Latest posts.
I’m the sponsor of an important change – now what?
You’ve just been named the sponsor of an important change in your organisation. That’s not a title. It’s a...
Managing psychosocial risks in organisational change
When a change or restructure is managed poorly it not only puts the success of your change at risk, it can also...
Is change fatigue undermining your transformation?
Change fatigue. When people are exhausted, disengaged, and over it. When apathy and frustration rule. Sound...
Don’t let the current state limit your thinking about the future state
Too often, I see people in organisations compromising the ideal future state, based on their perceptions of...
ChangeEffect Model: your guide to successful change
As a senior leader in charge of a large organisational change, you may worry whether your change will succeed....
The canvas: Your secret weapon for great stakeholder engagement
Let’s talk about a game-changer in collaboration: the humble canvas. Perhaps you’ve seen or used one before. A...
Resistance: feedback in disguise
Are you experiencing resistance with your organisational change? If this feels frustrating, you’re not alone. But...
Build an innovation culture, one change at a time
The change you’re leading right now is important. So is the next one. And the one after that. You see, every change...
Change: evolution or revolution?
“One person’s evolution is another person’s revolution.” I heard this recently from a colleague and it really got...
Don’t put the project manager in charge of your change!
Don’t get me wrong, project managers are great. Some of my closest allies are project managers! They ensure your...