Angela Penteado

One of the three constraints for any change is the capacity of the organisation to create and adopt new behaviours and processes.   Our latest changexchange paper looks at the outward and visible signs that capacity is limited, including a diagnostic tool to help you assess your own environment.    #change #leadership #worksmarternotharder

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Friday’s Change Reflection Quote - Leadership of Change - Change Leaders Emerge Not From Times of Comfort https://buff.ly/3zFleOg via Peter F Gallagher of @peterfgallagher on Thinkers360 #BusinessStrategy #ChangeManagement #Leadership

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NEW BOOK: Change Management Charade - Leadership of Change Volume 8 (Leadership of Change - Change Management Body of Knowledge https://buff.ly/3Nz5Y99 via Peter F. Gallagher on Thinkers360 #BusinessStrategy #ChangeManagement #Leadership

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Coaching provides a safe environment for people to think and speak, exploring by themselves on how to grow and be a better version of themselves. On the other hand, facilitation aligns team to make effective decision through inclusive and fun processes. Both are encouraging people to co-create and to have more meaningful conversations with trust and respect among the team. Ultimately, a quality relationship is forged. Captain Shan creatively combined both the approaches and coined the term -- Facilitative Team Coaching. Confirming the effectiveness and success of facilitating team conversations with coaching principles and facilitation tools and methods to be utilized based on the present moment, the RESPECT Model developed by him is a powerful facilitative team coaching model, also usable in both facilitation and coaching processes. It's that agile. "We wish to equip coaches graduating from our school not only learn to do one-to-one coaching, but also knowing the difference of team coaching and group coaching. Besides providing coaching services, you can also have the framework to develop coaching culture in the organizations to help more people embracing coaching." -- Captain Dr Shan, CEO & Founder of Teamcoach International. As the current cohorts are completing their learning modules with the Facilitative Team Coaching and Developing a Coaching Culture Modules, we are ready to journey on with the upcoming cohort in July. Captain Shan Moorthi PhD, Sze Chieng Ho, IAC-MP™ #coaching #processfacilitation #models #coachingcertification #certifiedprofessionalcoach #facilitativeleaders

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Welcome back to our weekly series, "Change Made Simple," where we break down key elements of driving organisational change. This week, we’re delving into a crucial aspect: the role of leadership in leading change. #ChangeMadeSimple #Leadership #ChangeManagement #LeadingChange #OrganisationalChange #Vision #Empowerment #Communication #ContinuousImprovement #TheChangeConsultant

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What makes a good change manager and where are we falling short? Dr Merv Wilkinson gives a thoughtful reflection: https://lnkd.in/gQ8Eb43p #change #changemanager #changemanagement #transformation #teams #organisationalchange #leadership

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In this episode of Change Leader Insights, Jessica Crow speaks with Melanie Franklin MCMI ChMC, a Chartered Management Consultant, founder of the Change Capability Community , author of 10 books, and Chief Examiner for the Neuroscience for Change and Agile Change qualifications at APMG International, about neuroscience and the impact of change on the brain.  Melanie is passionate about helping people cope with change at work. She is a globally recognized thought leader in change and transformation, driving the change profession forward, encouraging practitioners to develop their skills. At the same time, she is at the forefront of building a broader capability for change for everyone affected by change at work. Melanie passionately believes that an ability to cope with high volumes of continuous change reduces stress and improves working lives. During the conversation, Jessica and Melanie discussed how to equip people with the information they need to navigate change when their brains are working to protect them. Says Melanie, “A very simple question to ask whenever you’re trying to get people to change is: How much can you empower them? Because as soon as they are in the driving seat of their lives, you’ve gotten rid of the threat.” Highlights from the conversation include:  ☑️  Understanding why change feels threatening when the brain’s job is to protect us  ☑️  An emphasis on the value of human intelligence, particularly in the world of artificial intelligence  ☑️  Tips for building and connection to create psychologically safe spaces in virtual and in-person  environments     If you want to learn more about neuroscience and change, be sure to tune in and hear what Melanie has to say!     👀 To watch the video: https://lnkd.in/gQ86CxxK 👂 For streaming options: https://lnkd.in/gTcYStaE  Like this post? Follow Apogy on LinkedIn to get our weekly updates. 

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Elevate Your Facilitation Skills with Design Thinking! 🌟 Ready to take your Design Thinking practice to the next level? Join us for an immersive 2-day workshop in Wellington and Auckland in 2025 and unlock the power of effective facilitation! Whether you're already a Design Thinking practitioner or looking to refine your facilitation approach, this workshop is designed to help you lead collaborative, creative workshops that drive real impact. Workshop Highlights: Learn by Doing: Roll up your sleeves and engage in hands-on activities while tackling real-world design challenges with your team. Expert Guidance: Get valuable feedback and coaching from experienced Design Thinking facilitators to refine your skills. Personal Growth: Reflect on your unique facilitation style, gain insights from peers, and develop new strategies for success. What You Will Gain: Practical skills to design and facilitate engaging Design Thinking workshops. Techniques to manage diverse audiences, foster collaboration, and improve team dynamics. A safe space to experiment with new facilitation methods and build confidence in your approach. This workshop is perfect for those looking to sharpen their facilitation expertise and elevate their Design Thinking practice. 🌱 💥 Limited spots available! Don’t miss this opportunity to learn, grow, and innovate with industry experts. 👉 Register now and secure your spot: https://lnkd.in/gTfQ8QiD #DesignThinking #Facilitation #Workshop #Innovation #LearningByDoing #Wellington #Auckland #Leadership #Creativity #Teamwork #DesignThinkersAcademy

