Change is easy to announce, but much harder to land.
Too many change initiatives stall or fail not because they’re the wrong idea, but because the implementation fails to engage the people in a way that truly sticks.
In a world where uncertainty, pace and complexity are the norm, leading people through change has become a critical leadership skill. We understand the challenges you’re facing, and we’re here to help.
Tune in for this high-impact, practical session, where we’ll equip you with The Change Blueprint—a proven five-step model to help you successfully lead and land your change programme.
What you’ll learn:
The key reasons why most change efforts fall short, and learn how to sidestep common obstacles
Techniques to precisely define the meaningful shift you aim for (beyond mere activities)
Strategies to evaluate your team’s readiness for change
Insights on crafting a compelling case that inspires action, not just awareness
Whether you’re leading a transformation project, rolling out a new initiative, or just trying to shift culture or behaviours, this session gives you the tools and mindset to make it happen.
Who should attend:
HR and OD professionals
Change leaders and programme managers
Senior leaders and managers navigating complex change
Anyone frustrated with stalled or underwhelming change efforts
Don’t miss this opportunity to drive impactful change in your organisation!
Register to access the recording, the slides and the toolkit
Whether you are a golf fan like me or someone who loves to see someone come through adversity and bounce back after repeated near misses, you can’t help but shed a tear for Rory.
For over ten years, Rory McIlroy has faced the world’s media year after year since 2014 – “Is this [will you complete the career grand slam] your year? “
Rory gets one shot each year, and the weight of greatness was starting to show even through his performance this year. McIlroy stood on the cusp of greatness, a pantheon only five golfers had ever achieved before. To achieve the career grand slam, you must win The Masters, The PGA Championship, the British Open and the US Open, which were last achieved by Tiger Woods in 2000 and by Jack Nicklaus 34 years before.
Getty Images
McIlroy has endured many highs and lows throughout his career, but one thing that sets him apart besides his golf game is his ability to keep bouncing back. I imagine there have been times when he doubted he would ever join the elite club of Gene Sarazen (1935), Ben Hogan (1953), Gary Player (1965), Jack (1966), and Tiger (2000). In 17 attempts at the Masters, Rory had finished in the top 10 eight times; his previous best was second in 2022!
In 2011, Rory held the 54-hole lead at The Masters, four shots ahead with 18 holes to go. He famously blew up on the 10th hole, effectively ending his challenge, and he would finish tied for 15th. However, his resilience would come to the fore just two months later as he returned at the next major, The US Open, where he destroyed the field to win by eight shots.
Watch the webinar:
What about you?
Pressure is relative, and as much as Rory wanted to leave his mark on the history of golf, he is a wealthy man who could hang up his clubs and never play again without any personal impact.
So what about you? Have you ever felt like the pressure at work is coming from all sides?
You’re not alone. The modern workplace can be a juggling act of tight deadlines, shifting priorities, and team dynamics—especially for leaders and managers who carry everyone else’s expectations on their shoulders.
The good news? Resilience is a skill that anyone can develop. And with the right mindset, you can learn to bounce back from daily stresses and bigger challenges alike.
Here are a few practical ideas to set you on the right path:
Acknowledge the Pressure
First things first—recognise that you’re under strain. How many times have you powered through a tough week without stopping to catch your breath? Naming the stress is the first step to managing it. It’s perfectly normal to admit, “This is really hard,” by doing so, you permit yourself to find a better way forward.
Leverage Your Network
Resilience isn’t about going it alone. Build a strong support network in and out of work—a peer you trust, a mentor, or even friends outside your industry. Sharing your challenges and asking for advice lightens the emotional load and sparks fresh perspectives and problem-solving approaches.
Mindset Matters
Consider how you’re framing challenges. Instead of viewing problems as dead-ends, see them as possibilities to stretch your thinking. “We’ve never done it this way before” can become “We’ve got a chance to try something fresh.” Transforming obstacles into opportunities is a powerful mental shift that helps you stay open and motivated.
Pace Yourself with Purpose
You can’t just keep going, expecting everything to work out. Focus on pacing. Breaking large projects into smaller milestones makes progress more visible—celebrate those quick wins!
Rory didn’t just turn up and win the Masters; he practised hard! He reflected on his past attempts; he talked to the experts like Jack and Tiger to gain more insight. He worked on and improved the aspects of his game. Rory’s purpose driving him on was to be among those greats. He gets just one shot each year, one tournament where he could join the greats, and he has to compete with 94 other golfers who also desperately want to win the coveted green jacket.
Your purpose guides you when things are difficult, and celebrating your small and big wins along the way builds momentum and a sense of achievement, which fosters resilience for the next hurdle.
