Stakeholder Engagement and Change Management Insights

Take a look at crucial leadership traits for every aspiring and current leader to develop to achieve effectiveness and deliver positive change among their teams.

Explore practical steps to successfully manage change in the workplace, and understand why leading by example will ensure you get the absolute best out of the change for your organisation.

There are great resources available on how to implement change leadership but today we focus on what leaders should avoid doing.

Our top three tips will help you make the adjustment from business-as-usual leader to future-focussed change leader.

Change readiness is the proactive approach to anticipating, preparing for, and adapting to change effectively. Depending at which point in time you're approaching an organisation to consider readiness, this term might mean slightly different things.

Change management ensures smoother transitions, engaged people, and better outcomes. It is essential for individuals and organisations because it guides how we prepare, equip, and support people to successfully adopt changes. The absence of effective change management can lead to significant costs and risks. We break down these consequences.

Having a high performing team, and shifting a change into a receptive environment isn't the norm as often as we would like.

Organisations that are able to adapt, innovate, and withstand unexpected challenges are the ones that thrive in the face of uncertainty. Sure, you need resilient people to run a resilient organisation, but the organisation itself needs to have systems, processes, technology, design, ways of working and cultures that future-proof its sustainable success.

Through change management techniques, you can deal with the downsides of change and create the brighter future that matches your vision.

Increase the likelihood of realising the benefits you set out to achieve by planning for change sustainability.

Investors, partners, customers and our product design team all demand an answer to the question “what is the problem you are solving?”

Demonstrating short term wins is a great way to help people understand that the change program is serious about delivering.

For organisations and change managers working towards large-scale changes, a change agent network can be a great tool. We present a concise guide on creating a change agent network that can effectively drive organisational 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.

This week, we're taking a look back at some of our most insightful blog posts about the critical role of leadership in change. The articles explore how nurturing teams, promoting healthy work environments, and championing strong communication are all essential for personal, professional, and organisational success.

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.

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....

Successful change initiatives are not merely driven by intuition or hunches; they are built on a robust foundation of evidence, data and facts. If the practice of change management can not be validated, it will only get part the way there. Evidence, data, and facts need to guide successful organisational transformations.

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.