Putting our insights to good use, our bite-sized blogs give leaders our latest thinking on strategy, organisation design, executive team development and culture change as well as other musings.


Latest


Snookered again? ‘Game playing’ in Transformation and Change Consulting

Snookered again? ‘Game playing’ in Transformation and Change Consulting


In change processes, ‘gamesʼ are often played between issue holders who have some authority in the client system (‘clientsʼ), ‘helpersʼ (often internal or external consultants or staff representatives such as HR or Strategy) and those affected by changes.  Games can only be played out if all parties are complicit at some level. The upshot of game playing is that one or all parties find themselves set up to fail in their attempts to bring about a desired change. Games either come to a healthy, or somewhat healthy, resolution or end in an unhealthy manner. Snookered again....

Read more

Strategy, Organisation Design and HR Leaders: Don’t get relegated to comms, culture and clearing up

Strategy, Organisation Design and HR Leaders: Don’t get relegated to comms, culture and clearing up


Beginning in June 2023, we ran a series of sessions to investigate the separation between ‘suits’ (strategy and organisation design) and ‘cardigans’ (organisation development and change). What are the implications of this separation for HR professionals? These leaders all too often get relegated to doing the three Cs: comms, culture and clearing up.

Read more

Does team size matter?

Does team size matter?


Over the years we have been asked to coach leadership teams that are not performing or living up to their potential.  It’s not uncommon to find that the team is simply too large.  What is required is not (just) team coaching but team design. But …. how small is too small and how big is too big? Well, it depends! An annoying answer we know, but it happens to be true in this case. We thought it would be helpful in this post to say more than “it depends”, and to offer practitioners a way of thinking about a possible response

Read more


Participative Strategy


Bring the “suits” and “cardigans” together from the start…

Bring the “suits” and “cardigans” together from the start…


Have you ever looked at what was going on in your organisation and thought it just wasn’t working well enough?Performance not where it needs to be, targets not met, staff survey results getting worse, difficulty...

Read more

Stirring up our strategic thinking together – am I half-baked or did you pre-cook it?

Stirring up our strategic thinking together – am I half-baked or did you pre-cook it?


The famously eccentric inventor and philosopher R. Buckminster-Fuller (inventor of the geodesic dome and author of Operating Manual for Spaceship Earth) is once supposed to have said “Never show unfinished work”.

Read more

Culture eats strategy for breakfast – one decision at a time

Culture eats strategy for breakfast – one decision at a time


The quote “CULTURE EATS STRATEGY FOR BREAKFAST!” often pops up (in big bold letters) on LinkedIn posts and has variously been attributed to Peter Drucker, Gary Hamel (and with more veracity) Bill Moore and Jerry Rose.

Read more


Organisation Design


Strategy, Organisation Design and HR Leaders: Don’t get relegated to comms, culture and clearing up

Strategy, Organisation Design and HR Leaders: Don’t get relegated to comms, culture and clearing up


Beginning in June 2023, we ran a series of sessions to investigate the separation between ‘suits’ (strategy and organisation design) and ‘cardigans’ (organisation development and change). What are the implications of this separation for HR professionals? These leaders all too often get relegated to doing the three Cs: comms, culture and clearing up.

Read more

Does team size matter?

Does team size matter?


Over the years we have been asked to coach leadership teams that are not performing or living up to their potential.  It’s not uncommon to find that the team is simply too large.  What is required is not (just) team coaching but team design. But …. how small is too small and how big is too big? Well, it depends! An annoying answer we know, but it happens to be true in this case. We thought it would be helpful in this post to say more than “it depends”, and to offer practitioners a way of thinking about a possible response

Read more

Bring the “suits” and “cardigans” together from the start…

Bring the “suits” and “cardigans” together from the start…


Have you ever looked at what was going on in your organisation and thought it just wasn’t working well enough?Performance not where it needs to be, targets not met, staff survey results getting worse, difficulty...

