Launching “Meaningful Conversations” with a book signing at Waterstones, Presentation and Party

My second book, “Meaningful Conversations” was finally launched on 28th January 2017 at Waterstones, and it has been an incredible journey. One that I am so proud of and I sincerely hope you will enjoy reading it.

I would like to thank Mark and Jackie, Sylvia and Liam, and Lisa my wonderful friends who allowed me to dream and who never stopped believing in this book. Without their love, support and constant belief, this book would not have been possible.

Below you will find some reviews and a gallery with snapshots from the launch.

In the sidebar on the right I put some links to selected booksellers – all other related posts you can find here: “My second book”. Also, check out my dedicated site: Meaningful Conversations Book.


“Meaningful conversations is a brilliant follow up to Geoff’s first book Freedom After the Sharks. Although it is quite different Geoff’s passion and commitment are clearly present!”
Mark F Herbert, author of Managing Whole People

“Geoff has demonstrated his unique awareness and experience of how to succeed in business (or indeed any other human endeavour) by identifying 3 essential success factors. Simple as it sounds, it makes logical sense. Starting with the complexity of communication, he reminds us that without it nothing can move forward. His next step is all about the need for a clearly thought out strategy. Of.course, this is much more difficult to define and the appropriateness and effectiveness of the strategy will only be identified after implementation. The final leg is Growth and Planning. Providing there is good communication and a good strategy, then growth and planning will deliver the results. It is clear that Geoff is talking from a position of knowledge and experience and his thoughts and ideas make a lot of sense. All in all the book is packed with lots of useful nuggets and suggestions. A useful guide for any budding entrepreneur or indeed many CEOs.”
Amazon Customer

“Great book! Brilliant combination of practical guidance on key aspects of business development & growth as well as fresh look at some of the main challenges and opportunities facing businesses of our time. Strongly recommended for corporate managers and entrepreneurs.”
Amazon Customer

“Extraordinary insight into whole range of issues that face those in positions of responsibility. Completely accessible and invaluable guide.”
Simon Halstam


I will be speaking at London’s first Fintech Security Summit on 10th May


I will be speaking about Int growth at London’s first Fintech Security Summit on 10th May.

What: Globalisation of Cyber Security – case study: a look at how Kaspersky Internet Security grew internationally.

Date: Tuesday 10 May, 2016

Time: 2:55pm – 3:10pm

Venue: Rainmakingloft London

Details: Fintech Security Summit 2016


Is Strategy within Digital Transformation Important?

business-social-transformationI have been invited to a very interesting conference next week called, Enterprise Digital Summit London the conference is aimed at digital transformation and driving business value with digital and social collaboration. The event is focused on business process and ROI aimed at people in business who want to find out how, as well as to listen from experienced practitioners and consultants.

The event will take place on Thursday 22nd October at The British Academy for the humanities and social sciences, 10-11 Carlton House Terrace and the speakers include Stowe Boyd (Gigaom Research) other speakers include Professor Vlatka Hlupic (Westminster University and author of The Management Shift), Stanley Awaku (Vodafone), David D’Souza (CIPD), Kim England (Pearson plc), Belinda Gannaway (Belinda Gannaway Consulting Ltd),  Björn Negelmann (Kongress Media).

This week’s Monday blog, I thought I would focus on some of the topics from the conference and provide some tips, advise and thought leadership on the following:

What are the strategic building blocks for Digital Transformation?

One of the greatest challenges for managers is persuading senior leaders to more fully embrace digital within their organisations. Many managers have a good idea about what they want to do, but need to argue or build the business case internally in order to receive funding. In many cases, this is the major barrier to moving towards digital transformation.

In those organisations where digital is not given much prominence, it is usually because the business has not yet been affected by a real negative impact on their revenues because of digital. Leadership teams have been forced to look holistically at their organisation and consider where digital can play a major role in improving performance.

In organisations where this is not a problem, digital is likely to be either a key revenue stream, an operational necessity or a key differentiator, so digital is the key part of the overall business strategy.

blog post 5 Oct 2015In both instances, it is imperative to have a clearly informed business case that helps position how digital can closely align with the goals of the business, and not on digital trends and fashions.

