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....

It's quite the catch phrase and now more than ever talked about - psychological safety. But what is psychological safety all about and why is it needed to be able to facilitate change? Psychological safety, as defined by Harvard Business School professor Amy Edmondson, refers to "a shared belief held by members of a team that the team is safe for interpersonal risk-taking." Let's explore it further and the link between psychological safety and the ability to embrace change in an organisation, drawing insights from Amy Edmondson and other experts in the field.

Understanding Psychological Safety

Psychological safety forms the foundation for effective teamwork, collaboration, and innovation. It creates an environment where individuals feel comfortable taking risks, sharing ideas, and expressing their concerns without fear of negative consequences. Amy Edmondson's extensive research has highlighted the importance of psychological safety in fostering a culture of learning and...

We are nearing the festive break, and even I have some favourite posts from this year (and it isn't even over yet).

Here are some of the posts I think were the best this year:

The environment in organisations that contributes to effective change. We covered the change ecosystem in organisations.

A roadmap to building Change maturity in an organisation

Some of the critical things you need to set up your change leaders for success

This year we also kicked off our podcast - Next Level Change success.

You can check it out on Spotify and Apple Podcasts!

Happy reading and listening....

Many times I have been asked - 'So Therese, how do I get into Change Management?' 'What course should I do?', 'What experience do I need?.' Well in such a competitive and also in demand market like we have now, employers are looking not just externally for Change Managers but more and more are looking at a number of strategies to build change capability in their organisation. That being said, there is no better time to get into Change and here are a number of things for you to consider and paths you can take to managing change in organisations. 

Pathway 1: Complimentary experience and basic skills. There are many 'feeder' jobs that are on the pathway to Change Management. Human Resources, Learning/Training, Project Management, Senior Business Analysis. Yes, all of these are typical pathway disciplines, with many Change Managers having these backgrounds on their resumes. For me, I started in Marketing and Communications. I have experience in Customer experience as...

Welcome to 2022, a year which will there will be continued uncertainty in our lives, however organisations now need to start providing workers with stability in somewhat unstable times. Heading into the Christmas break in 2021 there was a sense of hope however Omnicron and case numbers have placed everyone back into uncertainty and for many, self isolation.

The 'great resignation' is being toted as a challenge, where workers may choose to jump ship if flexibility isn't highly valued and they are seeking new challenges. 

So what should you focus on in 2022? 

Following are a number of areas for leaders and organisations to focus on in 2022:

1) Be clear about the new way of working: for many workplaces, especially in corporate workplaces it seems that 'blended' working arrangements will be the new norm, with a mix of work from home days as well as being in the office. For workplaces where that isn't being actively committed to by now, the uncertainty may lead to...