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Change management is not something that is prioritized by many companies when they are searching for the right talent partner to outsource their TA needs to, but it's something that should be a top priority. Uncover the benefits of having a change management team to guide your organization through new ventures >>> #ChangeManagement #WorkforceSolutions https://hubs.ly/Q02sJ0rM0

Change management is something that is often overlooked by many companies when they are searching for the right talent partner to outsource their TA needs to, but it's something that should be a priority. Uncover the benefits of having a talent partner with a change management team here >>> #ChangeManagement #WorkforceSolutions https://hubs.ly/Q02DTxy80

To ensure successful change management, follow these best practices: Develop a clear and compelling vision, communicate effectively, create a measurable plan, address potential resistance, provide training and support and monitor progress

Absolutely agree! Too frequently undervalued, Change Management is crucial in any organisation, leading to much smoother tech adoptions and better ROI. Tailoring strategies to fit the culture makes all the difference in engaging employees effectively. And ignoring it inevitably leads to project failures, avoidable cost and disruption... #changemanagement #roi #technologyadoption #IT

Navigating Change? Simplify the Journey! With the help of change management experts, your organization will embrace transition with ease. Discover how our expertise in change management can make implementing a talent solution a seamless experience for your organization. From personalized action plans to continuous support, we're here to guide you every step of the way. Learn more about change management here >>> #ChangeManagement #WorkforceSolutions https://hubs.ly/Q02LBPQz0

Key stakeholder engagement is critical to the success of organizational change management efforts. Ensuring stakeholder involvement and support of a change significantly impacts the likelihood of a smooth and successful transformation. When it comes to ensuring key stakeholders are not only informed, but actively supporting the organizational change management efforts, Jamie McClary, MBA MNM (Prosci) is an expert. In just over a year, Jamie and the Digineer team were able to garner the trust of a leading healthcare organization's C-suite technology leadership and develop a service delivery transformation plan for the entire IT department. They worked closely and developed relationships with several workstream leads and members of leadership to enable alignment and gain their continued commitment. With these individuals as champions, the team was able to impact the digital culture, mature the service delivery approach, elevate resource management, bolster the introduction of agile ways of working and so much more. By actively listening to the needs of the IT department, Jamie and the Digineer team enhanced the user experience of the weekly e-newsletter, relaunched a monthly open forum for employees to ask live questions of leadership in an open forum, and developed opportunities for asynchronous learning through educational videos. Jamie's proactive key stakeholder engagement was pivotal in the organizational change management efforts of the team for aligning goals, leveraging influence and advocacy, securing essential resources, and mitigating resistance. Key stakeholder support and involvement were clearly instrumental in accelerating the transformation journey within the organization, but also the catalyst that propelled a collective effort to enhance collaboration and foster an environment conducive to positive, sustainable change. Explore more about how Digineer approaches OCM here: https://hubs.la/Q02msz800 #OrganizationalChangeManagement #OCM #Stakeholders #TurnResultsOn #WhyIDigineer

To ensure successful change management, follow these best practices: Develop a clear and compelling vision, communicate effectively, create a measurable plan, address potential resistance, provide training and support and monitor progress

The choice between a Change Management Office (CMO) and a Change Management Center of Excellence (CoE) – or possibly a single structure that plays both of their roles – depends on the organization's unique needs, resources, and leadership support. Building on the previous post, which offered one way to look at CMOs and CoEs (including definitions and scope), this post focuses on when to choose one over the other. Creating a CMO makes sense when: - Managing numerous change initiatives of varied complexity across different levels and locations. - Consistent, standardized change management practices are crucial for quality and effectiveness. - The cumulative risks and impact of multiple changes may lead to change failure. - Past failures due to resource inadequacies or various initiatives colliding need to be prevented from repeating. Opting for a CoE makes sense when: - Anticipating the need for change management in the not-very-distant future, without immediate pressure to start right away. - Aiming to build a knowledge base that enables structured, consistent change management. - A number of qualified practitioners may already be available, but insufficient, which creates the need to grow an internal pool of additional talent. A few other considerations to keep in mind include: - Some organizations might benefit from having both a CMO and a CoE, assigning them distinct roles, but ensuring they collaborate effectively across functions. Alternatively, one structure can play all these roles, if adequate resources are available (i.e., a sufficient number of qualified change managers and budget for CM activities). - Leadership support is essential for both structures and should include funding, advocacy, and networking. - Having a CMO and/or a CoE in place implies that the organization has more than just a handful of skilled change managers serving the entire organization. If that is not the case, a CMO and a CoE won’t necessarily bring more effectiveness to the change management practice, simply because there aren’t enough people to do the work. - Clear articulation of the CMO/CoE mandate, scope, and responsibilities is essential, as is the unequivocal definition of each CMO/CoE member’s role. In sum, the decision to set up a CMO, a CoE, both, or a single structure that covers their respective roles requires first assessing the needs, the resources, and the context of the organization. Regardless of the chosen structure, it's essential to have clear mandates and roles, adequate staffing, and as always, leadership support. #changemanagementoffice #centerofexcellence #changemanagement #organizationalchange #leadership #organizationalchangemanagement

To ensure successful change management, follow these best practices: Develop a clear and compelling vision, communicate effectively, create a measurable plan, address potential resistance, provide training and support and monitor progress

To ensure successful change management, follow these best practices: Develop a clear and compelling vision, communicate effectively, create a measurable plan, address potential resistance, provide training and support and monitor progress