change management

Why I Thought People Were Idiots by Jardena London

While I was attending a Leadership Retreat (CTI) last week, we were asked to identify what we need to let go of, in order to become a better leader.  For me, it was “letting go of the idea that people are idiots”. Of course, I don’t mean you, dear reader, it’s everyone else.

Design Thinking, Lean Startup and Agile... by Florine van Wulfften Palthe

I tend to say I’m a Designer by trade, but a Change Manager by heart. But I also add that it’s all the same, and here’s why.

Of course, it does matter what you design. Whether you’re in Product design, UX-design, Business Design or Organization Design, requires different skills and experiences. However, I do believe that they all require a similar mindset.

Establishing a Culture of Continuous Improvement (Part 2) by Bryan Robertson

Recently I was asked to speak at a leadership event for representatives from all over NHS Scotland, to share some examples of what we had experienced as the critical success factors for delivering improvements in organisations, to ensure lasting results.

Upon reflection, it certainly felt that the 10 factors to deliver sustainable improvements, had a lot of resonance with the challenges and the opportunities the NHS faces at 70.

Can we please put some humanity back into organisation change? by Jonny McCormick

If you’ve ever had the opportunity to work at a summer camp you’ll know it’s one of the best “jobs” you’ll ever have. I use the word job in inverted commas intentionally because more often than not it doesn’t feel like work at all. There are deep and meaningful conversations with people who start to feel more like your family than your colleagues. There is the cold embrace of a dip in the lake after a late afternoon game of capture the flag that always gets a little too intense. There’s the jaw-ache you get after laughing too hard for too long at some silly in-joke.

Coexistence of Command, Control and Agile Leaders, bad for employees and business by Karen Walker

The existence of contrasting ways of managing people - agile and traditional top-down leadership - creates divergent experiences for employees, also sending mixed messages about what the organisation values. The case for all leaders becoming more agile in their thinking and actions ahead of changing structure in any part of an organisation, when introducing agile ways of working.

Harnessing the Power of Values to Get Buy-In by Sandie Bakowski

Organisations are shaped by the needs and demands of the eras they have travelled through. Change has always been part of a business, but the seismic changes brought by technology today means organisations need to change faster than they ever have before.

It’s not that organisations haven’t done change before – it’s just now it’s a lot faster. And to cope with change that fast, some things need to be done differently.

 

Ivory Towers and The Impact on Change by Kelly Swingler

How is Brexit currently mirroring most corporate change?

Theresa May and her trusted team (the Board) are currently spending a lot of time behind closed doors, with little outcome.  The people (your people), know that change is on the horizon, they know it needs to happen by a certain date, but nothing is happening.  People want to know how it might impact them, their work and their families, but nothing.

How to implement Lean Management in your front and back office operations (A Quick Guide) by Jose Sevilla

Nowadays the term Lean Management (LM) is widely used and mostly understood. However, implementing a proper LM program requires some expertise to guide you through the different stages and fully achieve the desired results. Here's a quick guide of what you need to consider in order to successfully implement such a program.

What is the role of flexible working in business today with Suzie Lewis

We conducted a Q&A interview with Suzie Lewis, Managing Director at Transform for Value, around business transformation, strategic organisational change, and the importance of inclusion and wellbeing within an organisation.
 

Could you introduce yourself and what you do?

Change doesn't have to be hard... by Kelly Swingler

Change has fast become the one constant in businesses today, but can there be a point when too much change is no longer good for business?

 

If the changes aren’t fully considered, fully implemented and the people are not engaged with the process, then yes.

In 2013 a large London based organisation commenced a two-year transformation programme looking to change everything from their systems, processes, policies, procedures, structures, IT infrastructure and nationwide office locations.