With all the effort and attention we spend on getting stakeholders and teams to accept change, how much attention are we paying to ourselves? Here’s a guide to examining your own response to change, which will, in turn, sharpen the context and understanding you share with others.
Change management requires continuous communication, active sponsorship, stakeholder buy-in and tailored training. Project leaders can use this spreadsheet-based assessment tool to evaluate their organization's change readiness and to provide guidance on better preparing for change initiatives.
Individuals or teams may react negatively to change for a variety of reasons, from lack of information, to fear or misunderstanding about the implications, among others. Use this worksheet to invite communication and develop an appropriate response that addresses concerns while conveying the need and vision for the change.
Do your change initiatives create high levels of uncertainty, frustration and wasted effort? Is the human side of change valued through coaching, communication and recognition? This review template can help executives, project/program managers and implementation teams evaluate the effectiveness of change leadership in their organization.
Organizations that can’t adopt and adapt to new technologies are going to be pushed aside by others that can. It’s called a product pivot, and it’s less about the specific technology being launched and more about managing the associated changes it introduces.
Organizations that recognize and embrace disruption as an opportunity are the ones that prevail in volatile times. And their success is far less about products than it is about value. Here are five ways that companies have survived and thrived in industries ranging from retail and finance, to manufacturing and software.
Organizational change initiatives require leaders to demystify strategy and translate it into meaningful, daily activities for their teams. In this interview, esteemed HR executive Larry Solomon shares some insights on unlocking the innate ability of people to react, absorb and triumph amid turbulent change.
Agile approaches are meant to maximize flexibility, while minimizing costly disruption to projects. In practice, they typically accomplish the former better than the latter. Here are six strategies to help teams manage interruptions and mid-sprint changes. Finding the right balance among them is the key to success.
In many transformation initiatives, there is a disconnect between top and bottom — that is, the executives mandating the change and the teams adapting it. Vertical slicing is a cross-functional, cross-level approach that removes communication barriers and leverages interconnected change agents throughout the organization to test and validate decisions.
Project and programs are the drivers of change in organizations, but too often more attention is paid to the plan and cost than to the people who can make or break these initiatives. To succeed, we must embrace our “inner politician” and work closely with both the key influencers and the skeptics within our organizations.