Reflections on 2022 with David Liddle

In this podcast, David Liddle is not one to beat about the bush as he identifies the root cause of toxicity in organisations: organisations get the culture and behaviours they deserve. In order to create a turnaround, transformational justice is what David works towards.

In this podcast, Coaching Culture co-founder Jo Wright is joined by David Liddle, founder and CEO of the TCM Group. David was named as one of the Top 20 HR Most Influential Thinkers in 2021 and a Thinkers50 Radar Thinker in 2022. He is the author of two highly acclaimed books: 'Managing Conflict', and 'Transformational Culture' which was shortlisted at The Business Book Awards 2022. In this episode, David and Jo discuss how organisations are fully waking up to the opportunities and possibilities of cooperation, collaboration and building trust from engaging in meaningful and resolute dialogue. When faced with workplace conflict, reflect on what could be the systematic, structural, institutional and cultural factors that are causing differences and disagreements. And then think about how to embrace and engage with conflict positively to unlock innovation and creativity…

David’s vision for The TCM Group continues to be focused on helping organisations to develop purpose driven, values based and person centred cultures. Originating from Nottingham in the East Midlands in the U.K., David has extensive experience of cultural transformation, conflict resolution and leadership development. In the early nineties, David established Leicestershire Mediation Service – one of the first community mediation schemes in the UK.

In this podcast, David and Thiago discuss good company culture, the importance of purpose and how to change formal procedures into something better.

David has spent the last 30 years reframing HR systems, management processes, and leadership behaviours and we explore this journey in some detail throughout the episode. His vision for TCM was, and still is, to reduce the negative impact of conflicts and complaints by creating the conditions for employees and managers to have quality conversations.