Posts

The emergence of immersive learning

Upon hearing ‘immersive simulation’ you might think about unflattering virtual reality helmets, Sim City or any other gamer role play, but immersive learning is becoming a ‘game changer’ in corporate learning.

Immersive simulation is effective in embedding learning as it allows the learner to act in a real life situation with guidance and without all the consequences. Read more

The Social Network: Discovering informal change leaders

When undertaking a change project, whether it be technological or process based, we always look to build a change network to act as champions for the cause throughout the organisation.

The obvious choices for these roles are usually senior leaders, line managers or team leaders, however there is an untapped resource hidden in the formal organisational structure.

Formal business leaders are the natural choice to be change champions but what about the influencers within teams, departments or business units? These types of people tend to be (but not always) the more experienced in the company, typically social within groups and well respected and trusted amongst their peers. Read more

Mindfulness as a must-have in change management

Change is tough on people. So how can change management, with its focus on people, use mindfulness to encourage awareness and involvement?

I was recently given a book as a gift written by ABC journalist Dan Harris titled 10% Happier: How I Tamed the Voice in My Head, Reduced Stress Without Losing My Edge, and Found Self-Help That Actually Works-A True Story.

My first thought upon receiving it was ‘this is just another one of those fads that will be forgotten about in 2016’. However anything that claims to reduce my stress grabs my attention so I decided to read it. Read more

Is resistance to change really a bad thing?

Research states that the failure of many change programmes can be traced directly to employee resistance to change [1]

It is not uncommon to see the topic of ‘how to minimise resistance’ on the agenda of kick off meetings in an attempt to thwart the beast that is the challenging employee.

But what if I told you that resistance to change can be a healthy and necessary part of the change process?

When a new process or technology is introduced the impact of this change can greatly affect the end user. It’s these employees whose day to day work life will often change the most. It’s important to listen to their feedback even if it’s negative as it often is.

Although negativity can just be a symptom of uncertainty it can also uncover some genuine concerns that perhaps were not considered by management when the change implementation plan was first drafted. Read more