Peter F. Gallagher's Blog, page 3
December 15, 2021
Does Your Leadership Team Exhibit These Three Change Leader Responsibilities?
Three questions every employee should be asking their leaders when implementing organisational change. Can your leadership team:
Articulate the change vision?
- Have they developed a compelling change vision?
- Does it include the provision of competent change resources?
- Does it inspire purpose and touch the emotions of employees?
Model the new way?
- Have the employees been involved in the change design?
- Do the leaders model the new skills and behaviours?
- Have they enhanced the employee change experience through engagement, collaboration?
Intervene to ensure sustainable change?
- Do the leaders intervene to reinforce change?
- Has the organisation linked change benefits with performance?
- Have they embedded the change as normal day-to-day operations so it delivers the intended return on investment?
“Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership”
Change Management Leadership: Effective and proactive leadership is essential for successful organisational change. This book outlines the three critical leadership responsibilities to implement change: Articulate the vision, Model the new way and Intervene to ensure sustainable change.
Blog Source: https://www.peterfgallagher.com/singl...
Change Management Leadership: Leadership of Change® Volume 4
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag....
Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Volumes 1, 2, 3, 4, 5, 6, 7, A, B, C, D & E available on both Amazon and Google Play:
~ Leadership of Change® Volume 1 - Change Management Fables
~ Leadership of Change® Volume 2 - Change Management Pocket Guide
~ Leadership of Change® Volume 3 - Change Management Handbook
~ Leadership of Change® Volume 4 - Change Management Leadership https://www.amazon.com/-/es/Peter-F-G...
~ Leadership of Change® Volume 5 - Change Management Adoption
~ Leadership of Change® Volume 6 - Change Management Behaviour
~ Leadership of Change® Volume 7 - Change Management Sponsorship
~ Leadership of Change® Volume A - Change Management Gamification - Leadership
~ Leadership of Change® Volume B - Change Management Gamification - Adoption
Coming soon:
~ Leadership of Change® Volume C - Change Management Gamification - Behaviour
~ Leadership of Change® Volume D - Change Management Gamification - Sponsorship
~ Leadership of Change® Volume E - Change Management Gamification - Leadership Teams
Articulate the change vision?
- Have they developed a compelling change vision?
- Does it include the provision of competent change resources?
- Does it inspire purpose and touch the emotions of employees?
Model the new way?
- Have the employees been involved in the change design?
- Do the leaders model the new skills and behaviours?
- Have they enhanced the employee change experience through engagement, collaboration?
Intervene to ensure sustainable change?
- Do the leaders intervene to reinforce change?
- Has the organisation linked change benefits with performance?
- Have they embedded the change as normal day-to-day operations so it delivers the intended return on investment?
“Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership”
Change Management Leadership: Effective and proactive leadership is essential for successful organisational change. This book outlines the three critical leadership responsibilities to implement change: Articulate the vision, Model the new way and Intervene to ensure sustainable change.
Blog Source: https://www.peterfgallagher.com/singl...
Change Management Leadership: Leadership of Change® Volume 4
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag....
Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Volumes 1, 2, 3, 4, 5, 6, 7, A, B, C, D & E available on both Amazon and Google Play:
~ Leadership of Change® Volume 1 - Change Management Fables
~ Leadership of Change® Volume 2 - Change Management Pocket Guide
~ Leadership of Change® Volume 3 - Change Management Handbook
~ Leadership of Change® Volume 4 - Change Management Leadership https://www.amazon.com/-/es/Peter-F-G...
~ Leadership of Change® Volume 5 - Change Management Adoption
~ Leadership of Change® Volume 6 - Change Management Behaviour
~ Leadership of Change® Volume 7 - Change Management Sponsorship
~ Leadership of Change® Volume A - Change Management Gamification - Leadership
~ Leadership of Change® Volume B - Change Management Gamification - Adoption
Coming soon:
~ Leadership of Change® Volume C - Change Management Gamification - Behaviour
~ Leadership of Change® Volume D - Change Management Gamification - Sponsorship
~ Leadership of Change® Volume E - Change Management Gamification - Leadership Teams
December 8, 2021
Change Leadership Alignment - Do You Understand Your Organisation's Change History?
Change Management Leadership: Leadership of Change® Volume 4The change question set all change leaders should be able to answer:
“Do you understand your organisation's change history? Do you have a change vision? Are you aligned on your strategic objectives? Are you a high performing team? Does your team have change leadership skills to lead the change or improvement that your organisation is facing?”
Step 1: Perform a Change History Assessment© - A data driven approach to establish how successful the organisation was at previous change.
Our change history assessment© (CHA©) is used by change teams to review the outcomes of previous change programmes within their organisation. It provides organisational insights that can increase the likelihood of successful implementation through the analysis of lessons learned, mitigating previous weaknesses and enhancing future success. It is important to learn from previous change by performing structured analysis to identify negative issues and to avoid repeating them on the next change. The insights from the CHA© will help to shape the change approach, planning and the resistance strategy.
“To achieve future organisational change management success, analyse previous change history to mitigate previous weakness and enhance future success”
What is Change Leadership Alignment?
Change leadership alignment ensures that the organisational leaders are an aligned leadership team before they start their organisation's change implementation. This means they understand the organisation's change history, they have the same change vision, they are aligned on their strategic objectives, they are a high performing team and they have the change leadership skills to lead the change, transformation or improvement that their organisation is facing.
Why is Change Leadership Alignment important?
Change leadership alignment is important because the skills required for leading day-to-day operations are very different to change leadership. Without aligning and preparing the leadership for their change journey, it is highly doubtful they will successfully implement organisational change to ensure a return on investment, achieve full employee change adoption, and sustainable change.
What are the key steps of Change Leadership Alignment?
Change leadership alignment has five key steps:
1. An assessment of previous change history to establish what went well and what needs to improve.
2. 1:1 Interviews with the leadership team to establish barriers and enablers to change success.
3. A strategic alignment exercise to ensure the leaders are aligned on the organisation's change priorities.
4. Develop a high performing team so the leaders can deliver the change together.
5. Develop Leadership of Change® capability, the knowledge, and skills to lead employees through the change.
Blog Source: https://www.peterfgallagher.com/singl...
More on Change Leadership Alignment: https://www.peterfgallagher.com/chang...
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag....
Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Volumes 1, 2, 3, 4, 5, 6, 7, A, B, C, D & E available on both Amazon and Google Play:
~ Leadership of Change® Volume 1 - Change Management Fables
~ Leadership of Change® Volume 2 - Change Management Pocket Guide
~ Leadership of Change® Volume 3 - Change Management Handbook
~ Leadership of Change® Volume 4 - Change Management Leadership
~ https://www.amazon.com/-/es/gp/produc...
~ Leadership of Change® Volume 5 - Change Management Adoption
~ Leadership of Change® Volume 6 - Change Management Behaviour
~ Leadership of Change® Volume 7 - Change Management Sponsorship
~ Leadership of Change® Volume A - Change Management Gamification - Leadership
~ Leadership of Change® Volume B - Change Management Gamification - Adoption
Coming soon:
~ Leadership of Change® Volume C - Change Management Gamification - Behaviour
~ Leadership of Change® Volume D - Change Management Gamification - Sponsorship
~ Leadership of Change® Volume E - Change Management Gamification - Leadership Teams
Change Management Leadership: Leadership of Change® Volume 4
“Do you understand your organisation's change history? Do you have a change vision? Are you aligned on your strategic objectives? Are you a high performing team? Does your team have change leadership skills to lead the change or improvement that your organisation is facing?”
Step 1: Perform a Change History Assessment© - A data driven approach to establish how successful the organisation was at previous change.
Our change history assessment© (CHA©) is used by change teams to review the outcomes of previous change programmes within their organisation. It provides organisational insights that can increase the likelihood of successful implementation through the analysis of lessons learned, mitigating previous weaknesses and enhancing future success. It is important to learn from previous change by performing structured analysis to identify negative issues and to avoid repeating them on the next change. The insights from the CHA© will help to shape the change approach, planning and the resistance strategy.
“To achieve future organisational change management success, analyse previous change history to mitigate previous weakness and enhance future success”
What is Change Leadership Alignment?
Change leadership alignment ensures that the organisational leaders are an aligned leadership team before they start their organisation's change implementation. This means they understand the organisation's change history, they have the same change vision, they are aligned on their strategic objectives, they are a high performing team and they have the change leadership skills to lead the change, transformation or improvement that their organisation is facing.
Why is Change Leadership Alignment important?
Change leadership alignment is important because the skills required for leading day-to-day operations are very different to change leadership. Without aligning and preparing the leadership for their change journey, it is highly doubtful they will successfully implement organisational change to ensure a return on investment, achieve full employee change adoption, and sustainable change.
What are the key steps of Change Leadership Alignment?
Change leadership alignment has five key steps:
1. An assessment of previous change history to establish what went well and what needs to improve.
2. 1:1 Interviews with the leadership team to establish barriers and enablers to change success.
3. A strategic alignment exercise to ensure the leaders are aligned on the organisation's change priorities.
4. Develop a high performing team so the leaders can deliver the change together.
5. Develop Leadership of Change® capability, the knowledge, and skills to lead employees through the change.
Blog Source: https://www.peterfgallagher.com/singl...
More on Change Leadership Alignment: https://www.peterfgallagher.com/chang...
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag....
Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Volumes 1, 2, 3, 4, 5, 6, 7, A, B, C, D & E available on both Amazon and Google Play:
~ Leadership of Change® Volume 1 - Change Management Fables
~ Leadership of Change® Volume 2 - Change Management Pocket Guide
~ Leadership of Change® Volume 3 - Change Management Handbook
~ Leadership of Change® Volume 4 - Change Management Leadership
~ https://www.amazon.com/-/es/gp/produc...
~ Leadership of Change® Volume 5 - Change Management Adoption
~ Leadership of Change® Volume 6 - Change Management Behaviour
~ Leadership of Change® Volume 7 - Change Management Sponsorship
~ Leadership of Change® Volume A - Change Management Gamification - Leadership
~ Leadership of Change® Volume B - Change Management Gamification - Adoption
Coming soon:
~ Leadership of Change® Volume C - Change Management Gamification - Behaviour
~ Leadership of Change® Volume D - Change Management Gamification - Sponsorship
~ Leadership of Change® Volume E - Change Management Gamification - Leadership Teams
Change Management Leadership: Leadership of Change® Volume 4
December 1, 2021
Paperback Now Available on Amazon: Change Management Leadership - Leadership of Change Volume 4
Change Management Body of Knowledge (CMBoK) Volume 4
25th November 2021
Change Management Leadership: Effective and proactive leadership is essential for successful organisational change. This book outlines the three critical leadership responsibilities to implement change: Articulate the vision, Model the new way and Intervene to ensure sustainable change.
“Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership”
Three Key Responsibilities for Organisational Leaders when implementing organisational change:
Articulate the vision: Change leadership is the aptitude to develop and Articulate a vision that will inspire the organisation to the new future.
Model the new way: The organisation will adopt change when leaders show and Model the new way.
Intervene to ensure sustainable change: Without Intervention from leaders, the change will not be adopted or sustained.
“Change leadership is action, not a position”
About this Book: Organisational change leadership is about effectively and proactively articulating the vision, modelling the new way and intervening to ensure sustainable change. Leadership of Change® Volume 4 is a change management leadership book that outlines what should be done to successfully implement organisational change to ensure a return on investment, full employee change adoption, and sustainable change. Until recently, an organisational leader or manager could just focus on normal day-to-day operations, handing off change management and implementation responsibilities to other people.
Organisational change management, transformation, and improvement have become permanent features of the business landscape. Leading change can be one of the most difficult burdens of a leader’s role, but shareholders of organisations are now starting to demand that the leaders have Leadership of Change® capability. This book outlines the three critical Leadership of Change® responsibilities, structured on the AMI© Change Leadership Model: 'Articulate', 'Model' and 'Intervene' to ensure sustainable change. Change implementation is also supported by the a2B Change Management Framework® (a2BCMF®).
“Effective and proactive leadership is essential for successful organisational change"
Blog Source: https://www.peterfgallagher.com/singl...
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag...
Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Volumes 1, 2, 3, 4, 5, 6, 7, A, B, C, D & E available on both Amazon and Google Play:
~ Leadership of Change® Volume 1 - Change Management Fables
~ Leadership of Change® Volume 2 - Change Management Pocket Guide
~ Leadership of Change® Volume 3 - Change Management Handbook
~ Leadership of Change® Volume 4 - Change Management Leadership
~ Leadership of Change® Volume 5 - Change Management Adoption
~ Leadership of Change® Volume 6 - Change Management Behaviour
~ Leadership of Change® Volume 7 - Change Management Sponsorship
~ Leadership of Change® Volume A - Change Management Gamification - Leadership
~ Leadership of Change® Volume B - Change Management Gamification - Adoption
Coming soon:
~ Leadership of Change® Volume C - Change Management Gamification - Behaviour
~ Leadership of Change® Volume D - Change Management Gamification - Sponsorship
~ Leadership of Change® Volume E - Change Management Gamification - Leadership Teams
Change Management Leadership: Leadership of Change® Volume 4
25th November 2021
Change Management Leadership: Effective and proactive leadership is essential for successful organisational change. This book outlines the three critical leadership responsibilities to implement change: Articulate the vision, Model the new way and Intervene to ensure sustainable change.
“Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership”
Three Key Responsibilities for Organisational Leaders when implementing organisational change:
Articulate the vision: Change leadership is the aptitude to develop and Articulate a vision that will inspire the organisation to the new future.
Model the new way: The organisation will adopt change when leaders show and Model the new way.
Intervene to ensure sustainable change: Without Intervention from leaders, the change will not be adopted or sustained.
“Change leadership is action, not a position”
About this Book: Organisational change leadership is about effectively and proactively articulating the vision, modelling the new way and intervening to ensure sustainable change. Leadership of Change® Volume 4 is a change management leadership book that outlines what should be done to successfully implement organisational change to ensure a return on investment, full employee change adoption, and sustainable change. Until recently, an organisational leader or manager could just focus on normal day-to-day operations, handing off change management and implementation responsibilities to other people.
Organisational change management, transformation, and improvement have become permanent features of the business landscape. Leading change can be one of the most difficult burdens of a leader’s role, but shareholders of organisations are now starting to demand that the leaders have Leadership of Change® capability. This book outlines the three critical Leadership of Change® responsibilities, structured on the AMI© Change Leadership Model: 'Articulate', 'Model' and 'Intervene' to ensure sustainable change. Change implementation is also supported by the a2B Change Management Framework® (a2BCMF®).
“Effective and proactive leadership is essential for successful organisational change"
Blog Source: https://www.peterfgallagher.com/singl...
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag...
Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Volumes 1, 2, 3, 4, 5, 6, 7, A, B, C, D & E available on both Amazon and Google Play:
~ Leadership of Change® Volume 1 - Change Management Fables
~ Leadership of Change® Volume 2 - Change Management Pocket Guide
~ Leadership of Change® Volume 3 - Change Management Handbook
~ Leadership of Change® Volume 4 - Change Management Leadership
~ Leadership of Change® Volume 5 - Change Management Adoption
~ Leadership of Change® Volume 6 - Change Management Behaviour
~ Leadership of Change® Volume 7 - Change Management Sponsorship
~ Leadership of Change® Volume A - Change Management Gamification - Leadership
~ Leadership of Change® Volume B - Change Management Gamification - Adoption
Coming soon:
~ Leadership of Change® Volume C - Change Management Gamification - Behaviour
~ Leadership of Change® Volume D - Change Management Gamification - Sponsorship
~ Leadership of Change® Volume E - Change Management Gamification - Leadership Teams
Change Management Leadership: Leadership of Change® Volume 4
November 24, 2021
ACMP Turkey: 24th Nov 2021 - Peter F Gallagher Speaking on the Leadership of Change
Webinar Title: Ten Change Management Lessons Learned and Leadership Alignment
Peter uses the Leadership of Change® in his engagements with organisational leaders to prepare them for their change or transformation journey. In this webinar, he will speak on two associated topics:
Ten Change Management Lessons Learned All Leaders Should KNOW: Peter speaks about 10 key lessons learned from implementing change and improvement transformation programmes. He brings these key lessons to life with stories and provides tips on each, so similar mistakes can be avoided by leadership teams.
“Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership”
Change Leadership Alignment: The change question set Peter asks all leaders is: “Do you know your organisation’s change history? Do you have a change vision? Are you aligned on your strategic objectives? Are you a high performing team? Does your team have change leadership skills to lead the change or improvement that your organisation is facing?” In this topic, Peter will discuss some of the steps of his change leadership alignment process.
“The best leadership teams have purpose, they are aligned on their strategic objectives, they are a high performing team and have change leadership skills to navigate 4IR”
I first joined the ACMP in 2016 when I was working in Abu Dhabi, UAE, for a Big 4 Consultancy as an Advisory Strategy Execution Director. I was one of the first 500 people globally pass the highly recognised Certified Change Management Professional™ (CCMP™). I joined the board of the ACMP UK Chapter as Vice President in 2019, voted into the role by ACMP UK members and I held the position for two years, August 2019 to September 2021. It was a great pleasure to then be voted, by global ACMP members, onto the ACMP Global BoD in September 2021.
Webinar Contents:
A. Change Management Benefits
B. Ten Change Management Lessons Learned All Leaders Should KNOW:
1. Change Definition
2. Sponsorship and Resources
3. Assess Previous Change
4. Develop Detailed Change Plan
5. Communicate the Change
6. Assess Change Readiness
7. Manage Resistance
8. Develop New Skills and Behaviours
9. Adoption
10. Sustain and Close
B. The Crucial Process of Change Leadership Alignment
C. Q&A
Event Details:
This is part of the Turkey Global Entrepreneurship Week (GGH) and the first webinar of the Change Management Booster Series.
Wednesday 24th November: CST 09:00 to 10:00 or UK time 15:00 - 14:00 or Turkey time 18:00 - 19:00.
Don't miss out and sign up today at https://lnkd.in/dT8CvM-W
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag....
Blog Source: https://www.peterfgallagher.com/singl...
More on keynote speaking: https://www.peterfgallagher.com/speak...
Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Books: Volumes 1, 2, 3, 4, 5, 6, 7, A, B, & C available on both Amazon and Google Play:
https://www.peterfgallagher.com/publi...
~ Leadership of Change® Volume 1 - Change Management Fables
~ Leadership of Change® Volume 2 - Change Management Pocket Guide
~ Leadership of Change® Volume 3 - Change Management Handbook
~ Leadership of Change® Volume 4 - Change Management Leadership
~ Leadership of Change® Volume 5 - Change Management Adoption
~ Leadership of Change® Volume 6 - Change Management Behaviour
~ Leadership of Change® Volume 7 - Change Management Sponsorship
~ Leadership of Change® Volume A - Change Management Gamification - Leadership
~ Leadership of Change® Volume B - Change Management Gamification - Adoption
Coming soon:
~ Leadership of Change® Volume C - Change Management Gamification - Behaviour
Change Management Handbook: The Leadership of Change Volume 3
Peter uses the Leadership of Change® in his engagements with organisational leaders to prepare them for their change or transformation journey. In this webinar, he will speak on two associated topics:
Ten Change Management Lessons Learned All Leaders Should KNOW: Peter speaks about 10 key lessons learned from implementing change and improvement transformation programmes. He brings these key lessons to life with stories and provides tips on each, so similar mistakes can be avoided by leadership teams.
“Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership”
Change Leadership Alignment: The change question set Peter asks all leaders is: “Do you know your organisation’s change history? Do you have a change vision? Are you aligned on your strategic objectives? Are you a high performing team? Does your team have change leadership skills to lead the change or improvement that your organisation is facing?” In this topic, Peter will discuss some of the steps of his change leadership alignment process.
“The best leadership teams have purpose, they are aligned on their strategic objectives, they are a high performing team and have change leadership skills to navigate 4IR”
I first joined the ACMP in 2016 when I was working in Abu Dhabi, UAE, for a Big 4 Consultancy as an Advisory Strategy Execution Director. I was one of the first 500 people globally pass the highly recognised Certified Change Management Professional™ (CCMP™). I joined the board of the ACMP UK Chapter as Vice President in 2019, voted into the role by ACMP UK members and I held the position for two years, August 2019 to September 2021. It was a great pleasure to then be voted, by global ACMP members, onto the ACMP Global BoD in September 2021.
Webinar Contents:
A. Change Management Benefits
B. Ten Change Management Lessons Learned All Leaders Should KNOW:
1. Change Definition
2. Sponsorship and Resources
3. Assess Previous Change
4. Develop Detailed Change Plan
5. Communicate the Change
6. Assess Change Readiness
7. Manage Resistance
8. Develop New Skills and Behaviours
9. Adoption
10. Sustain and Close
B. The Crucial Process of Change Leadership Alignment
C. Q&A
Event Details:
This is part of the Turkey Global Entrepreneurship Week (GGH) and the first webinar of the Change Management Booster Series.
Wednesday 24th November: CST 09:00 to 10:00 or UK time 15:00 - 14:00 or Turkey time 18:00 - 19:00.
Don't miss out and sign up today at https://lnkd.in/dT8CvM-W
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag....
Blog Source: https://www.peterfgallagher.com/singl...
More on keynote speaking: https://www.peterfgallagher.com/speak...
Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Books: Volumes 1, 2, 3, 4, 5, 6, 7, A, B, & C available on both Amazon and Google Play:
https://www.peterfgallagher.com/publi...
~ Leadership of Change® Volume 1 - Change Management Fables
~ Leadership of Change® Volume 2 - Change Management Pocket Guide
~ Leadership of Change® Volume 3 - Change Management Handbook
~ Leadership of Change® Volume 4 - Change Management Leadership
~ Leadership of Change® Volume 5 - Change Management Adoption
~ Leadership of Change® Volume 6 - Change Management Behaviour
~ Leadership of Change® Volume 7 - Change Management Sponsorship
~ Leadership of Change® Volume A - Change Management Gamification - Leadership
~ Leadership of Change® Volume B - Change Management Gamification - Adoption
Coming soon:
~ Leadership of Change® Volume C - Change Management Gamification - Behaviour
Change Management Handbook: The Leadership of Change Volume 3
November 17, 2021
Peter F Gallagher Speaking to Vistage UK Chief Executives on the Leadership of Change
1/2 Day Workshop on the Leadership of Change® - Manchester, UK - 9th Nov 2021
Last week I led a half day workshop for a group of Vistage UK Chief Executives in Manchester, which included a session on change management gamification. The workshop sessions covered:
1. Change Management Introduction
2. 10 Change Management Lessons Learned
3. Change Management Gamification - Leadership Rounds 1 & 2
4. Change Leadership Alignment and Responsibilities
“Change leadership requires a different set of skills than leading normal day-to-day operations, this capability must be developed before leading organisational change”
More about Session 3: Change Management Gamification - Leadership Rounds 1 & 2
What is Change Management Gamification?
Change management gamification is an interactive and dynamic way for employees to learn change management skills and knowledge using game characteristics. It is a growing trend which helps employees to learn and practice change management skills and knowledge in a safe training workshop environment with peers before they start their organisation’s change implementation journey. It is a way of engaging employees and preparing them to solve potential organisational change management implementation challenges by applying change concepts using a business case study simulation with a wide selection of stakeholders.
Why Use Gamification to Learn Change Management?
Using change management gamification to learn change management is much more effective than learning from static PowerPoint slides. Change management knowledge is information acquired through sensory input, such as reading, watching, listening, etc. Change management skills refers to the ability to apply change management knowledge during change implementation. However, it is best to work in a team, discuss change concepts and then practice the application of any newfound skills and knowledge to see how the stakeholders react before applying them in the workplace. Change management gamification provides employees with the opportunity to test their new skills and knowledge through our case study, gaining instant feedback on your chosen change tactics by how the stakeholders react!
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag...
Blog Source: https://www.peterfgallagher.com/singl...
More on Change Management Leadership: https://www.peterfgallagher.com/vol-4...
Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Books: Volumes 1, 2, 3, 4, 5, 6, 7, A, B, & C available on both Amazon and Google Play:
~ Leadership of Change® Volume 1 - Change Management Fables
~ Leadership of Change® Volume 2 - Change Management Pocket Guide
~ Leadership of Change® Volume 3 - Change Management Handbook
~ Leadership of Change® Volume 4 - Change Management Leadership
~ Leadership of Change® Volume 5 - Change Management Adoption
~ Leadership of Change® Volume 6 - Change Management Behaviour
~ Leadership of Change® Volume 7 - Change Management Sponsorship
~ Leadership of Change® Volume A - Change Management Gamification - Leadership
~ Leadership of Change® Volume B - Change Management Gamification - Adoption
Coming soon:
~ Leadership of Change® Volume C - Change Management Gamification - Behaviour
Change Management Handbook: The Leadership of Change Volume 3
Last week I led a half day workshop for a group of Vistage UK Chief Executives in Manchester, which included a session on change management gamification. The workshop sessions covered:
1. Change Management Introduction
2. 10 Change Management Lessons Learned
3. Change Management Gamification - Leadership Rounds 1 & 2
4. Change Leadership Alignment and Responsibilities
“Change leadership requires a different set of skills than leading normal day-to-day operations, this capability must be developed before leading organisational change”
More about Session 3: Change Management Gamification - Leadership Rounds 1 & 2
What is Change Management Gamification?