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Using CORE to navigate change. Change is inevitable, but how it's managed can make all the difference. As a leader spearheading change within your organisation, one of your most critical tasks is setting and managing expectations. Clear, realistic expectations provide a roadmap for success, aligning stakeholders, mitigating resistance, and fostering a culture of accountability. Here's why setting expectations should be a top priority for leaders during change management. Clarity: Illuminating the Path Forward Uncertainty breeds anxiety and resistance. By setting clear expectations from the outset, you provide clarity and direction for your team. Clearly articulate the objectives, timeline, and anticipated outcomes of the change initiative. Be transparent about the rationale behind the change and how it aligns with the organisations overarching goals. When everyone understands what is expected of them and why, they are better equipped to navigate through the complexities of change with confidence and purpose. Realism: Managing Realistic Expectations While optimism is essential, it must be tempered with realism. Set realistic expectations regarding the challenges, resources, and timeline associated with the change. Acknowledge potential roadblocks and setbacks upfront, and outline contingency plans for addressing them. Managing expectations requires striking a delicate balance between ambition and feasibility, ensuring that stakeholders have a clear understanding of what can realistically be achieved within the given constraints. Communication: Building Trust Through Transparency Effective communication is the cornerstone of managing expectations. Keep stakeholders informed and engaged throughout the change process, providing regular updates on progress, milestones, and any adjustments to the plan. Be open and honest about both the successes and the challenges encountered along the way. Transparency builds trust and credibility, reassuring stakeholders that their concerns are being heard and addressed. Flexibility: Adapting to Changing Circumstances Change is rarely a linear process—it often involves unexpected twists and turns. As a leader, be prepared to adapt and adjust your expectations in response to changing circumstances. Remain flexible and agile, willing to reconsider strategies and pivot as needed. Encourage a mindset of continuous improvement, where feedback is welcomed, and lessons learned are integrated into future iterations of the change initiative. Accountability: Holding Everyone to the Same Standards Setting expectations is not just about outlining what needs to be done—it's also about holding individuals and teams accountable for delivering results. Establish clear performance metrics and milestones against which progress will be measured. Communicate expectations regarding roles, responsibilities, and accountabilities, ensuring that everyone understands their part in driving the change forward.

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Psychological safety in the workplace is crucial for fostering #innovation, #collaboration and overall #wellbeing. Regardless of whether or not you hold a formal position of authority, we can all role model leadership behaviours to support and inspire others.​ To help with this, ​here are suggestions from #NAWO's recent Knowledge Share Forum with Renee Burkinshaw CPHR giving you three key actions you can take to create genuine psychological safety: 1️⃣ Explain the 'why' behind your actions and the behaviours necessary to be inclusive and embrace ambiguity. When clarity is lacking, focus on what is most important in the moment. 2️⃣ Consciously create time and space for engagement. Be curious, ask questions, listen actively and consider alternate perspectives. Intentionally invite diverse thinking and say why you value their contributions. 3️⃣ Express genuine appreciation. Be authentic and vulnerable - admit mistakes, ask for help, admit mistakes and say sorry. With these top tips in mind, think about the one thing you can do more often in your workplace to foster psychological safety. Remember, leadership isn't about a title—it's about behaviour. Missed the webinar? No worries! We’ll be sharing key insights from the presentation right here on our LinkedIn feed. If you want to dive deeper, contact us at [email protected] for a conversation. Thank you again to Melissa MacGowan from Go to Grow, Jasmine Doak from the Victorian State Emergency Service and Amy Grover at idoba for supporting the panel discussion. #Leadership #PsychologicalSafety #Inclusion #WorkplaceCulture #Teamwork #GrowthMindset #Authenticity #Vulnerability #Diversity #Collaboration

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A leader's adaptability greatly impacts their ability to guide themselves, their teams and their organisation through change. Download our guide to help leaders assess their current approach and adopt a mindset that fosters success in new situations. https://buff.ly/4cRkyU7

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In last month's leadership webinar with Matthew Elliott, Rowdy McLean- Master Mentor -Keynote Speaker of the Year and Susan Pearse the team discussed how high-performing teams use psychosocial performance as a key focus for their leadership teams. Susan's comment reminded us that adapting to new realities is not just necessary—it’s essential for thriving. At The Change Room, we understand that your organisation needs more than traditional approaches to navigate these changes. Our tailored programs developed through our involvement in high performance environments are designed to: ✅ Enhance Employee Wellbeing and psychosocial performance ✅ Boost Recovery and Resilience ✅ Foster a Supportive Work Environment ✅ Drive Sustainable Growth Whether you’re looking to support employees recovering from injuries, enhance mental health initiatives, or implement innovative wellbeing strategies, The Change Room has the expertise and resources to help your organisation excel in the new normal. 🔗 Discover how our programs can transform your workplace by reaching out to us at [email protected] Let’s embrace the change together and build a stronger, healthier, and more resilient workforce. 💪✨ #NotBusinessAsUsual #WorkplaceWellbeing #EmployeeRecovery #TheChangeRoom #OrganisationalHealth #Resilience #MentalHealthMatters

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Is your labeling of your organisation as "change-immature" stifling its ability to deliver change? As change practitioners, we are trained to assess organisational readiness according to a set of change management principles and concepts. When we label the organisation as change-immature, we naturally take a more cautious approach to 'baby' them with change concepts education, simple change delivery approaches, etc. Is this what they really need? However, sometimes what the organisation needs is for us to challenge and stretch them, and not use change jargon. And on top of this, use experiential learning to drive change success. What has been your experience in working with organisations where they may not be "change mature" according to our lenses? #changemanagement #transformation

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