When helping organisations change, my philosophy is to recognise that change is always hard, so I focus on stimulating productive change only in those small elements that have become dysfunctional.

I believe that people, their perceptions and misperceptions are usually more important than processes, so my approach is based on the Appreciative System thinking approaches of Sir Geoffrey Vickers (my Grandfather) and the unfreezing techniques developed by the organisational psychologist Edgar Schein