Recharge for Longevity
A quick break is not a luxury—it’s a strategic reset. Whether it’s five minutes of mindful breathing or a brisk walk, taking time out recharges your mental batteries. And don’t dismiss the importance of genuine downtime away from your inbox. Proper rest, healthy habits, and a sense of perspective are the bedrock of enduring resilience.
Stop Waiting to Get Started
Stop waiting for things to be just right or for something that makes everything easier. Instead, harness your inner A-Team or MacGyver and make the most of what you have; use what you have at your disposal to build what you can; with the internet and AI, there are very few barriers to getting started.
Remember, resilience isn’t about “toughing it out” alone; it’s about learning to adapt, grow, and thrive despite the stresses of a demanding environment. If you feel overwhelmed or stuck, reach out—there’s always support and new strategies to explore.
Ready to dig deeper? Please drop a comment or message us directly to continue the conversation on building more resilient leaders and teams. Let’s navigate these challenges together—and come out even stronger.
Teams often waste time reinventing the wheel, working on projects with the same old methods and ending up with the same frustrations. Even when they attempt “new” approaches, they often replicate past mistakes, leading to post-rationalised explanations for success or failure. The real issue is that most teams don’t have a shared, consistent framework to guide their work and learning.
What if you could plug into a shared system—an Operating System for success—that keeps everyone aligned, focused, and equipped?
Why an OS?
Operating systems (OS) are everywhere, from phones and laptops to TVs. You might be one of the 3.9 billion Android users or the 1.56 billion iPhone users worldwide; if so, there will be an OS working away to ensure your devices work, manage resources to avoid conflicts and provide a familiar, intuitive interface so we don’t have to relearn how to use our phones every day.
Why not give your teams the same reliable, familiar “operating system” for problem-solving and goal achievement?
Imagine a common language underpinned by universal tools that accelerate results. Much like you can open Microsoft Word and instantly know how to bold text or format your page, a “Team OS” would let you tackle goals, drive projects, and solve problems without having to start from scratch every time.
The Benefits of a Team OS
A proper Team OS isn’t about code, but about what it does for the people using it; let’s borrow a few concepts from tech OSes and apply them to teams:
Stability
Your devices handle daily wear and tear without failing. A shared OS of mental models and tools creates consistency in a team context, so work is done on a solid, predictable platform – no surprises or random steps.
User Experience
Familiarity matters. Like tapping an icon on your phone without thinking, a Team OS lets you instantly apply proven approaches and tools. No time wasted reinventing processes or dealing with confusion about “how we work here.”
Resource Optimisation
A good OS seamlessly manages system resources. For teams, this means reducing overlap, prioritising critical tasks, and freeing people to focus on high-impact work – no more second-guessing who does what and when.
Interoperability
Tech OSes allow new hardware (like printers) to work right away. Likewise, a Team OS that uses universal mental models and tools makes integrating new people, processes, or projects easy without costly retraining.
Introducing FoooDo
We developed a mental model for thinking, planning, reviewing, and executing everything from personal goals to large-scale projects.Our clients affectionately call FoooDo. Since its launch in 2016, FoooDo has helped teams in countless settings, from delivering multi-million-pound ROI on company-wide initiatives to identifying failing projects and stopping the financial bleeding.
Think of FoooDo as an OS:
It includes built-in psychological insights to mitigate biases and limiting beliefs.
It provides a common language and a shared approach.
It allows you to ‘plug in’ your own context, just like adding apps on your phone.
A Real-World Success Snapshot
Recently, a global manufacturing client used the FoooDo process to rescue a high-profile initiative on the brink of failure. By pausing to evaluate their assumptions (the “Others” step) and systematically exploring potential solutions (the “Options” step), they pivoted to a more viable plan, ensuring success and saving over £1 million in potential losses.
The FoooDo Framework in Six Steps
Below are the six core elements of FoooDo, each with its own psychological underpinnings:
Focus(The What)
Define precisely what you want to achieve.
Use goal-defining tools—like SMART or SMT AR (as we prefer)—to set clear targets.
Clarify your Purpose (The Why) and check your Belief (Can I?). Purpose keeps you motivated when things get tough. In terms of belief, too little and you give up; too much and complacency may set in.
Options(Unlock Possibilities)
Resist the urge to dive straight into action.
Ask creative questions and brainstorm solutions without judgment to tackle bias (such as authority bias or groupthink).
Tools in this phase ensure every voice is heard and the best ideas rise to the top.
Others(Getting the Right Support)
Goals often fail because we assume others won’t or can’t help.
Clarify what you need from each stakeholder and present compelling reasons for them to get involved.
