Stakeholder Engagement and Change Management Insights

Change at work can be a fork in the road, offering an opportunity for personal growth or plunging us into despair. When change is imposed on us, rather than chosen, finding a path to growth is crucial. A powerful way to achieve this is through mentorship. It's a guiding light that helps us navigate the complexities of workplace transitions.

Change management is a delicate blend of art and science, requiring curiosity in both organisational dynamics and human behaviour.

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.

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...

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.

When change projects are not going well, several observable signs and challenges may emerge. These indicators can vary depending on the nature and scope of the change initiative, and this post explores some common indications to look for when your gut is telling you that something isn't quite right.

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.

Change and transformation initiatives are essential for growth and progress, both in personal and professional realms. However, along the...

Change is an inevitable part of life, both personally and professionally. Whether you're facing a career transition, an organisational restructure, or adapting to new technologies, navigating change can be challenging. But what if there was a secret to not only surviving change but thriving in it? That secret is professional mentoring.