Erika Clegg – Erika Clegg

Values in a Strongman Era

Erika Clegg — Wed, 02 Apr 2025 12:42:51 +0000

There is no doubt that forceful leadership seems to be enjoying a resurgence, particularly in politics and some of our largest global corporations. Is this, therefore, the time to put values aside?

I would argue it is the time to pick them up.

How can they help?

Firstly, if we face a challenging situation, then sometimes we have to make a decision that is a compromise rather than ideal. If we can make those decisions based on our values, that helps us at least know that we have maintained integrity.

When the world is shifting very fast around you and you find yourself unseated, unsettled – even slightly unhinged – you need something solid at the core from which to take guidance and advice. And if you cannot look up and out for it, then the place to look is in.

Being values-driven does not make you a wimp.

Let me make one thing clear: values do not have to be nice. Values have to be things which allow you to make choices that you can trust. And if the choices that you trust are based on things like money and growth and winning, then have those as values, by all means. If your purpose in the world is to improve your fortunes, to build your castle, then that is fine. That is your purpose.

What is fundamentally important here is that this stuff is true. If it is not true, you cannot look to it for advice. And from where do you take your advice then?

Finally, other people might choose to live apparently without values – although I would suggest that it often just means their values are at odds with yours. All values are not equal, and values are certainly not equally shared.

However, just because other people choose not to live by your values does not mean that you should abandon them. It means you should secure them. You should work with them. You should lean on them for support. You should big them up. You should fight their corner – and they will fight yours.

That is the power of values in a strongman era.

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Are your values really yours? The leadership test you need to take.

Erika Clegg — Mon, 24 Feb 2025 11:36:41 +0000

Ask someone in business to list their core values, and there’s a strong possibility that ‘hard work’ will appear. It’s one of the most common responses in leadership masterclasses. But is it truly a value, or is it something else entirely?

This is where leaders need to ask themselves some difficult questions. Values are the principles we actively choose to guide our decisions, but beliefs are something different. Beliefs are often absorbed unconsciously, shaped by the influence of others – parents, teachers, early bosses – before we ever have the chance to scrutinise them.

If a belief serves us well, it can support progress. But if it limits us, it can quietly dictate the terms of our leadership in ways we never intended.

‘Hard work’ is a classic example. Where does it come from? For many, it can be traced back to a figure of authority in childhood. A parent who valued industry over idleness. A teacher who praised diligence above creativity. A culture that equated long hours with moral worth. Over time, the expectation to work hard lodges itself so deeply that it starts to feel like a personal value.

But is it? Or is it simply the echo of someone else’s?

This matters, because values shape culture. Leaders who operate from beliefs mistaken for values risk reinforcing unexamined assumptions within their organisations. ‘Hard work’ sounds commendable – but if it shows up as burnout or an inability to delegate, it may not be the guiding principle a leader wants to champion.

So how can you tell if something is a true value or a belief shaped by someone else’s values? Here are three questions to ask:

Would I still hold this if I had been raised in a different environment? If your value system would be unchanged, it’s more likely to be intrinsic. If not, it’s worth questioning its origins.
Does this belief create freedom or limitation? A true value expands possibilities, enabling better choices. A belief, if left unexamined, can act as a constraint.
Am I living this by choice or obligation? Values feel like a calling. Beliefs often feel like rules.

The work of an authentic leader is not to inherit assumptions but to define the principles that matter and to use them to build cultures where people and organisations thrive. That starts with knowing which values are yours and which ones were handed to you. The question is, which will you choose?

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Trusted leadership support when change happens

Erika Clegg — Mon, 24 Feb 2025 10:48:43 +0000

If, like Doug Field OBE, you trust me at a point of change in your life, I can only say thank you.

Over ten weeks, Doug and I have explored his values and purpose in a whole-life context: broad conversations whittled down to clear insights, with weekly sessions and tasks, following my Values Revolution programme. Despite his packed schedule, he has committed fully to the sessions and the homework, and we are both delighted with the outcome.

It’s an honour to be trusted by someone of Doug’s calibre. In return, I bring wholehearted support, sharp focus and deep listening – tuning into what’s unsaid as much as what’s said, joining dots, and helping talented people see things from fresh angles.

