To build credibility with a CEO, act like a peer

Last night I started reading a book by Irvin Yalom, a psychiatrist who has written several novels that I’ve loved. But right now I’m reading something different—a book of short lessons he’s learned from many years of working with patients.

Early in his career, Yalom was inspired by something he read. The gist of it was that all people have a natural tendency to want to grow and become fulfilled—just an acorn will grow up to become an oak—as long as there are no obstacles in the way. So the job of the psychotherapist was to eliminate the obstacles to growth.

This was a eureka moment for Yalom. At the time, he was treating a young widow. Suffering through grief for a long while, she wanted help because she had a “failed heart”—an inability ever to love again.

Yalom had felt overwhelmed.  How could he possibly change someone’s inability to love?  But now he looked at it differently.  He could dedicate himself to identifying and eliminating the obstacles that kept her from loving.

So they worked on that—her feelings of disloyalty to her late husband, her sense that she was somehow responsible for his death, and the fear of loss that falling in love again would mean. Eventually they eliminated all of the obstacles. Then her natural ability to love—and grow—returned. She remarried.

Reading this story made me think of the responsibility of leaders toward the people they need to develop—and for the growth and learning that leaders themselves require to be the best that they can be.

Many leadership development challenges seem overwhelming—even impossible. The leaders that we coach usually have a list of areas where they want to get better, but how?  How do you “build better relationships with your peers and direct reports”?  How are you supposed to “get out of the weeds and demonstrate enterprise-wide thinking” or “build executive presence”?  All of these goals are as abstract as they are huge.

So the best approach is to not focus on the huge and fuzzy goal.  What we try to do is to break these goals down into concrete actions through working on real-time business problems. To put it simply, though, we do just as Yalom does: We identify the obstacles and work toward knocking them off, one at a time.

Leadership development is not usually a quick fix. You’re not going to develop executive presence through a half-day workshop or a one-time meeting.  If you’re interested in meaningful, lasting growth—whether for yourself or for those who work for you—it’s a commitment.

But don’t ever forget that we’re all capable of growth throughout life and our careers. The trick is to find the right coach or mentor who will guide you through that obstacle course.

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In my work as an executive coach, I meet at least once a month with each of my coaching clients.

I often talk to them on the phone and exchange emails with them as we work on their real-time business challenges. So, what happens in those conversations? Recurring themes start to come up. I find that many leaders  have a “talk track” of words and phrases that they use all the time—without always being aware of the impact. For better or worse, this talk track ends up becoming part of their executive presence and their brand as a leader.

One of my clients had a talk track for many years that led to a reputation for negativity. In one meeting alone, I noticed that he had described about ten different work experiences as “nightmares.” Strong word! So we talked about this talk track. And the next time I heard him lapse into that way of talking, I decided to delve into it. “What I just heard from you was an example of that ‘talk track’ we’ve talked about,” I said. “So let’s talk about this. You say it was a ‘nightmare.’  Okay—why do you call it a nightmare?”

The upshot was that he had made a sales presentation but didn’t get the deal. I said, “Let’s use accurate language to describe the situation.” Was it a nightmare? No. Maybe it was a disappointment. Maybe he could have said, “Unfortunately, we didn’t get the deal” or “They decided to go with another vendor” and state why, objectively. My goal was to get him to stop “catastrophizing” when something didn’t work out.

This leader didn’t want to be defined by that negative “talk track” anymore. So I told him that the only way to do that is to turn up the volume on a very different talk track—one that captures the brand and presence that you want to project.

I’ve had clients who always talked about how difficult or challenging or complex things seemed to them.  You’ve probably had a boss or colleague with any number of talk-track themes:

• “I’m so exhausted/overwhelmed/unhappy/unappreciated….”
• “Everyone here is useless/stupid/incompetent….”
• “It’s such a difficult environment/project/client/travel schedule…”
• “That will never work/We won’t get that deal/It’s a dumb idea/What were they thinking?”

Often people aren’t even aware of how much they harp on a conversational theme and how negatively this lack of executive presence is affecting their professional brand. So what can you do to make sure your talk track is working for you and not against you as a leader? Take these four steps:

1. Identify your talk-track themes.

What are the words and phrases that you find yourself constantly using in conversations at work? Write down the things you seem to say almost every day—or think about what themes come up all the time for you in conversation at work or elsewhere.

2. Consider the impact of your talk track.

As a leader, your words carry more weight than others.  You’re setting the tone for your team or division or organization.  Whether that tone is absurdly optimistic, cynical, critical, upbeat, energized, or overly emotional, it’s going to be the model for others. Make sure that your talk track is consistent with the values and behaviors you want to drive.

