Craig Gillham's Linkedin Analytics

I’ve done a lot. But the next 12 months matter most. Looking ahead, I see a 12-month journey. 🔹 A new house. 🔹 A new business at Transform Differently. 🔹 A new way of working, thinking, and living. Everything I’ve done before, especially with Socium10X, led to THIS moment right here, right now. But now? Now, the real work begins. What’s one thing you’re building for the next 12 months?

Meta just showed the world how most companies get leadership wrong. More money is needed for executives, less accountability for leaders, and more blame on employees. They’re doubling bonuses for top execs while calling their own people “low performers.” But those “low performers” are speaking up, backing their work with data, performance reviews, and results. Meta is following a common pattern: ✅ Rewarding those at the top for problems they created. ✅ Blaming the people doing the real work. ✅ Cutting headcount instead of fixing leadership gaps. This is exactly why transformation fails. Companies hire consultants to write long reports on culture and engagement. They launch internal programs and say they care about people. But when pressure hits, leadership defaults to preserving power, not driving change. The way forward? Own the change from WITHIN. Here's what it looks like: ✔️ Leaders taking responsibility for the environments they create. ✔️ Teams being empowered to challenge decisions, not just execute orders. ✔️ Removing blockers instead of adding more control. Real transformation happens when leaders stop managing and start leading.

Transformation fails when the wrong people lead it. So, we built a team to fix it. Real transformation doesn’t happen in boardrooms, and it especially doesn’t come from generic playbooks. It happens when leaders take bold action backed by experience, strategy, and people who know how to get results. That’s why Paul Cobban, Nicola Tyler, and Steve Robson are at the core of Transform Differently. These are the people who have led real transformation at scale, and I’m proud to be one of their co-founders. ✅ Paul took DBS Bank from ordinary to world-leading, proving transformation works when people come first. ✅ Nicola has shaped leadership teams for decades, turning strategy into execution that actually delivers. ✅ Steve has guided businesses through high-stakes change, from turnarounds to M&A, ensuring transformation leads to real value. Together, we don’t “theorise”, but we build, lead, and execute for success. Transform Differently exists to make transformation REAL and make it stick.

If you have to ask, “How do I get motivated to do this?” you don’t want it enough. Reading Relentless by Tim Grover reminded me of something I always hear: “How do I motivate myself and my team?” But motivation isn’t the problem. Clarity is. Grover talks about Cleaners, the ones who don’t need motivation. They show up, do the work, and set the standard; not because someone is cheering them on, but because it’s who they are. He says, “The only way you can light other people on fire is to be lit yourself, from the inside.” Why did you start your business? Why did you hire your team? Why do you keep pushing forward? If you can’t answer that, neither can they. A team follows the example of its leader. If you bring focus, discipline, and drive, they will, too. They’ll find reasons to show up and perform if you communicate clearly. When you’re locked in, so is your team. Motivation stops being a question. It becomes a given.

I always pause when a manager says, “We’re like a family here,” when describing their company culture. We’ve all been part of a family. And we know they’re not perfect. They can be complicated, messy, and sometimes toxic. So, if a business runs like a family, the real question is: what kind of family is it? You can write the most inspiring mission statement about teamwork and success, but what happens when leadership isn’t present? That’s what defines the culture. Leadership is a choice. People don’t follow words on a wall because they follow actions. No matter their age or background, employees take their cues from leadership. They mirror what they see. When a mistake happens, do you encourage growth or focus only on what went wrong? If one person is treated differently, does favouritism start creeping in? These choices shape your culture, for better or worse. Culture doesn’t happen by accident. It’s built every day by the standards leaders uphold and the behaviours they allow. So, ask yourself: Is your leadership creating a culture that brings out the best in people? Or is dysfunction taking root?

Change is broken. Let’s do it differently. Companies throw millions at change. Most of it goes nowhere. 🚫 Reports stacked on desks 🚫 Projects stuck in approval cycles 🚫 Leaders talking more than acting That’s why Transform Differently exists. No endless strategy decks. No bloated programs. No wasted energy. Just real change that sticks. ✅ People first because no process works without them ✅ Simplicity over noise, because too many moving parts slow progress ✅ Ownership at every level because change never lasts when forced from the top Businesses make change harder than necessary. Success comes from removing the barriers that slow people down. Transformation should be fast, effective, and built to last. Not a corporate theatre production. If change feels like a never-ending cycle, let’s make it work for you.

