Stakeholder Engagement and Change Management Insights

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.

In this Saturday Catch-up, forget a trip to Bunnings, read up instead on Matae Change Workspace Tool.

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.

While I might want more automation of data and views, not all change managers are alike, and no two assignments are exactly the same.

Cultivating meaningful connections contributes to overall well-being and individual success especially during times of change.

As we look at how Matae Change Workspace handles Change Activities, we need to also understand what it considers a change activity to be.

In those moments when we feel inspired by someone or something, we can feel like everything suddenly makes sense, and we're motivated to take on the world. Inspiration is a powerful force that transcends generations, cultures, and boundaries. Just as you were once inspired by someone, you too can be a source of inspiration for someone else. And that person could be the person who changes the world.

In a change management tool we want to understand the people involved: who they are, how they fit together and what support they need.

I'm consistently inspired by the passion and dedication in change management. Yet, I'm also reminded of the universal challenges.

Self-limiting beliefs are the stories we tell ourselves—often without questioning—that hold us back from realising our full potential. They emerge from our perceptions and thoughts about who we are, what we can achieve, and what the world expects of us. These beliefs may be silent, they may be louder like whispers or they may speak to us via internal dialogue. However you experience them, they influence our decisions and actions.

In organisational change management, two contrasting approaches often emerge: the common consulting strategy of maintaining neutrality, and the proactive stance of advocating for desired behaviours. While both aim to facilitate transitions, they differ significantly in execution and outcomes. We look at the pros and cons of each to better understand their implications for managing people's reactions to change.

One frequently asked question by professionals considering coaching is 'What does a coach do?' or, put another way, 'What would we do in coaching sessions?' In this blog we share an example that shows what a coaching session might look like.

The McKinsey 7-S model provides a structured approach for mapping out change initiatives in complex environments, and can potentially help to understand how changes in one area might impact the entire system. By offering a comprehensive view of an organisation’s various dynamics, change managers can use the model to validate locally identified impacts and assess their wider organisational effect.

Organisations face a dual challenge of adapting to change while maintaining effective communication and leadership.

If you haven't tasted tears and triumphs in equal measure in your career, you're probably not a Change Manager. Change management might seem like a mechanical process, or perhaps a machiavellian one? But it isn’t just about templates, timelines and plans; it can be an adventure that leads to profound personal and organisational growth. Amidst the challenges and uncertainties, there lies a hidden gem: the sense of achievement that change management brings.

Note:  Please be warned this article deals with discrimination towards people with physical disabilities and quotes an offensive and...

Welcome to our Saturday catch-up! We're thrilled to see such a positive response to our blog. To celebrate, we're sharing a recap of our five most-read articles so far. Here's a look at the topics you've found most interesting, with key takeaways from each.