Stakeholder Engagement and Change Management Insights

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

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.

Bringing people along on the change journey really means understanding their needs and meeting the most serious one first.

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

Planning strategies to mitigate change impact is at the heart of well-managed change.

Strategic alignment is a deliberate process of linking values with overarching transformation goals and showing where change fits in.

For anyone who loves a laugh around the office, you're probably not going to the profession of Change Management  for your next three-minute set. It is time we fixed that, because change management does not have to be dull and daunting. By infusing creativity and enthusiasm into change management activities, you get the kind of audience engagement you have been hoping for. You might not quite be ready to deliver a stand-up routine on why replacing a critical system is a jolly

Change encourages organisations and teams to develop a positive balance between trust, vision, values and tension.

While supporting an outsourcing program, I found Sales and Finance in stalemate, passively hoping for system changes to fix their process handover. This "War Story" illustrates Kotter’s Accelerator: Enabling Action by Removing Barriers. The fix: I coordinated workshops, securing agreements on new responsibilities and designing five infographics to simplify complex delegation changes, driving a successful go-live.

Is it finally time to shake things up and revamp how we handle change in the workplace?

Through change management techniques, you can deal with the downsides of change and create the brighter future that matches your vision.

The application of change management frameworks is evolving along with business challenges and becoming ever more complex.

Change Managers often feel discouraged when they're unable to produce cohesive, smooth, and positive change across the entire bell curve of stakeholders. As change practitioners, mastering change resilience is an ongoing journey that requires continuous learning and adaptation. By honing your skills in change management, change leadership, and stakeholder management, you can create a ripple effect of resilience within your organisation.

As a Change Manager or Leader, it's our job to ensure we support our change agents with the right tools and approaches.

There's currently much pressure on our organisational leaders, with global economic strain, new modes of business, changing expectations from customers, conflict and unrest affecting markets, and rapid technology adoption - not least of which is the non-stop upscaling we're seeing in AI technologies. As leaders, it's crucial to navigate these changes with a strategic mindset that fosters growth and progress.

Investors, partners, customers and our product design team all demand an answer to the question “what is the problem you are solving?”

The ability to navigate change with empathy and foster diversity and inclusion is paramount for the effective leadership of transformation.

Over-promising isn't just a supplier-side problem, the client needs to be complicit in believing the selling points.

It's not easy to give up your place or entitlement if the status quo is on your side. So why embrace diversity? Here's a few good reasons.