Peter F. Gallagher's Blog, page 5
July 30, 2021
a2B Change Management Framework® (a2BCMF®) - Step #8: Developing New Skills and Behaviours
8th Critical Organisational Change Implementation a2BCMF® Step - Execute Phase
Definition: This step is about Developing New Skills and Behaviours by performing a gap analysis of existing skills and behaviours at the current state ‘a’. Training can then be provided to close gaps for employees, to ensure adoption of the change and alignment with the new way of working at the future state ‘B’.
“If you do not change employee behaviour, you will not get organisational change and performance improvement”
Business Benefits: Most change requires improved skills and/or behaviours, so employees and the organisation can operate at the new level of working to ensure adoption, improved performance and benefits realisation.
Business Objective: To evaluate existing skills and behaviours, identify skill and behaviour gaps, select available courses or design new courses to ensure employees operate effectively and efficiently in the new way of working. For your organisation to deliver a good service or manufacture good products, the employees must have the right skills and behaviours.
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.
The framework is based on over thirty years of international change experience and brings together leading practice in change, people and programme management. The structured programme approach, processes, techniques and tools focus on overcoming the failures of previous change by incorporating ten key steps and success elements for achieving organisational change. It supports strategic change implementation in terms of context, content and process. The framework is a comprehensive management model that allows executives, managers and change practitioners to successfully deliver and achieve organisational change. It requires a holistic approach, and some steps can be performed simultaneously.
Blog Source: https://bit.ly/3lH7w0A
Author Publications: https://www.peterfgallagher.com/publi...
Find Out More: Leadership of Change - Change Management Body of Knowledge
https://www.amazon.com/Peter-F-Gallag...
Change Management Handbook: The Leadership of Change Volume 3
#ChangeManagement
#LeadershipOfChange
#a2BConsulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Definition: This step is about Developing New Skills and Behaviours by performing a gap analysis of existing skills and behaviours at the current state ‘a’. Training can then be provided to close gaps for employees, to ensure adoption of the change and alignment with the new way of working at the future state ‘B’.
“If you do not change employee behaviour, you will not get organisational change and performance improvement”
Business Benefits: Most change requires improved skills and/or behaviours, so employees and the organisation can operate at the new level of working to ensure adoption, improved performance and benefits realisation.
Business Objective: To evaluate existing skills and behaviours, identify skill and behaviour gaps, select available courses or design new courses to ensure employees operate effectively and efficiently in the new way of working. For your organisation to deliver a good service or manufacture good products, the employees must have the right skills and behaviours.
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.
The framework is based on over thirty years of international change experience and brings together leading practice in change, people and programme management. The structured programme approach, processes, techniques and tools focus on overcoming the failures of previous change by incorporating ten key steps and success elements for achieving organisational change. It supports strategic change implementation in terms of context, content and process. The framework is a comprehensive management model that allows executives, managers and change practitioners to successfully deliver and achieve organisational change. It requires a holistic approach, and some steps can be performed simultaneously.
Blog Source: https://bit.ly/3lH7w0A
Author Publications: https://www.peterfgallagher.com/publi...
Find Out More: Leadership of Change - Change Management Body of Knowledge
https://www.amazon.com/Peter-F-Gallag...
Change Management Handbook: The Leadership of Change Volume 3
#ChangeManagement
#LeadershipOfChange
#a2BConsulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
July 21, 2021
Change Leadership Alignment - Step 5: Do You Have Change Leadership Skills?
“Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership”
The fifth key change question all leaders should be able to answer:
“Do you have the change leadership skills to lead your organisation's change or transformation?”
Leadership team alignment is fundamental to the health of an organisation and critical when implementing strategic change. We often find an organisation’s priorities are ranked very differently by each individual leadership team member. In addition to this, each leader on the same team has something even more important than the ranked priorities of the organisation, they have their own goals and egos. Unless the leadership are aligned, they are a high performing team and have change leadership skills to navigate their change, then no change model or tool, no number of competent resources or external consultants will deliver change successfully. The fifth process step of the Change Leadership Alignment process is:
Step 5 - Develop Leadership of Change® Capability: Change management gamification will be used for experiential learning during a change case study where the leadership team assesses, selects and implements their chosen change tactics through three simulation change phases: Plan, Execute and Sustain.
