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Taking the Grief Out of Grievance, with guest David Liddle
Manage episode 378972424 series 3091079
Kandungan disediakan oleh Lisa Dempsey & a soon to be announced co-host!, Lisa Dempsey, and Amp; a soon to be announced co-host!. Semua kandungan podcast termasuk episod, grafik dan perihalan podcast dimuat naik dan disediakan terus oleh Lisa Dempsey & a soon to be announced co-host!, Lisa Dempsey, and Amp; a soon to be announced co-host! atau rakan kongsi platform podcast mereka. Jika anda percaya seseorang menggunakan karya berhak cipta anda tanpa kebenaran anda, anda boleh mengikuti proses yang digariskan di sini https://ms.player.fm/legal.
David Liddle doesn’t beat about the bush as he identifies the root cause of toxicity in organisations: organisations get the culture and behaviours they deserve.
In order to create a turnaround, transformational justice is what David works towards.
David is the Chief Exec and founder of a consultancy called the TCM Group, which specialises in conflict resolution, culture change and leadership development programmes. Throughout his career he has focused on initiatives that promote mediation and majority justice.
He works with organizations to embed the principles of dialogue and justice, empowerment, engagement and inclusion, into policies, procedures, leadership, behaviours, board rooms, and into the whole culture of our organization.
Organisations are the architects of their own pain points, in a blame and shame cycle that shuts so many people down by checking boxes of procedures and policies: “Everything that makes us human is ignored in favour of ‘did I tick the box’?” Even having no designed processes and procedures works better than having destructive, restrictive ones that don’t connect with humanity and purpose.
Look at every word in your procedures, David recommends: are they driving people into defence? Or are they set up to be supportive to revolution and resolution?
“My job is to unblock factors that create toxicity, by bringing people, purpose and values to the centre.”
Problematic behaviours often stem from fear, avoidance and lack of dialogue.
It is crucial that we foster environments that promote fairness and meaningful conversations. HR systems play an integral role in this process; rather than escalating issues they should aim at resolving them effectively.
Sitting down and really hearing what other people say is possibly one of the toughest things – a tough skill rather than a soft skill – and also one of the most powerful things you can do. It’s transformative.
The goal? To inspire learning from feedback rather than fixating on mistakes, with restorative and transformative justice.
About David:
https://thetcmgroup.com/team/david-liddle/
https://www.linkedin.com/in/liddledavid/
More about us:
Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey/ - https://www.leadershiplabs.eu
Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug/ - https://www.marjolijnvlug.nl/
Reach us both at PeopleImpactPodcast@gmail.com
130 episod
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