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Free content for food for thought. Read our latest blog articles, we have a lot to say.
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Articles
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December10
2018
When it’s time to change: managers, drivers of flexibility.
In a state of constant flux, organizations cannot but note how their capacity to support their employees and help them evolve is becoming a key factor to success, if not to survival. Although most recent organizational models (shared leadership, freedom-form company) are prompting us to rethink the missions and even the very raison d’être of middle-management, the (proximity) manager is ideally placed to support his team members in the most efficient way. PROSCI’s research shows that for 67% of all collaborators, the voice of the direct manager has the most impact with respect to everything that concerns their everyday life and working environment. In a sense, managers help make any organizational change or evolution successful while also bringing about systemic changes for the people involved. This role, often undermined by organizational optimizations, is therefore somehow restored. Simply put, it implies supporting the continued development of the team(s). It is thus clear ...
Written by
Rémy Texier -
November27
2018
Communicating change: Don’t rush it!
Automation of communication enables communication departments to reach out to multiple communities instantaneously. However, this creates an environment conducive to “pulling the trigger” too fast, too often. While a plethora of tools and platforms have been emerging in the last 10 years, none of them can perform the most important task facing you - that is to say, to take the time to think it through. Just you, your coffee and a set of basic questions in front of you. Creating change is a long-term endeavour that must be backed up by a robust communication strategy. As change happens one person at a time, it is of utmost importance to get everyone on board and aligned with the vision. The ultimate goal is to maximize adoption and utilization. Before you start crafting the “story of change”, make sure it is built on solid ground and, most of all, know ...
Written by
Connie Reber -
November06
2018
Change Management: Process and Relationships
In an age of fast-paced changes, reactivity and flexibility are survival skills. As competition intensifies on international markets, organizations are urged to improve their working processes to keep clients satisfied and stay in the game. Parallel to that, automation and artificial intelligence are quickly transforming the labor market, which makes soft skills (empathy, self-confidence, EQ, creativity, communication, leadership, …) even more essential[1]. It is therefore not surprising to hear a lot of talk about process management and relationships. But because it creates a disconnect between these two otherwise interrelated issues, the discussion is inherently flawed. We argue that most problems arising within an organization usually stem from a mix of process and relationship deficiencies. Process or relationships? Thriving in a hypercompetitive environment depends on both reducing costs and providing excellent service that can make you shine with your customers. Any organization can be understood as a ...
Written by
Philippe Bourgeois -
October29
2018
"How to": Demonstrating CM effectiveness.
Like any CM practitioner (or advocate), you will increasingly be faced with the challenge of providing hard numbers (or facts) to prove CM effectiveness. Fear not, as advances in the field have made the task much easier to handle. Remember that your scoreboard should include performance variables at the organizational, individual and CM levels. Here is everything you need to implement a robust measurement strategy[1]. Five main criteria categories. Before we dive into the nuts and bolts of performance measurement at each level, keep in mind that there are roughly five types of criteria commonly used to assess change effectiveness[2]. Adoption metrics focus on how employees adhere to the change, that is to say, the percentage of user adoption and proficiency in new processes. Qualitative/feedback metrics relate to the perceived effectiveness of change among employees and end users alike, as collected through multiple channels or formats: surveys, informal feedback, clients’ satisfaction reports. Employee ...
Written by
Vincent Piedboeuf -
October09
2018
Change Management: Latest Trends in Change Management (II)
The first part of this series looked into what has happened on the CM front over the last two years. But no trends report is ever fully complete without a prospective view. This new instalment further explores the findings of the latest PROSCI survey on state-of-the-art practices[1]. From what respondents expect to happen in the next five years to whether and how to join the bandwagon, we trace the moving contours of the discipline in simple and practical terms[2]. So, plan for the future accordingly! *PROSCI’s survey focused on what developments practitioners anticipate or expect to intensify in the next five years. Each trend is summarised with cross references to articles previously published by NEXUM for further reading guidance. 1. Continued alignment with other “improvement” methodologies. These last years have witnessed a more wide-ranging application of CM, with a particular emphasis on AGILE projects. Alignment with other methodologies such ...
Written by
Vincent Piedboeuf -
September17
2018
Latest Trends in Change Management
Curious to know more about the latest trends in Change Management? Drawing upon the experience of more than 1000 CM practitioners, PROSCI’s latest[1] report offers the most accurate picture of what has happened in the field over the last two years … and what its avant-garde looks like. We have extracted lessons learnt and emerging trends[2]. Taking a retrospective look before diving into how professionals foresee the future, this series of two articles is packed with actionable insights. Nothing can come in handier to build and maintain a competitive edge. So, get prepared for a successful ride! *PROSCI’s survey focused on most noticeable trends reported by respondents as they reflect on the past two years. Each trend is summarised with cross references to articles previously published by NEXUM for further reading guidance. 1. Better understanding of the value of CM and growing credibility. It is an undeniable fact that ...
Written by
Vincent Piedboeuf -
September03
2018
The 7 keys to making your change a success
Success is no accident. Even less so when it comes to dealing with change in uncertain times. With a healthy dose of Change Management, you can make the most of your transformational efforts and stay ahead of the game. And best of all, it can boost your chances of meeting your objectives on time and on budget by up to 6 times. No matter how big and daunting the task, we have your back covered. The 2018 benchmark report from our partner PROSCI incorporates the latest advances in CM research[1]. Here are, in a nutshell, the 7 keys – or top contributors - to making your change effective and long-lasting. Top contributor #1: active and visible sponsorship. Senior leaders must take the driver’s seat and lead by example. The biggest issue with this number one rule is that designated sponsors too often fail to understand what specific actions their role entails. The ABC ...
Written by
Vincent Piedboeuf -
June28
2018
Change Management across Regions and Cultures
Change Management (CM) is all about the people. And people are bearers of values and beliefs. It is thus easy to understand why cultural awareness and having globally literate leaders matter so much[1]. But how does this affect Change Management in practical terms? How do idiosyncrasies play out in the field? Take Europe for instance. Discussing emotions in the workplace proves to be somewhat difficult. As a result, individual transitions - though a critical aspect of change - are often overlooked. Having a good grasp of cultures and what they entail in terms of norms (and taboos) therefore helps adjust the actions, training and communication efforts. From local challenges to factors aiding adoption, we take you on a quick journey through the CM world landscape. Without further ado, here is an overview of the main results of a global survey conducted by PROSCI[2]. CM on a global ...
Written by
Vincent Piedboeuf -
June15
2018
Part 2 - Preventing and Managing Individual Resistances
Resistance arises as a natural and arguably healthy consequence of imbalances provoked by change. It is fair to say that resisting is part of the game. It does become a real issue, though, from the moment the phenomenon solidifies and people stand on their refusal to change. The first part of this series focused on managing resistances at the collective level as a way of mitigating their effects at the individual level. The following offers tools to diagnose individual resistance patterns and to deal with resistance behaviours in the most effective way. Be warned that the best tricks are also the most counterintuitive! Four resistance reactions. “Am I really able to change?”, “Do I want to change?”, “What’s in it for me” … are just a few questions that arise whenever change is under way. The following typology classifies resistances along the two main dimensions that ...
Written by
Valérie Spaey