The strategic change leadership alignment process develops change leadership capability, so the organisation’s leaders are aligned as a high performing team, with change leadership skills and knowledge to successfully lead your organisation’s change, transformation or improvement to accelerate employee change adoption and deliver sustainable long-term benefits.
The five Step Approach to Leadership Alignment includes:
1. Change History Assessment©
2. 1:1 Leadership Interviews
3. Strategic Alignment Workshop
4. Develop High Performing Teams
5. Develop Leadership of Change® Capability
Corporate thinking about change management has evolved in recent years and it is considered as a core competence by some leading organisations. Varying degrees of change capability, low employee adoption, lack of sustainability and low benefits realisation have become the drivers to develop corporate change capability. Change capability starts with the top leadership team, they understand previous change history and the barriers to success, so they align strategically as a high performing team and then develop the skills and knowledge to successfully deliver future organisational change.
"Organisational change leadership is about effectively and proactively ‘Articulating’ the vision, ‘Modelling’ the new way and ‘Intervening’ to ensure sustainable change”
More on Change Leadership Alignment: https://www.peterfgallagher.com/chang...
#ChangeManagement
#LeadershipOfChange
#a2BConsulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Change Management Handbook: The Leadership of Change Volume 3
The fifth key change question all leaders should be able to answer:
“Do you have the change leadership skills to lead your organisation's change or transformation?”
Leadership team alignment is fundamental to the health of an organisation and critical when implementing strategic change. We often find an organisation’s priorities are ranked very differently by each individual leadership team member. In addition to this, each leader on the same team has something even more important than the ranked priorities of the organisation, they have their own goals and egos. Unless the leadership are aligned, they are a high performing team and have change leadership skills to navigate their change, then no change model or tool, no number of competent resources or external consultants will deliver change successfully. The fifth process step of the Change Leadership Alignment process is:
Step 5 - Develop Leadership of Change® Capability: Change management gamification will be used for experiential learning during a change case study where the leadership team assesses, selects and implements their chosen change tactics through three simulation change phases: Plan, Execute and Sustain.
The strategic change leadership alignment process develops change leadership capability, so the organisation’s leaders are aligned as a high performing team, with change leadership skills and knowledge to successfully lead your organisation’s change, transformation or improvement to accelerate employee change adoption and deliver sustainable long-term benefits.
The five Step Approach to Leadership Alignment includes:
1. Change History Assessment©
2. 1:1 Leadership Interviews
3. Strategic Alignment Workshop
4. Develop High Performing Teams
5. Develop Leadership of Change® Capability
Corporate thinking about change management has evolved in recent years and it is considered as a core competence by some leading organisations. Varying degrees of change capability, low employee adoption, lack of sustainability and low benefits realisation have become the drivers to develop corporate change capability. Change capability starts with the top leadership team, they understand previous change history and the barriers to success, so they align strategically as a high performing team and then develop the skills and knowledge to successfully deliver future organisational change.
"Organisational change leadership is about effectively and proactively ‘Articulating’ the vision, ‘Modelling’ the new way and ‘Intervening’ to ensure sustainable change”
More on Change Leadership Alignment: https://www.peterfgallagher.com/chang...
#ChangeManagement
#LeadershipOfChange
#a2BConsulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Change Management Handbook: The Leadership of Change Volume 3
July 16, 2021
Change Management Leadership - Responsibility One: Articulate
Articulate the Change Vision
“Develop a compelling change vision that inspires employees with purpose and is aligned to the organisation’s strategy, values and beliefs”
Change Leadership Responsibility One: The first step for the leadership team in implementing their organisation’s change is to articulate the change vision. Change leadership is all about having a vision of what the organisation will look like when it moves from the current ‘a’ state to the improved future ‘B’ state.
“Change leadership is the aptitude to develop and articulate a vision that will inspire the organisation to the new future”
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
Intervene to ensure sustainable change.
