—Artificial intelligence evolution through causal layered analysis Science direct link
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I recently worked with a large organisation that was going through considerable change. This was an organisation that had a long history of stable operations and many staff and leaders had been with the organisation for some time. The change was going to see one main division
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Staff going through change needs support. That support does not have to be large and complex, but one of the things I find makes the biggest difference is actually to build your team members resilience. In an organization if you’re going through change, and you don’t actually
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In order to achieve value from project or programme delivery, it is vital that people buy in to the change journey and are ready to embrace the new capability quickly. To do that we need to ensure that people affected by the project or programme are knowledgeable
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In an earlier post I mentioned some research I have been conducting for two years with more than 200 leaders through a Change Leadership program. I then unpacked the first three of five things leaders need while change is occurring: Visibility of the future state. Involvement in
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In my last post I mentioned some research I have been conducting with more than 200 leaders (senior leaders, middle managers and local team managers) through a Change Leadership program over the past two years. I outlined some case studies and the top five things leaders need
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Over the past year I have had the opportunity to work with senior leadership teams in companies going through large transformation programs. One of the illuminating themes coming out of these consulting and coaching assignments is the perception that senior leaders are often taken for granted and
Read more →Elissa Farrow focuses on what we can personally influence in any change process even if we have limited control. Elissa coaches us in techniques and tips that will make a real difference in how we individually cope with change. Building resilience starts at the individual level and
Read more →Elissa Farrow provides concepts for leaders to consider in forming teams. Team forming is not a single act at a single event but needs a dedicated team roadmap that is reinforced over a period of time through varying activities and support strategies. Elissa Farrow mentions cultureQs an
Read more →Reducing staff resistance to change – Elissa Farrow provides leaders with some key pointers in what resistance might look like, what some of the causes of resistance are and how to best support staff going through change. Leaders need to adapt to the change first so therefore they
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