Change is an unavoidable part of life, but how can organizations ensure their employees remain engaged and motivated during the transition? This article provides insight into how to effectively communicate, involve, support, monitor, and improve change initiatives to ensure they are successful and beneficial for the organization and its employees. What strategies do you use to manage change in your workplace? What are some of the difficulties and advantages you have encountered?
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If companies want to stay ahead, then they have to get comfortable with this lightning pace of change, but that can mean unsettling times for employees. As many business owners will attest, failure to implement change effectively can end up making things worse, as your team becomes divided over those who embrace it and those who don’t. You might have the best idea, or the most game-changing piece of technology, but without buy-in from those on the frontline, the initiative is sure to fail. 1. Securing buy-in 2. Explain the benefits 3. Address their concerns 4. Define ‘success’ 5. Incentivise success 6. Be open to changing the change #changemanagement #digitaltransformation #fail #engagement https://lnkd.in/etx_iUZd
Change management: how to get your staff engaged with new ways of working
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This really should be called the key models that are the foundation of understanding change management. They are not really a cheat sheet for a proper change management process as anyone will have found if they applied these models. The models are helpful for initial thinking and planning, and even reviewing – however there are many other steps and stages and processes involved in a good change experience in a workplace.
Founder/CEO @ MTD Training - 9,000 Clients, 5 Awards - Management & Leadership Training, Sales Development Programmes | Founder/CEO @ Skillshub - Lease our 800 LMS Ready Courses or Use On Our Learning Platform
Most change is implemented badly. Sometimes it like having the Muppets in charge of it all. You see, there are too many moving parts to just “wing it.” Instead, it needs to be thought out properly and then… Implemented in the right way. 👌 There are a lot of change models out there that can help you. And all of them will do a good job. 🤔 My advice? Check them out and see which one will work for your organisation. I’ve highlighted 6 of them for you to review? -> Bridges Transitions -> ADKAR -> Lewin -> Kotter -> Kubler-Ross -> SATIR There are even more around than that. Here are some questions to consider when choosing a change management model. 1. What are the objectives of the change we are planning to implement? 2. How significant is the emotional and psychological impact of this change on our employees? 3. Do we need a structured and step-by-step approach, or are we looking for a more flexible model? 4. How important is it for our model to provide clear guidance on individual versus organisational change? 5. What level of employee involvement and engagement do we want to achieve during the change process? 6. How do we plan to measure the success and effectiveness of the change implementation? 7. What is the current culture and readiness for change within our organisation? 8. How complex is the change we are undertaking, and how much support do we need in managing it? 9. Are we looking for a model that emphasises immediate action and quick results, or one that focuses on long-term sustainability? 10. How important is it for us to address and manage resistance to change among our employees? --------------- ❓ Do you have a “go to” model? Any advice? Please LIKE and COMMENT below ⬇ ♻️ Repost to SHARE with your network. And follow me at Sean McPheat for more content like this. Don't forget to hit 🔔 for post notifications. 📌 Get a High-Res PDF of this sheet at: https://lnkd.in/eWPjAjV7 You'll also get over 250 of my best infographics as well.
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Sharing a Passion for Early Childhood Learning as Senior Account Executive at Teaching Strategies, LLC
So important to understand how significant the emotional and psychological impact of change is on the people involved.
Founder/CEO @ MTD Training - 9,000 Clients, 5 Awards - Management & Leadership Training, Sales Development Programmes | Founder/CEO @ Skillshub - Lease our 800 LMS Ready Courses or Use On Our Learning Platform
Most change is implemented badly. Sometimes it like having the Muppets in charge of it all. You see, there are too many moving parts to just “wing it.” Instead, it needs to be thought out properly and then… Implemented in the right way. 👌 There are a lot of change models out there that can help you. And all of them will do a good job. 🤔 My advice? Check them out and see which one will work for your organisation. I’ve highlighted 6 of them for you to review? -> Bridges Transitions -> ADKAR -> Lewin -> Kotter -> Kubler-Ross -> SATIR There are even more around than that. Here are some questions to consider when choosing a change management model. 1. What are the objectives of the change we are planning to implement? 2. How significant is the emotional and psychological impact of this change on our employees? 3. Do we need a structured and step-by-step approach, or are we looking for a more flexible model? 4. How important is it for our model to provide clear guidance on individual versus organisational change? 5. What level of employee involvement and engagement do we want to achieve during the change process? 6. How do we plan to measure the success and effectiveness of the change implementation? 7. What is the current culture and readiness for change within our organisation? 8. How complex is the change we are undertaking, and how much support do we need in managing it? 9. Are we looking for a model that emphasises immediate action and quick results, or one that focuses on long-term sustainability? 10. How important is it for us to address and manage resistance to change among our employees? --------------- ❓ Do you have a “go to” model? Any advice? Please LIKE and COMMENT below ⬇ ♻️ Repost to SHARE with your network. And follow me at Sean McPheat for more content like this. Don't forget to hit 🔔 for post notifications. 📌 Get a High-Res PDF of this sheet at: https://lnkd.in/eWPjAjV7 You'll also get over 250 of my best infographics as well.
