TRANSFORMATIONAL CULTURE

David Liddle calls for organisations to adopt a radical new approach to company culture, our approach to HR transformation is built on the foundations of fairness, justice, inclusivity, sustainability and high performance.

HR transformation that's fair, just, inclusive, sustainable and high performing

In his latest ground-breaking book, TRANSFORMATIONAL CULTURE: DEVELOP A PEOPLE CENTRED ORGANIZATION FOR IMPROVED PERFORMANCE, David Liddle calls for organizations to adopt a radical new approach to company culture. HR transformation built on the foundations of fairness, justice, inclusivity, sustainability and high performance.

At a time when organizations are straining every sinew to build back better following some of the most turbulent times in the last 20 years, David Liddle argues that it is not possible to emerge with the old cultural paradigms still in play. Power, profit and process are no longer symbols of a successful organization.

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HR transformation

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A Transformational Culture is an organizational culture which is fair, just, inclusive, sustainable and high performing. To assist an organization to succeed, a transformational culture embraces diversity, promotes learning, encourages accountability, and drives engagement. It is the brainchild of David Liddle who has dedicated his professional life to supporting organizations with HR transformation; integrating purpose driven, values-led and people-centred leadership systems, HR policies and management processes.

Purpose driven
All stakeholders are connected by a deep and powerful understanding of the goals, aspirations and purpose of their organization. This sense of common purpose accelerates individual and organizational growth and it turbocharges individual and organizational productivity.
Values led
The organization's values act as a golden thread which weave throughout the organization They define the leaders behaviours', the people policies and they integrate into every aspect of the employee value proposition (EVP) and the customer value proposition (CVP).
Person centred
Organizations which adopt a transformational culture reject the broken and harmful paradigms of rigid HR policies and retributive management processes. In their place are human and humane frameworks and guidance which underpin a happy, healthy, harmonious and high performing workplace.

What are people saying about Transformational Culture?

The following are just a few of the positive endorsements received…

Dave Ulrich. Rensis Likert Professor, Ross School of Business, University of Michigan. Partner, The RBL Group

This work on Transformational Culture defines the outcomes of culture for all stakeholders. To reach these outcomes, the Transformational Culture Model David Liddle proposes offers a blueprint for thinking and a roadmap for action to create culture at all four levels. The ideas are insightful and the tools practical and useable. Transformational Culture will be a useful guide for anyone wanting to move beyond advocacy that ‘culture matters’ to application to make ‘culture happen’. Bravo!

Animah Kosai, Founder Speak Up Collective and Counsel      

The next time I encounter yet another excuse for not addressing racism, injustice or fairness by an employer, I will whip out David Liddle’s Transformational Culture. I DARE every leader, manager, lawyer and HR person to read this book. He transforms outdated, rigid and harmful disciplinary processes based on retributive justice towards what this weary world needs: restorative justice: focused on learning and collective organizational safety

Omar Ali, Financial Services Leader, EY    

“Provides the guidance to leaders, managers, and HR professionals on the importance of putting purpose, values and people first. David delivers a blueprint for creating an inclusive, sustainable, and high performing culture.”

Professor Michael West CBE, Senior Visiting Fellow, The King’s Fund, Professor of Organizational Psychology, Lancaster University Emeritus Professor, Aston University  

The understanding offered by this powerful analysis of organizational culture offers a clear route to transforming work organizations for the future so that those who work in them thrive, the lives of the people they serve are enhanced and the planet they are part of is protected

Lisa Seagroatt, Assoc CIPD, Founder and Managing Director, HR Fit for Purpose

David has set the tone straight away; ‘Develop a people centred organization for improved performance’… why …. because people are any organization’s most valuable asset! Without them you don’t have an organization. A truly educational and inspiring book throughout, which I would recommend to any leader or HR practitioner to read cover to cover!

David MacLeod OBE, Co-Chair of Engage for Success Movement, Co-Author of ‘MacLeod Report’ on Employee Engagement Honorary Professor, Nottingham Business School

David’s deep experience and practical advice is an invaluable tool in helping you to achieve the productive and engaging culture you need in order to achieve your goals and be the organization you want to be

David D’Souza, Membership Director at CIPD 

Provides a blueprint for leaders and organizations to journey towards something better. Liddle expertly outlines a different, more balanced way of working and offers a pragmatic and well thought-through framework for making progress. An essential read for anyone who believes workplaces can build performance whilst nurturing enhanced fairness, justice and learning

The Transformational Culture Model™ comprises 3 distinct elements:

HR transformation

  1. The Transformational Culture Hub is a cross functional team who work together to define the character of the culture. They develop the systems and the processes to integrate and sustain a transformational culture. The Transformational Culture Hub comprises executives, people and culture, unions, leaders, managers, employee groups etc
  2. The 8 enablers of a transformational culture are the vehicle by which the Transformational Culture is delivered. Each of the 8 enablers delivers a core strategic function. When combined, the 8 enablers work as a system delivering powerful organizational change and enhanced performance
  3. The 7Cs of transformation. These present the outputs from the Transformational Culture, which in turn drive the system and create a sustainable and self-perpetuating feedback process. A process which I describe as ‘cultural flow’

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