Read more


Culture Change


Strategy, Organisation Design and HR Leaders: Don’t get relegated to comms, culture and clearing up

Strategy, Organisation Design and HR Leaders: Don’t get relegated to comms, culture and clearing up


Beginning in June 2023, we ran a series of sessions to investigate the separation between ‘suits’ (strategy and organisation design) and ‘cardigans’ (organisation development and change). What are the implications of this separation for HR professionals? These leaders all too often get relegated to doing the three Cs: comms, culture and clearing up.

Read more

Culture change – lessons from the field

Culture change – lessons from the field


Most of our clients are engaged in attempts to develop or change their culture in some way, shape or form. They tend however to tell us they find such initiatives to be tricky, demanding and, ultimately, disappointing. To understand why this is the case, we have been inquiring with leaders and OD practitioners into their experience of trying to change culture.

Read more

Learning from the mundane, everyday and taken-for-granted

Learning from the mundane, everyday and taken-for-granted


One perspective that informs our consulting practice at Metalogue is cultural anthropology. We see value in trying to understand the symbolic meaning of behaviour, language, artefacts, rituals and ways of working. This lens often reveals new and different ways of making sense of what goes on in organisations. 

Read more


Executive Team Development


The Unspoken Life of Executive Teams

The Unspoken Life of Executive Teams


We all have opinions about our leaders. Be it on what they are doing effectively, ineffectively, or not doing at all. Some of these views are based on first-hand experience and thought-through judgements whilst others reflect projections, prejudices, or unrealistic ideals.

Read more

Facing or sleepwalking into the future: the existential challenges facing Executive Teams

Facing or sleepwalking into the future: the existential challenges facing Executive Teams


Throughout 2021, we undertook an action research project into the ‘lived’ experience of executive teams.  This revealed how they are increasingly confronted with existential challenges.  These stretch beyond the realm of operational, performance or commercial pressures. 

Read more

What’s the quality of your executive team conversation?

What’s the quality of your executive team conversation?


The psychologist Carl Jung asserted that one should apply to oneself the same methods that one proposes to use with others, and to do so “with the same relentlessness, consistency and perseverance.”  With this good principle in mind, the Metalogue team recently had a working session on the “Team Dialogue Indicator™”

Read more


Change & Organisation Development


Snookered again? ‘Game playing’ in Transformation and Change Consulting

Snookered again? ‘Game playing’ in Transformation and Change Consulting


In change processes, ‘gamesʼ are often played between issue holders who have some authority in the client system (‘clientsʼ), ‘helpersʼ (often internal or external consultants or staff representatives such as HR or Strategy) and those affected by changes.  Games can only be played out if all parties are complicit at some level. The upshot of game playing is that one or all parties find themselves set up to fail in their attempts to bring about a desired change. Games either come to a healthy, or somewhat healthy, resolution or end in an unhealthy manner. Snookered again....

Read more

Does team size matter?

Does team size matter?


Over the years we have been asked to coach leadership teams that are not performing or living up to their potential.  It’s not uncommon to find that the team is simply too large.  What is required is not (just) team coaching but team design. But …. how small is too small and how big is too big? Well, it depends! An annoying answer we know, but it happens to be true in this case. We thought it would be helpful in this post to say more than “it depends”, and to offer practitioners a way of thinking about a possible response

Read more

Bring the “suits” and “cardigans” together from the start…

Bring the “suits” and “cardigans” together from the start…


Have you ever looked at what was going on in your organisation and thought it just wasn’t working well enough?Performance not where it needs to be, targets not met, staff survey results getting worse, difficulty...

Read more


Uncategorised


Does team size matter?

Does team size matter?


Over the years we have been asked to coach leadership teams that are not performing or living up to their potential.  It’s not uncommon to find that the team is simply too large.  What is required is not (just) team coaching but team design. But …. how small is too small and how big is too big? Well, it depends! An annoying answer we know, but it happens to be true in this case. We thought it would be helpful in this post to say more than “it depends”, and to offer practitioners a way of thinking about a possible response

Read more

Sign up to receive news, insights and viewpoints