In the second episode of our podcast series, “Coaching, Culture & Adapting to Change”, host Mark Simpson sat down with Cameron Thomson, Joint Founding Partner of VIA Leadership, and Michelle Mills, Head of Training & Adoption at Turnkey, to dive into the complexities of leadership, organisational culture, and handling change in the workplace.

Consistency in Leadership

One of the key takeaways from the conversation was the importance of consistency in leadership. Cameron emphasised that leadership is about more than just initiating projects or delivering tasks – it’s about committing to long-term goals and maintaining a steady course, even when short-term distractions arise. Inconsistent efforts or frequent changes in direction can erode trust among staff, leading to disengagement. True leadership, he notes, involves making sure every interaction is purposeful and adds value, so that employees reflect positively on their time spent with leadership.

Feedback as a Cultural Pillar

A standout point in the episode was Cameron’s emphasis on the role of feedback in fostering a strong organisational culture. Rather than simply praising employees, Cameron encourages leaders to create an environment where constructive feedback is welcomed and used as a tool for growth. He shared his belief that organisations that integrate feedback into their core values are healthier and more successful. Michelle’s experience with Turnkey’s appraisal system supported this, pointing out that while feedback can sometimes be challenging, it is vital for improvement and long-term success.

Adapting to Organisational Change

The discussion also explored how organisations can better adapt to major structural changes, such as mergers and acquisitions. Cameron cautioned against minimising the impact of these events, advising leaders to be upfront about the changes and communicate how they align with the organisation’s vision. Whether it’s a shift in leadership, a new structure, or rebranding, employees need to understand why these changes are happening and what benefits they bring.

Michelle added that when companies with different cultures come together, even small details – like office mugs or job titles – can have a profound effect on staff morale. These “cultural markers” are vital in maintaining employees’ sense of identity and can make or break the success of a merger. Both Cameron and Michelle agreed that navigating these changes requires transparency, understanding, and attention to how employees perceive and adapt to new environments.

The Emotional Side of Change

The emotional impact of change, especially during mergers, was another important theme. Michelle pointed out that employees who have been with a company for a long time or have never worked elsewhere can feel unsettled by sudden shifts. This is where leaders need to recognise that change is not just a logistical process but also an emotional one. By fostering openness, curiosity, and empathy, leaders can help employees adapt and feel more secure during periods of transformation.

Reassessing Workplace Identity

The episode wrapped up with a reflection on identity in the workplace. Cameron shared a story about an employee going through an identity crisis due to a job title change after a merger. This example highlighted how much of our professional identity is tied to titles, roles, and perceptions, reminding leaders of the importance of helping employees maintain a sense of value and belonging.

Conclusion

As businesses continue to evolve, understanding the role that leadership, culture, and feedback play in navigating change is critical. If you’re leading a team or undergoing an organisational transformation, this episode offers valuable insights into how to guide your workforce with empathy, clarity, and purpose.

Stay tuned for the final episode of the series, “Coaching, Culture & Training”, where we’ll explore how training and development can further support culture and leadership in any organisation.

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