Archive for the Change Category

In previous blog posts we have looked at change management methodologies, including the Kotter model of change. Here I am going to outline Kurt Lewin’s 3-step model. All of these models and theories need to work within your chosen change methodology. I will also give some examples

I have previously outlined the importance of change managers having a clear idea of the theory that underpins their change methodology. In this post I will outline the Kotter International model and give some examples of how I have applied it. Dr John Kotter’s model has 8

Setting up a change process, I usually analyse the organisation, the size of the change task, any methodology that may exist and then think about appropriate models for change. There are a wide number of models of change that exist in the literature. Some, like change specialist

We have covered managers needing to support themselves to best support their staff; their need to inform, orientate and engage staff, and their need to reinforce change with effective communication. The other thing managers need to do is acknowledge the past and ensure success is celebrated in

I have already discussed the need for managers to have support themselves to best support their staff. Here, I emphasise that managers need to inform, orientate and engage staff and that managers need to reinforce change with effective communication. Please note I will use the term manager

Many of my clients are going through organisational reviews and realignments. One of the common themes I see is that managers and executives sometimes don’t know how to best support their staff going through change. Support staff through change involves the following principles: Managers need to support

Last post we looked at common staff engagement techniques and practices around information provision and consultation. We learnt there were a range of techniques used and that these needed to occur at key points across the change journey. The third method of engagement is active participation. There

In my last post I looked at types of staff engagement models. Here I will look at some common staff engagement techniques and practices that are useful in change processes. Stage 1: Information Information in a change management context is making sure people have the level of

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

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