Will be released on Amazon Kindle Mar 30th, 2021
Read more: http://bit.ly/3tv4mBv
#LeadershipOfChange
#ChangeManagementLeadership
#ChangeManagement
#a2BConsulting C-Suite Change Consulting, Change Leadership Alignment and Gamification
“Develop a compelling change vision that inspires employees with purpose and is aligned to the organisation’s strategy, values and beliefs”
Change Leadership Responsibility One: The first step for the leadership team in implementing their organisation’s change is to articulate the change vision. Change leadership is all about having a vision of what the organisation will look like when it moves from the current ‘a’ state to the improved future ‘B’ state.
“Change leadership is the aptitude to develop and articulate a vision that will inspire the organisation to the new future”
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
Intervene to ensure sustainable change.
Will be released on Amazon Kindle Mar 30th, 2021
Read more: http://bit.ly/3tv4mBv
#LeadershipOfChange
#ChangeManagementLeadership
#ChangeManagement
#a2BConsulting C-Suite Change Consulting, Change Leadership Alignment and Gamification
July 8, 2021
1st 2021 Face-to-Face Vistage Lean Leader Masterclass - July 21 – Birmingham, UK
Last week I was speaking to a group of Vistage Chief Executives (Group CE 5) in Birmingham, UK in a Lean Leader Masterclass. With covid restrictions lifting, this is my first in-person workshop since delivering a Change Leadership Alignment Workshop in Dresden, Germany, March 2020. It is fantastic to be back delivering and engaging leaders face-to-face and it was great to work with Bob Battye, Vistage Group Chair CE 5 who has over 20 years’ experience running Peer groups and Leadership coaching.
The UK industry is coming under more and more pressure to improve organisation operating performance, reduce cost, improve quality, and schedule delivery. We are already under-performing in comparison to other G7 countries and post Brexit delivering business improvement is an imperative organisation strategy. Building business improvement capability, selecting the right business improvement methodology and driving the programme is critical to get a return on investment (ROI) and start to improve organisation performance. This Lean Leader Masterclass is for executives who will lead or be part of a leadership team considering or currently implementing a business improvement programme into their organisation.
Masterclass Sessions
1. Change Disruption and 4IR:
• Recognise that 4IR will have a massive impact on the way we live, work, and socialise.
2. Strategic Planning:
• Appreciate the importance of linking lean to strategy.
3. Lean Leadership Masterclass (Main Session):
• Gain an overview of lean methodologies, tools and techniques.
• Experience Lean Simulation Phase 1 (As-Is).
• Perform a Value Stream Mapping (VSM) Exercise.
• Plan and Execute Lean Simulation Phase 2 using lean tools (To-Be).
4. Change Management:
• Understand it is an enabler to lean implementation and employee change adoption.
“Business improvement projects are more likely to fail due to people and communication challenges rather than the application of business improvement tools or methodologies”
#LeadershipOfImprovement
#LeadershipOfChange
#ChangeManagement
a2B Consulting offering: C-Suite Change Consulting, Change Leadership Alignment, Change Management Gamification and Lean Leader Masterclasses.
Source: https://www.peterfgallagher.com/singl...
The UK industry is coming under more and more pressure to improve organisation operating performance, reduce cost, improve quality, and schedule delivery. We are already under-performing in comparison to other G7 countries and post Brexit delivering business improvement is an imperative organisation strategy. Building business improvement capability, selecting the right business improvement methodology and driving the programme is critical to get a return on investment (ROI) and start to improve organisation performance. This Lean Leader Masterclass is for executives who will lead or be part of a leadership team considering or currently implementing a business improvement programme into their organisation.
Masterclass Sessions
1. Change Disruption and 4IR:
• Recognise that 4IR will have a massive impact on the way we live, work, and socialise.
2. Strategic Planning:
• Appreciate the importance of linking lean to strategy.
3. Lean Leadership Masterclass (Main Session):
• Gain an overview of lean methodologies, tools and techniques.
• Experience Lean Simulation Phase 1 (As-Is).
• Perform a Value Stream Mapping (VSM) Exercise.
• Plan and Execute Lean Simulation Phase 2 using lean tools (To-Be).
4. Change Management:
• Understand it is an enabler to lean implementation and employee change adoption.
“Business improvement projects are more likely to fail due to people and communication challenges rather than the application of business improvement tools or methodologies”
#LeadershipOfImprovement
#LeadershipOfChange
#ChangeManagement
a2B Consulting offering: C-Suite Change Consulting, Change Leadership Alignment, Change Management Gamification and Lean Leader Masterclasses.
