Archive for the Change Category

Restructuring using Bridges – a case study

Restructuring using Bridges – a case study

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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Change Management to Value

Change Management to Value

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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Change leaders need information and empathy

Change leaders need information and empathy

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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How to support change leaders

How to support change leaders

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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Project success lies in supported leaders

Project success lies in supported leaders

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

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Dealing with resistance in your project

Dealing with resistance in your project

I am often asked by leaders, and other change consultants, about strategies for dealing with resistance on a project or in an organisation. We know that people often become resistant when they become threatened in some way, physically, psychologically, socially, behaviourally, ethically. So the tactic to manage

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Mind the change gap

Mind the change gap

The year of 2015 will be another year of growth and development and challenge for many. Organisations are often in the situation where their desire for change outweighs their capacity for change and therefore there is an uncomfortable gap. This gap is where productivity deficit, project failure

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Communities for change

Communities for change

In my last blog I mentioned I recently became a community member for cultureQs®. This board game was created by an innovative chap called Eric Lynn, who lives in Germany. The community has a strong focus on building dialogue between diverse groups of people that can bring

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What is a change manager?

What is a change manager?

I often get asked in my role as the Queensland Chapter Lead of the Change Management Institute what makes a good change manager. I usually give the questioner a description of the diversity in the field and also refer people to the Change Management Competencies, which lists

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Managing transition with William Bridges’ change model

Managing transition with William Bridges’ change model

In previous blog posts I outlined the Kotter and Lewin models of change. Here I will give an overview of William Bridges’ Managing Transition model. I will also give some examples of how I have applied Bridges’ model in practice. Bridges’ model has 3 steps: Ending Neutral

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