In episode 116, Coffey talks with Jeppe Vilstrup Hansgaard about the importance of informal networks in successful change management.

They discuss the importance of including front-line employees in the change management process; helping employees make sense of change; using the 3% rule to identify the employees most able to influence acceptance of change; utilizing formal and informal communication networks; involving key insiders in the process of planning change; how remote work increased the importance of informal networks; the importance of nurturing connections between newcomers and high performers; leveraging network influence to support change; and the six key barriers to implementing organizational change.

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About our Guest:

Jeppe is the founder and CEO of Innovisor - a boutique advisory firm in Change Analytics and Organizational Network Analysis.

Innovisor’s clients range from top global brands to companies with less than 50 employees, that share a common goal: successful change. Clients include BP, Novo Nordisk, Roche, Caterpillar, Chevron, LEGO, and SKY, among others.

Jeppe has facilitated executive sessions and seminars in more than 25 countries on four continents and is a frequent lecturer to Executive MBA Programs. He holds an MBA degree from Henley Business School and a Certificate in Strategic Decision & Risk Management from the Stanford School of Professional Development.

On October 13th his new book on the topic is released. It’s called: “Another Change Failure! – Now what?’ https://jeppehansgaard.gumroad.com/l/ehuli?_gl=1*10oubx6*_ga*MTk5NDczMjY5My4xNjk1MDIyMTk1*_ga_6LJN6D94N6*MTY5NTg4ODkwMy4zMS4xLjE2OTU4ODg5MDMuMC4wLjA

Jeppe Vilstrup Hansgaard can be reached at:

https://www.innovisor.com/ 

https://www.linkedin.com/in/jeppehansgaard/

https://twitter.com/JeppeHansgaard

About Mike Coffey:

Mike Coffey is an entrepreneur, human resources professional, licensed private investigator, and HR consultant.

In 1999, he founded Imperative, a background investigations firm helping risk-averse companies make well-informed decisions about the people they involve in their business.

Today, Imperative serves hundreds of businesses across the US and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.

Mike has been recognized as an Entrepreneur of Excellence and has twice been named HR Professional of the Year.

Additionally, Imperative has been named the Texas Association of Business’ small business of the year and is accredited by the Professional Background Screening Association.

Mike is a member of the Fort Worth chapter of the Entrepreneurs’ Organization and volunteers with the SHRM Texas State Council.

Mike maintains his certification as a Senior Professional in Human Resources (SPHR) through the HR Certification Institute. He is also a SHRM Senior Certified Professional (SHRM-SCP).

Mike lives in Fort Worth with his very patient wife. He practices yoga and maintains a keto diet, about both of which he will gladly tell you way more than you want to know.

Learning Objectives:

1. Identify the 3% of employees who most impact the acceptance of organizational change.

2. Utilize both formal and informal communication structures to build support for change.

3. Encourage connections between newcomers and high performing influencers.

4. Identify six key barriers to implementing organizational change.