Peter F. Gallagher's Blog, page 6
May 16, 2021
a2B Change Management Framework® (a2BCMF®) - Step #6: Assess Readiness
6th Critical Organisational Change Implementation a2BCMF® Step - Execute Phase
Definition: Assess Readiness is the process of assessing the organisation and its employees prior to change implementation, ensuring that they are ready to start adopting the change.
“Readiness is about ensuring the sponsor and leadership team get the organisation and its employees ready so that resistance is limited, and adoption is maximised”
Business Benefits: Assessing readiness can provide data and insights into potential gaps so corrective actions can be executed to close them. Closing gaps supports change implementation success, improving adoption and benefits realisation.
Business Objective: To ensure the organisation and the employees have the capacity to start adopting the new change:
~ Identify Potential Change Implementation Gaps: The assessment will provide data and insights that will identify gaps which need to be addressed.
~ Execute Corrective Actions to Improve Readiness: Corrective actions and intervention plans should be prepared and executed to close any identified gaps
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.
#LeadershipOfChange
#ChangeManagement
#ChangeManagementFramework
a2B Consulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Article source: https://www.peterfgallagher.com/singl...
Change Management Handbook: The Leadership of Change Volume 3
Definition: Assess Readiness is the process of assessing the organisation and its employees prior to change implementation, ensuring that they are ready to start adopting the change.
“Readiness is about ensuring the sponsor and leadership team get the organisation and its employees ready so that resistance is limited, and adoption is maximised”
Business Benefits: Assessing readiness can provide data and insights into potential gaps so corrective actions can be executed to close them. Closing gaps supports change implementation success, improving adoption and benefits realisation.
Business Objective: To ensure the organisation and the employees have the capacity to start adopting the new change:
~ Identify Potential Change Implementation Gaps: The assessment will provide data and insights that will identify gaps which need to be addressed.
~ Execute Corrective Actions to Improve Readiness: Corrective actions and intervention plans should be prepared and executed to close any identified gaps
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.
#LeadershipOfChange
#ChangeManagement
#ChangeManagementFramework
a2B Consulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Article source: https://www.peterfgallagher.com/singl...
Change Management Handbook: The Leadership of Change Volume 3
May 9, 2021
Change Management Sponsorship - Three Main Responsibilities
"Sponsorship is the single most important factor in change success"
Very few leaders understand why sponsorship is so important, who the sponsor should be or what the main responsibilities 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. There are three critical sponsorship responsibilities to successfully implement change:
The three critical sponsorship responsibilities to successfully implement change are:
Say: Communicate the change
Support: Provide resources, engage and coach
Sustain: Intervene, reward and embed
“We enable the Leadership of Change®”
Find out more: https://bit.ly/3xKuivC
Change Management Handbook: The Leadership of Change Volume 3
#LeadershipOfChange
#ChangeManagementSponsorship
#ChangeManagement
Very few leaders understand why sponsorship is so important, who the sponsor should be or what the main responsibilities 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. There are three critical sponsorship responsibilities to successfully implement change:
The three critical sponsorship responsibilities to successfully implement change are:
Say: Communicate the change
Support: Provide resources, engage and coach
Sustain: Intervene, reward and embed
“We enable the Leadership of Change®”
Find out more: https://bit.ly/3xKuivC
Change Management Handbook: The Leadership of Change Volume 3
#LeadershipOfChange
#ChangeManagementSponsorship
#ChangeManagement
May 1, 2021
Business Communication Delivering Organisational Value
Effective business communication is at the heart of successful organisations, it acts like the blood in our bodies, but instead of supplying vital oxygen and nutrients, communication supplies information and motivation. Everything you do in the workplace results from communication. Business Communication is fundamental within an organisation to bring about coordination between the leadership, managers, employees, teams and departments, allowing them to focus on their customers. Communication provides the feedback that enables a cycle of continuous improvement.
“When I find business problems, I find communication failure, and when I find communication failure, I find business problems”
As a Business Improvement consultant with over 30 years’ experience, delivering operations or projects in over twenty countries, I recognise that at the core of nearly all business problems there is invariably some communication failure. Employees may not understand the strategy or how they fit because it was not communicated properly. It can be the lack of communication between two functions, Head Quarters and Division or two individuals at logger heads. It can be Operating Procedures not communicated properly across an organisation or insufficient communication of a change. The result is usually the same, poor financial performance, damaged relationships and disgruntled customers.