Here’s what Doug said:

“Erika doesn’t just talk about values; she walks alongside you and coaches you to discover yours. Over a transformative 10-week exploration, I watched Erika unearth the core principles that will guide me for the next decade and beyond. Her unwavering and focused dedication to this process was nothing short of inspiring, generating real clarity for me.

“What sets Erika apart is her rare ability to translate self-discovery into actionable growth. She went deep, questioning, challenging and supporting. This helped me align my personal values with professional aspirations. and achieve greater clarity around both in the process.

“This is not a quick fix, it’s a considered, reflective process that follows the path of deep, meaningful change. For those ready to unlock their full potential, I wholeheartedly recommend joining the Values Revolution.”

If you are at a point of change, don’t hesitate to contact me. Of all I do in my work, helping exceptional people access the tools to make good choices for their next step is one of the things I find most rewarding.

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Europe’s values are struggling without a vision

Erika Clegg — Mon, 24 Feb 2025 10:41:04 +0000

The war in Ukraine has exposed an unpleasant truth. Europe’s cherished values, so often cited as the moral foundation of the continent, aren’t enough.

Respect for human dignity. Freedom. Democracy. Equality. The rule of law. Human rights. Noble ideals, all of them. But on their own, they are just words that sound stirring in speeches and crumble when faced by a force that operates with absolute clarity.

Brexit, unchecked immigration, economic stagnation, pandemic – each has chipped away at unity, leaving a bloc that is reactive rather than strategic. Meanwhile, Vladimir Putin’s intentions are unwavering. He sees himself as the restorer of Russian sovereignty, a man reclaiming what was lost. His actions are driven by this unshakable belief.

And now, enter Donald Trump. Where Putin sees power in historical destiny, Trump sees it in leverage. He treats politics as he does business – deals, assets, land, growth. His latest remarks about NATO make his position clear: if you want America’s protection, it will cost you.

Europe has no comparable vision. It cannot agree on what it stands for, and it certainly cannot articulate where it wants to go. The result? A continent that is on the back foot, responding rather than leading.

One of my stock phrases is: if you haven’t defined your purpose and values, better watch out for the enemy who has. That, I fear, is exactly what is playing out. Putin knows what he wants. Trump knows what he wants. Does Europe?

There is no point in brandishing values unless they are anchored in a clear direction. A future that inspires not just politicians but populations. Without it, those principles will remain just words. And words, as Ukraine has so awfully demonstrated, do not stop tanks.

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The Values Revolution: A Ten-Week One-to-One Course for Senior Leaders

Erika Clegg — Wed, 29 Jan 2025 16:02:48 +0000

Leadership is not just about strategy and execution. It’s about knowing who you are, what drives you and how to create meaningful impact. The Values Revolution is a transformative, ten-week, one-to-one course designed exclusively for senior leaders who want to gain clarity, lead with conviction, and shape a legacy that truly reflects their purpose and principles.

This isn’t any old leadership course. It’s a guided, deeply personal exploration of what you stand for, what you want to achieve and how to integrate your values into every aspect of your leadership and life. It goes deeper, higher and bolder than any coaching you’ve had before. If now’s the moment in life you want to tap into something new, exciting and real: this will get you there.

Is This Course for You?

✔ You’re a senior leader who wants to refine your leadership style for greater impact.
✔ You’re navigating change a promotion, business transformation, or a strategic shift.
✔ You want deeper alignment between your personal values and the culture you shape.
✔ You’re ambitious for more not just success, but leadership that is purposeful and enduring.
✔ You are open minded and curious eager to dig deep into what powers you and aim high with what you’ve discovered.

If this resonates, The Values Revolution is designed for you.

What You’ll Gain

Absolute Clarity – Define the values that truly drive you and use them as a decision-making compass.
Stronger Leadership Presence – Lead with authenticity, confidence and strategic intent.
Better Decision-Making – Cut through complexity with values-led clarity.
Cultural Impact – Build and sustain a culture that reflects your values and leadership.
Sustainable Success – Avoid burnout by leading in a way that aligns with your core motivations.

What to Expect

This ten-week programme is a structured yet highly personalised journey, focusing on you, your leadership, and the impact you want to make.

