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What tools do IT managers need to successfully manage change?

As well as routine project management and IT programmes, IT managers are often tasked with the people elements of change – an implementation can’t be seen as successful if there is no user adoption.

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How does change management fit with project management?

There is, understandably, some confusion about how change management activities sit alongside project management.

After all, project management provides for comms and learning, so what’s the need for additional change management? Read more

How change management reduces resistance to change

Resistance to change must always be anticipated. Happily, change management ensures you are prepared when it happens.

Change management is all about securing people’s adoption of change. Following its structured approach will help to anticipate and mitigate resistance. Read more

Person-Centred Business Change

How many therapists does it take to change a light bulb?  Apparently just one, but the bulb must want to change.  The old ones are the best – but maybe there’s something here for us in Business Change.

The Person-Centred approach to therapy was developed by Carl Rogers.  Crudely, at the heart of his thinking lies the belief that if people feel secure – safe and valued – they’re more likely to be able to embrace change, and effect it for themselves.  Intuitively, this makes sense, and evidence over decades now can be produced to support the contention.  Rogers identified three ‘core conditions’ that would characterise the attitude of the therapist to the client in effective working: congruence (being genuine); empathy (a deep understanding of what the client is feeling); and an unconditional positive regard for the client (acceptance). Read more

Communications Tips for Managing Change

Managing change and communicating it to people can be a messy affair. It can be uncomfortable, problematic and challenging.

You potentially need to persuade many people that the journey you’re about to talk about is worth embarking on and your audience will be split into groups who’ll be positive, resistant, wary or ambivalent – so you’ll have a challenge on your hands.

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Three things you need to do to engage employees with change

Did you know that we are bombarded with 174 newspapers’ worth of data and information each day?  This is four times the amount of just 25 years ago. So when delivering change it is vital that your programme stands out from the crowd and you engage employees with change.

Consider also, that the pace of change is increasing day by day as companies keep up with the competition and follow market trends in a bid to avoid the risk of failure.  There is pressure to innovate, introduce new solutions and find new ways of communicating so projects deliver full business benefits. So what can you do to ensure you engage employees and drive long term behavioural change?

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