Important Elements of Organisation Communication:
~ Leadership: Communication of the strategic and operating plan will align the organisation’s resources towards the vison, goals and customer requirements. Failure to communicate this effectively will undermine the entire strategic effort and will erode trust in the organisation’s leadership. This failure will have a direct impact on the employee, the organisation culture, the ability of the organisation to satisfy customers and, more importantly, stakeholder value. Leadership must implement a proficient communication system and process that sets the organisation up for success.
~ Management: Management’s ability to effectively communicate with their team will help them in performing their responsibilities and successfully execute them. Managerial tasks such as planning, organising, directing and controlling cannot be conducted without communication. Good communication within an organisation can help foster cooperation between members of management, functions, team and individual employees. Communication is a motivational tool for management to influence the performance of employees. Management’s communication skills will define success in their role, strong communication skills could lead to promotion but if you don't like communicating with your people, you're probably in the wrong job.
~ Employees: Communication should motivate and align employee roles with an organisation’s vision, goals and direction. It empowers the employees, the organisation’s greatest asset, to deliver customer satisfaction and organisation value. Communication should create transparency and a trusting culture. Individuals will feel valued, listened to, an important part of a cohesive team and will work towards a common goal. Regular internal communication will lead to an improved work ethic if an employee’s achievements are recognised. These highly motivated employees will be empowered and understand how their role delivers customer requirements and organisation success.
~ Customer Focus: Communication with the customer is essential to satisfying, if not surpassing, their needs. Having a proficient internal communication system and process is the foundation to building strong external customer communications and focus. Effective Communication will support the organisation in getting to know your customers and better fill their needs. The organisation can then focus their resources and expertise on supplying customer needs and in turn become a trusted supplier. Continuous communication and feedback gathering will build a long-term profitable business relationship with your customers.
~ Improvement Culture: Continually improving the organisation’s communication systems and processes will provide the information and data to continue the value cycle from developing more challenging strategic goals through to more satisfied customers. Again this starts with leadership communicating the organisation mission, values, vision, strategy, and measurements. Managers plan, organise, direct, control and motivate employees. Employees understand their role and are empowered to surpass customer expectations. As a result, the customer remains local, the market recognises the expertise and new customers join to deliver organisation value. Thus, proficient communication enables step improvement towards a culture of continuous improvement and customer satisfaction.
Summary: Communication is at the heart of the organisation, supplying the life blood to operate. Hence, one cannot overlook the importance of communication in delivering organisational value. As usual, it starts with leadership putting in place a proficient communication system and process to create a culture in which effective communication can flourish. It means ensuring that communication flows through the organisation from the top to the bottom and with the customer. It communicates the strategy and operating plan, clearly articulating how each person has a role in delivering value for the organisation. It should have a proactive feedback loop to allow for questions and challenge.
“Effective business communication is at the heart of successful organisations, it acts like the blood in our bodies, but instead of supplying vital oxygen and nutrients, communication supplies information and motivation”
Article source: https://www.peterfgallagher.com/singl...
#LeadershipOfChange
#ChangeManagement
#ChangeManagementGamification
#a2BConsulting C-Suite Change Consulting
Change Management Handbook: The Leadership of Change Volume 3
“When I find business problems, I find communication failure, and when I find communication failure, I find business problems”
As a Business Improvement consultant with over 30 years’ experience, delivering operations or projects in over twenty countries, I recognise that at the core of nearly all business problems there is invariably some communication failure. Employees may not understand the strategy or how they fit because it was not communicated properly. It can be the lack of communication between two functions, Head Quarters and Division or two individuals at logger heads. It can be Operating Procedures not communicated properly across an organisation or insufficient communication of a change. The result is usually the same, poor financial performance, damaged relationships and disgruntled customers.
Important Elements of Organisation Communication:
~ Leadership: Communication of the strategic and operating plan will align the organisation’s resources towards the vison, goals and customer requirements. Failure to communicate this effectively will undermine the entire strategic effort and will erode trust in the organisation’s leadership. This failure will have a direct impact on the employee, the organisation culture, the ability of the organisation to satisfy customers and, more importantly, stakeholder value. Leadership must implement a proficient communication system and process that sets the organisation up for success.