Barriers to adoption of a digital strategy

What will it take to break down the barriers to digital engagement, so that organisational leaders and other senior professionals will commit themselves to digital transformation? First and foremost, they have to make a mental shift, to recognise that it’s actually in their best interests to give serious consideration to how they and their organisations must adapt to Digital Era realities in significant ways.

Getting to the tipping point, when digital engagement and transformation are considered the norm, is going to take:

Time- Change of this magnitude is going to be slow, especially in industries and organisations where there is not much precedent for the potential value that new technologies and ways of working can offer. It will take time to shift perceptions of Digital Era technologies from novelties to utilities, and from short-term fads to long-term trends.

Increased media exposure – A year ago, little was written in the mainstream press about topics like digital currency and cybersecurity. More recently, ideas like digital transformation and cognition as a service are still being introduced. The more subjects like these move from technical and niche publications to more widely-read outlets, the more likely their importance and implications will be understood.

Education and training – Both formal and informal approaches to learning – especially programs targeted to leaders and experienced professionals – will help accelerate the necessary shifts in knowledge and understanding, and ultimately behavior. Academic institutions, private service providers, and employers themselves need to make digital literacy a strategic imperative for workers at all levels in a all types of roles.

Relatable market leaders – The more examples there are of organizations that have successfully undertaken digital engagement and transformation initiatives, the less resistant later adopters are likely to be. These examples have to come not just from the consumer space, but also in business-to-business enterprises, the public sector, higher education, non-profit organisations, and more. As we emerge from the economic doldrums we’ve been in for years, organizations with stronger appetites for risk will take chances and start to reap visible rewards. When they do, others will start to follow.

Driving employee engagement

Employee engagement is the key to business success. It is the result of the psychological contract plus the experience that exists between employee and employer. The foundation of employee engagement is respect, trust, and performance. Engagement is dynamic because it changes over the course of an employee’s tenure at a workplace and overall career as a consequence of multiple events and factors.

Engagement is intrinsic and individual. In conclusion, engagement is all about “I.” It is a voluntary connection to the business and to its purpose; it includes an emotional component to the workplace in order to achieve its desired outcomes.

Employees decide if they want to be engaged. Thus, even though employee engagement entails an emotional connection, it also involves a rational component as the employee decides whether or not to be engaged given her individual circumstances. We have concluded that, even though many workplaces may seem to be similar, they are as unique as the individuals who belong to them, which in turn affects what it means for employees to be engaged with the organisation.

As you may expect, the definitions and explanations of employee engagement are as varied as the authors who have proposed them; however, they have some similarities. These definitions include emotional, rational, and practical features that are connected to engagement’s impact on businesses as well as on employees. In general, these definitions refer to engagement as voluntary. Each well-known definition includes these important components; in addition, there are other factors that contribute to move employee engagement in a particular direction. These factors are typically known as drivers of engagement.

Driving ROI

The benefits to strategic planning are intangible and show hard bottom-line return on investment (ROI). Every day, your work impacts aspects of your business. Following these tips can help you realise the true day-to-day impact of having a strategic plan in place:

Spend more time on high-impact, high-growth activities. These activities are where you want to spend as much time as possible. With these maneuvers, you spend less time going around in circles.

Identify true opportunities versus false starts. If you know what you’re best at and where you want to go, you can more quickly identify true opportunities. Strategic planning helps you put the boundaries on your business. When you ignore extraneous distractions, you use your resources more effectively and more quickly to grow your organisation.

Internal advancement, such as in your career as a leader, can come from being involved in strategy development and using it as a true guide to your work.

Achieve your vision for success. You started your organisation for a reason. You likely have a vision for your business. If you want to achieve your vision for success, you have to specifically figure out how you’re going to get there. Having a strategic plan makes success intentional.

Increase employee commitment. Strategic planning increases employee commitment — especially in this tight labour market. Helping your employees see the vision that you have for success and growth helps you work toward that goal.