Source: https://www.peterfgallagher.com/singl...
June 30, 2021
Change Management Adoption - Leadership of Change Volume 5: (Released on Kindle)
Change Management Adoption - Leadership of Change Volume 5: (Released on Kindle)
Leadership of Change® Body of Knowledge
Released on Amazon Kindle Jun 30th, 2021
Change Management Adoption: Achieving Employee Change Adoption in a major organisation change or transformation has mixed success, and the return on investment (ROI) benefits are not always realised. For change adoption to be successful, the leaders, sponsor and change team should support employees through the change transition by providing Awareness, Understanding, Involvement, Learning, and Motivation (AUILM®) for the change.
About this Book
Organisations are operating in an environment of rapid change and transformation, where success is dependent on employees adopting the new technology or way of working to improve operating performance and achieve the targeted ROI. The fact that successful implementation of the change or transformation is critical to the future viability of the organisation is sometimes not enough.
The Leadership of Change® Volume 5 focuses on how to achieve employee change adoption in a major organisation change or transformation using the AUILM® Employee Change Adoption Model. The AUILM® Model outlines the five key life cycle steps the employee goes through in the change transition. The model helps change teams to understand how employees tend to react during change and then supports them through the change, so resistance is minimised, and adoption is maximised. For change adoption to be successful, employees should be supported through the change transition, being provided with Awareness, Understanding, Involvement, Learning, and Motivation so the organisation can achieve sustainable change and benefits realisation. Change implementation focuses on aligning employees, processes, systems and leaders, it is also supported by the a2B Change Management Framework® (a2BCMF®).
Other leadership of Change Volumes, available on both Amazon and Google Play:
• Change Management Fables – Volume 1
• Change Management Pocket Guide – Volume 2
• Change Management Handbook – Volume 3
• Change Management Leadership – Volume 4
• Change Management Adoption – Volume 5
• Change Management Behaviour – Volume 6
• Change Management Sponsorship – Volume 7
• Change Management Gamification Leadership – Volume A
• Change Management Gamification Adoption – Volume B
• Change Management Gamification Behaviour – Volume C
https://amzn.to/3jA7GJA
#LeadershipOfChange
#ChangeManagementAdoption
#ChangeManagement
#a2BConsulting C-Suite Change Consulting
Change Management Handbook: The Leadership of Change Volume 3
Leadership of Change® Body of Knowledge
Released on Amazon Kindle Jun 30th, 2021
Change Management Adoption: Achieving Employee Change Adoption in a major organisation change or transformation has mixed success, and the return on investment (ROI) benefits are not always realised. For change adoption to be successful, the leaders, sponsor and change team should support employees through the change transition by providing Awareness, Understanding, Involvement, Learning, and Motivation (AUILM®) for the change.
About this Book
Organisations are operating in an environment of rapid change and transformation, where success is dependent on employees adopting the new technology or way of working to improve operating performance and achieve the targeted ROI. The fact that successful implementation of the change or transformation is critical to the future viability of the organisation is sometimes not enough.
The Leadership of Change® Volume 5 focuses on how to achieve employee change adoption in a major organisation change or transformation using the AUILM® Employee Change Adoption Model. The AUILM® Model outlines the five key life cycle steps the employee goes through in the change transition. The model helps change teams to understand how employees tend to react during change and then supports them through the change, so resistance is minimised, and adoption is maximised. For change adoption to be successful, employees should be supported through the change transition, being provided with Awareness, Understanding, Involvement, Learning, and Motivation so the organisation can achieve sustainable change and benefits realisation. Change implementation focuses on aligning employees, processes, systems and leaders, it is also supported by the a2B Change Management Framework® (a2BCMF®).