~ Management: Management’s ability to effectively communicate with their team will help them in performing their responsibilities and successfully execute them. Managerial tasks such as planning, organising, directing and controlling cannot be conducted without communication. Good communication within an organisation can help foster cooperation between members of management, functions, team and individual employees. Communication is a motivational tool for management to influence the performance of employees. Management’s communication skills will define success in their role, strong communication skills could lead to promotion but if you don't like communicating with your people, you're probably in the wrong job.
~ Employees: Communication should motivate and align employee roles with an organisation’s vision, goals and direction. It empowers the employees, the organisation’s greatest asset, to deliver customer satisfaction and organisation value. Communication should create transparency and a trusting culture. Individuals will feel valued, listened to, an important part of a cohesive team and will work towards a common goal. Regular internal communication will lead to an improved work ethic if an employee’s achievements are recognised. These highly motivated employees will be empowered and understand how their role delivers customer requirements and organisation success.
~ Customer Focus: Communication with the customer is essential to satisfying, if not surpassing, their needs. Having a proficient internal communication system and process is the foundation to building strong external customer communications and focus. Effective Communication will support the organisation in getting to know your customers and better fill their needs. The organisation can then focus their resources and expertise on supplying customer needs and in turn become a trusted supplier. Continuous communication and feedback gathering will build a long-term profitable business relationship with your customers.
~ Improvement Culture: Continually improving the organisation’s communication systems and processes will provide the information and data to continue the value cycle from developing more challenging strategic goals through to more satisfied customers. Again this starts with leadership communicating the organisation mission, values, vision, strategy, and measurements. Managers plan, organise, direct, control and motivate employees. Employees understand their role and are empowered to surpass customer expectations. As a result, the customer remains local, the market recognises the expertise and new customers join to deliver organisation value. Thus, proficient communication enables step improvement towards a culture of continuous improvement and customer satisfaction.
Summary: Communication is at the heart of the organisation, supplying the life blood to operate. Hence, one cannot overlook the importance of communication in delivering organisational value. As usual, it starts with leadership putting in place a proficient communication system and process to create a culture in which effective communication can flourish. It means ensuring that communication flows through the organisation from the top to the bottom and with the customer. It communicates the strategy and operating plan, clearly articulating how each person has a role in delivering value for the organisation. It should have a proactive feedback loop to allow for questions and challenge.
“Effective business communication is at the heart of successful organisations, it acts like the blood in our bodies, but instead of supplying vital oxygen and nutrients, communication supplies information and motivation”
Article source: https://www.peterfgallagher.com/singl...
#LeadershipOfChange
#ChangeManagement
#ChangeManagementGamification
#a2BConsulting C-Suite Change Consulting
Change Management Handbook: The Leadership of Change Volume 3
April 24, 2021
Change Management Gamification Leadership - Choose Your Change Tactic
We use gamification so that your leadership and employees can learn, test and prepare for your organisational change
Change Management Gamification Leadership
We use gamification (both virtual and face-to-face) during our ‘Change Leadership Alignment’ process. It utilises experiential learning through a change case study where the leadership team gets to assess, select and implement their chosen change tactics through the 10 a2BCMF® Steps:
· Individually read the four tactics for each a2BCMF Step
· Discuss as a team to agree the best tactics
· Your team will then receive the stakeholder reactions and outcomes (with scores)
· Once all the teams select their tactic for the a2BCMF Step, your team will move your stakeholders on the game board
· You can assess and discuss your change leadership knowledge and skills based on the final position of your stakeholders
· Your learning can be immediately applied back in the workplace
If more employees were better leaders of change, the organisational benefits would be endless. We enable the Leadership of Change®
Change Management Gamification
Change Management Gamification is a growing trend which helps to engage your employees by using gaming methods. We use gamification so that your employees can learn, test and prepare for your organisational change.
About the Leadership of Change®
Leadership of Change® are change management simulations about strategy execution in large organisations. The games focus on how to implement organisational change to achieve a return on investment, employee adoption and sustainable change. The game takes the participants through the ten key steps to achieve successful change implementation.
The Game
The participants are given the responsibility of implementing various strategic change initiatives into a fictional organisation. They must follow a change management framework to implement the change. Their abilities to plan, execute and sustain change are measured throughout the game.
The Theory
Leadership of Change® is based on the proprietary a2B Change Management Framework®, the AUILM® Change Adoption Model and the a2B5R® Employee Change Behaviour Model.
Article source: https://www.peterfgallagher.com/singl...
