Stakeholder Engagement and Change Management Insights

Reluctance to change can have a significant cost. In this post, we look at the downside of remaining stagnant and the power of change.

It is uncertain when it happened, but change has become an inevitable component of our lives. Learning to navigate these shifts with grace and agility is essential. This is where change management steps in, not just as an effective business strategy, but as a crucial life skill. We explore how applying core principles—like a growth mindset, setting clear goals, and building resilience—can empower you to optimise personal productivity, enhance adaptability, and transform your

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.

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.

Change is both a threat and an opportunity. It's often perceived as disruptive, but it can indeed be a powerful catalyst for growth.

We look at the regular cycle of hiring down turn, and what change managers can do to remain productive and buoyant during down time.

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.

The core fact that something is about to change is neither positive or negative—it is just different. The reason we can have adverse reactions to change is because we simply don't know yet what will happen as a result of it. The challenges that we face through change are raw materials for creating something new and finding a little treasure. By not viewing uncertainty as a void, but viewing it instead as a blank canvas, we're demonstrating the courage to start moving towards

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.

Effective leadership is not just a desirable trait—it’s an absolute necessity. For seasoned executives, team leaders, or aspiring managers, your skill as a leader can be the actual reason why people get out of bed in the morning.

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.

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...

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.

Coaches are people who've gone before and have substantial experience. They know things. It may have taken you long hours across several weekends to locate and fix a noise in your car engine, but now you know how to do it - it seems easy. Imagine if your neighbour had known how to fix your engine and you could have just learned it from them? What would it have been worth to you?

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.

Most of us accept that the world of work is constantly changing. But I was thinking about how the wider world is also constantly in flux,...

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.