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I have used the best Change Management frameworks/models to come up with Business Process Change Management framework, BPCM. BPCM addresses all the activities that companies perform in order to improve and adapt processes that will help improve the way they do business. In this balanced treatment of the field of business process change, BPCM offers concepts, methods, cases for all aspects and phases of successful business process improvement. Please reach out to me if anyone's interested to know more #changemanagement #BridgesTransitions #ADKAR #Lewin #Kotter #KublerRoss #SATIR #businessprocessmanagement #bpr #ocm
Founder/CEO @ MTD Training - 9,000 Clients, 5 Awards - Management & Leadership Training, Sales Development Programmes | Founder/CEO @ Skillshub - Lease our 800 LMS Ready Courses or Use On Our Learning Platform
Most change is implemented badly. Sometimes it like having the Muppets in charge of it all. You see, there are too many moving parts to just “wing it.” Instead, it needs to be thought out properly and then… Implemented in the right way. 👌 There are a lot of change models out there that can help you. And all of them will do a good job. 🤔 My advice? Check them out and see which one will work for your organisation. I’ve highlighted 6 of them for you to review? -> Bridges Transitions -> ADKAR -> Lewin -> Kotter -> Kubler-Ross -> SATIR There are even more around than that. Here are some questions to consider when choosing a change management model. 1. What are the objectives of the change we are planning to implement? 2. How significant is the emotional and psychological impact of this change on our employees? 3. Do we need a structured and step-by-step approach, or are we looking for a more flexible model? 4. How important is it for our model to provide clear guidance on individual versus organisational change? 5. What level of employee involvement and engagement do we want to achieve during the change process? 6. How do we plan to measure the success and effectiveness of the change implementation? 7. What is the current culture and readiness for change within our organisation? 8. How complex is the change we are undertaking, and how much support do we need in managing it? 9. Are we looking for a model that emphasises immediate action and quick results, or one that focuses on long-term sustainability? 10. How important is it for us to address and manage resistance to change among our employees? --------------- ❓ Do you have a “go to” model? Any advice? Please LIKE and COMMENT below ⬇ ♻️ Repost to SHARE with your network. And follow me at Sean McPheat for more content like this. Don't forget to hit 🔔 for post notifications. 📌 Get a High-Res PDF of this sheet at: https://lnkd.in/eWPjAjV7 You'll also get over 250 of my best infographics as well.
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Our clients often measure our credibility by how well we engage with them as much as how much we understand about transforming business systems. Trust takes time to earn but is at the heart of all our projects - and that's a people thing, not reliant on processes or systems #businesstransformation #trustedpartner #erpselection
We have a new blog live! This month, we're looking at how people are the key to any change in business. Click the link below to read more about how they can be your most crucial asset when embracing change.
People Process Systems
https://gradienttransforming.co.uk
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Currently, I learn Kotter's 8-steps for laeding change - it's one of my favourite course in master programs. I implement this step in my work especially change for training management as my roles right now. hopefully, it will running well and make an good impact. #change #management #training
Founder/CEO @ MTD Training - 9,000 Clients, 5 Awards - Management & Leadership Training, Sales Development Programmes | Founder/CEO @ Skillshub - Lease our 800 LMS Ready Courses or Use On Our Learning Platform
Most change is implemented badly. Sometimes it like having the Muppets in charge of it all. You see, there are too many moving parts to just “wing it.” Instead, it needs to be thought out properly and then… Implemented in the right way. 👌 There are a lot of change models out there that can help you. And all of them will do a good job. 🤔 My advice? Check them out and see which one will work for your organisation. I’ve highlighted 6 of them for you to review? -> Bridges Transitions -> ADKAR -> Lewin -> Kotter -> Kubler-Ross -> SATIR There are even more around than that. Here are some questions to consider when choosing a change management model. 1. What are the objectives of the change we are planning to implement? 2. How significant is the emotional and psychological impact of this change on our employees? 3. Do we need a structured and step-by-step approach, or are we looking for a more flexible model? 4. How important is it for our model to provide clear guidance on individual versus organisational change? 5. What level of employee involvement and engagement do we want to achieve during the change process? 6. How do we plan to measure the success and effectiveness of the change implementation? 7. What is the current culture and readiness for change within our organisation? 8. How complex is the change we are undertaking, and how much support do we need in managing it? 9. Are we looking for a model that emphasises immediate action and quick results, or one that focuses on long-term sustainability? 10. How important is it for us to address and manage resistance to change among our employees? --------------- ❓ Do you have a “go to” model? Any advice? Please LIKE and COMMENT below ⬇ ♻️ Repost to SHARE with your network. And follow me at Sean McPheat for more content like this. Don't forget to hit 🔔 for post notifications. 📌 Get a High-Res PDF of this sheet at: https://lnkd.in/eWPjAjV7 You'll also get over 250 of my best infographics as well.