#LeadershipOfChange
#ChangeManagement
#ChangeManagementGamification
#a2BConsulting C-Suite Change Consulting
Change Management Handbook: The Leadership of Change Volume 3
Change Management Gamification Leadership
We use gamification (both virtual and face-to-face) during our ‘Change Leadership Alignment’ process. It utilises experiential learning through a change case study where the leadership team gets to assess, select and implement their chosen change tactics through the 10 a2BCMF® Steps:
· Individually read the four tactics for each a2BCMF Step
· Discuss as a team to agree the best tactics
· Your team will then receive the stakeholder reactions and outcomes (with scores)
· Once all the teams select their tactic for the a2BCMF Step, your team will move your stakeholders on the game board
· You can assess and discuss your change leadership knowledge and skills based on the final position of your stakeholders
· Your learning can be immediately applied back in the workplace
If more employees were better leaders of change, the organisational benefits would be endless. We enable the Leadership of Change®
Change Management Gamification
Change Management Gamification is a growing trend which helps to engage your employees by using gaming methods. We use gamification so that your employees can learn, test and prepare for your organisational change.
About the Leadership of Change®
Leadership of Change® are change management simulations about strategy execution in large organisations. The games focus on how to implement organisational change to achieve a return on investment, employee adoption and sustainable change. The game takes the participants through the ten key steps to achieve successful change implementation.
The Game
The participants are given the responsibility of implementing various strategic change initiatives into a fictional organisation. They must follow a change management framework to implement the change. Their abilities to plan, execute and sustain change are measured throughout the game.
The Theory
Leadership of Change® is based on the proprietary a2B Change Management Framework®, the AUILM® Change Adoption Model and the a2B5R® Employee Change Behaviour Model.
Article source: https://www.peterfgallagher.com/singl...
#LeadershipOfChange
#ChangeManagement
#ChangeManagementGamification
#a2BConsulting C-Suite Change Consulting
Change Management Handbook: The Leadership of Change Volume 3
April 15, 2021
Change Leadership - Model the New Way - No Props Required
Modelling the new way is the one key task leaders of change do not need props for, nor should they delegate this to others
According to Mahatma Gandhi, “Be the change that you wish to see in the world.”
This is also very true in organisational change. Leaders need to model the new way, especially the new skills and behaviours. Just as a model can inspire us to dress or look a certain way, a leader of change can inspire their employees to imitate their good behaviour. The leaders of the organisation have to be someone the employees look up to and want to emulate during change implementation. Employees will listen to what leaders say and do. They will always be looking for alignment or gaps. If there is alignment, employees will gravitate towards the leader and emulate their behaviour.
Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership
ENABLING THE LEADERSHIP OF CHANGE
Change Management Leadership - Leadership of Change® Volume 4
About this Book: 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.
https://amzn.to/3mtfsVe
#LeadershipOfChange
#ChangeManagementLeadership
#ChangeManagement
#a2BConsulting C-Suite Change Consulting
According to Mahatma Gandhi, “Be the change that you wish to see in the world.”
This is also very true in organisational change. Leaders need to model the new way, especially the new skills and behaviours. Just as a model can inspire us to dress or look a certain way, a leader of change can inspire their employees to imitate their good behaviour. The leaders of the organisation have to be someone the employees look up to and want to emulate during change implementation. Employees will listen to what leaders say and do. They will always be looking for alignment or gaps. If there is alignment, employees will gravitate towards the leader and emulate their behaviour.
Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership
ENABLING THE LEADERSHIP OF CHANGE
Change Management Leadership - Leadership of Change® Volume 4
About this Book: 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.
https://amzn.to/3mtfsVe
#LeadershipOfChange
#ChangeManagementLeadership
#ChangeManagement
#a2BConsulting C-Suite Change Consulting
April 7, 2021
a2B Change Management Framework® (a2BCMF®) Step #5 - Communicate the Change
Change Management Handbook: The Leadership of Change Volume 35th Critical Organisational Change Implementation Step - Execute Phase
Definition:
This step is about Change Communication, the missing link between management and employees, and the drumbeat of successful change. Effective change communication is at the heart of successful change, it acts like the blood in our bodies, without it we would not be kept alive. Change is similar, without communication the change will fail.
“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”
Business Benefits:
Without consistent and effective communication, change transition will not take place. A good communication strategy and plan will align the workforce, speed up adoption and support benefits delivery. It will support employee transition by building awareness and understanding, minimising resistance, and reducing rumours and fear.