🔸 Weeks 1-5: Defining What You Want Exploring your aspirations, legacy, and impact. You will reflect on what matters most in your leadership and personal life, considering how your ambitions align with your leadership path.
🔸 Weeks 6-7: Identifying and Refining Your Values Discovering the values that truly define you, with guided reflection and a recommendation from me based on your insights. These sessions will challenge and clarify the values that should underpin your leadership.
🔸 Weeks 8-10: Building Your Future Plan Creating a structured action plan to integrate your values into leadership, developing a network that supports your purpose, and identifying specific next steps to ensure you make a lasting impact. The final session is a comprehensive review and action-setting for the road ahead.

Each session includes one-to-one coaching, guided reflection exercises, and real-world leadership applications to help you fully integrate values-driven leadership into your professional life.

Investment

The Values Revolution is a premium leadership transformation programme designed for senior executives, business owners and senior public sector leaders.

Investment: £6,000 – £10,000
Payment plans are available upon request.

What Leaders Say

“Erika Clegg is a human dynamo, combining infectious positive energy with an insightful and shrewd approach to first understanding and then adding value to clients. She creates a challenge and growth environment to best support clients.”
David Sheepshanks, CBE DL

“Her ability to question, to listen, to challenge, to support, to be curious, to hold space, to empathise….and then… distil down the chaos of one’s own world and thinking into a beautifully articulated and eloquently packaged summary goes way beyond a simple ‘zone of genius’! Values DO have power! And by working with Erika to articulate mine, I’ve felt so much more connected with the work, my customers and my team! THAT is HER VALUE!!!.”
David Ventura, Founder, Front & Centre

Book a Conversation

This is a selective programme for senior leaders ready to invest in their leadership transformation. If you’d like to explore whether The Values Revolution is right for you or your senior leaders, book a confidential, no-obligation conversation through Erika’s contact page or contact her on LinkedIn.

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No Bull’s values: a real values parable

Erika Clegg — Tue, 28 Jan 2025 13:48:15 +0000

This is a story of ambition, energy and honest values that ensured an organisation’s growth without losing its personality. It’s inspired by real experiences, reimagined to protect the privacy of those involved. The heart of the tale, however, is true: this is a parable about the power of values.

No Bull is a creative studio that began life in Gateshead, founded by three graduates who had met at art college. They were united by their uncompromising perfectionism and shared passion for creating work that turned heads. Counter-cultural, ambitious and talented, they set out to challenge the norm and build something entirely their own.

The agency grew quickly, drawing clients from across the country, even the world, who wanted work that was fearless, fresh and executed with the precision of master craftsmen. No Bull became known for blending old-school artistry with cutting-edge technology, producing results that were both beautifully crafted and ahead of the curve. Word of their success spread far beyond the North East.

No Bull thrived on momentum. The founders brought an infectious energy and a strong creative vision that defined everything the agency did. Their instinctive decision-making and refusal to settle for anything less than exceptional set the tone. The people closest to them embraced the challenge. This was a place where high standards, and, let’s face it, a demanding environment, were matched by significant industry acclaim for those who delivered.

As the agency expanded, however, and new people joined, not everyone found it easy to adapt. For those who didn’t work day to day with the original trio, the fast-paced, high-intensity culture sometimes came as a surprise. The instinctive way the founders worked wasn’t immediately obvious to those who hadn’t been part of No Bull’s beginnings.

It became clear to the founders that they needed to define the essence of what made No Bull unique. Not to change it, but to ensure anyone joining now knew exactly what it stood for and what it demanded of them.

No Bull values: not for the faint hearted.

When it came to No Bull’s values, they didn’t hold back. They know these values had to pinpoint the heart of this extraordinary business, expressing the essence of difference that underpinned its growth. These weren’t soft or neutral. They were bold, honest and unashamedly direct; just like No Bull.

Go big or go home: Playing small isn’t an option here. Every project is a chance to push boundaries and deliver work that makes jaws drop.
Own it or leave it: Mistakes, triumphs, ideas – whatever you bring, take full responsibility. Accountability is a cornerstone of success.
Call a spade a shovel: Honesty fuels creativity. Say exactly what you mean and expect others to do the same. There’s no room for ambiguity or hidden agendas.
There’s always a way: Creativity means thinking beyond the obvious, flipping the script and finding the unexpected solution.