Other leadership of Change Volumes, available on both Amazon and Google Play:
• Change Management Fables – Volume 1
• Change Management Pocket Guide – Volume 2
• Change Management Handbook – Volume 3
• Change Management Leadership – Volume 4
• Change Management Adoption – Volume 5
• Change Management Behaviour – Volume 6
• Change Management Sponsorship – Volume 7
• Change Management Gamification Leadership – Volume A
• Change Management Gamification Adoption – Volume B
• Change Management Gamification Behaviour – Volume C
https://amzn.to/3jA7GJA
#LeadershipOfChange
#ChangeManagementAdoption
#ChangeManagement
#a2BConsulting C-Suite Change Consulting
Change Management Handbook: The Leadership of Change Volume 3
June 25, 2021
a2B Change Management Framework® (a2BCMF®) - Step #7: Manage Resistance
a2B Change Management Framework® (a2BCMF®) - Step #7: Manage Resistance
7th Critical Organisational Change Implementation a2BCMF® Step - Execute Phase
Definition: Resistance is the reaction by the organisation, departments, or individuals when they perceive that an organisational change coming their way could be a threat to them. Without further awareness and understanding, this resistance will cause fear. It will trigger actions that negatively impact the pace of organisational change implementation, adoption of the new ways of working and benefits delivery.
“Nothing negatively impacts organisation performance quicker than an employee who resists change and who believes that the way they work today is the way they will work tomorrow”
Business Benefits: Change resistance can be a major obstacle in achieving change adoption and benefits realisation. The change team must understand this and have tactics to address resistance.
Business Objective: To prevent resistance developing by following the previous a2BCMF®steps and focusing on employee adoption. Achieving Employee Change Adoption in a major organisation change or transformation has mixed success, and the return on investment (ROI) benefits are not always realised. For change adoption to be successful, the leaders, sponsor and change team should support employees through the change transition by providing Awareness, Understanding, Involvement, Learning, and Motivation (AUILM®) for the change.
#ChangeManagement
#LeadershipOfChange
#a2BConsulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Find Out More: Leadership of Change - Change Management Body of Knowledge
https://www.amazon.com/Peter-F-Gallag...
Change Management Handbook: The Leadership of Change Volume 3
7th Critical Organisational Change Implementation a2BCMF® Step - Execute Phase
Definition: Resistance is the reaction by the organisation, departments, or individuals when they perceive that an organisational change coming their way could be a threat to them. Without further awareness and understanding, this resistance will cause fear. It will trigger actions that negatively impact the pace of organisational change implementation, adoption of the new ways of working and benefits delivery.
“Nothing negatively impacts organisation performance quicker than an employee who resists change and who believes that the way they work today is the way they will work tomorrow”
Business Benefits: Change resistance can be a major obstacle in achieving change adoption and benefits realisation. The change team must understand this and have tactics to address resistance.
Business Objective: To prevent resistance developing by following the previous a2BCMF®steps and focusing on employee adoption. Achieving Employee Change Adoption in a major organisation change or transformation has mixed success, and the return on investment (ROI) benefits are not always realised. For change adoption to be successful, the leaders, sponsor and change team should support employees through the change transition by providing Awareness, Understanding, Involvement, Learning, and Motivation (AUILM®) for the change.
#ChangeManagement
#LeadershipOfChange
#a2BConsulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Find Out More: Leadership of Change - Change Management Body of Knowledge
https://www.amazon.com/Peter-F-Gallag...
Change Management Handbook: The Leadership of Change Volume 3
June 20, 2021
ASQ Great Britain Section Webinar Jun 2021 – Peter F Gallagher Speaking on Change Management and Quality
I have been a member of the ASQ for many years and hold a Manager of Quality/Organizational Excellence Certification - CMQ/OE. This will be the third time I will be speaking to the American Society of Quality (ASQ) and I am always invigorated by their energy, drive and passion for quality and improvement. I will be speaking to the ASQ Great Britain Section on:
‘Ten Change Management Lessons Learned Leaders SHOULD Know’
There is a big difference in leading normal-day-to-day operations and leading organisational change, quality or improvement initiatives. They require a different set of skills and very often leaders are not set-up to lead organisation change, quality or improvement initiatives. Successful change implementation is one of the biggest problems that modern organisations face. We are in the middle of 4IR, the strategic imperative to change is clear and without doing things differently our organisation is unlikely to succeed or be in business
Topics include:
· Introduction: Change Management Benefits - Managed Change Vs Unmanaged or Reactive Change.
