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Articles
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November
04
2020
Written by
Morten Kamp Andersen -
October22
2020
Covid-19 has changed "effective sponsorship". Here is how.
Do you know what #1 success factor is for any change initiative? I bet you guessed it. It is having a fully committed and visible sponsor. This has been true for as long as it has been researched. Sponsors can make or break a change. And Covid-19 will significantly amplify their impact, for better or for worse. Successful change demands effective sponsorship. Crisis-led change demands even more and better sponsorship. We know that sponsors must be Active, Build coalitions and Communicate directly with employees. That has not changed. But Covid-19 presents leaders with new challenges. Let’s look at what they are … without overlooking the fact that disruption also brings opportunity. New skills, same roles … and more important Some behaviours have become more critical than others in a world grappling with uncertainty and operating on new hybrid ground. Effective sponsors must mirror the traits of “adaptive ...
Written by
Morten Kamp Andersen -
October
21
2020
Written by
Morten Kamp Andersen -
October
07
2020
From drug addict to behavioural neuroscientist - a story about change w/Judy Grisel
Nexum Podcast Episode 6
Written by
Morten Kamp Andersen -
September29
2020
Use ADKAR to help people return to the workplace
Adapt. Reconfigure. Emerge stronger. Clearly, the post-Covid-19 area is riddled with organisational challenges. There is no blueprint for dealing with a pandemic in the workplace. But there are good and bad change management strategies. Change happens one person at a time. And change itself is a process, or better said, a journey. Breaking down change into smaller steps is the single best way to keep things on track and eliminate obstacles. Create Awareness and Desire for the change; deliver Knowledge; foster people’s Ability to implement skills and required behaviours; Reinforce the outcome: This is AKDAR´s method in a nutshell. Now, how do you apply ADKAR to today´s challenges, more specifically, to help people go back to the workplace? Just so we are on the same page, the first part takes you through the basics of the model. We then turn to explore the challenges specific to each phase ...
Written by
Morten Kamp Andersen -
September
23
2020
Written by
Morten Kamp Andersen -
September16
2020
CM is facing two new challenges due to Covid-19
Change Management practitioners have a lot on their plate. Why? Because we now face two new challenges due to Covid-19; ensuring a safe move to the “new normal” and changing how we do Change Management. Returning to the workplace (RTW) might feel like stepping into a new world. Changes will impact every aspect of our work, from how we collaborate to where we work, and how we are managed. CM is the key to making that happen. At the same time, we as CM practitioners, must realise that Covid-19 is a before-and-after moment in the history of the discipline itself. In plain terms, we cannot afford to do CM the way we did it a year ago. Let’s see what those two challenges look like[1]. 1.“Moving back”: Look beyond the urgency to provide meaningful answers Returning to the workplace involves many changes. One of the most pressing ...
Written by
Morten Kamp Andersen -
September
09
2020
Written by
Morten Kamp Andersen -
September02
2020
4 simple steps to craft a compelling “why” for your change.
You carefully explained what was going to change, and how. You repeated and reframed the message, many times. But to no avail. Resistance to change is a hard thing to beat, and the biggest cause of project failure. You need to shift the conversation. Here is the trick: don´t tell them what you are doing, tell them why you are doing it. A compelling why is all it takes to galvanise people into action and make change happen. The following model designed by our partner PROSCI guides you through the process of crafting the story of change. A simple, straightforward, yet highly effective method to get it right the first time around. The story of change, in a nutshell. The model is divided into four sections, each one targeting a specific set of arguments. You should start with the logical aspect of the “why”. But no not dwell ...
Written by
Morten Kamp Andersen