Culture Change
Culture is one of the most long-term competitive advantages when done right, and also a company- or team-killer when it falls apart. Why would you leave it to chance? In this 6-video series, you’ll get ideas about how to both design and shape your culture. This can apply to individual leaders at any level in the organization, as well as leadership teams looking at organizational-wide culture.
Watch the Culture Change Video Course on YouTube
Why do You Need a Leadership Plan?
Leadership effectiveness requires more than consistency. The Five Frequencies framework shows how your leadership behaviors send organizational signals that must evolve with changing needs. Traditional approaches fail when they don’t adapt to different situations. Success comes from aligning actions with message—creating credibility when your behaviors reinforce your stated values. A structured leadership plan helps you balance consistency and adaptation to achieve organizational goals.
The Five Frequencies Decisions and Actions
Leadership credibility comes from aligned behaviors, not words. Consistent decision-making builds organizational trust through predictable patterns. Balanced measurement systems direct company focus toward what truly matters. Tough coaching moments develop stronger resilience than celebrating easy wins. Factory leaders must demonstrate priorities through visible actions, not just statements. Direct problem observation on the floor transforms operational effectiveness more than reports or meetings.
The Five Frequencies Recognize and Reward
Strategic recognition shapes behavior more effectively than rewards. Jamie demonstrates that everyday acknowledgments create deeper impact than formal awards programs. Recognizing process adherence matters more than celebrating obvious outcomes. Misguided recognition can inadvertently reward counterproductive behaviors—praising “arsonists” rather than “fire prevention” efforts. Examples from youth soccer and business settings show how targeted recognition reinforces desired behaviors and transforms performance by highlighting what truly matters to organizational success.
The Five Frequencies Tolerate Don’t Tolerate
Jamie challenges “praise in public, criticize in private” for behavioral issues, arguing visible reactions to unacceptable behaviors matter more than private conversations. Tolerating imperfect improvements unlocks breakthrough ideas worth hundreds of thousands. Soccer coaching demonstrates balancing tolerance for decision-making while rejecting referee arguments. Deliberate reactions transform culture more effectively than formal statements by consistently signaling what behaviors truly matter.
The Five Frequencies Show Up Informally
Leadership impact occurs through deliberate everyday behaviors. Handshake and kneeling approaches transform coaching dynamics. A veteran leader shifted from “head hunting” to process examination, revolutionizing workplace culture. Learning frontline jobs directly from employees signals respect and recognizes expertise. Small actions—seating choices, questions asked, physical presence—shape culture more powerfully than formal statements.
The Five Frequencies Formal Communications
Word selection impacts culture more than presentation polish. Amazon’s “customer obsessed” versus “customer focused” fundamentally shifts behavioral expectations. Soccer coaching language reinforces that “everyone is a defender” when needed. Formal communications must align with the other four frequencies—decisions, recognition, tolerance boundaries, and informal behaviors—to create authentic cultural transformation.