CIPD – Change Mangement Overview
Spotted this interesting overview article on CIPD.ie with some practical information on change management. In reality, organisations need to start and manage change to deliver organisational strategies. To do this they need to have and bring their people with them before, during and after. This is too often seen as a project thing but it
Myers-Briggs explained in one graphic
The MBTI profile (Myers-Briggs Type Indicator) – we all have one and personally I’ve found it to be the most robust one for reflecting who we are at a core level not just in a specific context or moment of time. Over the last 20 years my scores have been incredibly consistent as have those
7 tips to lead Introverts and Extroverts
We will all work with all types of people in our careers, and Change Leaders are no different. However, Change Leaders need to know how to engage everyone to bring them on the change journey and to do this it is very important to have some tips and approaches in our toolkit to do this.
The ADKAR Model
The ADKAR model was developed by Jeffery Hiatt (founder of the PROSCI organisation in the USA) and is an acronym for the 5 key elements (goals) of change that we all go through as individuals. The ADKAR model can be used to effectively plan out change both for individuals and organisations by delivering against the 5
Kotter’s Change Model – Urgency of Need is critical
Establishing a Sense of Urgency is so important to enabling successful Change. Listen to John Kotter himself explain the reason for this importance in this brief video Here’s our summary of the model – contact get in touch with the team in BDO Eaton Square via the contact us page for more information on how
Kotter’s 8 Step Change Model
John Kotter’s 2014 Book Accelerate builds on his 1996 book Leading Change and it recommends running the 8 accelerator steps concurrently and continuously now. Instead of treating them as separate steps, they should be worked on as if they were a continuum to revisited as needed throughout the process. Proof, if any was needed, that change
7 Tips for Leading Change & Transformation in your organisation
As a Leader you will inevitably lead change during the career, and it can be a very challenging prospect as it’s very different to managing day to day activities. The critical thing you need to do is to take people on the journey with you. Consider these tips that will assist you as a leader
What is Change Management?
We’re often asked what is “Change Management” and we always felt it would be great to be able to point people to a simple ‘explainer’ video. Good News! Now we have an answer in the form of this superb short video from the Change Management Institute and it explains Change Management in just 3 minutes
The Kurt Lewin Change Management Model
The 3 step process can be easily remembered as the image of a frozen cube of ice, thawing it and refreezing it as a different shape. The image below summarises each stage on one downloadable image for your ease. What Lewin’s model is GOOD at Lewin’s change management model is excellent when your organisation needs
8 Change Management Models
8 main Change Management model circulate today – let’s step through them.
The difference between a Sponsor and a Supporter
Avoid Confusing the Notion of Sponsorship with Support Various research studies, as well as our experiences, all indicate that strong, clear sponsorship from the outset is a critical success factor in any project. It ensures that there’s clarity on the outcome to be delievred and that the Senior business leadership is behind the change. For
Sometimes one picture does say it all (or nearly all!)
Senior Sponsorship matters!
Launching the Change Management Institute in Ireland
The Irish branch of the global ‘Change Management Institute’ has just been launched in Dublin by co-founders Liam Sherlock and Alexandra Hudson
