In my latest episode of Next Level Change success, I share my thoughts on what it takes to be a great change practitioner. And it isn't probably what you are thinking. 

If you are a change practitioner, have a listen and see whether you agree. if you are hiring change managers, or you are a people leader of Change practitioners, then listen to this podcast to get some ideas on what you may be looking for.

2.09 We cover the three areas to consider.

2.50 Self-awareness and the life long journey in your career.

3:47 How self development added value to my role in identifying behaviours.

4:37 Perfection is an illusion and everyone has different reactions to change.

5:03 The importance of boundary setting and how it empowers people through change.

7:01 Diffusing situations, managing conflict, listening and building trust.The ability to handle stressful situations and self-regulate comes from working on yourself.

8.18 It helps if your purpose lines up with what you do.

9:45...

There are 2 levels of change introduced into organisations - Operational change and Transformational change. There are a number of things that determine which category your change falls into. The size of the impact of your change, and how many ways the people are impacted. 

If you are just starting out in either managing change or projects and don't know where to start when it comes to managing change or supporting your organisation through it then I recommend you check out my Operational Change Management course. Why? Well, I put it together to step any individual through the change management process end to end. It's easy to follow and it also has all the templates you would need to be able to assess impacts, put together a plan and I have even laid out some possible change activities you may want to consider.

Take it from someone who knows after years of experience, a framework and templates are a great starting point, but if you don't know how to use them they...

Organisations are at a crossroads, facing decisions regarding the future ways of working. One option is to try to go back to the way things were, another is to take the opportunity and reimagine the ways of working.

In many ways if considering ways to reimagine the ways of working, there are many opportunities which could result in innovation. From an organisational change perspective, there are new challenges to introducing change in times such as these.

Here are some highlights:

2:05    Shout out to all frontline workers and for carrying our communities during the pandemic

3:30     Therese discusses how different industries face different challenges

4:40     Therese discusses the Microsoft Annual Work Trend Index report for 2022.          

5:10     The Changing priority of health over work

6:05 Management challenges in engagement and organisations...

I am a big fan of continuous improvement, and when you aren't interested in making the same mistakes twice you can become quite frustrated when people are decide to do what's crazy. That's right, they keep doing the same thing and expect a different result. The definition of insanity according to Einstein - and trust me there are a lot of insane people out there!

Through all of the different change I have managed early in my career, you get to know the traps for new players. Those 'gotcha's' that you don't need to learn more than once. No matter how experienced you are every time you introduce change into an organisation, you learn lessons. If you aren't capturing them then you are missing out on a great opportunity to support your organisation to change and adapt faster.

Here are my top 5 lessons (although this may change again) on what NOT to do when managing change:

1) Thinking you should be the voice of the change - not the leaders. Leaders owning and speaking to the...

Change can become a dirty word in your organisation if it isn't handled well.  Just like 'he who shall not be named' people hesitate to talk about the changes taking place from fear of resistance. Even worse is when continual change is forced through without consultation and staff disengage as a result.

Let's face it, most humans (even change managers who are humans too) initially don't like changes taking place that are out of their control. We all react differently to change depending on what it is, and whether it means we lose something or we gain something.

However if change is continually poorly managed or not managed well at all, the process of engaging employees and creating a positive environment that promotes growth and inclusivity won't exist.  Which will create a world of perpetual discomfort which will either have employees underperform or leave.  So when 'change' becomes a dirty word in your organisation, how do you redirect the story and so it has a...