In this Episode of Next Level Change Success we cover off strategies to ride the emotional roller coaster as a result of change taking place. When there is such an emotive reaction to a change the response can delay progress if not handled well and can even de-rail a project or program. Following are some of the tactics we talk about:

It is an emotive time globally right now and perhaps these are some strategies which can assist you in any change you are running.

Do you want to not just build change skills but change intelligence? Then come visit us at www.myvirtualchangemanager.com

There is a saying 'Feel the fear and do it anyway', and this is also the case for Change. Fear can be a very real emotion which arises, and in fact if there isn't an emotional response at some stage of the change process it may be that those who are impacted don't quite understand it.

So what can you do to support those who feel the fear? Also are you aware that the change practitioner themselves will be feeling the fear before go live as well?

Learn about who may feel the fear through the change process and what can be done about it.

Like what you hear?

Come and visit us at www.myvirtualchangemanager.com and subscribe to our newsletter to stay up to date in how you can build your change intelligence.

Today we talk about the subtle aspects of change. Have you heard of the butterfly effect? This is the belief that everything is connected. As you develop your change intelligence within the organisation you will notice how much change is always taking place. You will also become aware that many smaller changes will amount to a transformation. 

Reference articles:

The Change Ecosystem

Next Level Change Success: Season 1, Episode 6: The Change Ecosystem

Come visit us at www.myvirtualchangemanager.com

Insta: @myvirtualchangemanager

When commencing a Transformation Program there are some common mistakes which are made. Over the years, these mistakes have resulted in false starts and rework needing to be undertaken which wastes time and money.

The most common mistakes are:

1) Leadership alignment

2) Resourcing

3) Business as usual misalignment

4) Programs of work are not revisited

5) Strategic decisions are scrambled and not handled efficiently.

Have a listen about how these can hamper your Transformation program, stifling any sort of momentum and causing tension across your organisation.

 Like what you hear?

Come and join us at www.myvirtualchangemanager.com to build your change skills.

In the world of change there is a need for consistency. 'From little things, big things grow' and that is true when there is a transformation taking place. When working on a change transformation program is taking place it is often over a number of years. It can be after many smaller 'go lives' and many smaller changes add up to a transformed organisation which will not revert due to the change being so strongly embedded. Of course this pairs with resilience by those who are working on the change and delivering it.

Interested in understanding more about change?

Come visit us at www.myvirtualchangemanager.com

So how do you know if your change is going to hit the mark? Many times there are too many assumptions made and not enough questions being asked as change develops. 

In this episode we explore the best questions to ask, if you are a change sponsor, a stakeholder and even if you are change practitioner.

Some of them cover how engaged leaders are, whether those who are impacted have a seat that table, and one of the best questions - 'what problem are we trying to solve'?

Have a listen and take some time to reflect on whether these questions are being asked, or whether assumptions are being made.

Like what you hear and interested in developing your change skills, fast. Come and visit us at www.myvirtualchangemanager.com

If you are lucky you work in a program or project team which clicks and everyone understands each others role and in moments where there is confusion, communication is strong enough that agreements are quickly made, and a 'can do' attitude prevails. However sometimes you may not be so lucky. There are some typical reasons for tension which is created between a project manager and a change practitioner. On the surface there may be some tension in the form of 'non-performance', however it is important to always dig deeper.

It could be due to a lack of role clarity and a misunderstanding or clash of expectations.

Another area which can create tension is where both parties may not share the common goal of quality delivery and risk management. As change practitioners are often focused on quality delivery this can cause issues if the program manager is only focused on meeting timelines over any quality considerations.

If you are a change practitioner, there can also be tension if there isn't a mandated 'seat at the table' for the program, however a presence can be earned over time and change provided with more air time closer to delivery if there is trust.

And ultimately sometimes it comes down to tension being an opportunity for self-reflection and learning on a personal level.

If the world of change is a passion, and you want to handle change like a pro, come and visit us at www.myvirtualchangemanager.com

In this Episode of Next Level Change Success we cover the key areas in any change program which can either see change take place at speed, or slow it down:

1) Vision setting

2) Leadership engagement

3) Sponsorship and decision making

4) The right support for the most impacted teams

5) Clear timelines

6) Clear roles and responsibilities

7) The right resource mix in your change or program team.

Like what you hear? Come and visit us at myvirtualchangemanager.com for more change resources and tools.

Over the many years of experience there is one reason which makes sense to invest in and develop change skills and introduce a change framework into your organisation - EFFICIENCY. If your organisation is investing money in projects, and is on a path of continuous improvement across its business areas, then the complimentary investing in change skills and ensuring the health of your change ecosystem just makes sound business sense.

If investing in change skills in your organisation is something you are considering, take our Enterprise Change Maturity assessment to gauge where you may be and possible options to develop maturity.

For more information about all things change related come and visit www.myvirtualchangemanager.com and sign up for our newsletter.

There are four key phases in a change process as it relates to projects. It is important to note that the phases do not correlate to time, which means you could move fast through these phases, or slowly depending on the pace of your change.

Planning: The intention in this phase is clarity. There are some key questions to ask in this phase. In this phase you also identify key stakeholders.

Assess and Design: In this phase it's all about the detail. Only through assessing your change in detail can you design the best change plan to engage, and lead impacted teams and individuals through the change.

Implement and Reinforce: Consider the change readiness before you go live, making sure all impacted people are ready for the change. After you have gone live with the change, reinforcement is critical to embed the change.

Review and Learn: This is where you can amplify the value of your change if you take the opportunity to reflect and capture the lessons learned so your company or organisation can benefit.

Want to learn more about change and how you can lead and manage change in your organisation? Sign up to our newsletter to stay informed about our webinar series.

 Five Question Change Plan course

Change Diamond of Effectiveness

Sign up for our newsletter to stay up to date on the latest templates, tips and courses available.

 Follow us on Instagram @myvirtualchangemanager