3. Challenge the reality of your talk track.

How accurate is your talk track?  Do you have a natural tendency to see the part of the glass that’s empty?  How do you respond to setbacks?  Do you gloss over the pain?  Do you make a mountain out of a molehill?  It’s crucial for leaders to be balanced, objective, and real about what’s happening.  Your language choices need to reflect that.

4. Consider what you could say differently.

It’s easy to lapse into your talk track.  When you catch yourself saying the same old things, try to catch yourself as if an alarm was going off.  Can you find another way to say it—something that’s consistent with the brand and presence you want to project.

Don’t get me wrong.  Leaders do need to be “real” about challenges and setbacks, and a somber tone may be appropriate and even helpful at times.  The goal is to become more aware of your talk track and what it’s doing for you and others.  As a leader, people take their cues from you.  Before you know it, your talk track can dominate or drive the culture.

Changing your talk track is a challenge. Our ways of talking and viewing the world are pretty ingrained through several decades of life experiences. But change is also very possible. Pump up the volume on a more positive talk track for the holidays, and your presence will be viewed as a gift.

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A while back, I heard an anecdote on the radio about cellist Yo-Yo Ma, and it really struck me. Surprisingly, Ma said that once of his biggest inspirations was chef, author, and television personality Julia Child.

Huh?! Well, it turns out that thinking about Julia Child helped him get in the right mindset before a performance. He would think about watching her on television, making a roast chicken that looked beautiful—only to have it fall off the plate and onto the floor. Did she flip out? No, she never stopped smiling.  She just acknowledged what happened and went on with the show.

Reflecting on this, Ma realized that the best mindset he could have as a performer was to ensure that his audience was having a good experience—rather than worrying about being perfect.  Speaking to the St. Louis Post Dispatch last October, he said, “The idea of performing is hosting. It’s like you’re giving a party. You invite people to come to a place and enjoy something special; basically, they’re subject to whatever you dish out. You want them to have a great time, they want to have a great time, and what are you doing to facilitate that?”

In a Malcolm Gladwell article that I read years ago, Yo-Yo Ma also admitted that he used to strive for perfection in performance. When he was 17, he practiced a Brahms sonata for a year with technical perfection in mind.  So what happened when he did that?  “In the middle of the performance I thought, I’m bored. It would have been nothing for me to get up from the stage and walk away. That’s when I decided I would always opt for expression over perfection.

”There is a valuable lesson here for executive presentations. In my experience, many leaders worry too much about precision when they present. Aiming for total accuracy, it’s easy to end up with text-heavy PowerPoint slides—and far too many of them. And once you have a ton of bullets on a slide, you usually feel compelled to read them all. At best, slides still tend to distract the audience’s energy away from you—and the presentation is really all about you, not your visuals.

Think about it: What would you rather be able to say at the end of your presentation?

• I covered every point perfectly and spoke without a single stumble.

• I connected deeply with the audience, and I could sense that they were completely engaged with my presentation.

It’s a no-brainer, isn’t it? If you’re able to really connect with your audience’s questions, concerns, and needs, they won’t even notice if the imperfections that jump out to you as the expert.

Of course, there’s a catch here. Connection trumps precision… but the more you master your topic through preparation and practice, the more you’re freed up to focus on connecting with the audience. When you don’t have to work to remember your key points and transitions, you can concentrate more on your eye contact, gestures, and reading the room.

So give some thought to drawing some inspiration from Julia Child, just as Yo-Yo Ma does as a concert performer. When you’re giving a speech, you’re the host, and your job is to set the tone and make sure that everyone has a good experience.

That’s a recipe for a successful presentation.

É possível mudar a cultura de uma organização?

Hoje em dia, poucas organizações não estão envolvidas em um (ou vários) processos de transformação cultural. Novas formas de trabalhar em organizações mais horizontais e adaptativas, melhorias na cultura de segurança, orientação ao cliente, transformações nas áreas comerciais e excelência operacional, entre outros.

E é aqui que surge uma das grandes perguntas:

É possível mudar a cultura de uma organização? E, se sim, como fazer isso?

Para ajudar a responder a essas perguntas—frequentes entre nossos clientes e amplamente discutidas—gostaria de compartilhar o que aprendemos na BTS ao longo dos últimos 38 anos sobre o que funciona e o que não funciona (até agora, pois em transformação cultural estamos sempre aprendendo).

A boa notícia é que a resposta é sim.