Change management gamification is an interactive and dynamic way for employees to learn change management skills and knowledge using game characteristics. It is a growing trend which helps employees to learn and practice change management skills and knowledge in a safe training workshop environment with peers before they start their organisation’s change implementation journey. It is a way of engaging employees and preparing them to solve potential organisational change management implementation challenges by applying change concepts using a business case study simulation with a wide selection of stakeholders.
Why Use Gamification to Learn Change Management?
Using change management gamification to learn change management is much more effective than learning from static PowerPoint slides. Change management knowledge is information acquired through sensory input, such as reading, watching, listening, etc. Change management skills refers to the ability to apply change management knowledge during change implementation. However, it is best to work in a team, discuss change concepts and then practice the application of any newfound skills and knowledge to see how the stakeholders react before applying them in the workplace. Change management gamification provides employees with the opportunity to test their new skills and knowledge through our case study, gaining instant feedback on your chosen change tactics by how the stakeholders react!
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag...
Blog Source: https://www.peterfgallagher.com/singl...
More on Change Management Leadership: https://www.peterfgallagher.com/vol-4...
Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Books: Volumes 1, 2, 3, 4, 5, 6, 7, A, B, & C available on both Amazon and Google Play:
~ Leadership of Change® Volume 1 - Change Management Fables
~ Leadership of Change® Volume 2 - Change Management Pocket Guide
~ Leadership of Change® Volume 3 - Change Management Handbook
~ Leadership of Change® Volume 4 - Change Management Leadership
~ Leadership of Change® Volume 5 - Change Management Adoption
~ Leadership of Change® Volume 6 - Change Management Behaviour
~ Leadership of Change® Volume 7 - Change Management Sponsorship
~ Leadership of Change® Volume A - Change Management Gamification - Leadership
~ Leadership of Change® Volume B - Change Management Gamification - Adoption
Coming soon:
~ Leadership of Change® Volume C - Change Management Gamification - Behaviour
Change Management Handbook: The Leadership of Change Volume 3
November 15, 2021
Kindle Book Published November 11, 2021 - Change Management Sponsorship - Volume 7
Change Management Sponsorship - Leadership of Change® Volume 7
Released on Amazon Kindle November 11th, 2021
Change Management Body of Knowledge (CMBoK) Volume 7
Change Management Sponsorship: Without a proactive and effective change sponsor, most change programmes or initiatives will fail to achieve the targeted objectives. This book outlines the three critical sponsorship responsibilities to successfully implement change; Say – communicating the change, Support – providing resources and Sustain – embedding the change.
"Organisational change sponsorship is about effectively and proactively communicating the change to the stakeholders, Say. Providing and developing competent resources, Support. Intervening, rewarding to embed the change, Sustain"
About the Book: Sponsorship is the single most important factor in change success, but very few leaders understand why it is so important, who should be the sponsor or what the main responsibilities of a change sponsor include. It is important because without a proactive and effective change sponsor, most change programmes or initiatives will fail achieve the targeted objectives. The leaders of organisations typically associate the role and traits of a change sponsor with those of a change leader. However, while these leadership traits are important foundations, the role of the sponsor goes beyond the role of a change leader.
"Without effective and proactive sponsorship the change project will eventually fail, the change will not be adopted by the employees nor be sustained, and it will not deliver the intended benefits"
Link to Book: https://lnkd.in/dUpwKtYA
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting
https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag...
#a2BConsulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Released on Amazon Kindle November 11th, 2021
Change Management Body of Knowledge (CMBoK) Volume 7
Change Management Sponsorship: Without a proactive and effective change sponsor, most change programmes or initiatives will fail to achieve the targeted objectives. This book outlines the three critical sponsorship responsibilities to successfully implement change; Say – communicating the change, Support – providing resources and Sustain – embedding the change.
"Organisational change sponsorship is about effectively and proactively communicating the change to the stakeholders, Say. Providing and developing competent resources, Support. Intervening, rewarding to embed the change, Sustain"
About the Book: Sponsorship is the single most important factor in change success, but very few leaders understand why it is so important, who should be the sponsor or what the main responsibilities of a change sponsor include. It is important because without a proactive and effective change sponsor, most change programmes or initiatives will fail achieve the targeted objectives. The leaders of organisations typically associate the role and traits of a change sponsor with those of a change leader. However, while these leadership traits are important foundations, the role of the sponsor goes beyond the role of a change leader.
"Without effective and proactive sponsorship the change project will eventually fail, the change will not be adopted by the employees nor be sustained, and it will not deliver the intended benefits"
Link to Book: https://lnkd.in/dUpwKtYA
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting
https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag...
#a2BConsulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
November 3, 2021
ACMP East Coast Australia: 9th Nov 2021 - Peter F Gallagher Speaking on the Leadership of Change
Change Management, Leadership Responsibilities and Enablers
"Organisational change leadership is about effectively and proactively articulating the vision, modelling the new way and intervening to ensure sustainable change”
I first joined the ACMP in 2016 when I was working in Abu Dhabi, UAE, for a Big 4 Consultancy as an Advisory Strategy Execution Director. I got up every morning for three weeks at 05:00 to study and memorise the ACMP’s Standard for Change Management© (“Standard©”). I passed the highly recognised Certified Change Management Professional™ (CCMP™) closed book exam and was one of the first 500 people globally to achieve the designation.
I joined the board of the ACMP UK Chapter as Vice President in 2019, voted into the role by ACMP UK members and I held the position for two years, August 2019 to September 2021. It was a great pleasure to then be voted, by global ACMP members, onto the ACMP Global BoD in September 2021.
I will be presenting to the ACMP East Coast Australia Chapter in November 2021. This will be my fourth time speaking to an ACMP audience. I have previously presented two UK ACMP webinars in April and May 2020 and to a global ACMP audience in July 2021.
I use the Leadership of Change® in my engagements with organisational leaders to prepare them for their change or transformation journey. I have been invited to speak to the ACMP East Coast Australia Chapter on two associated topics:
Three Change Leadership Responsibilities
Change Leadership Enablers:
o Growth Mindset
o Change Leadership Alignment
o Change Leadership Skills and Knowledge
Detailed Outline:
• Change Leadership Responsibilities: Effective and proactive change leadership is essential for successful organisational change. In this topic, Peter will outline the three critical leadership responsibilities to implement successful change: 1. Articulate the change vision, 2. Model the new way and 3. Intervene to ensure sustainable change.