Business Objective:
To develop and execute a good communication strategy and plan with a feedback loop that will minimise resistance, speed up adoption and support benefits delivery.
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.
#LeadershipOfChange
#ChangeManagement
#ChangeManagementFramework
a2B Consulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Article source:: https://www.peterfgallagher.com/singl...
Definition:
This step is about Change Communication, the missing link between management and employees, and the drumbeat of successful change. Effective change communication is at the heart of successful change, it acts like the blood in our bodies, without it we would not be kept alive. Change is similar, without communication the change will fail.
“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”
Business Benefits:
Without consistent and effective communication, change transition will not take place. A good communication strategy and plan will align the workforce, speed up adoption and support benefits delivery. It will support employee transition by building awareness and understanding, minimising resistance, and reducing rumours and fear.
Business Objective:
To develop and execute a good communication strategy and plan with a feedback loop that will minimise resistance, speed up adoption and support benefits delivery.
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.
#LeadershipOfChange
#ChangeManagement
#ChangeManagementFramework
a2B Consulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Article source:: https://www.peterfgallagher.com/singl...
March 30, 2021
Change Management Leadership - Leadership of Change Volume 4 (Released on Kindle)
Released on Amazon Kindle Mar 30th, 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.
"Organisational change leadership is about effectively and proactively Articulating the vision, Modelling the new way and Intervening to ensure sustainable 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.
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®).
"Three critical leadership responsibilities that all leaders should perform to support their organisation's change management implementation success, structured on the a2B Change Management Framework®"
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
Find out more:
https://www.peterfgallagher.com/singl...
https://www.amazon.com/gp/product/B08...
#ChangeManagementLeadership
#ChangeManagement
#LeadershipOfChange
#a2BConsulting offering: C-Suite Change Consulting, Change Leadership Alignment and Gamification
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.
"Organisational change leadership is about effectively and proactively Articulating the vision, Modelling the new way and Intervening to ensure sustainable 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.
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®).
"Three critical leadership responsibilities that all leaders should perform to support their organisation's change management implementation success, structured on the a2B Change Management Framework®"
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
Find out more:
https://www.peterfgallagher.com/singl...
https://www.amazon.com/gp/product/B08...
#ChangeManagementLeadership
#ChangeManagement
#LeadershipOfChange
#a2BConsulting offering: C-Suite Change Consulting, Change Leadership Alignment and Gamification
March 25, 2021
LSS World Conference: 24 - 25 Mar 2021 - Peter F Gallagher Speaking on Leadership of Change
I will be speaking on the Leadership of Change® at the Lean Six Sigma World Conference.
Speaking Topic:
Three Change Management Lessons Learned Leaders SHOULD Know
· 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”
The conference attracts international and national experts on topics including innovation, process improvement, and value creation. The 2021 Lean Six Sigma World Conference attracts representatives from all government, for-profit and not-for-profit organizations to share experiences.
WHAT MAKES THIS CONFERENCE A CUT ABOVE THE REST?
Master Black Belts, Black Belts, Green Belts, and Yellow Belts come together each spring to network, learn from the most experienced practitioners in Lean Six Sigma, and exchange ideas. The American Quality Institute (AQI) will once again host the Lean Six Sigma Virtual World Conference in 2021, building on the success of the highly acclaimed 2019 event.
Internationally recognized speakers will address the crowd at this leading event for process improvement professionals. With multiple keynotes, 50+ breakout sessions, expanded sessions and pre- and post-conference activities, the 2021 event aims to be the most comprehensive Lean Six Sigma conference yet again.
The conference attracts international and national experts on topics including innovation, process improvement, and value creation. The 2021 Lean Six Sigma World Conference attracts representatives from all government, for-profit and not-for-profit organizations to share experiences.
Speaking Topic:
Three Change Management Lessons Learned Leaders SHOULD Know
Agenda
1. Typical Lean or Six Sigma Project Spend
2. Typical Leadership Approach to Improvement or Change
3. Approaches to Change Management and Benefits
4. Sponsorship
5. Change History Assessment© (CHA©)
6. Manage Resistance
7. Summary
Practical Takeaways
1. Organizational change management is a game changer for success project delivery
2. Proactive critical success factors
3. To achieve future organisational change management success, assess previous change
4. There will always be resistance
The entire event will be held virtually. Please click here to view the AQI Zoom+Whova Platform. All attendees will receive login information prior to the conference. Please use the same email that you used to register for the conference.
https://whova.com/portal/webapp/alssw...