· Sponsorship: "Sponsorship is the single most important factor in change success"
· Change History Assessment© (CHA©): “To achieve future organisational change management success, analyse previous change history to mitigate previous weakness and enhance future success”
· Manage Resistance: “Nothing negatively impacts organisation performance quicker than employees who resists change and who believes that the way they work today is the way they will work tomorrow”
Practical Takeaways
1. Organizational change management is a game changer for success project delivery
2. Proactive sponsorship and leadership alignment critical success factors
3. To achieve future organisational change management success, assess previous change
4. There will always be resistance
5. The leadership team needs to be aligned
6. Change leadership skills can be developed through gamification
#LeadershipOfChange
#ChangeManagement
#ChangeManagementLeadership
#Quality
#ASQ
a2B Consulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Further details: https://www.peterfgallagher.com/singl...
‘Ten Change Management Lessons Learned Leaders SHOULD Know’
There is a big difference in leading normal-day-to-day operations and leading organisational change, quality or improvement initiatives. They require a different set of skills and very often leaders are not set-up to lead organisation change, quality or improvement initiatives. Successful change implementation is one of the biggest problems that modern organisations face. We are in the middle of 4IR, the strategic imperative to change is clear and without doing things differently our organisation is unlikely to succeed or be in business
Topics include:
· Introduction: Change Management Benefits - Managed Change Vs Unmanaged or Reactive Change.
· Sponsorship: "Sponsorship is the single most important factor in change success"
· Change History Assessment© (CHA©): “To achieve future organisational change management success, analyse previous change history to mitigate previous weakness and enhance future success”
· Manage Resistance: “Nothing negatively impacts organisation performance quicker than employees who resists change and who believes that the way they work today is the way they will work tomorrow”
Practical Takeaways
1. Organizational change management is a game changer for success project delivery
2. Proactive sponsorship and leadership alignment critical success factors
3. To achieve future organisational change management success, assess previous change
4. There will always be resistance
5. The leadership team needs to be aligned
6. Change leadership skills can be developed through gamification
#LeadershipOfChange
#ChangeManagement
#ChangeManagementLeadership
#Quality
#ASQ
a2B Consulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Further details: https://www.peterfgallagher.com/singl...
June 16, 2021
Change Leadership Alignment: Are you Aligned to Deliver Your Organisation's Change?
Change Management Handbook: The Leadership of Change Volume 3“Change waits for no leader”
Leadership team alignment is fundamental to the health of an organisation and critical when implementing strategic change. We often find an organisation’s priorities are ranked very differently by each individual leadership team member. In addition to this, each leader on the same team has something even more important than the ranked priorities of the organisation, they have their own goals and egos. Unless the leadership are aligned, they are a high performing team and have change leadership skills to navigate their change, then no change model or tool, no number of competent resources or external consultants will deliver change successfully.
“The skills required for leading day-to-day operations are very different to change leadership”
The strategic change leadership alignment process develops change leadership capability, so the organisation’s leaders are aligned, as a high performing team, with change leadership skills and knowledge to successfully lead your organisation’s change, transformation or improvement to accelerate employee change adoption and deliver sustainable long-term benefits. The five Step Approach to Leadership Alignment include:
1. Change History Assessment©
2. 1:1 Leadership Interviews
3. Strategic Alignment Workshop
4. Develop High Performing Teams
5. Develop Leadership of Change® Capability
"If more employees were better leaders of change, the organisational benefits would be endless"
Source: https://www.peterfgallagher.com/singl...
#ChangeManagement
#LeadershipOfChange
#a2BConsulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Leadership team alignment is fundamental to the health of an organisation and critical when implementing strategic change. We often find an organisation’s priorities are ranked very differently by each individual leadership team member. In addition to this, each leader on the same team has something even more important than the ranked priorities of the organisation, they have their own goals and egos. Unless the leadership are aligned, they are a high performing team and have change leadership skills to navigate their change, then no change model or tool, no number of competent resources or external consultants will deliver change successfully.
“The skills required for leading day-to-day operations are very different to change leadership”
The strategic change leadership alignment process develops change leadership capability, so the organisation’s leaders are aligned, as a high performing team, with change leadership skills and knowledge to successfully lead your organisation’s change, transformation or improvement to accelerate employee change adoption and deliver sustainable long-term benefits. The five Step Approach to Leadership Alignment include:
1. Change History Assessment©
2. 1:1 Leadership Interviews
3. Strategic Alignment Workshop
4. Develop High Performing Teams
5. Develop Leadership of Change® Capability
"If more employees were better leaders of change, the organisational benefits would be endless"
Source: https://www.peterfgallagher.com/singl...