• Change Leadership Enablers:
o Growth Mindset: Growth mindset change leaders see change disruption as an opportunity to improve both their own and the organisation’s capabilities. They help their employees to see the potential to develop new skills and behaviours, so they embrace and adopt the change.
o Change Alignment Leadership: The change question set all leaders should be able to answer: "Do you have a change vision? Are you aligned on your strategic objectives? Are you a high performing team? Does your team have change leadership skills to lead the change or improvement that your organisation is facing?” In this topic, Peter will discuss some of the steps of his change leadership alignment process.
o Change Management Skills and Knowledge: Peter uses change management gamification to develop his client’s change management leadership skills and knowledge in a workshop environment. In this topic, Peter will cover: “What is Change Management Gamification?” and “Why Use Gamification to Learn Change Management?”
Event Details:
ACMP East Coast Australia Pre-Launch event and sign up today
Tuesday 9 November 5.30pm - 6.30pm (AEDT).
Don't miss out and sign up today at https://acmpea.org.au/
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag....
#LeadershipOfChange #ChangeManagement #acmpeca #acmp #Leadership #Changemanagement #change #changeleadershipalignment #transformationalchange #transformationalleadership
#a2BConsulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Change Management Handbook: The Leadership of Change Volume 3
"Organisational change leadership is about effectively and proactively articulating the vision, modelling the new way and intervening to ensure sustainable change”
I first joined the ACMP in 2016 when I was working in Abu Dhabi, UAE, for a Big 4 Consultancy as an Advisory Strategy Execution Director. I got up every morning for three weeks at 05:00 to study and memorise the ACMP’s Standard for Change Management© (“Standard©”). I passed the highly recognised Certified Change Management Professional™ (CCMP™) closed book exam and was one of the first 500 people globally to achieve the designation.
I joined the board of the ACMP UK Chapter as Vice President in 2019, voted into the role by ACMP UK members and I held the position for two years, August 2019 to September 2021. It was a great pleasure to then be voted, by global ACMP members, onto the ACMP Global BoD in September 2021.
I will be presenting to the ACMP East Coast Australia Chapter in November 2021. This will be my fourth time speaking to an ACMP audience. I have previously presented two UK ACMP webinars in April and May 2020 and to a global ACMP audience in July 2021.
I use the Leadership of Change® in my engagements with organisational leaders to prepare them for their change or transformation journey. I have been invited to speak to the ACMP East Coast Australia Chapter on two associated topics:
Three Change Leadership Responsibilities
Change Leadership Enablers:
o Growth Mindset
o Change Leadership Alignment
o Change Leadership Skills and Knowledge
Detailed Outline:
• Change Leadership Responsibilities: Effective and proactive change leadership is essential for successful organisational change. In this topic, Peter will outline the three critical leadership responsibilities to implement successful change: 1. Articulate the change vision, 2. Model the new way and 3. Intervene to ensure sustainable change.
• Change Leadership Enablers:
o Growth Mindset: Growth mindset change leaders see change disruption as an opportunity to improve both their own and the organisation’s capabilities. They help their employees to see the potential to develop new skills and behaviours, so they embrace and adopt the change.
o Change Alignment Leadership: The change question set all leaders should be able to answer: "Do you have a change vision? Are you aligned on your strategic objectives? Are you a high performing team? Does your team have change leadership skills to lead the change or improvement that your organisation is facing?” In this topic, Peter will discuss some of the steps of his change leadership alignment process.
o Change Management Skills and Knowledge: Peter uses change management gamification to develop his client’s change management leadership skills and knowledge in a workshop environment. In this topic, Peter will cover: “What is Change Management Gamification?” and “Why Use Gamification to Learn Change Management?”
Event Details:
ACMP East Coast Australia Pre-Launch event and sign up today
Tuesday 9 November 5.30pm - 6.30pm (AEDT).
Don't miss out and sign up today at https://acmpea.org.au/
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag....
#LeadershipOfChange #ChangeManagement #acmpeca #acmp #Leadership #Changemanagement #change #changeleadershipalignment #transformationalchange #transformationalleadership
#a2BConsulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Change Management Handbook: The Leadership of Change Volume 3
October 27, 2021
ASQ EMEA Virtual Conference: Nov 2021 - Peter F Gallagher Speaking on Change Leadership Lessons
10 Change Management Leadership Lessons Learned - All Leaders SHOULD Know
"Excellence Through Quality Leadership: Productivity, Resilience, Sustainability"
I first joined the ASQ in 2005 when I was working in the Netherlands for a global energy company and became an ASQ Certified Six Sigma Black Belt (CSSBB) a few months later in February 2006. The ASQ, their staff, members, professional material, verified certification processes and their approach to quality highly impressed me then and still does today. In 2016, I studied and successfully passed the ASQ Manager of Quality/Organizational Excellence Certification - CMQ/OE and still hold this qualification today.
I will be presenting at ASQ Europe in Nov 2021. This will be my fourth time speaking at an ASQ event. I have previously presented in Phoenix, Arizona in Feb 2020, at the ASQ World Conference in May 2021, and at the ASQ Great Britain Section in Jun 2021.
One of my favourite quotes is from Joseph M. Juran a quality guru, he said:
"Observing many companies in action, I am unable to point to a single instance in which stunning results were gotten without the active and personal leadership of the upper managers" ~ Joseph M. Juran
This quote inspired me back when I first read it, and I now consult, speak, and write on the Leadership of Change® - Change Management Body of Knowledge (CMBoK).
Session dates:
Session 1: Tuesday, 9 November 2021
Session 2: Wednesday, 10 November 2021
Starting time:
7:45, GMT Time (London, GMT)
Attendees will hear success stories of Quality leadership with embedded sustainability efforts that clearly result in a progressive impact on business performance while creating shared value in society.
My Speaking Topic:
Change Management Leadership Lessons Learned - All Leaders SHOULD Know
Change Management Supporting Sustainable Quality and Improvement Initiatives
Agenda
Learning objectives:
1. Change Definition
2. Secure Sponsorship and Resources
3. Access Previous Change
4. Develop a Detailed Change Plan
5. Communication the Change
6. Change Readiness
7. Manage Resistance
8. Develop New Skills and Behaviours
9. Adoption
10. Sustain and Close
Summary and Practical Take-Aways
Q&A
Practical Takeaways:
1. Organisational change management is a game changer for successful project delivery
2. Proactive sponsorship and leadership alignment are critical success factors
3. To achieve future organisational change management success, assess previous change
4. There will always be resistance
Conference Registration link - https://bit.ly/3ioQANv
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag....
