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Huw can help you transform yourself, your team and your organisation.
He is a speaker, mentor and trusted advisor to those seeking influence and adaptability in a rapidly changing world.
Huw’s transformational message will inspire your people to think bigger, bolder and beyond the frenzy of our high-velocity world.
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Huw helps leadership teams adeptly lead organisational change. Having advised over 100 organisations, across 150+ projects, 15+ industries and four countries, Huw's advice will help your leaders unlock support for strategy, adoption of change and greater returns on your transformation investment.
Huw helps senior leaders elevate and sustain their executive trajectory in a rapidly changing world by developing an adaptive mindset and a transformational influence.
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"Huw is an exceptionally talented individual who possesses an extraordinary ability to build relationships. He's a visionary, big-picture thinker who is also able to dive comfortably into detail."
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If your organisational culture does not want to change, nothing will change in your strategic trajectory. While culture is widely regarded as a powerful force, it remains an enigma to most.
The transition from an operational manager to strategic leader requires new thinking and new leadership approaches. As Marshall Goldsmith famously says: "what got you here, won't get you there."
Strategy requires change. No organisation sets a strategy of 'no change required' any more. Change is required even to preserve a strategic position. Strategy is the sexy thing discussed at the executive and board table while change management remains a second-class business capability.
You may have the wrong metrics or tracking methods or you may be focused on 'implementing solutions' rather than building employee commitment, capability and adoption. You need an ROI mindset for your change investments.
Change is all anyone talks about. But how to do it remains a mystery to most. How is seemingly the poor cousin of why, who, what and when. Understanding how we change is crucial when we encounter the discipline, discomfort and disarray of transition.
The famous Peter Drucker quote "the key to successful strategy is omission" cautions us about diluting our focus with volume. Similarly, excessive concurrent change inevitably leads to failures and disruption, not to mention employee disengagement, burnout and costly turnover.
"Huw has been an essential partner in the transformation of our 1600 FTE organisation. He proved to be an excellent fit for our organisation."
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Huw's 'Challenge the Status Quo' blog cuts through fads and noise to simplify the complexity of change.
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