Nexum − People solutions for business challenges

Blog

• May

  13
  2019
  

  IN RETROSPECT: The implementation of MiFIDII and how we helped our clients deal with the people-side of Change.

  Background. The effort at regulating capital markets in Europe has brought with it substantial reforms. Implemented in 2017, the “MiFID” (Markets in Financial Instruments Directives) legal arsenal was quickly reinforced with new provisions. In a nutshell, MiFID II seeks to strengthen both external and internal controls / reporting, enhance investor protection as well as market transparency, and reform market structures.  As the investment industry is undergoing a major facelift, MiFID presents banking actors with challenges that call for a solid Management of Change. What is at stake is long-term sustainability and readiness for change. A partner of choice throughout the transition, NEXUM has put its expertise to work in a number of ways sampled in this post. The challenge. The implementation of MiFIDII has led private banks to implement operational changes and make strategic choices related to their business model/operating model. These structural and organizational ...

  Written by
  Veronique DI MARIA

• April

  29
  2019
  

  Helping Senior Leaders spearhead the change with ADKAR

  Change must be endorsed, sponsored and communicated properly. Failure to do so will only fuel resistance and lead to more organisational inertia. Conversely, genuine commitment from senior leaders usually produces a ripple effect which drives the adoption rate of change(s) among employees. We may behave as if these things were self-evident but the fact is that leaders have more often than not a poor understanding of their role. When the injunction to be active and visible throughout the project does not translate into actionable steps, it falls on deaf ears. That is when ADKAR® comes into play and why we dedicate a special post on the best and most effective ways to engage leaders. A quick read with practical insights backed by PROSCI’s research and participants’ hands-on experience[1]. Benefits of equipping senior leaders with ADKAR. Sponsorship is the prime source of success. But what it entails often remains ...

  Written by
  Vincent PIEDBOEUF

• April

  02
  2019
  

  Are you familiar with these 5 role-based skills in CM?

  We have already written extensively about the holistic nature of CM. Change never sits on the shoulders of one single person. There are all sorts of roles meant to ensure a smooth transition to the future envisioned state, ranging from those more specifically dedicated to building CM capacities across the organisation (i.e. leadership sponsors, steering committee) to those involving practical CM implementation (leaders, CM practitioners, project teams, managers, collaborators). If you are not familiar with the skills attached to major roles in CM, here is a short outline. CM maturity comes at a cost and it certainly is closely related to the development of individual aptitudes. # Leadership. Sponsorship is everything. In fact, it is the number one success factor of any change initiative and by a long stretch at that, since it is 3 to 4 times more important than any other factor. Being Active and visible ...

  Written by
  Vincent Piedboeuf