#ChangeManagement
#LeadershipOfChange
#a2BConsulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
June 1, 2021
Change Management - Employee Behaviour
One of the most challenging aspects of any change programme is the way in which the employee behaviours are addressed. Changing employee's behaviour and improving their performance is a critical part of the change management process.
“If it is difficult to change the behaviour of people so they are healthier and live longer, how difficult will it be to change employee workplace behaviour”
To solve the employee behaviour problem, the organisation must Recognise there is an issue. The new behaviours need to be Redesigned, a Resolution made to implement them, Replicate them and Reinforce the new way.
Our a2B5R® Model systematically supports the transition of the employee behavioural change from the current state 'a' to the future state 'B'. The model specifically supports the a2BCMF® Step 8 - Develop New Skills and Behaviours. During the definition step the few new critical behaviours will have been defined and they will be developed along with the new skills. The a2B5R® Model is based on over thirty years of international change experience and brings together leading practice in employee behaviour change.
“While adopting change it is important to learn the new skills, but sometimes the new behaviours are critical”
Change Management Behaviour - Leadership of Change® Volume 6:
This change management book focuses on how to achieve employee behaviour change which can be a critical part of successful organisational change. Sometimes a major organisation changes or transformation relies on employee behaviour change on safety, legal or financial compliance, improved customer service, following new processes or using new systems or there could be problems on bullying, fraudulent activities, etc. Occasionally if you do not change employee behaviour, you will not get organisational change.
The Leadership of Change® Volume 6, focuses on how to achieve employee behaviour change in a major organisation change or transformation using the a2B5R® Employee Behaviour Change Model. The a2B5R® Model outlines the five key life cycle stages of the change transition that change teams should take their organisation and employees through. The first stage is to get the organisation and its employees to Recognise there is a behaviour issue. Then the new behaviours need to be Redesigned, a Resolution made to implement them, then Replicate them and finally Reinforce the new way. Change implementation focuses on aligning employees, processes, systems and leaders, it is also supported by the a2B Change Management Framework® (a2BCMF®).
#LeadershipOfChange
#ChangeManagement
#ChangeManagementBehaviour
a2B Consulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Book Link: https://www.peterfgallagher.com/vol-6...
“If it is difficult to change the behaviour of people so they are healthier and live longer, how difficult will it be to change employee workplace behaviour”
To solve the employee behaviour problem, the organisation must Recognise there is an issue. The new behaviours need to be Redesigned, a Resolution made to implement them, Replicate them and Reinforce the new way.
Our a2B5R® Model systematically supports the transition of the employee behavioural change from the current state 'a' to the future state 'B'. The model specifically supports the a2BCMF® Step 8 - Develop New Skills and Behaviours. During the definition step the few new critical behaviours will have been defined and they will be developed along with the new skills. The a2B5R® Model is based on over thirty years of international change experience and brings together leading practice in employee behaviour change.
“While adopting change it is important to learn the new skills, but sometimes the new behaviours are critical”
Change Management Behaviour - Leadership of Change® Volume 6:
This change management book focuses on how to achieve employee behaviour change which can be a critical part of successful organisational change. Sometimes a major organisation changes or transformation relies on employee behaviour change on safety, legal or financial compliance, improved customer service, following new processes or using new systems or there could be problems on bullying, fraudulent activities, etc. Occasionally if you do not change employee behaviour, you will not get organisational change.
The Leadership of Change® Volume 6, focuses on how to achieve employee behaviour change in a major organisation change or transformation using the a2B5R® Employee Behaviour Change Model. The a2B5R® Model outlines the five key life cycle stages of the change transition that change teams should take their organisation and employees through. The first stage is to get the organisation and its employees to Recognise there is a behaviour issue. Then the new behaviours need to be Redesigned, a Resolution made to implement them, then Replicate them and finally Reinforce the new way. Change implementation focuses on aligning employees, processes, systems and leaders, it is also supported by the a2B Change Management Framework® (a2BCMF®).
