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...

Being an agile organisation nowadays can mean one of two things. The Project methodology you are using is 'Agile', OR your organisation is able to respond to change FAST. In this article we are focusing on the latter - the connection between enterprise change maturity and the ability to respond to change.

The Oxford definition is the 'ability to move quickly and easily'. This term has become very popular in organisations due the constant time pressure that they were under to deliver. Building change agility is an outcome of building change capability. Here are some key correlations between Change agility and enterprise change maturity and examples of where these have come to life:

1) Having cross disciplined teams delivering change on a regular basis makes the difference when urgency is needed. There was no better example of this than how well any organisation responded to the COVID-19 pandemic.  During COVID I watched team members who had worked together on a flexible working...

In this episode I explore the concept of Change overload in organisations.

In this Episode, Therese covers the ultimate organisational change question – how do you know when you are hitting change overload in your organisation? When is there just too much change taking place where it is impacting your people?

Therese discusses the signs in your organisation where you may be hitting your change capacity and what levers decision makers have in their grasp to better manage the capacity at an Enterprise Change level.

2:40 – Setting the scene for this year and how many are grappling with the ‘new normal’ and the impact of our seasons.

3:45 – We discuss the reality of Cognitive overload and what change practitioners need to consider with this

4:20 – The need to simplify and make Change in organisations easy to engage with.

6:00 – We cover some of the indicators of change overload in organisations.

6:58 – Do your people indicators need to be...