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Good reminder on change management
Founder/CEO @ MTD Training - 9,000 Clients, 5 Awards - Management & Leadership Training, Sales Development Programmes | Founder/CEO @ Skillshub - Lease our 800 LMS Ready Courses or Use On Our Learning Platform
Most change is implemented badly. Sometimes it like having the Muppets in charge of it all. You see, there are too many moving parts to just “wing it.” Instead, it needs to be thought out properly and then… Implemented in the right way. 👌 There are a lot of change models out there that can help you. And all of them will do a good job. 🤔 My advice? Check them out and see which one will work for your organisation. I’ve highlighted 6 of them for you to review? -> Bridges Transitions -> ADKAR -> Lewin -> Kotter -> Kubler-Ross -> SATIR There are even more around than that. Here are some questions to consider when choosing a change management model. 1. What are the objectives of the change we are planning to implement? 2. How significant is the emotional and psychological impact of this change on our employees? 3. Do we need a structured and step-by-step approach, or are we looking for a more flexible model? 4. How important is it for our model to provide clear guidance on individual versus organisational change? 5. What level of employee involvement and engagement do we want to achieve during the change process? 6. How do we plan to measure the success and effectiveness of the change implementation? 7. What is the current culture and readiness for change within our organisation? 8. How complex is the change we are undertaking, and how much support do we need in managing it? 9. Are we looking for a model that emphasises immediate action and quick results, or one that focuses on long-term sustainability? 10. How important is it for us to address and manage resistance to change among our employees? --------------- ❓ Do you have a “go to” model? Any advice? Please LIKE and COMMENT below ⬇ ♻️ Repost to SHARE with your network. And follow me at Sean McPheat for more content like this. Don't forget to hit 🔔 for post notifications. 📌 Get a High-Res PDF of this sheet at: https://lnkd.in/eWPjAjV7 You'll also get over 250 of my best infographics as well.
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Strategy | Executive | Education | Leadership | Motivating Teams for Collective Impact
Nice summary of change models with key questions to help you determine which is most effective for your situation. A few observations from my experience: 1) regardless of whether the change is organizational or individual, all change is emotionally charged in some way. Understanding the magnitude of impact on all roles and equipping managers and influencers to help individuals move through their reactions, fear, etc. is critical. 2) people adapt at different paces. That includes managers. Bring them in early to ensure they are able to understand the change, work through their own emotional reactions, assess the “change readiness” of their team, and lay down a plan for supporting their team both collectively and as individuals. “Just do it” maybe an effective slogan for Nike, but it’s deadly for change initiatives. I’ve seen too often the tendency of leadership to underestimate the amount of time/effort change requires and fall back on the “just do it” mandate. Planning the change and planning the people-based implementation of the change are two very different things.
Founder/CEO @ MTD Training - 9,000 Clients, 5 Awards - Management & Leadership Training, Sales Development Programmes | Founder/CEO @ Skillshub - Lease our 800 LMS Ready Courses or Use On Our Learning Platform
Most change is implemented badly. Sometimes it like having the Muppets in charge of it all. You see, there are too many moving parts to just “wing it.” Instead, it needs to be thought out properly and then… Implemented in the right way. 👌 There are a lot of change models out there that can help you. And all of them will do a good job. 🤔 My advice? Check them out and see which one will work for your organisation. I’ve highlighted 6 of them for you to review? -> Bridges Transitions -> ADKAR -> Lewin -> Kotter -> Kubler-Ross -> SATIR There are even more around than that. Here are some questions to consider when choosing a change management model. 1. What are the objectives of the change we are planning to implement? 2. How significant is the emotional and psychological impact of this change on our employees? 3. Do we need a structured and step-by-step approach, or are we looking for a more flexible model? 4. How important is it for our model to provide clear guidance on individual versus organisational change? 5. What level of employee involvement and engagement do we want to achieve during the change process? 6. How do we plan to measure the success and effectiveness of the change implementation? 7. What is the current culture and readiness for change within our organisation? 8. How complex is the change we are undertaking, and how much support do we need in managing it? 9. Are we looking for a model that emphasises immediate action and quick results, or one that focuses on long-term sustainability? 10. How important is it for us to address and manage resistance to change among our employees? --------------- ❓ Do you have a “go to” model? Any advice? Please LIKE and COMMENT below ⬇ ♻️ Repost to SHARE with your network. And follow me at Sean McPheat for more content like this. Don't forget to hit 🔔 for post notifications. 📌 Get a High-Res PDF of this sheet at: https://lnkd.in/eWPjAjV7 You'll also get over 250 of my best infographics as well.
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We have a new blog live! This month, we're looking at how people are the key to any change in business. Click the link below to read more about how they can be your most crucial asset when embracing change.
People Process Systems
https://gradienttransforming.co.uk