A dificuldade está na segunda pergunta: como fazer isso?

Um projeto? Uma iniciativa?

Um ponto importante é que a transformação cultural não é um projeto com início e fim, mas sim um processo contínuo e em evolução. Isso muitas vezes gera tensão em organizações acostumadas a uma lógica de projetos.

O que é crítico e frequentemente ignorado?

Existem elementos que, quando considerados e aplicados corretamente, tornam a transformação muito mais eficaz. No entanto, muitas vezes são ignorados.

Esses elementos são:

• Envolver as pessoas. Quanto maior o envolvimento em todos os níveis, maior a probabilidade de implementação das mudanças.
• Tornar a mudança tangível e vivida no dia a dia, conectando teoria e prática. Transparência é fundamental.
• Toda mudança tem impactos positivos e negativos — ambos devem ser comunicados com clareza.
• Mudança cultural exige tempo e transformação de mindsets e estruturas organizacionais.
• A cultura deve estar conectada à estratégia.

Como estruturamos a transformação cultural?

Nosso modelo se baseia em quatro etapas: definir resultados, criar líderes de mudança, incorporar mudanças e sustentar novas formas de trabalho.

1. Definir resultados

O primeiro passo é estabelecer resultados claros e alinhamento executivo. É necessário conectar propósito, visão e objetivos organizacionais.

Ações:

• Coleta de dados (entrevistas, focus groups, visitas)
• Diagnósticos culturais
• Definição de expectativas (Leadership Profiles

2. Criar líderes de mudança

Todos os líderes devem atuar como agentes de mudança. É fundamental engajá-los emocional e racionalmente.

Ações:

• Programas de liderança
• Playbooks
• Feedback contínuo

3. Incorporar mudanças

É essencial transformar mentalidades e sistemas organizacionais.

Ações:

• Coaching
• Sprints culturais
• Cascata organizacional
• Avaliações comportamentais

4. Sustentar o novo modelo

Garantir continuidade através de redes, dados e suporte contínuo.

Ações:

• Integração com processos de talento
• Uso de IA no dia a dia
• Monitoramento da transformação
• Comunidades de prática

A importância de ser paciente e impaciente ao mesmo tempo

Transformações culturais são complexas e não têm fórmula única.

Ser estrategicamente paciente e taticamente ágil é essencial para ajustar e evoluir continuamente.

Esse equilíbrio permite transformar a jornada em algo positivo e sustentável.

Este é apenas um resumo.

Se quiser aprofundar com exemplos e práticas:

Baixe o PDF completo e acesse todo o conteúdo.

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Si può cambiare la cultura di un’organizzazione?

Oggi, poche organizzazioni non sono immerse in uno (o più) processi di trasformazione culturale. Nuovi modi di lavorare in organizzazioni più piatte e adattive, miglioramenti nella cultura della sicurezza, orientamento al cliente, trasformazioni delle aree commerciali e miglioramento dell’eccellenza operativa, per citarne alcuni.

Ed è qui che nasce una delle grandi domande:

Si può cambiare la cultura di un’organizzazione? E, se sì, come si fa?

Per aiutare a rispondere a queste domande—che i nostri clienti ci pongono spesso e su cui esiste molta letteratura—vorrei condividere ciò che in BTS abbiamo imparato negli ultimi 38 anni su ciò che funziona e ciò che non funziona (finora, perché nel cambiamento culturale non si smette mai di imparare).

La buona notizia è che la risposta alla domanda se si possa cambiare la cultura di un’organizzazione è sì.

La difficoltà sta nel rispondere alla seconda: come si fa?

Un progetto? Un’iniziativa?

Un aspetto importante da considerare è che i processi di cambiamento o trasformazione culturale non sono progetti con un inizio e una fine; sono processi in continua evoluzione. Questo spesso genera tensione nelle organizzazioni abituate a un approccio basato sui progetti.

Cosa è critico e spesso viene ignorato?

Esistono diversi elementi che, se considerati e utilizzati correttamente, rendono gli sforzi di trasformazione molto più efficaci. Purtroppo, spesso vengono ignorati.

Questi elementi critici sono:

• Coinvolgere le persone. Più le persone (a tutti i livelli) sono coinvolte nella trasformazione, maggiori sono le probabilità che implementino i cambiamenti richiesti.
• Per comprendere il cambiamento, bisogna renderlo tangibile e sperimentarlo. Ciò significa collegare il quadro teorico alle azioni quotidiane. Spiegare il quadro completo con trasparenza è fondamentale.
• Tutti i cambiamenti portano aspetti positivi, ma anche impatti negativi. Spiegare il quadro completo con trasparenza è fondamentale.
• Cambiare la cultura richiede tempo e implica identificare e modificare i “mindset” e le strutture quotidiane (simboli) che definiscono come si fanno le cose nell’organizzazione.
• La cultura deve essere fortemente connessa alla strategia.

