Stakeholder Engagement and Change Management Insights

We sometimes need to find the pause button long enough to be responding to change, rather than reacting to the emotions it generates.

When looking for their next role, or assessing a job offer, are employees prioritising good change management practices?

More than just 'telling the truth,' truthtelling implies the delivery of information about accountability in change.

We look at the essential components of an effective vision statement, and the steps you can take to create one.

We look at change management specifically in a digital context and explore the key strategies to ensure it is supporting innovation.

Some considerations for change in the digital era, focusing on utilising technology, addressing remote work challenges, and engagement.

Are change communications any different to general corporate communications. If so, how, and why does it matter?

Transformation is high-stakes. Without a strategic approach to people, even the best technical solutions can fail. In this feature, we explore agile change resourcing and transparent communication strategies. Includes an anonymised case study from a major Australian financial services firm to demonstrate how to navigate 20+ stakeholder teams through complex system migrations.

Traditional change methodologies are hitting their expiry date. To lead successful transitions today, you need a blend of data-backed insights and human-centred design. We’ve deconstructed the top trends for the new year—plus, we’re sharing the exact coaching pathways and templates used by Agencia Change to deliver rapid results. Don't let your change practice become obsolete.

Successful change implementation can greatly benefit from understanding steps for monitoring and evaluating change progress.

Understanding the profound benefit of data-driven strategies for change management can give great insight for effective leadership.

Organisations can establish a virtuous circle in which one good implementation leads to ongoing positive change experiences in future.

Change is often hard for people to accept and to go through, although it doesn't always have to be.  A side effect of planned or unplanned change is disruption to people, processes, systems, projects and organisations. In today's post we look at why change management is needed and why there is magic in managing change as compared to letting it happen organically, chaotically or without guidance. Beyond simply hoping for the best, managed change that delivers a factual change

There are many reasons to 'do nothing' where it comes to the people side of change. So what is the case for change management?

How organisations navigate change can determine the trajectory of entire industries and commerce.

Some would argue the very crux of change management lies in the nuanced understanding and proactive management of change impacts.

Rounding out our series on Dr. Kotter's 8 Accelerators, we come to our final blog post in War Stories with Kotter: Sustain Acceleration

We have a look at some common untruths surrounding change and provide insights on how to overcome them.

When making decisions, organisations must be laser-focussed in aligning with their stated culture. This blog looks at two seemingly paradoxical concepts in organisational change - changing culture by not changing it; and the role of friction in decision making.

Change management ROI hinges on the opportunity cost of not managing change well. There are significant implications of poor communication, misaligned objectives, unmitigated risk, and low people-adoption.