AI alone won’t transform businesses. But AI + people WILL. A hedge fund with no analysts just outperformed the market. AI scanned thousands of sources, ran the numbers, and made decisions faster than any team could. Impressive? Yes. The whole story? No. The real opportunity isn’t AI replacing people—it’s AI with people. Most companies focus on cutting costs. They see AI as a replacement. But the real edge comes when AI accelerates human insight, not replaces it. ✅ AI spots patterns. People ask the right questions. ✅ AI processes data. People challenge assumptions. ✅ AI speeds up decisions. People bring experience, creativity, and judgment. The smartest companies won’t just automate—they’ll create environments where AI and people work together to build something better. Those who get this balance right won’t just keep up. They’ll set the pace. Are you using AI to replace or to elevate the people in your business?

Starbucks’ turnaround started with its people. The company was struggling when Howard Schultz took over Starbucks (again) in 2008. Quality was declining, and employees were disengaged. The brand was losing its way. But Schultz didn’t focus on the numbers—he focused on people. Two experiences shaped his leadership: 1. His father struggled with poverty and the lack of workplace benefits. 2. A trip to Italy, where he saw how excellent service creates real human connections. So, instead of cutting costs or chasing short-term profits, he invested in employees first. ✔️ He reinstated healthcare benefits, even for part-time workers. ✔️ He introduced stock options, giving employees a real stake in the company. ✔️ He made a bold move: closing 7,100 stores for a day to retrain baristas on making the perfect espresso. Why? Better-trained, engaged employees create a better customer experience. That’s why Starbucks writes your name on the cup. It’s not only to avoid mix-ups but prioritise recognition. People don’t respond to numbers. They respond to feeling seen, heard, and valued. Starbucks tripled its profits in two years, not because of aggressive cost-cutting or new marketing tricks, but because Schultz listened to his people and empowered them to deliver their best work. Your employees know what’s working and what isn’t. They see the problems before you do. Listen to them. They’re the ones growing your business.

The right people, room, and a belief that transformation starts with people. Everything else follows. A month before the launch, we sat in a room together, preparing to build something that hadn’t been done before. Nicola flew in from Cape Town, Paul came down from Edinburgh, and Steve was already there, keeping us grounded and connected. Two days of deep conversations, plenty of laughs, and the kind of brainstorming that only happens when the right people are in the room. No egos. No posturing. Just four people committed to helping businesses transform by listening first. At some point, our team of four started feeling like five. FDC was fully invested in what we were building. They helped sharpen our strategy, shape our messaging, and ensure everything was in place for launch. Their role went beyond providing support. They became part of the momentum. When surrounded by people who believe in what they do, work doesn't feel like a grind; it turns into progress. Now, Transform Differently is out in the world, built on exactly what we set out to create a way for businesses to rethink transformation by putting their people first. You know the feeling if you’ve ever been in a room like that. And if you haven’t, maybe it’s time to build your own.

$499 for a Smart Pin. Now it's just a Pin. People paid for a product that will no longer function. No updates, no refunds, it's just... gone. How inhumane… Humane's AI Pin was sold as the future. Now, it's a footnote in HP's intellectual property portfolio. 🚨 Customers lose everything. 🚨 Employees lose their jobs. 🚨 Executives walk away with millions. Tech startups have turned hype into a business model. Raise money, sell the dream, cash out. Repeat. But when products fail, it's the customers and teams who pay the price. This isn't innovation. It's a cycle of short-term wins at the expense of long-term trust. Real transformation is different. ✔️ Build with people, not just investors, in mind. ✔️ Prioritize sustainable impact over flashy launches. ✔️ Own responsibility when things don't go as planned. The best companies don't just sell a vision. They stand by it.

Leaders freeze when fear takes over. Not because they lack intelligence but because uncertainty messes with clarity. Decisions slow down. Teams sense hesitation. The whole organisation stalls. RAFT breaks that cycle. It turns leadership into action: Clarity (Thoughts) → Clear thinking starts the momentum Ownership (Feelings) → Owning emotions removes excuses Bold Action (Decisions) → Action turns uncertainty into movement Real Change (Results) → Results only happen when the action does The problem? Many leaders never reach action. They get stuck in doubt. A company that waits for perfect certainty will always be outrun by one that moves forward despite uncertainty. People don’t follow hesitation. They follow conviction. If a team is scared to make mistakes, leadership is failing. They’re waiting instead of creating. Decisions define leadership. Indecision destroys it. What’s one decision you’ve been putting off?

