L&D TV VIDEOS

Last Tuesday night, my party stepped into the Leonardo Royal Hotel near St Paul’s Cathedral in evening wear and high spirits – and walked away with five Learning Excellence Awards, three of them Gold. An astonishing result. Though perhaps not so surprising when I stop to consider the quality of the projects we’ve been lucky enough to be involved with. All five awards were for work that draws directly on our Drama for Change methodology—an approach I’ve developed over the years to turn fiction into a catalyst for real-world behavioural change. I’m proud of the work, of course, but even more so of the organisations who commissioned and co-created these remarkable initiatives. These awards are shared wins, and richly deserved.

Recently, I was invited to speak to a group of change consultants and change managers. Now, I’m not a change consultant myself – I’m a video maker. But, having spent my career making films for learning and development, “…I’ve ended up specialising in something that’s very much at the heart of their work: behaviour and culture change. I shared the story of how I developed Drama for Change – a method that uses video drama to shift behaviour in organisations – and why the science behind it is relevant far beyond the world of film…

By now, most people in the UK are aware of the Netflix drama Adolescence, which explores the harrowing subject of online male radicalisation and violence against girls. Writer Jack Thorne said he and co-writer Stephen Graham wanted the programme to be a piece of work that “causes discussion and makes change.” This, of course, is exactly the aim of my own Drama for Change methodology – though within a workplace setting – so I feel compelled to report on the project…

The inquest into the tragic death of 19-year-old Royal Artillery Gunner Jaysley Beck has cast a harsh light on the pervasive issue of sexual harassment within the British Army. On BBC Radio 4’s The World at One, one woman, an anonymous former Army officer, described how the Army culture means that women have to manage male egos to get by. This means women need to do a lot of emotional work merely to exist in that space. So, an assault can be catastrophic because their resilience is already low.

When things go awry in an organisation – bad attitudes, non-compliance, or even a toxic culture – it can feel like trying to steer a sinking ship. These problems can be costly, whether through reduced productivity, legal risks, or even accidents. The instinctive response might be to clamp down with heavy-handed initiatives and training to enforce compliance. That might get you some results, but it rarely creates lasting change. Why? Because a top-down approach often reinforces an “us vs. them” mentality. What’s really needed is culture change – a fundamental shift in how the organisation relates to its people.

For me, last year ended on an amazing note. Our client, Brighton & Hove Buses and Metrobus received an award for culture change from the UK Bus Awards with our dramatized storytelling the main factor cited by the judges. Congratulations!

First, let me wish you all the delights of the season. Whether your plans are for mistletoe, mince pies, or a merry drink or two, I hope it’s a time of joy and relaxation. Or perhaps you’re stepping up as the designated driver this year? Personally, I rather enjoy the role – it’s a handy excuse to dodge the eggnog and still soak up the festivities. But have you ever wondered where the idea of the designated driver came from? Let me tell you a story that takes us from Scandinavian social norms to American TV sets, and finally, to a powerful campaign that saved thousands of lives – and all with a few lines of dialogue…

The Greg Wallace controversy offers a stark reminder for HR professionals in the wake of the Worker Protection Act 2023: employers now have a proactive duty to take reasonable steps to prevent sexual harassment in the workplace. Reports suggest that complaints against Wallace were ignored – contrary to the new guidelines – and his behaviour was allowed to persist. Legally and ethically, this is clearly unacceptable. It’s a cautionary tale for employers everywhere…

I recently heard a fascinating radio piece about nunchi, a Korean tradition centred on attuning to social cues and group dynamics. Often translated as “eye-measure,” nunchi is the subtle art of perceiving what others are thinking and feeling through context, nonverbal cues, and the atmosphere of a situation. In Korea, nunchi is taught from an early age and is considered essential for fostering harmony, navigating relationships, and succeeding socially…

From Viral Moments to Purposeful Change A brief remark by actor Saoirse Ronan sparked a global conversation on women’s safety and everyday vulnerabilities. The structure and mechanism of the wildfire spread of this message is what we try to leverage with Drama for Change – affecting behaviour and culture in the workplace. Learn more in my latest Newsletter. https://lnkd.in/e9Q8h5r8