Download February Into The Blue here
Over the past year, what has shifted in your thinking and behaviour?
As 2026 gathers momentum, now is the moment to refresh, refocus, and remeasure withLife Styles Inventory™ (LSI) – now available in a fully digital format.
The start of a new year is a natural moment to pause and reset. An LSI remeasure provides a powerful opportunity to reflect on how your thinking and behaviour have evolved and to refocus your leadership for the year ahead.
LSI makes thinking visible, revealing the patterns and drivers that shape how you respond under pressure, make decisions, and influence others. By surfacing cognition, not just behaviour, it offers clear insight into how your impact shapes culture, performance, and results.
With LSI Digital, the experience becomes an interactive development journey. Personalised dashboards, dynamic visuals, and targeted micro-learning turn insight into action. Participants can track progress, revisit insights, and build focused action plans — strengthening constructive behaviours and supporting measurable performance improvement throughout 2026.
Curious about how LSI Digital can enhance your impact?
👉 Login to your AP Portal
📧 Email us at cst.support@human-synergistics.com.au
📞 Call us on (02) 9271 5900
Read how LSI Digital is transforming development at Sanitarium here.
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How to Build an Innovative Culture?
Many organisations talk about innovation as a strategic priority. But innovation isn’t something you launch or roll out — it’s something that emerges. And what it emerges from is Culture.
Culture shapes how people think, behave, and respond to challenges. It determines whether employees feel safe to share ideas, experiment, question the status quo, and learn from mistakes. When culture supports these behaviours, innovation follows. When it doesn’t, even the best strategies stall. Continue Reading ..
In this series we look back at some of our most celebrated
Culture Transformations.
After recognising shifts in behaviour were impacting client delivery, IBM chose to hold up a mirror to the organisation and crowdsource their culture at scale. They asked their people a simple but bold question: Do you want a new IBM, the next IBM, or a different IBM? What emerged was clear. Employees wanted leaders who help them do their best work, systems that don’t block innovation, and a stronger, more collaborative “One IBM” approach.
The impact went beyond strategy. IBM saw more passion, more genuine conversations, greater self-awareness, and stronger collaboration across teams. Just 18 months later, the organisation reported improvements in client satisfaction, financial performance, and engagement, with people feeling more empowered — and enjoying work more.
This case study is a reminder that even in large organisations, positive culture change starts with people — and when leaders commit, anything is possible. Read here.