Stakeholder Engagement and Change Management Insights

The benefits of taking time off go beyond personal refreshment. Time off can boost productivity, creativity, and performance.

In the past you may have watched from the sidelines as the project team built a new solution, engaging when requested.

When employees feel connected to a shared purpose, they become ambassadors for the organisation’s success

Picking up our series on Kotter's 8-Step Process for Leading Change, today we look at creating a sense of urgency. Just as Kotter's Emperor penguins seem to have done, the work in this change management case study established an alignment on what the sense of urgency was all about.

Take a tongue-in-cheek read, as we debunk some common misconceptions about change management.

Nothing in change management is achieved by individuals: change is all about people and how they work together.

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?

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.

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

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.

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.

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.

Large-scale change management inevitably involves technology implementations. The technical teams are very often resourced with expert...

When a new change manager begins an engagement, it's common for business leaders to immediately jump to discussions about training. It's an instinctive response, an attempt to grab hold of a tangible solution to an abstract problem. This is the change training myth: the belief that a complex organisational change can be solved by simply providing a training course.

When organisations push change too far, their employees may start to show specific signs of distress. What was once enthusiasm for a new initiative may be replaced by indifference, apathy, and disengagement. Debates about a workplace change can give way to weariness, cynicism, and complaints, signalling that your organisation has hit a point of change saturation.

The size and make up of your change management team is an important consideration for getting the change work done smoothly.

Are you looking to improve the success of your next project? If you've ever found yourself asking, "What would we do differently next time?" after a project wraps up, you're not alone. Common wisdom and wide-scale studies repeatedly point to the same key areas for improvement in post-implementation reviews.

In our role as a leader of people, especially in change environments, it's essential we master our responses when presented with emotions...