#LeadershipOfChange
#ChangeManagement
#ChangeManagementBehaviour
a2B Consulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Book Link: https://www.peterfgallagher.com/vol-6...
May 25, 2021
ASQ World Conference: Quality and Improvement - May 2021 - Peter F Gallagher Speaking on Change
Change Management Lessons Learned Leaders SHOULD Know
This year at @ASQ WCQI, attendees will learn how to assess, increase, and leverage their expertise in the quality arena. I’ll be presenting Change Management Lessons Learned Leaders SHOULD Know.
“Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership”
#WCQI2021 is a great opportunity for any quality professional. Whether you are new to the quality community or bring years of experience, the 2021 agenda will help guide you to realise your impact on your organisation’s transformation.
Change Management Supporting Sustainable Quality and Improvement Initiatives
Agenda
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
(a) Change Leadership Alignment must be completed before the change journey starts
(b) Using Change Management Gamification to develop change leadership skills and knowledge
(c) Summary and Practical Take-Aways
Practical Takeaways
1. Organizational change management is a game changer for success project delivery
2. Proactive sponsorship and leadership alignment critical success factors
3. To achieve future organisational change management success, assess previous change
4. There will always be resistance
5. The leadership team needs to be aligned
6. Change leadership skills can be developed through gamification
Conference Theme Details:
Celebrating Quality: Past, Present and Future: Encompassing more than manufacturing integrity, today’s concept of quality represents an enterprise-wide philosophy encompassing all facets of organisational excellence. In recognition of the vital connection between excellence, digital transformation, and deep cultural improvement, WCQI 2021 showcases quality’s myriad contributions to organisational excellence, and celebrates 75 years of bringing quality professionals together to explore quality’s distinctive ability to transform people, processes, and organisations.
The 2021 conference agenda will offer actionable strategies and deep insights into organisational excellence, disruptive technologies, leadership and change management, and quality fundamentals. Attendees will come away with vital tools and tactics to affect change, increase value, and drive their organisations toward quality goals.
Further Details: www.asq.org/conferences/wcqi
Speaker page.
Status: no in-person attendance
#LeadershipOfChange
#ChangeManagement
#ChangeManagementLeadership
a2B Consulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Change Management Handbook: The Leadership of Change Volume 3
This year at @ASQ WCQI, attendees will learn how to assess, increase, and leverage their expertise in the quality arena. I’ll be presenting Change Management Lessons Learned Leaders SHOULD Know.
“Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership”
#WCQI2021 is a great opportunity for any quality professional. Whether you are new to the quality community or bring years of experience, the 2021 agenda will help guide you to realise your impact on your organisation’s transformation.
Change Management Supporting Sustainable Quality and Improvement Initiatives
Agenda
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
(a) Change Leadership Alignment must be completed before the change journey starts
(b) Using Change Management Gamification to develop change leadership skills and knowledge
(c) Summary and Practical Take-Aways
Practical Takeaways
1. Organizational change management is a game changer for success project delivery
2. Proactive sponsorship and leadership alignment critical success factors
3. To achieve future organisational change management success, assess previous change
4. There will always be resistance
5. The leadership team needs to be aligned
6. Change leadership skills can be developed through gamification
Conference Theme Details:
Celebrating Quality: Past, Present and Future: Encompassing more than manufacturing integrity, today’s concept of quality represents an enterprise-wide philosophy encompassing all facets of organisational excellence. In recognition of the vital connection between excellence, digital transformation, and deep cultural improvement, WCQI 2021 showcases quality’s myriad contributions to organisational excellence, and celebrates 75 years of bringing quality professionals together to explore quality’s distinctive ability to transform people, processes, and organisations.
The 2021 conference agenda will offer actionable strategies and deep insights into organisational excellence, disruptive technologies, leadership and change management, and quality fundamentals. Attendees will come away with vital tools and tactics to affect change, increase value, and drive their organisations toward quality goals.
Further Details: www.asq.org/conferences/wcqi
Speaker page.
Status: no in-person attendance
#LeadershipOfChange
#ChangeManagement
#ChangeManagementLeadership
a2B Consulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Change Management Handbook: The Leadership of Change Volume 3