These values weren’t designed to please everyone. They were designed to protect the heart of No Bull. They acted as a magnet, attracting those who shared the founders’ vision and repelling those who didn’t.

The people who joined and thrived at No Bull were inspired, resilient and ready to meet the challenges head-on. And crucially: forewarned. The team that emerged was energised by the creative spirit of the agency. They knew what was expected of them, and they delivered. Together, they raised No Bull’s reputation, producing work that clients valued and respected.

For those who stayed, No Bull was an opportunity to be part of something extraordinary.

No Bull lessons

No Bull is a lesson in what happens when values are real and lived, rather than trite and hidden in a handbook.

The founders didn’t shape their values to make things easier or more palatable. They wanted them to ensure that the essence of No Bull – the energy, creativity and boldness that defined it – would endure as the agency grew.

In doing so, they built something remarkable. A place that didn’t just produce exceptional work, but also brought together exceptional people. People who understood the ride they were on and wouldn’t have had it any other way.

So yes, this is a work of fiction, but only to protect the innocent – it contains a great deal of truth. Values shape culture. They guide decisions, inspire action and bring the right people together. Done well, they’re more than words. They’re the difference between a company that merely survives and one that thrives.

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Are Values and Culture Just Corporate BS?

Erika Clegg — Tue, 28 Jan 2025 13:12:43 +0000

Let’s face it – values and culture often get a bad rap. Are they essential cornerstones of organisational success, or just overhyped management fluff? Paul Sweeney certainly doesn’t pull any punches in his brilliant book, Magnetic Nonsense: A Short History of Bullshit at Work and How to Make it Go Away. He takes a scalpel to bloated cultural initiatives and values-washing that only amplify corporate mediocrity.

And honestly, I agree with almost everything he says.

Far too often, values lack substance. They’re not grounded in reality. You can practically carbon-date a company’s values by their trendy, buzzword-filled language – much like ageing a horse by its teeth. Words like ‘sustainability’ and ‘diversity’ are undeniably important, but when they’re treated as empty signifiers rather than deeply held principles, they’re meaningless. It’s a concise, predictable lexicon that undermines credibility.

As Paul rightly points out, “so much energy, focus, and time is wasted when other things – like delivering for the customer – continue to be predictably mediocre.” But here’s the thing. When they’re real, values are anything but a distraction.

In fact, they can be the foundation for true excellence: efficiency, customer focus, and pride in a job well done. Values should act as a guiding compass, not a vanity project.

Of course, there’s a fine line between aspirational and delusional. That’s why, when I work with organisations, I emphasise three guiding principles: Dig deep, Aim high, Be true.

So yes, I’m largely on team Sweeney. There’s no point having values that:
❌ Aren’t truly yours – just the same tired, empty words
🎯 Aren’t aligned with your goals and purpose
🧠 Ignore the realities of your people or market
✔️ Aren’t lived out in ways that drive genuine performance

It’s time to ditch the empty rhetoric and create values that actually matter – values that inspire, guide, and deliver results.

If you’re looking to explore how values can truly transform your organisation, my book, Values Have Power: Use Them Well, dives deep into how to align your culture with purpose and build trust that fuels success.

What do you think? Are your values the foundation for growth, or just another management tick-box exercise? Let me know in the comments – I’d love to hear your thoughts.

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Why Your Values Shouldn’t Change With Every New CEO

Erika Clegg — Tue, 28 Jan 2025 13:04:05 +0000

Do your values really need to change every time a new CEO takes the helm?

It’s a pattern I see far too often. Teams are hit with values initiative fatigue, stuck in a cycle where every new leader launches another project to redefine, relaunch and re-embed a fresh set of values. It’s exhausting!

But here’s the truth: values aren’t supposed to change with every leadership shift. When they are done right – when they’re authentic, deeply rooted and aligned with the organisation’s core purpose – they should stand the test of time.

Think of values as the organisation’s compass. They provide stability, clarity, and consistency, even as leadership, strategies, or market conditions evolve. The most successful organisations don’t just choose values, they commit to living them, every day, across every team.

So why do so many businesses find themselves starting again every time there’s a new leader? The problem isn’t with the idea of values. It’s in the way they’re created.

Getting Values Right the First Time

When values are hastily thrown together in a workshop, disconnected from the company’s purpose and personality, they lack staying power. It’s no surprise they fall apart as soon as leadership changes.

