Mohamed Sorour LLC’s Post

Dear Leaders You are invited to the following free online Zoom session: "Rethinking Performance Evaluation: Best Practises for High-Performing Organizations" Dr. Mohamed Rabie Elsheikh is inviting Ms. Shereen Almansoury,ACC CIPD PHR and Ms. Samaa Salama, COM to discuss the following points: 1- Performance evaluation vs Performance enablement  2- The importance of goals setting and how can we get the most of it. 3- The different roles of HR in managing and enabling performance. 4- The importance of Performance conversations. 5- Differentiating Performance (5-points vs 3 points rantings). 6- The guided distribution. Pros and cons  7- And what after evaluation? 8- Receiving and Giving constructive feedback  9- Feedback vs Feed forward  10- Building a continuous improvement culture When: Sunday, November 24, 2024 at 08:00 PM Kuwait, KSA, 07:00 PM Egypt Register in advance for this meeting: https://lnkd.in/d8cWGkEi After registering, you will receive a confirmation email containing information about joining the meeting.   #performancemanagement #performance_management #performanceimprovement #performance_improvement #performance_evaluation #performance_appraisal #appraisal #performance #improvement #organizationalexcellence #excellence #qualityimprovement #Quality #continuousimprovement #PDCA #plan #management #leadership #hr # #coaching #success #employeeengagement #leadershipdevelopment #businesscoaching #executivecoaching #execution #humanresources #executivecoach #kpis #consulting #hr #training #success #career #learning #motivation #humanresources #organisationdevelopment #OD

How does setting the table relate to organizational change management? Senior Consultant Whitney Flight shares fundamental hospitality philosophies and how they play into effectively managing change in any organization. https://hubs.la/Q02wb9Bt0 #changemanagement

Dear Leaders You are invited to the following free online Zoom session: "Rethinking Performance Evaluation: Best Practises for High-Performing Organizations" Dr. Mohamed Rabie Elsheikh is inviting Ms. Shereen Almansoury,ACC CIPD PHR and Ms. Samaa Salama, COM to discuss the following points: 1- Performance evaluation vs Performance enablement  2- The importance of goals setting and how can we get the most of it. 3- The different roles of HR in managing and enabling performance. 4- The importance of Performance conversations. 5- Differentiating Performance (5-points vs 3 points rantings). 6- The guided distribution. Pros and cons  7- And what after evaluation? 8- Receiving and Giving constructive feedback  9- Feedback vs Feed forward  10- Building a continuous improvement culture When: Sunday, November 24, 2024 at 08:00 PM Kuwait, KSA, 07:00 PM Egypt Register in advance for this meeting: https://lnkd.in/d8cWGkEi After registering, you will receive a confirmation email containing information about joining the meeting.   #performancemanagement #performance_management #performanceimprovement #performance_improvement #performance_evaluation #performance_appraisal #appraisal #performance #improvement #organizationalexcellence #excellence #qualityimprovement #Quality #continuousimprovement #PDCA #plan #management #leadership #hr # #coaching #success #employeeengagement #leadershipdevelopment #businesscoaching #executivecoaching #execution #humanresources #executivecoach #kpis #consulting #hr #training #success #career #learning #motivation #humanresources #organisationdevelopment #OD

Dear Leaders You are invited to the following free online Zoom session: "Rethinking Performance Evaluation: Best Practises for High-Performing Organizations" Dr. Mohamed Rabie Elsheikh is inviting Ms. Shereen Almansoury,ACC CIPD PHR and Ms. Samaa Salama, COM to discuss the following points: 1- Performance evaluation vs Performance enablement  2- The importance of goals setting and how can we get the most of it. 3- The different roles of HR in managing and enabling performance. 4- The importance of Performance conversations. 5- Differentiating Performance (5-points vs 3 points rantings). 6- The guided distribution. Pros and cons  7- And what after evaluation? 8- Receiving and Giving constructive feedback  9- Feedback vs Feed forward  10- Building a continuous improvement culture When: Sunday, November 24, 2024 at 08:00 PM Kuwait, KSA, 07:00 PM Egypt Register in advance for this meeting: https://lnkd.in/dzknyQGi After registering, you will receive a confirmation email containing information about joining the meeting.   #performancemanagement #performance_management #performanceimprovement #performance_improvement #performance_evaluation #performance_appraisal #appraisal #performance #improvement #organizationalexcellence #excellence #qualityimprovement #Quality #continuousimprovement #PDCA #plan #management #leadership #hr # #coaching #success #employeeengagement #leadershipdevelopment #businesscoaching #executivecoaching #execution #humanresources #executivecoach #kpis #consulting #hr #training #success #career #learning #motivation #humanresources #organisationdevelopment #OD  

Leaders, this one's for you! Here’s how investing in a people-centred approach can actually save your organisation time and money. If you want a direct positive impact to your bottom line, learn how in Vanessa Auditore’s new book, 'Mastering the Psychology of Organisational Change'! You owe it to you, your team and your shareholders to read this one! Thanks Vanessa for creating this incredible and actionable resource.

