Erika Clegg

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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Microsoft: How Living Its Values Transformed Culture and Performance

admin — Tue, 28 Jan 2025 16:26:41 +0000

Microsoft exemplifies the power of living its values. Under Satya Nadella’s leadership, the company has transformed culturally and financially, driven by three core principles: Respect, Integrity and Accountability.

Respect is about valuing the thoughts, feelings and backgrounds of others. Integrity reflects honesty, ethics and trustworthiness. Accountability means taking full responsibility for decisions and outcomes. These are actively embedded into the organisation’s culture.

When Nadella took over, saying “Culture change means we will do things differently” he dismantled the current competitive, siloed environment by championing a growth mindset, encouraging curiosity, collaboration and continuous learning. This cultural shift allowed Microsoft to become a place where people thrive together.

Inclusivity has also been prioritised, and with significant investment in initiatives that bring respect and integrity to life, Microsoft’s actions reflect a commitment to creating an equitable workforce.

The company’s focus on innovation-driven leadership has been equally important. By aligning with long-term goals like cloud computing and AI, Microsoft has committed to substance over trendiness. Platforms such as Azure and partnerships with OpenAI are signs of a dedication to meaningful progress rather than superficial hype.

This alignment between values and purpose has delivered financial success. Under Nadella, Microsoft’s valuation exceeded $3 trillion, Azure became a core revenue driver, and AI investments solidified its position as a tech leader. These achievements are a direct result of values-led decision-making.

Microsoft also avoids the superficiality often seen in the tech industry. Its reputation is built on substance, not hype. The organisation prioritises delivering genuine value to customers and given team members autonomy, build trust and engagement throughout its ecosystem.

In Nadella’s Microsoft, respect, integrity and accountability have revitalised the company culturally and financially. It serves as a powerful reminder of what’s possible when values are not just words but a way of operating. Leaders would do well to ask themselves – what could we achieve by living our values with this kind of commitment?

Nadella’s summary of the depth of this work goes like this: “After all, our products may come and go, but our values are timeless.”

The post Microsoft: How Living Its Values Transformed Culture and Performance first appeared on Erika Clegg.

No Bull’s values: a real values parable

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

This is a story of bold beginnings, relentless energy and values that transformed an organisation. It’s inspired by real experiences but reimagined to protect the privacy of those involved. The heart of the tale, however, is true; a parable about the power of values to shape not just a company, but the people within it.

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

The agency grew quickly, drawing clients from across the UK and beyond 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, bold ideas 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 were matched by high rewards for those who delivered.

As the agency expanded, however, and new people joined, not everyone found it easy to adapt. For those further from the original trio, the fast-paced, high-intensity culture sometimes came as a surprise. The instinctive way the founders worked, driven by vision and passion, wasn’t immediately obvious to those who hadn’t been part of the agency’s beginnings.

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

No Bull Values: The Ride of Your Life

When it came to No Bull’s values, they didn’t hold back. These weren’t soft or neutral. They were bold, honest and unashamedly direct; just like the agency itself.

Go Big or Go Home: Playing small isn’t an option here. Every project is a chance to push boundaries, take risks 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.
Work Hard, Rest Properly: No Bull moves at a fast pace, but rest is essential. Brilliance comes from energy and balance, not exhaustion.

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

The Team That Rose to the Challenge

The values worked like a magnet. Those who joined and thrived at No Bull were inspired, resilient and ready to meet the challenges head-on. The team that emerged wasn’t just talented, they were energised by the creative spirit of the agency.

The values gave the team a shared purpose and a common understanding. 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 wasn’t just a job. It was an opportunity to be part of something extraordinary. The energy, ambition and focus on excellence made every day rewarding, while the commitment to balance ensured that the intensity was matched by the space to recharge.

The Legacy of No Bull

No Bull is a lesson in what happens when values are real and lived, rather than hidden in a handbook. The founders didn’t create their values to make things easier or more palatable. They created 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.

This story might be fictional, but the truth within it is undeniable. 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 survives and one that thrives.

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You’ve Got Values. But Are You Acting on Them?

admin — Tue, 28 Jan 2025 13:18:36 +0000

Defining your vision and values is a critical step in building a meaningful culture. But once you’re confident they’re right, the real work begins – embedding them into your organisation. Without consistent action, even the best values remain little more than words on a page.

As the saying goes: “Let a thousand flowers bloom”.

To cultivate a thriving culture that aligns with your values, it’s not about grand gestures. It’s about encouraging small, purposeful actions across your business. Start by asking yourself:

What can you do?
Who can make it happen?
When will it be done?
Why will it matter to people?
Where will it take place?
How will you measure its success?

These questions provide the framework to bring your values to life. They move you from intention to action, from vision to reality.

The key lies in encouraging small, meaningful contributions everywhere. Some of these “flowers” may not flourish, but others will take root and grow. Over time, they’ll transform your values into a living culture that resonates deeply across your organisation.

The lesson? Action, no matter how small, makes all the difference. Values don’t thrive in isolation. They need the right environment, careful nurturing, and consistent care to blossom into the culture you envisage. Start planting today.

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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.

The post Are Values and Culture Just Corporate BS? first appeared on Erika Clegg.

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.

The post Why Your Values Shouldn’t Change With Every New CEO first appeared on Erika Clegg.

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.

The post In praise of unorthodoxy first appeared on Erika Clegg.

2: David Sheepshanks: the valuable game

admin — Mon, 25 Nov 2024 16:02:50 +0000

The visonary behind the English football training centre, St George’s Park, and former chair of Ipswich Town Football Club, David Sheepshanks is now a business leadership coach. It was a joy to find out more about what powers him.

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1: Pia Sinha: prison with values

admin — Mon, 25 Nov 2024 16:02:08 +0000

Pia Sinha, now CEO of the Prison Reform Trust, is famed for her 18-month turnaround of ‘Britain’s worst prison’. But I found out there’s a lot more to know about this abundantly positive woman.

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3: George Vestey: philanthropic values

admin — Tue, 05 Nov 2024 10:58:16 +0000

George Vestey is fourth generation at the helm of Vestey Holdings, a large international food business. In this episode you’ll discover exactly how they set about creating and seeding values, how their multi-business model co-hosts local and group culture, and George’s own career journey from the meat markets of South London to CEO. In recent years the group has delivered a generous and focused philanthropic programme – it’s a superb example of the power of business to do good and makes for compelling listening.

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