There is a broad range of engagement techniques that can be used in change projects. Some are designed to: Share information to staff Receive information from staff Involve staff in change formation Involve staff in decisions around change The important first step is to plan the engagement
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In my last post I covered why we might procrastinate. For this post, we are looking at ways to stop procrastinating. Part of the process is practical, most of it is psychological: shrinking down tasks and the psychological size of tasks to something more manageable. 1. Start
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Procrastination is when we postpone or put off something for a reason that to others may not make sense, for example, needlessly. I have worked with many people who have procrastination as something they wish they could overcome. They procrastinate about pretty much anything, but not all
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Why is change so difficult for some people? Can you think of a time where change was occurring and you found it hard to accept (e.g. change in your work, change in relationship, etc?) What was happening for you at this time? What was your initial reaction
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In my last blog post I talked about how to build a culture of high engagement. The Corporate Leadership Council outlined a number of levers across three categories: the first category of day-to-day work levers to promote engagement is covered in this blog. Connection between work and
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In my last blog post I wrote about organisational culture levers for employee engagement, the second of the Corporate Leadership Council’s (2004) levers for engagement. The third and final set and the largest relates to manager characteristics and the levers managers have to promote a culture of
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In my last blog post I talked about the Corporate Leadership Council’s (2004) levers for engagement, day-to-day work levers. This blog post covers the second set of levers relating to organisational culture. Internal communication Organisational culture is enriched by a commitment to open communication. Best case examples
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In this series, Elissa Farrow charts the importance of high engagement for your project team and how that engagement translates into project success down the line. To me, employee engagement is all about solid commitment, leading to greater work effort and staff retention. In organisations I have
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The scene was set or so we thought A new system was on its way The plan was clear, the investment made The push from leadership was ‘don’t delay’ Twelve months had passed, much money was spent The technicians were flying high Then I independently reviewed the
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Did you know that successful benefits realisation is directly related to ensuring that people use the outcomes of the projects or programs? To do that we need to ensure that people affected by the project or program know what the change entails, how it links to corporate
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