A well-structured ask can transform “too busy” into “happy to pitch in.”
Organise(Plan and Prioritise)
Evaluate your ideas critically. Which ones make sense? Which are low effort/high impact?
Build out a timeline, address potential obstacles, and decide who owns each task.
Mitigate personal or group bias by considering multiple angles before settling on a course of action.
Delivery(Review and Adapt)
Every plan needs a formal review process to capture lessons and make mid-course corrections.
Ask: Is the goal still relevant? Do we need to stop, pivot, or continue?
Testing your confidence level ensures you’re not pushing ahead with a failing approach.
Ownership(Accountability and Mindset)
Accept accountability rather than blaming circumstances or other people.
This step is about adopting a growth mindset where failures become learning opportunities, not excuses.
Use simple benchmarks to determine whether your current reality is due to genuine challenges or self-imposed limitations.
Why FoooDo Works
FoooDo doesn’t just organise tasks—it addresses the human side of goal execution. Embedding psychology into each phase systematically counters cognitive biases that derail teams. And because it provides a consistent, team-wide “OS,” everyone can plug in their expertise without friction or confusion.
Summary: The Power of a Team OS
In today’s volatile, uncertain, complex, and ambiguous (VUCA) environment, teams are easily side-tracked by shifting priorities and internal politics. A Team OS—like FoooDo—offers:
A stable platform where work gets done effectively.
A familiar approach that reduces cognitive load and confusion.
Built-in adaptability, so you pivot quickly without starting from scratch.
Bias mitigation keeps everyone aligned on the real goal rather than personal agendas.
It frees people up to focus on what truly matters—delivering results without rework, blame games, or second-guessing.
Ready for Your Team OS?
What’s your Team OS, and how is it working for you? If you suspect there could be a better way for you and your team to plan, execute, and learn, we’re here to help. Give us a call or drop us a line, and let’s explore how FoooDo can unlock your team’s full potential.
This article first appeared on Forbes.com on 21st February 2025
Ricky has been a regular contributor to the Forbes Councils since 2023, where he shares his perspectives on all things leadership, change, culture and productivity, all with Thinking Focus’ unique perspective on metacognition, or as we prefer to say, thinking about thinking.
Did you know that if A-Z = 1-26, and the words “Knowledge,” “Hard Work,” and “Attitude” add up to surprising numbers?
This simple yet powerful numerical formula reveals a deep truth about success and mindset.
Here’s the Breakdown:
Knowledge = 96 → Knowledge is important, but is it enough?
Hard Work = 98 → Hard work gets you close, but does it guarantee success?
Attitude = 100 → Could the right mindset be the ultimate key to success?
This video breaks down the math behind success and explains why attitude matters more than anything else. Whether you’re working towards personal growth, career success, or leadership excellence, this formula will change how you think about achieving your goals.
Five tests that accountable leaders do to achieve success
Ever wondered why some managers dodge those awkward performance conversations—and what to do about it?
In this lively chat, Graham Field and Ricky Muddimer dive into the art and science of giving effective feedback that sparks real change.
They walk through seven critical tests to pinpoint the root causes of underperformance, including:
The Expectations Test – Set the ground rules upfront on how (and when) feedback is shared.
The Holy Trinity Test – Ensure crystal-clear goals, a genuine understanding of “why it matters,” and confidence in what’s possible.
The Underperformance Test – Spot gaps in knowledge, skills, environment/tools, or mindset.
The Competence Test – Move beyond “tick-box” training and guard against the Ebbinghaus Effect by reinforcing learning fast.
The Psychological Safety Test – Create a culture where people feel safe asking for help and receiving honest feedback.
If you’re a middle manager, C-suite executive, or HR professional responsible for leadership development, you’ll pick up practical tips you can use immediately. Grab a coffee, sit back, and learn how to have those tough chats that lead to better performance and stronger teams.
Our very own Ricky Muddimer was invited to be a guest speaker on this Workleap webinar. The Workleap team were keen to get Ricky’s perspective on the annual review process.
Ricky is passionate about performance. Helping line managers have a greater impact on their teams is crucial to every organisation’s performance. The relationship with your line manager is one of the key drivers of individual and team productivity.
The lively discussion revealed some real insights. We learned that 78% of those polled said their review process needed improvement. At the same time, 66% were conducting a formal annual review.
Key Takeaways
We discussed how to build a culture where managers embrace performance management and do it well, and team members want time with their manager. We explored Workleap’s experience of transitioning from annual to quarterly reviews with some great hints and tips to consider.
It is arguably the most challenging time ever to be a line manager with many more leader-doers and player-coaches. How do they find the time to do everything well?