Blog Source: https://www.peterfgallagher.com/singl...
Change Management Handbook: The Leadership of Change Volume 3
"Excellence Through Quality Leadership: Productivity, Resilience, Sustainability"
I first joined the ASQ in 2005 when I was working in the Netherlands for a global energy company and became an ASQ Certified Six Sigma Black Belt (CSSBB) a few months later in February 2006. The ASQ, their staff, members, professional material, verified certification processes and their approach to quality highly impressed me then and still does today. In 2016, I studied and successfully passed the ASQ Manager of Quality/Organizational Excellence Certification - CMQ/OE and still hold this qualification today.
I will be presenting at ASQ Europe in Nov 2021. This will be my fourth time speaking at an ASQ event. I have previously presented in Phoenix, Arizona in Feb 2020, at the ASQ World Conference in May 2021, and at the ASQ Great Britain Section in Jun 2021.
One of my favourite quotes is from Joseph M. Juran a quality guru, he said:
"Observing many companies in action, I am unable to point to a single instance in which stunning results were gotten without the active and personal leadership of the upper managers" ~ Joseph M. Juran
This quote inspired me back when I first read it, and I now consult, speak, and write on the Leadership of Change® - Change Management Body of Knowledge (CMBoK).
Session dates:
Session 1: Tuesday, 9 November 2021
Session 2: Wednesday, 10 November 2021
Starting time:
7:45, GMT Time (London, GMT)
Attendees will hear success stories of Quality leadership with embedded sustainability efforts that clearly result in a progressive impact on business performance while creating shared value in society.
My Speaking Topic:
Change Management Leadership Lessons Learned - All Leaders SHOULD Know
Change Management Supporting Sustainable Quality and Improvement Initiatives
Agenda
Learning objectives:
1. Change Definition
2. Secure Sponsorship and Resources
3. Access Previous Change
4. Develop a Detailed Change Plan
5. Communication the Change
6. Change Readiness
7. Manage Resistance
8. Develop New Skills and Behaviours
9. Adoption
10. Sustain and Close
Summary and Practical Take-Aways
Q&A
Practical Takeaways:
1. Organisational change management is a game changer for successful project delivery
2. Proactive sponsorship and leadership alignment are critical success factors
3. To achieve future organisational change management success, assess previous change
4. There will always be resistance
Conference Registration link - https://bit.ly/3ioQANv
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag....
Blog Source: https://www.peterfgallagher.com/singl...
Change Management Handbook: The Leadership of Change Volume 3
October 19, 2021
Eradicate Silos Before Change Implementation
Eradicate Silos Before Change Implementation
“For the change to be successful, organisational silos must be eradicated quickly and ruthlessly. This is one change sponsor task that cannot be delayed or evaded”
Organisational silos refer to the separation of different functions or departments that essentially operate independently to some degree. Silos are formed when a leader of a department and its employees develop more loyalty to a specific group than to the wider organisation. Over time, employees within these silos become insular and distrustful of other employees and departments. They lose sight of the overarching goal of organisational success and instead focus on departmental goals. Silos cause high deficiencies in operating performance and limit the value the organisation can create. Customer relations could also be damaged if they see this silo mentality and start to think that the organisation is dysfunctional or simply incompetent. Lack of intervention from other leaders (and the sheep that follow them) allow this to happen. The narcissistic and deluded leaders that create these silos damage and corrupt the organisation.
The inherent problems that silos cause during normal day-to-day operations make successful change and full employee change adoption highly unlikely. Some of the problems that silos cause are:
~ Poor Communication: Silos make it difficult for organisations to have good communication, which is essential for a high performing organisation. Poor communication usually results in business problems. Effective change communication is at the heart of successful change, it acts like the blood in our bodies, but instead of supplying vital oxygen and nutrients, communication supplies information and motivation to the impacted stakeholders.
~ Limited Collaboration: Silos make it difficult for collaboration to occur across the organisation. Collaboration is a key success factor of a high performing organisation, enabling good productivity and team working. Collaboration involves multifunctional teams working together, sharing resources and expertise across the organisation to develop new solutions and ways of working. Strong collaboration is a non-negotiable enabler of successful organisational change.
“Change implementation cannot afford the luxury of organisation silos, the leaders that create them or the behaviour that tolerates them”
Extract from: https://www.peterfgallagher.com/vol-7...
Change Management Body of Knowledge (CMBoK) Volume 7
Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Books: Volumes 1, 2, 3, 4, 5, 6, 7, A, B, & C available on both Amazon and Google Play:
• Change Management Fables - Leadership of Change® Volume 1
• Change Management Pocket Guide - Leadership of Change® Volume 2
• Change Management Handbook Volume - Leadership of Change® Volume 3
• Change Management Leadership - Leadership of Change® Volume 4
• Change Management Adoption - Leadership of Change® Volume 5
• Change Management Behaviour - Leadership of Change® Volume 6
• Change Management Sponsorship - Leadership of Change® Volume 7
• Change Management Gamification Leadership - Leadership of Change® Volume A
• Change Management Gamification Adoption - Leadership of Change® Volume B
• Change Management Gamification Behaviour - Leadership of Change® Volume C
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag....
Blog Source: https://www.peterfgallagher.com/singl...
Change Management Handbook: The Leadership of Change Volume 3
“For the change to be successful, organisational silos must be eradicated quickly and ruthlessly. This is one change sponsor task that cannot be delayed or evaded”
Organisational silos refer to the separation of different functions or departments that essentially operate independently to some degree. Silos are formed when a leader of a department and its employees develop more loyalty to a specific group than to the wider organisation. Over time, employees within these silos become insular and distrustful of other employees and departments. They lose sight of the overarching goal of organisational success and instead focus on departmental goals. Silos cause high deficiencies in operating performance and limit the value the organisation can create. Customer relations could also be damaged if they see this silo mentality and start to think that the organisation is dysfunctional or simply incompetent. Lack of intervention from other leaders (and the sheep that follow them) allow this to happen. The narcissistic and deluded leaders that create these silos damage and corrupt the organisation.
The inherent problems that silos cause during normal day-to-day operations make successful change and full employee change adoption highly unlikely. Some of the problems that silos cause are:
~ Poor Communication: Silos make it difficult for organisations to have good communication, which is essential for a high performing organisation. Poor communication usually results in business problems. Effective change communication is at the heart of successful change, it acts like the blood in our bodies, but instead of supplying vital oxygen and nutrients, communication supplies information and motivation to the impacted stakeholders.
