Sally Thomsen is a versatile consultant providing services in Project Management, Process Improvement, and Change Management. Here she offers advice on process, including how Change can be thought of as a process.
Your employees are busy with work and struggling to manage each day with so many emails and meetings. It is often difficult to get their attention. One of our consultants was asked to lead a Communications team for a global technology program with a large pharmaceutical company. They needed to find ways to cut through the clutter and get their message out to target audiences.
Various sources suggest that as many as half of all workers are currently looking for new opportunities. In these quickly evolving times of employee mobility, the new talent war is one of retention. The real focus on the stay-or-go decision, should be on the relationship between the staff and their manager. The time for that work is now, before the wave hits.
Why is it liberating to recognize that Change Management is a process? To know that we don’t have to be “born” with something, that we can “learn” it, allows us to use our growth mindset and frees us to try, assess, and improve on things. Understanding Change Management as a process to be learned can then follow the Focus on Improvement Virtuous Cycle.
The Tuckman Model, coined by psychologist Bruce Tuckman in his 1965 article entitled “Developmental Sequence in Small Groups” describes “Forming, Storming, Norming, and Performing,” as a typical path that most teams follow as they work together. As would be expected, the “Storming” part of team interaction is not always sunshine and rainbows. The take away is to be aware that teams do go through these phases. It is normal, and that in and of itself can bring confidence that you WILL get through it!
Organizational Development works throughout the entire ecosystem to develop an intentionality around the business whose success depends fundamentally on the growth and development of the people whom it employs. Leaders in Agile, more than any other business process, are required to take the “Big Picture” view of the work as it impacts the organization and the people.
How will change management be helpful to businesses as we begin the post-COVID reopening process? Change Management, when done right, should result in a more change-ready and adaptive organization. We are in an unprecedented time of change which is difficult for both employers and employees and nobody really knows what happens next. Approaching any business …
As we look towards the end of the COVID-19 crisis, “Returning to Normal” is at the forefront of everyone’s minds and hearts right now. Welcome as it may be, we are all dealing with the changes this new challenge is bringing, both at home and professionally. Our Change Management consultant and ProSci Change Management practitioner, Charae Gibbs, shares her …
There is a lot of talk around being an “agile” organization these days. Since COVID began so abruptly last spring, many organizations are reconsidering how they adapt to change, and being “agile” sounds appealing. Leaders are asking their teams to be more agile, but what should teams count on those in a leadership role to do in an Agile organization?
It should be noted that the first step in Improvement is to admit that you have things to improve! Once you think you can improve, in order to actually improve, you have to do something. After you do something, you can assess the results and realize you can improve again! In other words, focusing on improvement is a beautiful virtuous cycle.