The solution? A values creation process that digs deep. One that uncovers what truly matters to the organisation, resonates with team members, and provides a foundation for decision-making and growth. The right values don’t just look good on a poster; they guide behaviour, inspire teams, and create a culture that feels consistent, no matter who’s at the top.

This is what I help my clients achieve. Through the Active Ethos process, they gain the tools to get it right first time. The result is a set of values that doesn’t need constant reinvention, because it’s already built to last.

Ready to End Values Fatigue?

If you’re curious about how this works, let’s have a conversation. It’s time to break the cycle, put an end to values initiative fatigue, and create something meaningful, sustainable, and real.

Drop me a message, and I’ll show you how.

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In praise of unorthodoxy

Erika Clegg — Wed, 18 Dec 2024 06:26:11 +0000

I introduced someone the other day as one of the most unorthodox business people I know. He’s the personification of zigging when others zag. Secure in who he is and brave in decisions. Enough of a risk taker to step into new territories but with the practical common sense needed to turn those steps into leaps forward.

The ability to be deep down unique is an extraordinary talent. My belief is that every organisation, and every person, has that talent, even if it is latent. To unearth it and deploy it as your culture takes insight and vision.

Vision is the prize. Branson and Bezos competing to be first into space. Southgate’s team getting ever further along the path to victory. A haulage business entering the industry top 100. A compelling vision can power a whole team to herculean effort because the prize is worth the pain.

And here’s the oddity: whilst your team will be driven by your vision, your creation of it will be driven by what you know about your team. By your insight to their motivation and their values.

Insight uncovers true values. The insight to know yourself, your people, your business. To dig deep, to question yourself, to forge your values in the heat of challenge. To move beyond the orthodox into the unique.

Because for your values to be effective, they must recognise the unique assets and attributes of your organisation and the team within it. Like brands, the more your values can be differentiated from those of their peers, the more powerful they are.

And it’s that unique combination of ambition and principles driven by self-knowledge that delivers a culture that transforms people, bonds teams and delivers the goods.

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Open secrets and skewed loyalties

Erika Clegg — Thu, 19 Sep 2024 03:47:54 +0000

Mohamed Al Fayed sold Harrods for £1.5bn almost 15 years ago. It has just emerged in a new BBC documentary that when he owned the business he allegedly raped at least five female members of staff, with many more now lining up to share their horrific experiences.

Bruce J. H. Drummond, a Barrister on the legal team representing those women, said “The spider’s web of corruption and abuse in this company was unbelievable and very dark.”.

A former employee recalled that “Mohamed Al Fayed was a monster, a sexual predator with no moral compass whatsoever,” … the staff at Harrods were his “playthings”. “We were all so scared. He actively cultivated fear. If he said ‘jump’ employees would ask ‘how high’.”

When there is a malign cultural force so deeply embedded in a company that even a change of ownership will struggle to rectify it – because when the very top is that rank, it quickly spreads down – the new leadership team absolutely must prioritise #values-led #cultural transformation. But the truth is that they might not know the scale of the problem, even when something has been an open secret.

Take as example an Employee Engagement consultancy report from three years after the sale, which includes this humdinger: “Despite perceptions outside of Harrods, Mr Al-Fayed was very popular with staff and was well known for his compassion. The new owners share his views and firmly believe that the way employees are treated is as important as financial performance.”

People like Al Fayed build myths around themselves that make people who see the other side of the story find it very hard to speak up. Loyalty is an odd thing that doesn’t always go in the direction you would expect.

Like any rot which has been allowed to spread in dark corners, it’s hard work to get rid of, and the more you dig the more you find. It’s also work with a ticking time bomb attached because without a clear and consistent demonstration of intent people can easily lapse into old habits.

Harrods is not the only cherished national institution that has allowed this moral degeneracy to take hold. Think of what happened at the Post Office Ltd with the Horizon scandal. Think of the double standards of some people in highest office.

I was curious to see where things have got to. Here’s Harrods’s values, developed in 2019. They call them ’employee values’ and position them as a promise: “As you live our values, we will too, for everyone who joins us here at Harrods. These are our promises to you.”

Since that open secret is now firmly uncovered, let’s hope the values of ‘trust’ and ‘we are one’ can fully take hold.

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