Suggestions
Chris Taylor
Founder at Actionable.co | I help Leadership Consultants deepen client relationships by proving the impact of their programs.
Chris Taylor is the founder and president of Actionable.co, a company he established in May 2008.4 Actionable.co helps facilitators, trainers, consultants, and coaches scale their impact through measurable behavior change, working specifically with boutique firms in Canada, US, UK, and Australia.4
Before founding Actionable.co, Taylor had experience in various roles:
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He was the founder and president of Goose Educational Media from April 2006 to April 2011, focusing on culture development and leadership training.4
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Taylor worked as a problem solver at matrix marketing concepts inc. from October 2006 to May 2009, where he helped clients better connect with their end customers.4
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He served as a SFSM and District Manager at Vector Marketing from 2002 to 2006, where he was responsible for recruiting and training over 400 sales representatives.4
Taylor is known for his expertise in driving behavior change and measuring the impact of training and coaching programs. He has written over 400 business book summaries and is a regular speaker on Learning Impact Measurement, Behavior Change, and overcoming challenges in eLearning.23
Chris Taylor's professional focus is on helping leadership and change consultants deepen client relationships by proving the impact of their work.4 He emphasizes the importance of translating inspiration into action and using data to correlate behavior change with business outcomes.12
Highlights
"Culture eats Strategy for Breakfast". Yes, but why?
Here's my take:
A well designed Strategy that isn't activated by the people who work for the company is effectively dead paper.
People activate a strategy when they understand, support and believe in it. That comes from an aligned culture.
So, Strategy needs Culture.
But here's the rub:
A strong Culture with a lackluster Strategy may still provide the necessary ingredients for pockets of the organization to innovate anyway.
So... culture doesn't need strategy.
Of course, having both a clear, powerful strategy AND an engaged, proactive Culture wins.
But if you HAD to choose one over the other....
I'd be betting on Culture.
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Some of our most rewarding work at Actionable has been supporting "Strategy Activation" and Culture Change programs (which are largely similar, in my experience).
If you'd like to see how Actionable accelerates and amplifies the effect of a Culture Change Program, Dm me or Comment "CULTURE CASE" and I can send you our latest Case Study, which was just submitted for a couple industry awards.

The Uncomfortable Truth: What Successful Leadership Facilitators Do Differently ⬇ ⬇
You've spent years honing your craft.
Developing killer IP and delivering it in an engaging way.
It's tempting to think that your clients are hiring you to deliver that content.
And, if that's the case, then 𝗠𝗢𝗥𝗘 𝗖𝗢𝗡𝗧𝗘𝗡𝗧 = 𝗚𝗥𝗘𝗔𝗧𝗘𝗥 𝗩𝗔𝗟𝗨𝗘, right?
Except believing that would be a mistake.
Because - in most cases, your clients aren't actually buying your content. 𝗧𝗵𝗲𝘆'𝗿𝗲 𝗯𝘂𝘆𝗶𝗻𝗴 𝘁𝗵𝗲 𝗶𝗺𝗽𝗮𝗰𝘁 𝘆𝗼𝘂𝗿 𝘀𝗲𝘀𝘀𝗶𝗼𝗻𝘀 𝗰𝗿𝗲𝗮𝘁𝗲.
And if we want greater impact, then more content is not only NOT the answer, it can actually hurt your impact.
Each year, my team analyzes data from 6000+ training and facilitation sessions.
We look at the patterns to identify the levers that 𝗜𝗡𝗖𝗥𝗘𝗔𝗦𝗘 the likelihood of change (vs those that don't).
Consistently, we've found that 𝗟𝗘𝗦𝗦 𝗖𝗢𝗡𝗧𝗘𝗡𝗧 = 𝗚𝗥𝗘𝗔𝗧𝗘𝗥 𝗜𝗠𝗣𝗔𝗖𝗧.
How can that be?
When you peel the onion, it actually makes a lot of sense.
People need three things in order to change. They need:
- 𝗖𝗢𝗡𝗧𝗘𝗡𝗧: just enough information to know HOW to change.
- 𝗖𝗢𝗡𝗧𝗘𝗫𝗧: a strong enough reason to WANT to change.
- 𝗦𝗬𝗦𝗧𝗘𝗠: a simple set of tools to SUPPORT the change.
Getting the Content:Context Ratio can mean the difference between an entertaining (but ultimately ineffective) program, and one that drives lasting transformation.
The magic number that we're seeing?
1:3
For every 10 minutes of new "content", we want 30 minutes (or more) of reflection, discussion or activity.
Which means we can't include every piece of "content that kills" in our sessions. In fact, we should be striving for as LITTLE new content as possible. (Probability of lasting change increases as you approach even a 1:5 ratio).
So the next time you're designing a client session, ask yourself:
"What content can I cut, and still give participants a clear understanding of how to change?"
Your clients will thank you for it.
#leadershipdevelopment #facilitation
Hi! I'm Chris.
I write about behavior change and creating a greater impact with your training programs.
On Thursday I'm running a LinkedIn Live, going deeper on how to build training sessions quickly using the 3:1 Ratio. Register here: https://lnkd.in/gyPGYnKN

