Our latest thoughts…

Many people regularly start a new year resolving to achieve a new goal, maybe to write a book or eat more healthily and exercise more. Maybe it starts well but after a while it becomes harder and harder to sustain momentum. Roughly 85% of New Years resolutions don’t last according to research, so how do you turn your good intentions into sustained life changes?

How are your goals for this year shaping up? It’s well documented that organisational change is challenging, with only 30% achieving their stated goals. What’s less well known is that the reason for this is not because people generally resist change…

It is possible to make changes quickly without causing workplace stress and attrition but it takes a very different approach…

With the end of the year in sight, many organisations are resolving to make big changes in the coming year, especially given the uncertainty around topics such as the energy crisis and uncertainty in the global markets. At the same time staff retention is becoming a hot topic for many. So how change is delivered is becoming ever more critical.

After the global events of recent years, it’s no wonder many of us are likely to think of change as a fast-paced sprint that can be unpredictable, unplanned and overwhelming. However a focus on certain core principles can be the key to ensuring that the change is an overwhelming success rather than just overwhelming!

Twenty-five years ago, as part of her Golden Jubilee celebrations, Queen Elizabeth addressed Parliament and said “Change is a constant, managing it has become an expanding discipline. The way we embrace it defines our future.”…

In the digital age, change is a journey, not a destination. Nobody wants their organisation to be the next Blockbuster, Kodak or Nokia so how do some businesses stay ahead of the curve while others lag behind?

When done in the right way, change can deliver rapid value for the organisation whilst also contributing positively to the wellbeing of the people involved. Organisational change readiness helps us to understand how those involved in or affected by a change are feeling about it. From those insights we can then take steps to make the change easier for everyone.

Effective communication is essential when implementing organisational change, so how can we make sure our communication strategy is a success?

Employees make decisions, take actions and behave in ways that impact our businesses, other employees, customers and other stakeholders. Their level of engagement is therefore critical to business performance and agility in the face of change.