When David Miller, founder and Managing Director of specialist change management provider Changefirst, began to plan his new book Successful Change he was adamant he didn’t want to write just another book on the 70% of change projects that fail. Miller wanted to “shine a light on the more positive aspects of change – and do it in a way that was practically useful to people tasked with delivering change.”
The result? An easy to apply guide that shows you how to deliver successful change within your organisation – and more specifically how you can do this through a focus on people.
In Successful Change Miller draws on the unrivalled experience that he and his team have amassed over the past 16 years through working with large, global companies to help them build their own internal change capability using the Changefirst methodology, processes, research and IP. In this time Miller and his colleagues have trained and worked with over 10,000 people in 35 different countries. This experience is expertly articulated and shared by Miller in Successful Change in a way that is practical and easy to digest and, perhaps more importantly, apply. The book manages the difficult balancing act of being strategic in its coverage but also being full of useful takeaways and step-by-step “how to’s” that change management practitioners can apply immediately in their everyday work.
Craig Dinsell, EVP Human Resources at Oppenheimerfunds Inc puts it succinctly when he says “This is the kind of book you carry around with you. In a sea of sameness and ‘consultant speak’ Miller cuts through the theory and presents insightful, business savvy solutions centered on people…. it is essential reading for anyone confronted by change and in today’s business environment that means everyone!”
Successful Change will benefit anyone who is faced with delivering major change and facing key challenges that range from securing senior management buy-in and sponsorship for change right through to overcoming resistance from those often impacted most heavily by it – the people on the frontline. It has proven techniques that have been successfully applied to a wide range of change challenges including strategy implementation, technology implementation, business process changes, restructuring and quality management initiatives
To find out more:
- Visit the Changefirst website for your free chapter download
- Or order your copy direct from Amazon or other major retailers.
*Successful change is available both in paperback and ebook format.
Posted by jenniferkreger on July 27th, 2011
Filed under: Book, Change Management, Change methodology | No Comments »
In change implementation, powerful engagement processes are designed to foster commitment, encourage new behaviours and teach new skills.
We believe that there are four components of a powerful engagement process:
Involvement in change creates ownership, control and higher overall levels of employee engagement.
For more on the importance of involvement continue to the full length article.
Posted by jenniferkreger on July 8th, 2011
Filed under: Change Management, Employee Engagement | 1 Comment »
There is a supposedly true story about the results of some research into animal behaviour that perfectly illustrates the primary challenge we face with cultural change.
In the study the monkeys show that culture is made up of three elements:
- behaviour
- known rules
- hidden rules
In organisational culture, the same three elements are found.
To learn more about this study and how it relates to organisational culture and cultural change continue to the full length article.
Posted by jenniferkreger on July 1st, 2011
Filed under: Change Management, Organisational Change, Research | No Comments »
Staff communications are at the heart of all change projects, yet many companies forget that employees are the company.
We have 4 tips to help you create an effective communications strategy:
- There is a shared purpose
- There is leadership
- The audience has selected the communications plan
- Staff feel engaged
Continue to the full length article where we expand and go in depth on each of these 4 qualities.
Posted by jenniferkreger on June 27th, 2011
Filed under: Change Management, Communication | No Comments »
Helping people adapt to change is best done by middle and front-line managers – who we call local sponsors.
They need to:
- and start the communication from where people are, not where they want them to be.
All of these things are very important during change projects, but when seeking to sustain personal performance there are 3 additional principles to consider.
Continue to the full length article to learn the 3 principles
Posted by jenniferkreger on June 21st, 2011
Filed under: Change Management, Employee Engagement, Organisational Change, Personal Adaptability, Resilience, Resistance | No Comments »
Changefirst is pleased to announce that it has signed a partnership agreement with leading organisational change management and training company Dextera in the Latin American market. Under the terms of the deal, Dextera will represent Changefirst in Latin America by providing consultancy, training, workshops and certification in PCI (People Centred Implementation) in the local market.
“Dextera and Changefirst have methodologies in change management that closely complement each other” explains Marcia Baggio of Dextera. “Both have a focus on preparing and engaging people being impacted by change. However, PCI works especially well at both a strategic and tactical level whilst Dextera’s methodology focuses more on the operational work and the daily follow-up of a change project. The partnership has a real synergy because Dextera currently operates in the are of change consulting and Changefirst provides the consulting, training and certification which allows companies and individuals to develop the capability to deliver change for themselves”.
David Miller, Managing Director of Changefirst, said “the Brazilian market is one of the fastest growing in the world and we are delighted to be working with Dextera. The pace of change creates a natural demand to manage change within organisations and Dextera has an extremely impressive reputation and record of growth in Brazil. There are many similarities in terms of our approach and we see the partnership as boosting the growth of both companies in Brazil and Latin America as a whole”.
