Ramblings from our often weird but always active minds

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 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

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

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