Culture change and leadership required to transform

Changing an organisation’s culture is one of the most difficult leadership challenges. That is because an organisation’s culture comprises an interlocking set of goals, roles, processes, values, communications practices, attitudes and assumptions.

The elements fit together as an mutually reinforcing system and combine to prevent any attempt to change it. That’s why single-fix changes, such as the introduction of teams, or Lean, or Agile, or Scrum, or knowledge management, or some new process, may appear to make progress for a while, but eventually the interlocking elements of the organizational culture take over and the change is inexorably drawn back into the existing organizational culture.

Changing a culture is a large-scale undertaking, and eventually all of the organisational tools for changing minds will need to be put in play. However the order in which they deployed has a critical impact on the likelihood of success.

In general, the most fruitful success strategy is to begin with leadership tools, including a vision or story of the future, cement the change in place with management tools, such as role definitions, measurement and control systems, and use the pure power tools of coercion and punishments as a last resort, when all else fails.

I would welcome your comments on your management experiences.

To book your place on The Enterprise Digital Summit London, visit

And the winners are …

Book Launch The five winners from the book competition have been contacted by email and they were all given instructions how to get their signed copy.

The correct answer? There were five books in the stack.

I hope you will all enjoy reading it and maybe later you could tell me your thoughts about the book. I would appreciate that.

My publishing company Troubador has posted about the book signing on their website. You can find it here.

On 22nd September, a large group of guests gathered at Waterstones in Charing Cross to join Geoff Hudson-Searle as he signed copies of his new autobiography Freedom After The Sharks.

After the event, Geoff and the guests moved to The Cinnamon Club in Westminster for a speech and further signing.

I am very grateful for the many reactions, the positive feedback, the great reviews, and discussions that resulted from the book.

Thank you all!

Launching Freedom After The Sharks with a book signing at Waterstones

My book was launched and it has been an incredible journey. I am so proud of my book and hope you will enjoy reading it.

I wish to pay tribute to my late Grandmother and Grandfather Annette and George Searle, who I love dearly. Of course, I could not have done this without the support of many friends and colleagues who are all amazing.

Below you will see the images of the day!



book signing at Waterstones Grid A

book signing at Waterstones Grid C

book signing at Waterstones Grid B

Win a signed copy of Geoff Hudson-Searle’s Freedom After The Sharks!

Win a signed copy of Freedom After The Sharks!

competition stack to win a signed copy
Can you guess how many books are in this stack?

For your chance to win a signed copy, look closely at the image and guess how many books are in the stack.

You can click on the image to enlarge it.

Leave your answer in the comments section at the bottom of this post. The 5 closest or correct answers will win a signed copy!

The competition closes at midnight on 28 September 2014 GMT.

The five winners will be announced next week and will be given an email address to contact us to claim their books.

Tweet this competition!

Download a free chapter.

Book Cover "Freedom After The Sharks"

Freedom After The Sharks is the story of a man who, despite a difficult family life, developed the determination, drive and skills to create a successful business and a happy life.

Freedom After The Sharks shows how, even in a declining economy, a business can survive and even succeed.

It covers real-life experiences and offers some suggestions for dealing with problems and issues.

It provides a guide to finding your way in the business world.

Why not download a free chapter?

How I experienced the Shen Yun performance

Geoff Searele at the Shun Yen Performance, Birmingham 2014 smallI was lucky to attend a performance of the Shen Yun Performing Arts Troupe in Birmingham.

Shen Yun was established in 2006 as a company with about 30 dancers, as well as an orchestra, soloists, artistic directors and production staff. Since its inaugural season, the company has expanded to include three equally large companies with dozens of dancers, soloists, and orchestras.

Shen Yun promotes itself as “a presentation of traditional Chinese culture as it once was: a study in grace, wisdom, and virtues distilled from five millennia of Chinese civilization.”

I was interviewed after the show, you can see that here. The news anchor and the short narrative are in Chinese but my interview is in English. In your browser an option should pop up to translate the page.

Here is a YouTube clip to show you a Shen Yun performance: