Access the latest tools and techniques in change management

Forget Change Resilience, adaptability is the change approach to take

change adaptability change intelligence change resilience May 16, 2025

Let’s be honest, how many times have you heard the phrase "we're doing too much" when it comes to change. Or perhaps in response you have heard “we need to build more change resilience” ? Maybe that is what you have heard when you have team members have had to a poorly implemented change. Or perhaps your employee engagement survey results are indicating that 'change is managed poorly'. A culmination of all of those conversations can move discussions to be focused on the negative. But if you are truly wanting to have your team members not necessarily embrace change but reconcile that it is just how the organisations works and responds to changing customer needs and focusing on performance, then the mindset and language will need to shift.

Now, here’s the hard truth: change resilience is outdated. It belongs to a reactive, survival-driven way of thinking that doesn’t reflect the future of work or the demands of modern teams.

Welcome to the age of change adaptability.

🔁 Resilience vs....

How to manage stakeholders effectively

positive stakeholder management stakeholder management stakeholder management matrix Apr 29, 2025

Over the years when implementing change across a range of industries, and different types of change, a realisation hit me while there were cultural differences within organisations, that was also true of stakeholders. A framework is a framework however how you apply it with a flexible mindset and how adaptable you are to your approach will determine your success. And that included adapting to stakeholders, their needs and their 'ways of working'.

So, how do you master the art of stakeholder management without losing your mind, your momentum, or your mission? Here are some practical ideas to help you approach your stakeholder management in a more effective way.

Stakeholders may not be the issue but your approach might be

The first thing I consider when I am starting to become frustrated with a stakeholder is what can I do differently which may create a different response? Stakeholders come with agendas, priorities, and personalities, just like you. And sometimes stakeholders may ...

Next Level Change Success - Season 4, Episode 13 - The biggest opportunity in change - growth

change leadership capabilities change management and personal growth next level change success Apr 04, 2025

In this

In this powerful episode of Next Level Change Success, Therese Pares invites you to shift your perspective on change—from something you manage to something that can fuel your personal and professional growth.

Download the reflection sheet here.

Drawing on decades of experience in change leadership, Therese explores how everyday workplace challenges can be mirrors for self-awareness and transformation. Learn how to unpack emotional triggers, explore belief systems, and take back your power through intentional reflection. Whether you're leading change or simply navigating it, this episode is packed with insights, journaling prompts, and tools to help you show up more authentically and purposefully in your role.

If you're not just passionate about projects and change but also passionate about personal growth, influence, and aligning your values with your leadership style, this episode is for you. Because real change starts from within—and the most meaningful growth happen...

Project management and change management where is the line to be drawn?

project management and change management project roles and responsibilities Mar 29, 2025

When it comes to project management and change management, there are definite lines between each function, and of course (as always) some grey areas where there is an inevitable cross over which can cause tension. Now each function can be performed as best as possible by a Project or Change Manager when it is a small operational change. As the impact grows, the effort grows which will mean a dedicated resource focused on the Project and a dedicated resource for the Change. At all times when this is the case, the most important thing is to always reinforce the common focus which is to deliver a successful program.

What is Project Management?

Project management is the structured approach to delivering initiatives within a defined scope, timeframe, and budget. A project manager (PM) is responsible for:

Delivering a project on time and within budget.
Managing risks, resources, and governance.
Defining and maintaining project scope.
Coordinating

Change communications, why it is different

change and communications change engagement change leadership communicating change Mar 21, 2025

Too often, leaders and project managers consider change = communication. Maybe sending some emails, a newsletter article and a briefing pack. But real transformation and even successfully delivering smaller change requires more than just an announcement. It demands strategic, people-centred communication, which includes creating experiences through communication interventions.

What is the difference between standard communication and change communications?

Many believe that simply sharing an update is enough to drive adoption. But here’s the reality: communication is an exchange of information. That means it is more than one way. It is a collaboration, and it should always be a loop created through actionable inspiration.

The reality is that most organisations rely heavily on one-way communication (think CEO newsletters, email blasts, or generic company-wide messages). While these methods serve a purpose, they do little to drive the actual change. The real power of communication in ...

How to influence and create change without authority

#changeframework #hacksforchange changemanagement influenceforchange Feb 06, 2025

If you work in a Corporate services area, whether that be in People and Culture, a Program Management Office or Risk and Compliance and you want to shift the mindset and ways of working across the organisation, then the easily 'card' to play is that it is impossible because you have no authority in that area and nothing could be further from the truth.

You can indeed influence behaviours and even change behaviours of those you work with or support using these five strategies:

1) Create a win/win situation with your key stakeholders. Understanding how to solve your stakeholders issues with your change, and creating a sense of togetherness will also create a sense of shared ownership of the change. Sometimes explicitly linking or highlighting the connection between your change and how it may help them is a way in which your change will generate support. How is your success linked to their success?

2) Understand and leverage both the formal and informal networks. If the grapevine is ...

Change in 2025 - when will it end?

change capability change intelligence change leadership change management in 2025 changemanagement Jan 17, 2025

Each year, we hope for stability, a sense of "business as usual," and maybe even a little boredom. But let's be honest—change is the only constant in any organization, team, or individual's life.

So, what major shifts should you prepare for in 2025? Let’s dive into the macro—and even micro—changes that will impact businesses and teams in the coming year.

1) Economic pressures: Political landscapes are ever changing, and economic changes, inflation and cost of living pressures are all having impacts on organisation, and individuals. This has meant reviewing strategies, needing to change direction where profits and margins are compromised. When a consumer has less to spend, they become more discerning. In times where there aren't necessarily economic constraints, decision making becomes a little lazy in organisations and this can lead to cost blow outs which may go unnoticed.

At times where the profits are more constrained, operating costs are scrutinised. It's all part of the economi...

Change can create ripples or waves

change impacts leading transformation Nov 08, 2024

There is no doubt that change can cause ripples or a sense of choppy waters and waves when announced. And this week we are seeing this in real time with the events of this week and results of the election causing waves globally. So what do you do when the emotions run high and the emotional response to a change is overwhelming for those who are impacted?

1) Allow the dust to settle: When there is a surge of emotion it is best not to engage in the noise. Observe it, sure, acknowledging that there may be unhappiness and celebration potentially as part of the change is the best approach. What NOT to do is ignore the emotions and pretend that everyone is on board. This is inauthentic and starts degrading any trust that may have been built leading up to the change. It is ok to acknowledge that not everyone may be happy, and to provide options for individuals to provide feedback.

2) Have a leadership presence, adequate support and check in's available: The most effective change actions to...

The subtle and unexpected impacts of change in an organisation

#changebasics #changecapability #changemanagement best change management model digital transformation Oct 23, 2024

When introducing change in your organisation, sometimes the impact of that change may not be so obvious. Without doubt it holds true that the more changes you work on and introduce the more you understanding the ripple effects of the change you are introducing. This why impacts are more broader than the behavioural change that is required. The broader the net the easier it is to enact the required change activities to support those who need it and to address the changes required.

Connected thinking is necessary to develop and will develop over time if you learn from implementing change. A combination of various contracts in my career in various industries, introducing various changes built my ability to think differently about change impacts. There was a sense of similarity but also a respect for the connectedness in organisations which mean that the connection points were to be identified and included in change plans.

This is in sync with the concept of the butterfly effect. This...

5 Key Transformation program elements to create an AGILE organisation

#changemanagement change agility digital transformation organisational agility Sep 27, 2024

Organisational agility is not just about changing, it is about changing FAST! But how do you develop organisational agility at speed?

To transform the ways of working and achieve true agility you need a Transformation program which is focused on delivering the change. Key elements of this program would include the following:

1) Land on an agreed definition. This is important more than ever, as everyone has different ideas about what AGILITY means or looks like. Agreeing on a shared vision will assist bring it to life. Define AGILITY in real terms. Even more importantly it is always good to have measurable outcomes lined up with AGILITY. Does this mean delivering on continuous improvement projects faster? Does it mean improving customer satisfaction rates in two areas that relate specifically to agility? And then what are the success measures across the organisation. You can define them and create an 'agility' rating or dashboard showing progress across the organisation. Remember what...

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When the Change overview is ready we will send it out. If you want to know the basics of change, then look no further.