Come consigliamo di strutturare i processi di cambiamento culturale?

Il nostro approccio si compone di quattro fasi: definire i risultati, creare leader del cambiamento, incorporare i cambiamenti chiave e sostenere i nuovi modi di lavorare.

1. Definire i risultati

Il primo passo in qualsiasi processo di trasformazione è stabilire risultati chiari. È fondamentale identificare i driver della trasformazione e definire i risultati desiderati in modo da ottenere un vero allineamento a livello esecutivo. Man mano che si procede, è necessario collegare lo scopo e la visione, comprendendo da dove si viene, dove si è e dove si vuole andare. Inoltre, è essenziale collegare la trasformazione agli obiettivi organizzativi.

Alcune azioni rilevanti in questa fase sono:

• Raccolta di informazioni (interviste, focus group, visite operative, …)
• Diagnosi culturali
• Definizione delle aspettative (Leadership Profiles

2. Creare leader del cambiamento

In BTS crediamo che tutti i leader siano anche leader del cambiamento. Adottare una mentalità da “leader del cambiamento” richiede che i leader sperimentino e vedano ciò che ci si aspetta da loro. Fin dall’inizio è fondamentale promuovere l’azione attraverso il “lavoro reale”, come stabilire nuove priorità e comunicare in modo trasparente ed efficace.

I leader devono essere coinvolti (emotivamente e razionalmente) nel cambiamento e devono capire come possono influenzare la cultura attraverso azioni concrete quotidiane.

Infine, è necessario fornire supporto continuo per i cambiamenti più difficili di mentalità e comportamento e raccogliere feedback su ciò che funziona e ciò che non funziona in questa fase.

Alcune azioni rilevanti in questa fase sono:

• Sviluppo di playbook per ruoli critici
• Implementazione di programmi di leadership e cambiamento
• Feedback loops con i livelli esecutivi

3. Incorporare i cambiamenti chiave

Per ottenere un cambiamento significativo, è essenziale identificare i modelli mentali attuali e introdurne di nuovi che supportino lo stato desiderato. Creare routine e simboli che rafforzino il cambiamento, così come identificare processi, pratiche, eventi o norme ancorate ai vecchi modi di lavorare, è fondamentale.

Co-creare nuovi modi di lavorare per un’attivazione immediata aiuta a consolidare questi cambiamenti. Con il progresso, modificare sistemi e processi che supportano e rafforzano i cambiamenti è essenziale per il successo a lungo termine.

Alcune azioni rilevanti in questa fase sono:

• Coaching per leader
• Cultural sprints
• Cascading del cambiamento nell’organizzazione
• Assessment per misurare i cambiamenti comportamentali

4. Sostenere i nuovi modi di lavorare

Il cambiamento non è solo uno sforzo individuale, ma anche un fenomeno sociale. Per questo è necessario creare reti sociali che supportino i cambiamenti di mentalità e comportamento. Interventi con supporto individuale per ruoli critici e momenti specifici, così come l’integrazione dei nuovi modi di lavorare, garantiscono la continuità del cambiamento.

Infine, è necessario utilizzare i dati per analizzare ciò che funziona e ciò che non funziona, permettendo di definire nuove azioni e interventi.

Alcune azioni rilevanti in questa fase sono:

• Integrazione dei playbook nel ciclo di talent management
• Pratica dei nuovi comportamenti con bot basati su IA
• Creazione di un ufficio per monitorare il cambiamento e definire nuove azioni
• Creazione e lancio di Comunità di Pratica (CoP)

L’importanza di essere pazienti e impazienti allo stesso tempo

I processi di trasformazione culturale sono tra i più complessi, poiché non esiste una ricetta unica.

Essere strategicamente pazienti (con risultati chiari ed evitando cambiamenti erratici), ma tatticamente impazienti (agendo nelle fasi descritte e adattando in base a ciò che funziona e ciò che non funziona) è fondamentale.

Questo approccio permette di trasformare questi percorsi in esperienze arricchenti per l’organizzazione, e non in processi dolorosi che lasciano cicatrici nella memoria collettiva.

Questo è solo un riassunto.

Se vuoi approfondire l’approccio completo, esempi e chiavi pratiche:

Scarica il PDF completo e accedi a tutti i contenuti.

