Stakeholder Engagement and Change Management Insights

This Saturday, we're looking back at some of our blog posts that tackle the hardest parts of change. It's easy to feel overwhelmed, but these articles serve as a reminder that there is a path through challenging times.

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.

Courage is often portrayed as a majestic virtue possessed by heroes and leaders. The pinnacles of our society have this innate trait that takes them to places the rest of us can't go. But is that really true, or is courage a skill that can be cultivated and strengthened over time?

The daunting nature of change stems from a confluence of psychological factors. Understanding our personal psychological response to change can shed light on why we find it so daunting.

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.

When change comes at us, it's tempting to ignore it, hide, put it off or generally just try to escape thinking about it. Leaning in is a great description of what to do when we feel like doing the opposite. If we can develop the habit of leaning in to small changes and large, we'll soon get the hang of a key life skill.

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

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.

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.

Managing change in business is a profession that can be both dynamic and stable at the same time. The cycle of innovation and adaptation has sped up, but implementation challenges remain fairly stable. And managing change well continues to present numerous challenges: the strategies that businesses adopt can either hinder or enable organisational success.

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.

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

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.

To build change maturity at an enterprise level, organisations need to move through their paces. From having change management scattered around isolated projects, organisations need to build standards, build competency and ensure that change management is a requirement for new projects.

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.