About Dextera
Dextera is a consultancy with a focus on organisational change management and training with 15 years experience of working with major clients. With offices in São Paulo (Brazil) and Buenos Aires (Argentina), Dextera has developed projects in several countries and worked with clients from different market sectors. Their consulting services address organisational change, developing projects that aim to maximize results and mitigate impact on the organisation. Dextera’s expertise spans the areas of Organisational Change and Transformation; Organisational Learning and Development of People. They offer services in change management, end-user training, continuing education, corporate education systems and development teams.
With a multi-disciplinary team of professionals and methodologies, Dextera strives to implement interventions that aim to provide significant improvement in the performance of corporations. Dextera works on projects for companies such as Grupo Pâo de Açúcar (Casino Group), Natura, Construtora OAS, Walmart Brazil, Mave, Odebrecht, Cemig, Arcellor Mittal Brazil, Camargo Corrêa, Telefonica, Vivo, Metodo Engineering, Siemens and Secretary of Health of the State of Minas Gerais.
You can find more information at www.dextera.com.br
Posted by jenniferkreger on June 15th, 2011
Filed under: Change Management, Organisational Change | No Comments »
It is interesting how some people when faced with disruptive situations tend to “bounce back” while others tend to flounder. Both groups will experience the same fear and apprehension when faced with change, but one group will recover more quickly through its ability to adapt, cope and maintain results.
By using a simple process of AID:
- Assessment
- Interpretation
- Decision
You and your teams can learn a more resilient reflex during change.
Learn more about AID and how to use it to improve your change projects here.
Posted by jenniferkreger on June 10th, 2011
Filed under: Change Management, Organisational Change, Resilience | No Comments »
You present your Business Case for introducing Change Management with gusto and
enthusiasm. After outlining the costs involved, alongside the benefits to the
organisation, the board all nod their heads in agreement. “Great!” one says. “Just what
we need!” says another. “Go do it.” the CEO instructs. They all pat you on the back as
you walk out of the boardroom.
One month later you’ve trained your key team of sponsors and change agents in PCI,
given presentations to project staff on Change Management, and the tools and guides
are all ready. There’s a task at the top of your to-do list requiring your immediate
attention: Get your senior executive team engaged. Right! No problem. You book a half
hour appointment in your CEOs diary, only problem is he’s fifteen minutes late and he’s
distracted with urgent manners on his mind.
“How’s the change management project?” He enquires.
“Great.” You respond. “And I’d like to discuss your role as a key sponsor.”
“You’ve got my whole hearted support.” He says. “I give you full remit to get this in.’ He
stands up, shakes your hand firmly and then shows you the door. “Well done.” He says
with enthusiasm as he shuts the door behind you.
So what can you do?
Read our article to learn the 5 things you can to to engage your sponsor.
Posted by jenniferkreger on June 7th, 2011
Filed under: Change Management, sponsorship | No Comments »
Two events collided a few years ago to bring the business world back focused on influence. Not since Dale Carnegie’s book in the 1930’s – ‘How to Win Friends and Influence People’ – has so much been written and discussed about the subject.
1. Firstly, Malcolm Gladwell’s best seller ‘Tipping Point- How Little Things Can Make a Big Difference’ described how the implementation of an idea can be very dependent on the work of a small number of influencers.
2. Secondly the birth and explosion of social networking on-line reinforced many of these ideas.
So what are the implications of informal influence for change agents and what are the 5 actions you can take to harness it?
Read more in our article here.
Posted by Brian Casey on May 31st, 2011
Filed under: Change Management, Informal influence | No Comments »
Recently at Changefirst we conducted research on the role of the change agent, and it’s given us some very interesting results. We would like to share these results with you in our upcoming webinar on Wednesday 25 May at 3pm (GMT+1).
Join us for this 45 minute free webinar as we:
Take a close look at the key skills and abilities that are critical for a change agent’s success
Highlight key challenges that change agents face
Share results of our recent research
And get a practitioner’s eye view from Charlotte Trinler of Chrysalis Coaching
Presenter: David Miller, CEO of Changefirst Ltd
Guest presenter: Charlotte Trinler of Chrysalis Coaching
Places are limited so please reserve your place now.
Please note: everyone who attends this webinar will receive an advance copy of the Changefirst white paper on the Role of the Change Agent.
Join us as we:
- Take a close look at the key skills and abilities that are critical far a change agent’s success
- Highlight key challenges that change agents face
- Share results of our recent research
- And get a practitioner’s eye view from Charlotte Trinler of Chrysalis Coaching
Presenter: David Miller, CEO of Changefirst Ltd
Guest Presenter: Charlotte Trinler of Chrysalis Coaching
*Everyone who attends the webinar will receive an advance copy of the Changefirst white paper on the Role of the Change Agent.
Places are limited so please reserve your place now
Posted by jenniferkreger on May 17th, 2011
Filed under: Change Management Training | No Comments »