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Can an organization’s culture be changed?

Nowadays, there are few organizations that are not immersed in one (or several) cultural transformation processes. New ways of working in flatter and more adaptive organizations, improvements in safety culture, customer-centric transformations, changes in commercial areas, and improvements in operational excellence, to name a few.

And this is where one of the big questions arises:

Can an organization’s culture be changed? And if so, how is it done?

To help answer these questions—often asked by our clients and widely discussed—I would like to share what we at BTS have learned over the past 38 years about what works and what doesn’t (so far, since in cultural transformation one never stops learning).

The good news is that the answer to whether an organization’s culture can be changed is yes.

The difficulty comes in answering the second: how is it done?

A project? An initiative?

An important point to consider is that cultural change or transformation processes are not projects with a beginning and an end; they are ongoing, evolving processes. This often creates tension in organizations that are used to a project-based approach.

What is critical and often overlooked?

There are several elements that, if considered and properly used, will make transformation efforts much more effective. Unfortunately, they are often overlooked.

These critical elements are:

• Involve people. The more individuals (at all levels) are engaged in the transformation, the higher the likelihood that they will implement the required changes.
• To understand change, it must be made tangible and experienced. This means connecting the theoretical framework with day-to-day actions. Explaining the full picture with transparency is key.
• All changes bring positive aspects, but also negative impacts. Explaining the full picture with transparency is key.
• Changing culture takes time and requires identifying and shifting mindsets and daily structures (symbols) that define how things are done in the organization.
• Culture must be strongly connected to strategy.

How do we recommend structuring cultural change processes?

Our approach consists of four stages: setting outcomes, creating change leaders, embedding key changes, and sustaining new ways of working.

1. Set outcomes

The first step in any transformation process is to establish clear outcomes. It is crucial to identify the drivers of the transformation and define the desired results in a way that achieves true executive alignment. As you move forward, you must connect the dots between purpose and vision, understanding where you come from, where you are, and where you want to go. Additionally, it is essential to link the transformation to organizational goals.

Some relevant actions in this phase are:

• Information gathering (interviews, focus groups, operational visits, …)
• Cultural diagnostics
• Definition of expectations (Leadership Profiles

2. Create change leaders

At BTS, we believe that all leaders are also change leaders. Adopting a “change leader” mindset requires leaders to experience and see what is expected of them. From the outset, it is vital to drive action through ‘real work’, such as setting new priorities and communicating transparently and effectively.

Leaders must be engaged (emotionally and rationally) in the change and shown how they can impact culture through concrete day-to-day actions.

Finally, it is necessary to provide ongoing support for the most challenging mindset and behavior changes and gather feedback on what works and what doesn’t at this stage.

Some relevant actions in this phase are:

• Development of playbooks for critical roles
• Deployment of leadership and change programs
• Feedback loops with executive levels

3. Embed key changes

To achieve meaningful change, it is essential to identify current mindsets and introduce new ones that support the desired state. Creating routines and symbols that reinforce change, as well as identifying processes, practices, events, or norms anchored in old ways of working, is crucial.

Co-creating new ways of working for immediate activation helps cement these changes. As progress is made, changing the systems and processes that support and reinforce key changes is essential for long-term success.

Some relevant actions in this phase are:

• Coaching for leaders
• Running cultural sprints
• Cascading the change across the organization
• Assessments to measure behavior changes

4. Sustain new ways of working

Change is not only an individual effort but also a social phenomenon. Therefore, it is necessary to provide the social networks needed to support mindset and behavior changes. Intervening with individual support for critical roles and specific periods, as well as embedding new ways of working, ensures the continuity of change.

Finally, data must be used to analyze what works and what doesn’t, enabling the creation of the next set of interventions and necessary support.

Some relevant actions in this phase are:

• Integration of playbooks into the organization’s talent cycle
• Practice of new behaviors in daily work with AI-powered bots
• Design of an office to monitor change and define new actions
• Design and launch of Communities of Practice (CoP)

The importance of being patient and impatient at the same time

Cultural transformation processes are among the most challenging elements, as there is never a single recipe.

Being strategically patient (with clear desired outcomes and avoiding erratic changes), but tactically impatient (taking action in the phases outlined above and observing what works and what doesn’t, in order to pivot and adjust) is key in transformation processes.

The 4-phase approach helps achieve this, enabling these journeys to become an enriching experience for the organization, rather than a painful one that leaves scars in the collective memory.

This is just a summary.

If you want to dive deeper into the full approach, examples, and practical insights:

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