Agencia Change

Change Practitioners Industry professionals improving skills You support individuals and teams experiencing change. You're driven by the ethics and obligations of your profession, but you're also empathetic and you genuinely want to make a difference. You're looking to build on your professional strengths and find avenues for professional development. You need expertise, support and outcomes. From time to time you may need help with change project recovery and external perspectives. You want practical support and industry best practice tools and techniques. https://wix.to/6Utfomo

Expert change management doesn't have to be expensive. It can be presented to you clearly, and it can be available immediately for as long or as short a duration as you need. Safeguard your project by partnering with a trusted change manager to turn around change management results rapidly. Make a difference by contributing to the success of the people involved in your change. https://wix.to/lplDRYx

Keep up to date with the Change Management Industry #AgenciaArchive #IndustryRead #CoffeeBreak https://wix.to/knmfwLa

3 Top Tips for Change Leaders: Leading people through change is different to your normal leadership resposibilities because it focusses on transformation, introducing new processes and systems rather than managing and getting better at the existing workload. Change leadership operates in proactive mode, anticipating and preparing for the coming opportunity rather than fighting fires or maintaining the status quo. It also requires engagement and influence in ways that current systems and people processes aren't set up to handle. Here's some top tips for shifting gears into change leadership mode: 1. Communicate Effectively: Clear and consistent communication is crucial. Leaders should articulate the vision, reasons for the change, and the benefits it will bring. Regular updates and open channels for feedback help in addressing concerns and keeping everyone aligned. 2. Engage and Empower Your Team: Involve the team in the change process by seeking their input and addressing their concerns. Empowering team members to take ownership of the change can increase buy-in, reduce resistance and assist with your workload. 3. Monitor and Adapt: Continuously monitor the progress of the change initiative and be ready to adapt as needed. This includes being responsive to feedback, addressing unforeseen challenges, and celebrating small wins to maintain momentum. These strategies can help leaders navigate change more effectively and ensure a smoother transition for their teams. How do you currently approach change management in your organisation? If you have other top tips to share, we'd love to hear them! https://wix.to/RsaWJpO

https://wix.to/WzUIB2z #CoffeeBreak #IndustryRead

When introducing change to your team or organisation, it feels like almost anything can happen. You may start out buoyed up knowing you're about to implement a solution to a thorny business problem. But your excitement at how good this project will be for business can turn slowly into confusion and disappointment when met with other peoples' reaction to the change you're trying to introduce. Team members might be slow to see the vision, stakeholders slow to adopt planned changes. You can either struggle to have stakeholders and the team understand and support the change, or people know what's needed but can't seem to get into a room together to take action or resolve the issues. Meanwhile projects can stall while waiting for the right resources. And if that isn't enough to pour water on your enthusiasm for the business solution you've identified, sizing the change management work without subject matter expertise isn't easy. Confusion may seem to abound as getting the right person for the job, and understanding the specialties involved leads to a wish to turn back the clock and never have begun in the first place. Leading change can feel like a risk. Chances are your team and stakeholders are not yet able to see the future clearly. You may start to doubt yourself, you've done your due diligence, but there's no full proof yet that the new solutions will work. Taking a leap of faith like this while leading others through change can be difficult and confusing. We help leaders and organisations structure and deal with change. We can help you, but mostly we want you to know you're not alone. Sometimes change isn't easy - it's a people game. Don't give up, because at the other end of your change is the growth, innovation, creativity and business outcomes you're looking for. https://wix.to/6LgdGhT

Are you a change communicator struggling with resistance or low adoption? 🚫 Avoid these top 3 pitfalls to ensure a smoother transition: Overcommunicating: Too much information can overwhelm people. Focus on key messages and tailor your communication to different audiences. Ignoring emotions: Change can be stressful. Acknowledge and address concerns and fears to build trust and support. Failing to involve stakeholders: Don't make decisions in a vacuum. Involve key stakeholders early on to ensure buy-in and avoid surprises. Want to learn more about effective change communication strategies? #changemanagement #changecommunication #leadership #tips https://wix.to/FJHsmrp

1. Understand the Needs of the Audience People impacted by change will already be experiencing a degree of burden from their existing workload and other areas of their lives. This can come across in stress behaviours towards change, because change adds uncertainty and complexity into the mix. By understanding what's driving people, and addressing their needs, change communications can be made a lot more effective. Messaging that addresses needs: ✅ is clear and empathetic ✅ provides the right level of detailed information about the change, its reasons, and the support available ✅ acknowledges potential concerns ✅ offers avenues for feedback and assistance. By contrast, a brief email that lacks detail and does not address the needs or concerns of the audience can do more harm than good, leading to confusion and anxiety. 2. Create a Cohesive Voice If your organisational change is like most, there will be numerous leaders involved who could potentially be giving out impressions, messaging and communications about the change. All this messaging needs to be brought into a cohesive plan - one that understands the change, the persona of the audience and the channels available for effectively addressing them. By creating a cohesive voice in your change program, you reduce confusion and convey the sense that there will be calm leadership presence throughout the change. 3. Set a Rhythm for Communications By organising your communications into a rhythm, you can effectively leverage any existing communication channels and support functions in your organisation. Further, you create a sense of predictability and allay fears with regular updates. This reassures change audiences that information will always be available when needed. Without a communication rhythm, it can be difficult for change audiences to gain a sense of the 'personality' of the change; or the team that's delivering it. If the change lacks 'personality' or presence, it is easier to ignore and it becomes more difficult to trust the team. https://wix.to/aXXNDEg

Expert change management doesn't have to be expensive. It can be presented to you clearly, and it can be available immediately for as long or as short a duration as you need. Safeguard your project by partnering with a trusted change manager to turn around change management results rapidly. Make a difference by contributing to the success of the people involved in your change. https://wix.to/Zdw9tZU

https://wix.to/Ynuy5jo #AgenciaArchive Leaning in is a great description of what to do when we feel like doing the opposite. If we can develop the habit of leaning in to small changes and large, we'll soon get the hang of a key life skill.