Any performance review process, at whatever cadence, needs to be simple for line managers to improve adoption and shift the mindset from task to value-adding activity.
Related Content
Watch
Unlocking the Potential: A Manager’s Guide to Addressing Underperformance
Are you struggling with underperformance in your team?
Don’t let it hold you back! In this comprehensive guide, we unpack the root causes of underperformance, the pivotal role of performance management, and your responsibilities as a manager.
Read more
Discover practical strategies to overcome roadblocks, have effective conversations, and create an environment where every team member feels valued and motivated to grow. Unlock the potential within your team and chart a course towards success.
Listen
How do you talk talent with your people (that does not set you up for a tough conversation)?
Talent conversations come in many shapes and sizes. Talent is more than just how good you are today; it also encompasses how well you fit into the plans for tomorrow. Your plans, the organisation’s plans, and their plans….
What could possibly go wrong?
Read more
Ricky and Paul tackle the conversations that leaders need to have to help the people around them understand where they are right now, what is expected of them and where they need to develop. Talent conversations may not be easy, but with a bit of structure and thought, they can be positive and constructive interactions that help people grow.
Ricky shares his five top tips for giving purposeful feedback:
Feedback: Five Top Tips for Purposeful Feedback
Feedback is one of the most critical tools and skills of any manager’s skillset.
In this video, Ricky explores five top tips for managers and leaders and includes a personal example.
Do you lay solid foundations for feedback?
Is feedback a habit?
Is it factual and founded on evidence?
Is it purposeful? Can your people do something with your feedback?
Are you present when giving feedback or distracted?
What do you think?
Related Content
Do you want to know how to deliver feedback effectively at work?
In this video, we share with you five tips on delivering effective feedback in a way that will be respectful and helpful to you and your team members.
Learning how to deliver feedback effectively is essential if you want to be a successful manager of people! In this video, we’ll show you how to deliver feedback in a way that will help your team members grow and learn. We’ll also discuss the importance of feedback in the workplace and give you some helpful tips on how to give feedback effectively!
If you prefer to listen, here are a couple of podcasts on feedback.
In this video, Ricky shares five areas guaranteed to set you up for success. They provide a set of checks and balances that will inform you if you are on course or off course and enable you to course correct as you go.
You can also download our business challenge toolkit, which provides a host of templates, how-to videos, and a proven formula for success.
In this webinar, Ricky Muddimer and Graham Field discuss how trust is the invisible engine that drives high-performing teams. Without it, communication breaks down, innovation stalls, and performance falters. But with it? Teams collaborate seamlessly, make faster decisions, and achieve extraordinary results.
As a leader, how do you build and sustain trust in your team—especially in today’s fast-paced and often disconnected workplace? Watch ‘Trust: The Secret to High-Performing Teams,’ our final webinar of 2024, and discover why trust is the most critical factor in unlocking your team’s full potential.
This isn’t just another webinar—it’s your opportunity to gain actionable insights to set you and your team up for success.
Low trust doesn’t just create tension—it impacts results. In this highly practical session, we’ll explore:
The cost of low trust: How it shows up in miscommunication, disengagement, and slowed progress.
The benefits of high trust: Why it accelerates innovation, strengthens collaboration, and boosts team performance.
How to build trust: Simple, actionable strategies to foster a culture of trust in your team or organisation.
If you’re ready to tackle the barriers holding your team back and learn proven techniques to unlock their potential, this webinar is for you.
Check out the Slides
These slides accompany the webinar and include the content on trust.
In this webinar, Ricky Muddimer and Graham Field discussed how trust is the invisible engine that drives high-performing teams. Without it, communication breaks down, innovation stalls, and performance falters. But with it? Teams collaborate seamlessly, make faster decisions, and achieve extraordinary results.
As a leader, how do you build and sustain trust in your team—especially in today’s fast-paced and often disconnected workplace? Watch ‘Trust: The Secret to High-Performing Teams,’ our final webinar of 2024, and discover why trust is the most critical factor in unlocking your team’s full potential.
This isn’t just another webinar—it’s your opportunity to gain actionable insights to set you and your team up for success.
Low trust doesn’t just create tension—it impacts results. In this highly practical session, we’ll explore:
The cost of low trust: How it shows up in miscommunication, disengagement, and slowed progress.
The benefits of high trust: Why it accelerates innovation, strengthens collaboration, and boosts team performance.
How to build trust: Simple, actionable strategies to foster a culture of trust in your team or organisation.
If you’re ready to tackle the barriers holding your team back and learn proven techniques to unlock their potential, this webinar is for you.
