Here is the summary of my new article being published by the Chartered Inst. of Management Services in December 2025. If you would like a copy of the article email contact me here [email protected]
Unlock lasting change: discover how shifting just 5% of leadership behaviours can transform performance by 97%.
This document explores how personal change in behaviour and identity is fundamental to achieving lasting corporate and individual transformation. It emphasises that real change begins internally and reflects outwardly through new behaviours, self-disclosure, and commitment, rather than superficial or cosmetic adjustments.
To create a tipping point of impacting performance by 97%, we may only have to change the vital 5% of behaviours. This is a simple example of the techniques which can release the abilities and potential, not just of people, but also of organisations. Those in charge of change need to commit to real change, which begins from the inside out. Those who are committed to leading the process will create a legacy for themselves and their organisations.
Email [email protected]
Unlock lasting change: discover how shifting just 5% of leadership behaviours can transform performance by 97%.
This document explores how personal change in behaviour and identity is fundamental to achieving lasting corporate and individual transformation. It emphasises that real change begins internally and reflects outwardly through new behaviours, self-disclosure, and commitment, rather than superficial or cosmetic adjustments.
- Behaviour drives lasting change: Change is effective only when individuals alter their behaviours and interactions, demonstrating commitment through new actions rather than mandates.
- Personal change is core to corporate improvement: Sustainable organisational change depends on changes in the behaviour of leaders at the individual level, without which initiatives fail or become cosmetic.
- Resistance to change is often passive: People tend to resist change due to discomfort with admitting flaws and fear of losing control, frequently manifesting as passive resistance rather than active opposition.
- Inner dialogue shapes success or failure: Internal self-talk influences emotions and performance, with negative dialogue triggering fear and physiological stress responses, which impede achievement.
- Fear arises from anticipation: It is unique because it relates to future events that have not yet occurred, often fueled by negative inner dialogue that inhibits risk-taking and growth.
- Changing inner dialogue changes behaviour: Overriding negative automatic thoughts with positive conscious triggers can break harmful patterns and enable new empowering behaviours.
- Methodology for reframing fears: The document provides examples of replacing negative beliefs, such as fear of public speaking or resistance to change, with positive affirmations to enhance personal effectiveness.
- Personal success influences organisational change: Individual commitment and success in behaviour change inspire others, fostering a culture of genuine transformation rather than superficial compliance.
- Small behavioural changes yield significant impacts: Altering a vital 5% of leadership behaviours can significantly improve organisational performance, highlighting the importance of starting change from within.
To create a tipping point of impacting performance by 97%, we may only have to change the vital 5% of behaviours. This is a simple example of the techniques which can release the abilities and potential, not just of people, but also of organisations. Those in charge of change need to commit to real change, which begins from the inside out. Those who are committed to leading the process will create a legacy for themselves and their organisations.
Email [email protected]
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