As leaders, we often face objections related to the costs and time required for effective change management. However, neglecting these aspects can lead to greater expenses and wasted resources in the long term. Here’s how investing in a people-centred approach, as outlined in Vanessa Auditore’s Mastering the Psychology of Organisational Change, can actually save your organisation time and money. 1. The Cost of Resistance: Resistance to change can be expensive. It leads to decreased productivity, higher turnover rates, and potential project failures. By addressing the human side of change, you can mitigate these costs: Reduced Turnover: Employees are more likely to stay with an organisation that supports them through change. Increased Productivity: A motivated and well-supported team works more efficiently. Successful Implementation: Projects are more likely to succeed when employees are on board and engaged. 2. Time Well Spent: Effective change management requires time, but consider it an investment: Training and Support: Comprehensive training ensures that employees are competent and confident with new systems, reducing errors and inefficiencies. Open Communication: Regular updates and transparent communication prevent misunderstandings and keep projects on track. Early Engagement: Involving employees early in the process saves time by reducing resistance and ensuring smoother transitions. 3. What Are You Doing Wrong? If your organisation is struggling to meet its goals, it might be due to: Ignoring the Human Element: Focusing solely on systems and processes without considering the emotional and psychological needs of your employees. Poor Change Management: Implementing change without proper planning, communication, and support. Lack of Employee Engagement: Failing to involve employees in decision-making processes, leading to disengagement and lack of ownership. Investing in a Solution: Vanessa Auditore’s Mastering the Psychology of Organisational Change provides a people-centred approach that addresses these issues head-on. Here’s why it’s worth the investment: Practical Strategies: Learn to understand and mitigate fear, build resilience, and communicate effectively. Long-Term Benefits: Creating a supportive, change-ready culture leads to sustained success and adaptability. Expert Insights: Gain knowledge from a seasoned professional with extensive experience in organisational psychology and change management. Investing in your people not only enhances their well-being but also ensures that your change initiatives are successful, ultimately saving your organisation time and money. Discover More and Purchase Your Copy Today #ChangeManagement #Leadership #OrganisationalPsychology #PeopleCentredChange #VanessaAuditore #BusinessSuccess #LeadershipDevelopment #HR #ChangeStrategy #OrganisationalChange

Phase 2 - Managing change As a change management professional, the immense commercial value Prosci's Phase 2: Managing Change can offer is always a great challenge with fulfilling results. This phase goes well beyond communication and training, incorporating a variety of tactics that are crucial for successful change implementation. This is where we focus on taking actions that will achieve the commercial purpose for the change, identified in Phase One, such as % reduction in turnover, % increase of purchases on contract etc. Everything else are tactics to achieve that. Key strategies such as stakeholder engagement, resistance management, and creating a supportive environment are all essential. By actively involving stakeholders, organisations can increase buy-in and commitment, paving the way for smoother transitions. Addressing resistance early on not only mitigates challenges, it can foster a culture of openness and collaboration. Additionally, establishing strong sponsorship and leadership support ensures that change initiatives are prioritised and effectively communicated throughout the organisation. Emphasising these tactics helps to drive employee engagement and ownership of the change, ultimately leading to improved performance and a stronger bottom line.  With 58% of people wanting to hear change from their direct manager, the role sponsors play in achieving the commercial success metrics via people is critical. Harness the power of effective change management in order to unlock commercial potential and create lasting value for your organisations! #ChangeManagementProcess  #CommercialValue #prosci

Change Management: The Critical Skill People Managers Need for Modern Corporate Life Changes are a reality in the fast-paced corporate world: it may involve organizational restructuring, new technologies, or changes in business strategy. For a people manager, leading and guiding the team through these changes is an essential leadership capability. So, how do you manage change effectively, with your people fresh, motivated, and directed? Here are 5 key theories that prove to be useful frameworks for people managers in navigating change: 1. Kotter's 8-Step Change Model John Kotter's model focuses on the urgency of building coalitions and momentum during the transition process. Managers may use this step-by-step model, enabling a very straightforward transition with sustained results. 2. Lewin's Change Management Model The Lewin model simplifies change into three stages: unfreeze, change, and refreeze. People managers can implement this model by preparing their team for change (unfreezing), then adopting a change, and finally locking in a new behaviour pattern (refreezing) to sustain success. 3. ADKAR Model: This is an individual change model, hence being very relevant for people managers. It offers five critical steps: Awareness, Desire, Knowledge, Ability, and Reinforcement. ADKAR is a step that managers may utilize to handle the personal and emotional impact of change on each individual within their teams. 4. McKinsey 7-S Framework: The 7-S framework considers the seven internal factors—Strategy, Structure, Systems, Shared Values, Skills, Style, and Staff—and looks at how these can be better arranged to drive change. Through this integrated approach, the people manager will ensure all aspects of the team and organization are aligned during a transformation. 5. Bridging Transition Model: William Bridges differentiates between "change" and "transition". While change is situational, a transition is psychological. This model prompts people managers to guide their teams through the emotional stages of transition: Ending, Neutral Zone, and New Beginning providing support at every step. As people managers, our roles are not just to implement change but also to move people through it. With these theories applied specifically to your team's needs, you can create a more resilient, adaptable workforce. What has been your experience with managing change? Share your thoughts or tips below! #ChangeManagement #Leadership #PeopleManagers #CorporateLeadership #OrganizationalChange #OrganizationalDevelopment

Change is so large and complex, that it makes sense that a holistic and multi-disciplinary approach is needed. This post highlights to me that change management requires collaboration from change agents, we may not have expertise in all these disciplines so working together will become more and more important, as change becomes more complex

Great points and key aspects to managing change from Euan and colleagues. Maybe one reason for many to think that they are change experts is that it is not that hard to understand - when explained by a pro - why all these are needed for good change management. It is quite common sense. The real pros know how to apply these different disciplines and that a LOT of EFFORT is needed to make a successfull change happen.