Stakeholder Engagement and Change Management Insights

As leaders, our primary responsibility is to grow our business through nurturing and empowering our teams to reach their full potential. There is rarely growth without change. By embracing change as an opportunity for growth and development, we can pave the way for organisational success and cultivate a culture of resilience and innovation.

In order to flex into an agile environment, change managers can provide support in four main ways.

Coaches are people who've gone before and have substantial experience. They know things. It may have taken you long hours across several weekends to locate and fix a noise in your car engine, but now you know how to do it - it seems easy. Imagine if your neighbour had known how to fix your engine and you could have just learned it from them? What would it have been worth to you?

Change management is a dynamic field that plays a pivotal role in navigating organisational transformations. Whether you're a seasoned professional or just starting out, honing your skills and pursuing a career in change management offers a rewarding opportunity to drive positive change and foster productive organisational cultures.

The role of a Change Sponsor can be a challenging one, as is having a Change Sponsor understand why their active involvement is essential in bringing about effective change. We look at why just hiring a Change Manager is not enough to get the job done and why the involvement of the Change Sponsor is essential. It all comes down to roles.

One of the most resistant cultures I've worked with was also where I had one of the most satisfying conversations about sustainability. It was a rainmaker culture.

Large-scale change management inevitably involves technology implementations. The technical teams are very often resourced with expert...

When a new change manager begins an engagement, it's common for business leaders to immediately jump to discussions about training. It's an instinctive response, an attempt to grab hold of a tangible solution to an abstract problem. This is the change training myth: the belief that a complex organisational change can be solved by simply providing a training course.

Understanding that the success of one stakeholder contributes to the success of all is a paradigm shift that benefits everyone. A rising tide lifts all boats, and by fostering an environment of shared success, we amplify the impact of our efforts. Becoming an advocate means creating a culture of support. This culture encourages open communication, collaboration, and genuine concern for the well-being of each stakeholder, which leads to increased morale and productivity.

Communications is a discipline and profession in its own right, but many projects combine the two functions. This makes it crucial to keep focusing on and improving the key area of overlap: change communications.

Are you looking to improve the success of your next project? If you've ever found yourself asking, "What would we do differently next time?" after a project wraps up, you're not alone. Common wisdom and wide-scale studies repeatedly point to the same key areas for improvement in post-implementation reviews.

We’re often told that working hard will beat talent, that a strong work ethic is a key leadership quality, and that keeping our minds and bodies busy is good for us. But there’s another, even bigger benefit to hard work, one that’s often overlooked. It has the power to change your life for the better, not just your career.

In change management, we often talk about 'what's changing'—the new system, the organisational structure, the policy. But what if the 'how'—the process—is even more important?

In my first job as a Trainee Business Project Manager, my boss, Rob, had a sign on his wall. It was a simple, crumpled piece of A4 paper with a light bulb icon, and on it, a quote.

In our role as a leader of people, especially in change environments, it's essential we master our responses when presented with emotions...

Are you struggling with self-doubt, over-preparing for simple tasks, or feeling like you're not good enough for your job? You may be experiencing impostor syndrome, a common psychological pattern where you doubt your accomplishments and fear being exposed as a fraud.

Going slower gives more time and space for stakeholders to become familiar with the change through informal channels: corridor conversations, coffee and catch ups. And informal conversations often elicit more honest feedback than formal channels. It may seem counterintuitive that slowing down to build relationships makes change faster.

As the world continues to shift and we all adjust, we're seeing a fundamental change in how market power operates. If businesses aren't agile enough, they risk being left behind in the coming years. This reflection on 2023 provides lessons for future market behaviour.

“Leadership” or to be a “leader” is a state of mind. It’s a title earned, not assigned and is often judged by the feedback of your teams and peers.

In recent years, the tech industry has made strides in acknowledging and addressing the gender gap that has long persisted within its...