com/in/lhoughton/

For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.

In my spare time, I enjoy spending time with my two young children Jack & India. I also enjoy listening to and reading business & personal development material.

Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.

Join Lee as he talks about the critical concepts of psychological safety and safe spaces within organisations. Drawing from his recent experiences delivering training to diverse groups from various cultures, Lee emphasises the importance of creating environments where individuals feel secure to share their thoughts and ideas. He highlights key takeaways from his sessions, such as the value of silent brainstorming to ensure equal participation and the significance of asking follow-up questions to demonstrate genuine interest in others. Lee advocates for connecting on a human level and fostering an atmosphere where everyone feels empowered to contribute, ultimately leading to more effective teamwork and innovation.
KEY TAKEAWAYS
<ol>
<li>
Importance of Psychological Safety: Creating an environment where individuals feel psychologically safe is crucial for encouraging open communication and sharing of ideas. This involves both internal and external factors that contribute to a person's comfort in expressing themselves.
</li>
<li>
Silent Brainstorming: Implementing silent brainstorming sessions allows everyone to have an equal opportunity to share their thoughts without being overshadowed by dominant voices. This method fosters inclusivity and ensures that all perspectives are considered.
</li>
<li>
Asking the Second Question: Engaging in deeper conversations by asking follow-up questions demonstrates genuine interest and care. This practice not only strengthens relationships but also encourages individuals to elaborate on their thoughts and feelings.
</li>
<li>
Human Connection: Fostering connections on a human level is essential. Using relatable icebreakers, such as asking about what someone had for dinner, can help individuals feel more comfortable and open up in group settings.
</li>
<li>
Adaptability in Communication: Recognising that people have different communication styles is vital. Adapting your approach based on the individuals present can enhance the effectiveness of interactions and ensure that everyone feels valued and heard.
</li>
</ol>
BEST MOMENTS
"Many organizations aspire to create environments that encourage psychological safety for their individuals, but also creating safe spaces." 
"Silent brainstorming allowed the individuals the same space, the same time, the same opportunity to share their thinking." 
"We need to take this into personal conversations as well as business or coaching conversations because it demonstrates that we care." 
"Psychological safety, providing safe spaces is key to connecting with people but it comes down to how we go about doing it." 
"If you want people to share their thoughts, you need them to feel safe, but you also need to create the space for them to do it." 
HOST BIO
You can contact Lee Houghton on 07813342194 Lee@leehoughton.com https://www.linkedin.com/in/lhoughton/
For the last 15 years, I have been a multi-sector internal or external business improvement consultant, building the improved capability of individuals, teams and businesses.
In my spare time, I enjoy spending time with my two young children Jack &amp; India. I also enjoy listening to and reading business &amp; personal development material.
Lee Houghton is “THE Business Problem Solver”, a Management Consultant, CX Specialist and Keynote Speaker.

How Do We Connect?

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