Use your drivers to pinpoint what will help and what will not! It is really tempting to use the sense of energy you may have at this point to hare off into action.
Effective change leadership does not always come with just being a people leader or senior executive – it is a change in and of itself for people who find themselves in leader roles.
Change in Practice is prequalified for NSW Government Performance and Management Services Scheme SCM0005
We provide change management and training services to NSW government departments and entities.
We also work with Local, State and Federal government groups throughout Australia and New Zealand.
This is the change leader with a deep understanding of the problem the organisation is trying to fix or opportunity to leverage and genuinely enjoys ‘tinkering in the shed’ and getting their hands dirty. How do we leverage these strengths to help them land the change?
Embracing wabi sabi can help us with the imperfect, impermanent and incomplete world we are navigating while deciding and creating our new ‘now’.
In the last blog, we looked at the overloaded change leader and what they bring to their change. Understanding that means we are better placed, as practitioners, to tailor an approach that works best with that style.
22 years of research in change management by companies including Prosci, BHP, IBM and various consultancy firms and universities has found the same key element of successful change – effective sponsorship. It is the number one success factor.
Remember the White Rabbit from Alice in Wonderland? ‘I’m late, I’m late’…? I’ve been in this place myself – there is not enough time in the day to respond to all the demands on this change leader.
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