Cracking the code of human behavior
to drive desired business outcomes

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Cultural Transformation is Actually Behavior Change

When the Greenlight Research Institute started to work on developing new, effective ways to facilitate big culture transformation initiatives, we went against conventional wisdom and started from the bottom up.

What we have discovered over multiple engagements is that culture change, in short, is not achieved by proclamation or even by an emotionally driven, visceral understanding of the need for change. Success at ushering in big cultural changes takes time, leadership reinforcement and infrastructure. 

Over the past ten years, Ferrazzi Greenlight's consulting practice has grown in conjunction with the growing sophistication of its change methodology. We've helped dozens of clients change from withinin the interest of reaping strong marketplace returns by starting from the key foundational beliefs that:

  1. An organization's culture is the collective behavior of its individuals.
  2. The motivational feedback of positive experiential learning, personal gain and public celebration change behavior.
  3. Achieving trusted relationships enables peer coaching of new behaviors into self-sustaining habits.

By initiating change at the individual level, explicitly linking those changes success drivers for each participant, and celebrating those successes throughout the organization we have discovered an effective methodology for planting the seeds of change within an organization. Leadership support, buy-in, and communication of these individual successes embed new, successful behaviors throughout the organization. The culture changes from within, not from above.

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Sometimes, a Career Transformation Starts With You

*This story is an excerpt from the forthcoming Ferrazzi Greenlight book titled The University of You: How to Become a Continuous Learner and Change the Trajectory of Your Life . To explore what The University of You has to offer, check out the framework of the book . Abby was operating on some assumptions. She thought she would easily climb the ladder to any position she...

Don’t Wait for Someone to Train You

*This story is an excerpt from the forthcoming Ferrazzi Greenlight book titled The University of You: How to Become a Continuous Learner and Change the Trajectory of Your Life . To explore what The University of You has to offer, check out the framework of the book . When I was growing up in Pittsburgh in the 1970s, my dad, who had worked for the same steel company for 25...

Those Who Wish to Grow, Serve

My last post looked into your formal team, your workplace-centered lifeline support group. While that team may be the final ring of the continuous learning circle , it doesn’t signal the end of your learning journey. If you’re going to be the kind of lifelong learner who embodies the self-directed behaviors the experts we worked with have identified as essential to economic...

Building Your Lifeline Learning Team

Throughout our exploration of the continuous learning circle , we’ve helped you develop the tools, knowledge and confidence to address your hard and soft skills gaps and build on your strengths – all in the service of furthering your desired career goals. Now, we’d like to address the next essential stage in your journey: developing your “Lifeline Learning Team.” This is your...

The Three Transformational Learning Network Behaviors (Part 2)

In my last post , I explored the third step in the continuous learning circle , forming your learning network. This network is composed of the larger group of people who will spar with you on the progress you’re making to close your gaps and keep you accountable with valuable, butt-kicking feedback. The glue that binds your learning network together and really sends the...

Igniting the Openness to Change

Kickstarting movement toward change requires an empathetic, choice-driven “challenge.” This post was written by the Greenlight Research Institute Staff. Previous posts in our Change Acceleration series explored the significance of purpose and behavior – think of those as the necessary preconditions and mindsets for a successful change initiative. Now, we turn toward the...

The Power of the Learning Network (Part 1)

In my last post , I looked into the importance of being richly curious and reaching out to the people and sources of knowledge to help you overcome the roadblocks keeping you from closing your skills gaps. Now it’s time to develop your “learning network,” the third step in the continuous learning circle . Developing your network is about testing what you’ve uncovered with real...

The Four Strategies to Staying Curious in Learning (Part 2)

In my last post , I explored how the “learning curiosity” stage of the continuous learning circle helps you make the best use of the resources around you to gain what you need to push your career in a new direction. Four key strategies will help you put together resources and a community to support your efforts. But these are not sequential steps; they overlap and should be...

Change Is Hard

The only genuine, sustainable motivator is a sense of a larger purpose aligned with personal goals. By Keith Ferrazzi The English language is full of sayings about change being hard: Better the devil you know . A bird in the hand is worth two in the bush . Don't jump from the frying pan into the fire. This aversion to change is hard-wired into our brains, adjacent to the...

Stop, Observe and Listen: Introverts Have Skills (Part 2)

In my last post , I looked into the key assessment you need to make: finding out if you’re an introvert or an extrovert. As we saw, introverts have distinct skills to learn and grow in their careers, including the ability to build long-term relationships, which is critical to navigating through the stages of the “continuous learning circle” that guide your professional...