Stakeholder Engagement and Change Management Insights

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.

Let's have a look at how we're doing so far while going digital in 2024. Read this list with your own business specialisation in mind.

Traditional change management approaches can be frustrating for leaders due to the requirement for extra training, the potential for reversion to old habits, and numerous distractions. Is there a better way through with B-State Change Management?

This week, we're focusing on the core themes of effective governance and strategic advisory that are crucial for successful transformations. As a company that offers advisory services for boards and steering committees, we're constantly thinking about the key issues that influence the outcome of major projects.

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.

Having worked in change management across various sectors, organisational structures and change types, there have been common pain points that organisations are slowly getting across, but which can still occur quite commonly. This highlights that people face challenges when accessing change, program and project information, and they are challenges that are relevant across various organisational types and contexts, regardless of the type of change, level of government, or sect

The clue is in the name as we look at how leadership and management intersect to manage change effectively.

Businesses crave growth. Exploring new markets, tweaking product lines, and expanding reach through technology are strategic imperatives that every business faces. However, growth without direction can strain financial resources and upset the operational equilibrium.

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

To successfully realise the benefits of remote working, organisations must adapt their strategies, embrace virtual collaboration, build a resilient culture, and redefine leadership.

There seems to be an excitement-remorse cycle of investing the time and energy to set up a change practice, develop or purchase a methodology, hire sound change practitioners, start to execute and implement, and build from project-level support to program level to change portfolio; only to cut the function out of the next financial planning cycle. We explore whether this cycle is optimal for business.

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.

If conscious efforts to foster people's adoption of change weren't required, we would call change something entirely different, such as 'erosion' or 'evolution'. But with people involved, so are their fears, aspirations, and capacity for resilience in the face of transformation. When change management changes, organisations that keep pace retain the competitive advantage they established when they recognised their people as their greatest asset.

Welcome to our Saturday catch-up! This week, we're recapping some of our most popular blog posts about the importance of managing change....

In the past three decades the market for change management has changed enormously. The market for change management talent has often found itself in a state of fluctuation, something like a seesaw swinging between demand and supply. Amidst the corrections, one recurring theme has stood out: the variability of rates for contract change managers. This flexibility speaks volumes about the underlying issues within the industry.

Organisational change management has now become a fundamental concept in the majority of business practices, essential for organisations seeking to adapt, evolve, and grow through dynamic environments. At its core, change management involves the systematic planning, implementation, and monitoring of changes within an organisation to ensure successful outcomes and minimise disruptions. We take a closer look at exactly what we mean by managed change, with a focus on planned cha

Welcome to our Saturday catch-up! This week, we're taking a look back at some of our most insightful blog posts on the theme of change management in the world of data and technology. The digital environment is evolving at a rapid pace, and the practice of change must evolve with it.

By the time I realised I may have entered the password for my government hub account into an illegitimate internet site, the dread started to settle in and I scrambled around for a phone number to call.

When Change Managers and Change Leaders work together to deliver successful change, the resulting partnership can be tremendously satisfying. Organisations can increase their likelihood of success and achieve sustainable results. Effective change implementations require careful planning and a commitment to creating the right kind of environment for the impacted audience to acknowledge, get ready for and adapt to the new state of things.

Change can be both exhilarating and daunting. One of the key factors that determines how well we adapt to change is our motivation. Maintaining motivation through change is crucial for our well-being and success.