#LeadershipOfChange
#ChangeManagement
#ChangeManagementGamification
#Actee
a2B Consulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Blog Reference: https://www.peterfgallagher.com/singl...
Change Management Handbook: The Leadership of Change Volume 3
Speaking Topic:
Three Change Management Lessons Learned Leaders SHOULD Know
· 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”
The conference attracts international and national experts on topics including innovation, process improvement, and value creation. The 2021 Lean Six Sigma World Conference attracts representatives from all government, for-profit and not-for-profit organizations to share experiences.
WHAT MAKES THIS CONFERENCE A CUT ABOVE THE REST?
Master Black Belts, Black Belts, Green Belts, and Yellow Belts come together each spring to network, learn from the most experienced practitioners in Lean Six Sigma, and exchange ideas. The American Quality Institute (AQI) will once again host the Lean Six Sigma Virtual World Conference in 2021, building on the success of the highly acclaimed 2019 event.
Internationally recognized speakers will address the crowd at this leading event for process improvement professionals. With multiple keynotes, 50+ breakout sessions, expanded sessions and pre- and post-conference activities, the 2021 event aims to be the most comprehensive Lean Six Sigma conference yet again.
The conference attracts international and national experts on topics including innovation, process improvement, and value creation. The 2021 Lean Six Sigma World Conference attracts representatives from all government, for-profit and not-for-profit organizations to share experiences.
Speaking Topic:
Three Change Management Lessons Learned Leaders SHOULD Know
Agenda
1. Typical Lean or Six Sigma Project Spend
2. Typical Leadership Approach to Improvement or Change
3. Approaches to Change Management and Benefits
4. Sponsorship
5. Change History Assessment© (CHA©)
6. Manage Resistance
7. Summary
Practical Takeaways
1. Organizational change management is a game changer for success project delivery
2. Proactive critical success factors
3. To achieve future organisational change management success, assess previous change
4. There will always be resistance
The entire event will be held virtually. Please click here to view the AQI Zoom+Whova Platform. All attendees will receive login information prior to the conference. Please use the same email that you used to register for the conference.
https://whova.com/portal/webapp/alssw...
#LeadershipOfChange
#ChangeManagement
#ChangeManagementGamification
#Actee
a2B Consulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification
Blog Reference: https://www.peterfgallagher.com/singl...
Change Management Handbook: The Leadership of Change Volume 3
March 18, 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.
About the 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®).
Other volumes, available on both Amazon and Google Play:
Change Management Fables – Vol 1
Change Management Pocket Guide – Vol 2
Change Management Handbook – Vol 3
Change Management Gamification Leadership – Volume A
Change Management Gamification Adoption – Volume
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
Change Management Handbook: The Leadership of Change Volume 3
“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.
About the 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®).
Other volumes, available on both Amazon and Google Play:
Change Management Fables – Vol 1
Change Management Pocket Guide – Vol 2
Change Management Handbook – Vol 3
Change Management Gamification Leadership – Volume A
Change Management Gamification Adoption – Volume
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
Change Management Handbook: The Leadership of Change Volume 3
March 12, 2021
Change Management Leadership - Leadership of Change Volume 4 (Kindle Release Date)
Will be released on Amazon Kindle Mar 30th, 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.
"Organisational change leadership is about effectively and proactively Articulating the vision, Modelling the new way and Intervening to ensure sustainable change"
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®).
"Three critical leadership responsibilities that all leaders should perform to support their organisation's change management implementation success, structured on the a2B Change Management Framework®"
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
Find out more:
https://www.peterfgallagher.com/singl...
https://www.amazon.com/gp/product/B08...
#ChangeManagementLeadership
#ChangeManagement
#LeadershipOfChange
#a2BConsulting offering: C-Suite Change Consulting, Change Leadership Alignment and Gamification
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.
"Organisational change leadership is about effectively and proactively Articulating the vision, Modelling the new way and Intervening to ensure sustainable change"
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®).
"Three critical leadership responsibilities that all leaders should perform to support their organisation's change management implementation success, structured on the a2B Change Management Framework®"
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
Find out more:
https://www.peterfgallagher.com/singl...
https://www.amazon.com/gp/product/B08...
#ChangeManagementLeadership
#ChangeManagement
#LeadershipOfChange
#a2BConsulting offering: C-Suite Change Consulting, Change Leadership Alignment and Gamification
