Did You Have Fun Today?

The Change Leader Weekly

To Ponder: The Art Of The Faceplant

I’ve been keep tabs on the amazing work done by Boston Dynamics for years now. The work they do is absolutely mind-blowing. Don’t believe me? Take a look at this. This is a short gif of their robots’ latest feat: Parkour.

Maybe I’m a little too much of a futurist, but I’m looking forward to the day that robotics and human biology truly merge - with each one improving on the other.

Watching a robot traverse those boxes in single leaps is damn impressive.

But there’s another gif that I want to show you. It’s the same robots. But this time they are still Learning.

I don’t know about you, but I can’t help but chuckle at the robot ‘face-planting’ right into that table. There’s humour in the hit because it’s all too human.

We’ve all been there. Making a jump in our endeavours and falling just a touch short. The workshop that no-one attends. The new service that it turns out that no one really wants.

And that’s part of the art of Change Leadership. The vulnerability to make the jump. To lead the way.

..And to laugh when you faceplant.

#ChangeLeadership #ValuableChange

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To Action: The Three Habits: Failure, Success, and Reflection

I’m guessing you’ve heard the age-old question – what came first, the chicken or the egg? (Spoiler Alert - it was the egg. Eggs were used by various life forms millions of years before the chicken existed).

Well, there’s another version that’s perhaps even trickier:

‘What came first, the culture or the ritual?’

Whichever side of the fence you’re on though, the answer really doesn’t matter because despite claims to the contrary, you can’t implement a new culture. What you can do, however, is implement new organisational rituals.

So that’s where you as a Change Leader need to focus your attention.

Before you can do this though, you first need to decided on the culture that you want to create.

I’ll humbly make a suggestion here - create a culture of openness.

To do so, there are three key areas you need to target. All three are centred on normalising what are typically difficult things.

They are: Failure, Success, and Reflection.

It’s by doing these three key habits well that you foster ongoing improvement in your organisation and your teams. To put it another way, to create a culture of openness and improvement, your teams and organisations:

  1. Must be able to fail, and learn,

  2. Must be able to succeed, and learn, and

  3. Must be able to share and make forecasts using those learnings.

So this week,

Take a moment to assess your team’s ability to fail, succeed and reflect.

What’s the weak spot of the three? - Target that first.

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To Reflect: Did You Have Fun Today?

I brought my 4yr old daughter, Adeline, out for a drive to the post box yesterday afternoon. In the car we had a chat that went a little something like this:

Me - “Did you have fun today sweetie?”

Adeline - “Yes Dad.”

Me - “What did you get up to?”

Adeline - “I don’t remember.”

Me - “Well then how do you know you had fun?”

Adeline - “I just remember that I had a fun day.”

There’s a beautiful simplicity when chatting to children. And this conversation was no different. And there’s absolutely a reflection embedded in there about how we tend to remember our emotions more than the tasks of our lives.

But, really, given the state of half our country, I think there’s a better reflection.

Did you have fun today?

No matter your religious alignment, we likely all agree that this life we have is short. It’s easy to get lost in the minutiae. As a change leader, we need to be a light in the tunnel for those around us.

The best way to do that is often to just have and create some fun.

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Well - what a week.

#ValuableChange was Amazon's hottest new release in several categories - and it cracked the Top 3 Best Seller Lists in both project management and corporate governance.

Not only that, but the content-packed and thoroughly entertaining Audiobook of Creating High Value PMOs also hit the top 10 in Amazon new release charts.

Thank you.

Early feedback has been great.

I really like how you simplify, and just focus on what really matters.”

Anthea, Project Director

Brendon is obsessed with driving simple, streamlined ways to deliver better change. As you soon as you start reading you can tell. There’s no superfluous steps. There’s only what works, designed and delivered in a way that everyone across my organisation finally understands what we are doing.”

Michael, Executive Director

“A fantastic tool for assessing your team’s change momentum”

Amber, Regional Director

Valuable Change is a Change Leader’s complete handbook to setting up, driving and realising truly Valuable Change.


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  • How to Build Momentum, Leverage Community, and Create Valuable Fanaticism

Ready to pick up your copy?

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Have a fabulous weekend. See you next week.