The Lekker Network is LIVE, and the people I met on Friday are a true example of why it exists. After months of build-up, it finally happened. Walking into the launch event in Cape Town, I knew The Lekker Network was special, but seeing it in action made it real. What stood out most wasn’t just the connections and the stories. Everyone had a different journey, yet the same drive to build something meaningful. Hearing where people have come from and where they hope The Lekker Network will take them was a reminder of what makes South Africans unique. Wherever we go, we build communities. It’s second nature. We find each other, support each other, and make something bigger than ourselves. Friday was proof of that. Now, the doors are open. If you’ve joined, let’s connect. A huge thank you to Renier Lombard, Madeleine Henstra, and The Lekker Network for bringing this all together.

In a world where 80% of organisational transformations fail, we have flipped traditional transformation on its head. We have reverse-engineered the success we have had to create a new approach to transformation. While others treat people as an afterthought, we begin with a fundamental truth: Your people already hold the solutions to your greatest challenges. Our methodology at Transform Differently unlocks this hidden power by: ✅ Starting transformation where it matters - with your people ✅ Unlocking collective energy across all levels ✅ Focus on creating the conditions that ensure success ✅ Creating sustainable change by building transformation muscle across the organisation I’m joining forces with Paul Cobban, Nicola Tyler, and Steve Robson; together, we're not just changing organisations. We're transforming how transformation happens.

Most people don’t fail because of setbacks. They fail because they stop believing. Siya Kolisi didn’t step onto the field as a World Cup-winning captain. He stepped onto the field as a kid from Zwide who refused to let his circumstances dictate his future. The best teams aren’t the ones that never lose. They’re the ones that know how to come back stronger. That’s leadership. That’s culture. Rassie Erasmus once said, “If you get him to understand why the match is so important for him as a person, something switches in his mind and motivates him”. That mindset rebuilt South African rugby. As a result, Siya and his team changed the game for generations to come. They played for something bigger than themselves. A team that believes in the why will always figure out the how. The best leaders don’t just manage people. They ignite a purpose that drives them beyond the job.

5,126 failures and ONE goal: perfect the suction for vacuum cleaners. How many of us scatter our energy across too many things? Chasing ten ideas, none of which get done? I’ve done it. You probably have, too. The truth is that focus beats complexity. One clear goal beats a hundred half-baked ones. The question isn’t, “How much can I do?” The question is, “What deserves my full attention?” Today, drop the distractions. Pick one thing. Commit fully. It’s uncomfortable, but it works. James Dyson didn’t need 50 ideas. He needed one. So do you. What’s your one focus today?

It’s been a frantic week getting ready to travel from London last night to Cape Town for tomorrow's The Lekker Network launch event. I’m here now! Excited? That would be an understatement!  Just a couple of weeks ago, some of the London Lekker Network met for lunch. Thanks again, James Dawson, for arranging it. Every time we meet or chat, there is a common theme: a group of South Africans fiercely proud of their heritage and a commitment to supporting each other and all of South Africa’s many diverse talents across the world.  My dream is that we have an opportunity, via The Lekker Network, to make a lasting impact not just on South Africa (and Saffas) but across the world. These are little steps but bold ambitions. Let’s find our way together.

Ford was losing $12.7 billion when Alan Mulally took over. Most CEOs would have slashed jobs, cut R&D, and blamed the economy. He did the opposite. ❌ No mass layoffs. ❌ No fear-driven decision-making. ❌ No fake positivity to please shareholders. Instead: ✅ Every leader had to show real problems in weekly meetings, no sugarcoating. ✅ Employees were safe to admit failures without being punished. ✅ Decisions were made with people, not just spreadsheets. One moment changed everything. An exec admitted in front of the entire leadership team that a major vehicle launch was failing. Silence. No one had ever dared to be that honest. Instead of anger, Mulally responded: "Thank you." That single moment shattered a toxic culture. Employees stopped hiding problems. Leaders started fixing issues together. Ford didn't just recover. It dominated. ✅ From historic losses to years of profit. ✅ Stock price soared. ✅ The company thrived while competitors crumbled. Fear kills businesses faster than bad strategy. People don’t fight for companies. They fight for leaders who have their back.