~ Limited Collaboration: Silos make it difficult for collaboration to occur across the organisation. Collaboration is a key success factor of a high performing organisation, enabling good productivity and team working. Collaboration involves multifunctional teams working together, sharing resources and expertise across the organisation to develop new solutions and ways of working. Strong collaboration is a non-negotiable enabler of successful organisational change.
“Change implementation cannot afford the luxury of organisation silos, the leaders that create them or the behaviour that tolerates them”
Extract from: https://www.peterfgallagher.com/vol-7...
Change Management Body of Knowledge (CMBoK) Volume 7
Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Books: Volumes 1, 2, 3, 4, 5, 6, 7, A, B, & C available on both Amazon and Google Play:
• Change Management Fables - Leadership of Change® Volume 1
• Change Management Pocket Guide - Leadership of Change® Volume 2
• Change Management Handbook Volume - Leadership of Change® Volume 3
• Change Management Leadership - Leadership of Change® Volume 4
• Change Management Adoption - Leadership of Change® Volume 5
• Change Management Behaviour - Leadership of Change® Volume 6
• Change Management Sponsorship - Leadership of Change® Volume 7
• Change Management Gamification Leadership - Leadership of Change® Volume A
• Change Management Gamification Adoption - Leadership of Change® Volume B
• Change Management Gamification Behaviour - Leadership of Change® Volume C
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag....
Blog Source: https://www.peterfgallagher.com/singl...
Change Management Handbook: The Leadership of Change Volume 3
October 12, 2021
a2B Change Management Framework® (a2BCMF®) - Step #10: Sustain and Close
10th Critical Organisational Change Implementation a2BCMF® Step - Sustain Phase
Definition: This step is about Sustaining and Closing the change after the organisation and employees have made the transition to the ‘B’ state.
“One of the most difficult tasks in change management is to sustain the change, continuing adoption and aligning new behaviours with the organisation and employee scorecards to ensure benefits realisation”
Business Benefits: Even after adoption, the change needs to be sustained. Without sustaining the change, it may not stick or provide long-term benefits realisation. It is important to sustain the change by closing the programme officially with governance approval and by transferring ownership to operations.
Business Objective:
Sustain: Ensuring ongoing benefits delivery and measurement:
~ Benefits Delivery, Transition and Sustainment.
~ Balanced Scorecard.
~ Individual Performance Plan.
Close: Completing administrative activities and formal closure:
~ Lessons Learned.
~ Knowledge Transfer.
~ Transfer of Ownership.
a2B Change Management Framework® (a2BCMF®)
The a2B Change Management Framework® (a2BCMF®) is a structured and disciplined approach to support organisations, leadership teams and individuals going through a change, the transition from the current ‘a’ state to the improved future ‘B’ state. The a2BCMF® has three phases and ten key process steps. Each phase provides change strategies, principles, analysis and tactics to move from one phase to the next.
“For the change to become normal operations, leadership needs to support the employees, so they have the motivation and discipline to sustain the new way of working”
Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Books: Volumes 1, 2, 3, 4, 5, 6, 7, A, B, & C available on both Amazon and Google Play:
• Change Management Fables - Leadership of Change® Volume 1
• Change Management Pocket Guide - Leadership of Change® Volume 2
• Change Management Handbook Volume - Leadership of Change® Volume 3
• Change Management Leadership - Leadership of Change® Volume 4
• Change Management Adoption - Leadership of Change® Volume 5
• Change Management Behaviour - Leadership of Change® Volume 6
• Change Management Sponsorship - Leadership of Change® Volume 7
• Change Management Gamification Leadership - Leadership of Change® Volume A
• Change Management Gamification Adoption - Leadership of Change® Volume B
• Change Management Gamification Behaviour - Leadership of Change® Volume C
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag...
Blog Source: https://www.peterfgallagher.com/singl...
More on Change Management Handbook: https://www.amazon.com/Change-Managem...
More on Change Management Framework: https://www.peterfgallagher.com/chang...
Change Management Handbook: The Leadership of Change Volume 3
Definition: This step is about Sustaining and Closing the change after the organisation and employees have made the transition to the ‘B’ state.
“One of the most difficult tasks in change management is to sustain the change, continuing adoption and aligning new behaviours with the organisation and employee scorecards to ensure benefits realisation”
Business Benefits: Even after adoption, the change needs to be sustained. Without sustaining the change, it may not stick or provide long-term benefits realisation. It is important to sustain the change by closing the programme officially with governance approval and by transferring ownership to operations.
Business Objective:
Sustain: Ensuring ongoing benefits delivery and measurement:
~ Benefits Delivery, Transition and Sustainment.
~ Balanced Scorecard.
~ Individual Performance Plan.
Close: Completing administrative activities and formal closure:
~ Lessons Learned.
~ Knowledge Transfer.
~ Transfer of Ownership.
a2B Change Management Framework® (a2BCMF®)
The a2B Change Management Framework® (a2BCMF®) is a structured and disciplined approach to support organisations, leadership teams and individuals going through a change, the transition from the current ‘a’ state to the improved future ‘B’ state. The a2BCMF® has three phases and ten key process steps. Each phase provides change strategies, principles, analysis and tactics to move from one phase to the next.
“For the change to become normal operations, leadership needs to support the employees, so they have the motivation and discipline to sustain the new way of working”
Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Books: Volumes 1, 2, 3, 4, 5, 6, 7, A, B, & C available on both Amazon and Google Play:
• Change Management Fables - Leadership of Change® Volume 1
• Change Management Pocket Guide - Leadership of Change® Volume 2
• Change Management Handbook Volume - Leadership of Change® Volume 3
• Change Management Leadership - Leadership of Change® Volume 4
• Change Management Adoption - Leadership of Change® Volume 5
• Change Management Behaviour - Leadership of Change® Volume 6
• Change Management Sponsorship - Leadership of Change® Volume 7
• Change Management Gamification Leadership - Leadership of Change® Volume A
• Change Management Gamification Adoption - Leadership of Change® Volume B
• Change Management Gamification Behaviour - Leadership of Change® Volume C
Peter consults, speaks, and writes on the Leadership of Change®. For further reading please visit our websites: https://www.a2b.consulting https://www.peterfgallagher.com https://www.amazon.com/Peter-F-Gallag...
Blog Source: https://www.peterfgallagher.com/singl...
More on Change Management Handbook: https://www.amazon.com/Change-Managem...
More on Change Management Framework: https://www.peterfgallagher.com/chang...
Change Management Handbook: The Leadership of Change Volume 3
