• Experienced a BLUEGREENRED Rackham analysis with your leadership team?
  • Did the data show how you and the team can be even better?
  • Wondering how to use Rackham within your organization?

Here, red10 ‘s Will Sudworth recounts the powerful ways that Rackham Behaviours are used within some of the best leadership teams he’s seen.

What was your experience of Rackham?

This article will make much more sense if you have experienced a Rackham Analysis yourself, in a team that leads an organisation.

In your team, you will have:

  • Absorbed the story behind Professor Rackham’s framework, and his solid research
  • Noticed how the analysis shows you who is contributing and who was (close to) silent. Just in itself, this data is positively impactful.
  • Most likely observed how the team could be less Rackham-BLUE, as this uses up the time talking rather than moving things forwards.
  • Heard the challenge to be at least 50% Rackham-GREEN.

To summarise: you will have seen how it can make your teamwork even better.

Are you wondering how you – personally- can be better?

We have written an article on each of the 11 Rackham Behaviours, all accessible through the cover article here. This is a good starting point.

Did you find that you were (close to) silent? Then read here about “Getting a word in edgeways”.

Want to be more Rackham-GREEN? How about picking just one of the Green behaviours and focusing, every day, on getting this into your muscle-memory? Once you know you have sorted that one, move on to another Green to practise.

The biggest positive impact, though, is if you can introduce Rackham’s Behaviours to an entire organisation.

Are you wondering how to use Rackham within the organisation your team leads?

If you are reading this section, then I’m excited for you. You have a unique and wonderful opportunity to get measurable positive behavioural change.

There are so few behavioural changes that are truly measurable, like you’ve seen Rackham to be.

And it’s rare for a leadership team at the top of an organisation to ALL buy-in to a behavioural framework and be using the same language and having the same positive intent.

Imagine what might now be possible!

How can we use Rackham in the Org we lead?

Ask red10 about their Rackham mini class. In just a 2hr virtual meeting, you can introduce Rackham to 12-15 staff.

There’s an interesting choice here. Do you introduce Rackham to each intact LT-1 team or do you roll-out to mixed groups, i.e. staff taken from a mix across the org?

There are pros for each…

Intact Teams – Pros Mixed Groups – Pros
  • Provides an intimate experience as a team, that they can then keep referring to.
  • The team all skill-up at the same time, so can more easily add Rackham to their team norms.
  • Staff then really know that this is something the entire Org is doing, which gives Rackham more credibility. 
  • You can reach further down the Org than just LT-1. 
  • You can choose who receives the training. Is it talent? And/or representative sample? And/or cross-functional project staff? 
  • You increase the number of staff who know others elsewhere in the org and feel that they can just pick the phone up to call them – which is priceless. 


What do the best Leadership teams do?

It’s been a privilege for me to have seen some of the best leadership teams introduce Rackham to the org they lead. Here’s some of things I’ve seen these teams do…

Link Rackham to the Org Vision and the behavioural changes that the Vision needs. Have a sponsor come to the start and/or end of each mini class to make this connection. This is a great way for a leader to reach their organisation.

Assign a Rackham Champion in each team. Create a Community of Practice, involving the sponsor and led by a Lead Champion, for these champions.

Ask red10 to provide extra training so that these Rackham Champions can deliver Rackham themselves , i.e. so that they can reliably be asked by any team or group to introduce Rackham and provide a Rackham Analysis.

Rackham Analysis is the first half of red10 ‘s Influencing Masterclass. Rackham Analysis is the “how” of influencing, and Cialdini is the “What” of influencing. Ask red10 to provide key staff with the second of the two Influencing mini classes . Or even provide some key teams with the full Masterclass in the first place.

Champions can deliver both parts of red10’s Influencing Skills, i.e. they can be trained on how to deliver the Cialdini part of the Influencing Class too.

red10 offer “Virtual Learning Journeys” through multiple mini classes. Ie a group of 12-15 stay together for multiple short training sessions, that together comprise a Learning Journey that is needed for their Org. A sponsor can be involved at the start and end, to frame the journey and then to celebrate the journey’s completion.

What might you choose for your organisation?