So you have decided a restructure and leadership has determined that a change in operating model is necessary. Not only that, but all changes are needing to be delivered in a short time frame. In Australia there are clear guidelines as to workers rights, and if you are a human resources practitioner, you are well versed in these. But it takes time to mobilise and often people leaders aren't aware of the processes or protocols required, and then nervousness and fear sets in as leaders who need to implement these begin to realise the gravity of such changes on an individual level. It becomes poorly handled, through lack of communication, no sign of leadership conviction in the changes and outright confusion reigns as new roles are created without any accompanying clarity. Somehow the new structures are formed through sheer force, but what is the result and the ultimate people impacts?

Well here are some of them, and some of the most important reasons to have a change plan associated wit...

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....