Blog

Articles

• April

  26
  2018
  

  CQ is essential for motivation and reinforcement of change

  Utilising cultural intelligence (CQ) to choose the right incentives to motivate and reinforce change will increase the chance of successfully changing an organisation. It is not rocket science to adapt drivers and incentives to the cultural setting. It’s just that doing it without the thought of the cultural setting can lead to counterproductive results. It is one month after ’golive’ of a new system in your company. The change managers have left and you’ve celebrated the successful implementation. Though everyone has received the proper training and heard the key messages the recommended 5-7 times, system reports reveal an unacceptable number of workarounds. New projects are already in the preliminary phases and the focus is shifting. Still, you acknowledge that reinforcement efforts must be taken up a notch to realise all the benefits of the project. But how is reinforcement most effective? Changing human behaviour requires a process: ...

  Written by
  Anna Balk-Møller

• April

  26
  2018
  

  4 most interesting findings about change management maturity in Danish companies

  Nexum has conducted a unique survey to measure and analyse change management maturity in Danish companies, to be able to better understand how companies use change management to ensure project success. Additionally, we wanted to identify patterns with those doing it the best which would enable us to pass on advice and best practice on how to best reach change management maturity. The rate of change is expected to continue to rise. Thus, change management is as relevant as ever. Five and three year strategies are being replaced by one and two year must-win battles as the external environment is simply too unpredictable for the longer perspective. Companies will therefore launch even more projects with even tighter deadlines and which are even more business critical. Change management is the process, tools and techniques to manage the people side of change to help projects succeed and achieve required objectives. ...

  Written by
  Peter Harbo Clausen

• April

  23
  2018
  

  Getting started with Change Management: Prosci’s Five Tenets

  Status quo is a dangerous place to be. In our fast moving world, organisations are pushed in the back to adapt and transform. But dealing with change takes intention and structured actions. Rushing headlong from one activity to another can only make things worse. That is where Change Management comes into play. As a context-specific approach, it requires a sound understanding of the reasons driving change and of its impact on the people. Only then can Change Management plans be properly rolled out. Here are Prosci’s Five Tenets of Change Management to help you get off to a great start. 1 - We change for a reason. There are three states in the change process: for simplicity the « current state », the « transition » and the « future state ». Whatever the words, change is always driven by a reasonable expectation that the future will be better than the present. Triggers ...

  Written by
  Vincent Piedboeuf

• February

  27
  2018
  

  "How to": Integrating Change Management and Project Management

  When it comes to implementing a project or a set of projects,  Change Management (CM) can make a big and lasting difference. Unless you have extra cash burning a hole in your pocket, you have to make sure everyone is on board. The simple truth is that the highest-quality technical solution may be a crash if not fully embraced and adopted by the people. Integrating CM and Project Management (PM) is all about bridging the gap between instalment and proficient, broad-based usage. PROSCI calls « unified value proposition » this combined effort to achieve sustainable change and improve the overall performance of the organisation. On a more general note, binding CM and PM may further advance the agenda of a discipline too often seen as peripheral or fuzzy. Project leaders have a knack for structures and processes, but so do CM practitioners. For CM teams, a unified value proposition means entering the ...

  Written by
  Vincent Piedboeuf

• February

  08
  2018
  

  Change Management in an Agile framework

  New project using AGILE? You now operate in an environment promoting iterative methods and quick wins. To keep up with the new pace and deliver on its promise, CM has to mirror the rationale of AGILE. They certainly have many commonalities, such as a strong emphasis on individuals and interactions, responsiveness to new contingencies and overall organizational fluidity. Regardless of the crossovers at a meta-level, CM is impacted in multiple ways when it comes to adjusting its practice in a project using AGILE. Differences, key factors to success, common pitfalls along the journey … using major insights derived from a recent benchmarking study led by our partner PROSCI[1], we help you to get the basics right. What it changes for Change Management. Think of it this way: under the AGILE umbrella, projects are sliced into iterative pieces. This is akin to a “just-in-time” delivery method involving quick moves. The ...

  Written by
  Valérie Hospied

• January

  22
  2018
  

  Carving a path to "Agile" through CM

  Endless meetings, too many shifts of responsibility and overall slow decision-making are lethal for any organization operating in a fast-paced environment. Most frequently cited reasons for revamping working routines include a better alignment with client’s needs, optimized efficiency and increased speed of delivery and flexibility (Creasy T. & Prosci 2017). That is where AGILE values and principles come into play. Of course, transitioning to AGILE is easier said than done. When it comes to introducing AGILE as a standard approach, a clear structure and strong purpose are essential. Even though there is no ready-made receipt that can be applied in all circumstances, there are a number of success factors that can get you on the right track, faster[1]. The journey towards success starts with managing the people side of the “Agile Transformation”.   Keys to success. AGILE is a culture in itself (a manifesto that outlines 12 ...

  Written by
  Valérie Hospied

• December

  06
  2017
  

  Team leaders: Dare change your style to stay in business

  Being a team leader in a context of uncertainty is an issue of our times. More and more changes are taking place at a dizzying pace. They range from global market volatility to high employee turnover rates to digital challenges … the list goes on. How do you prepare for these roller-coaster rides while striking a balance between the well-being of people and performances? Team-based employee empowerment is a key part of the answer. Scandinavian countries are often referred to as exemplary models of managerial cultures that grant organizational latitude to teams. Belgium and France are not quite there yet, albeit for different reasons. Empowering autonomous teams in the face of both internal and external clients takes a gradual shift at the management level from a broad focus on operational functioning to managing social dynamics. Transforming managerial cultures may seem a daunting task, but a rigorous and systematic approach ...

  Written by
  Vincent Halluent

• November

  14
  2017
  

  Outperform competition with Enterprise Change Management (ECM)

  Gone are the days when Change Management was conceived of as an emergency kit « addressing the soft and fluffy side of change » [1]. Even though CM has established itself as a discipline with dedicated practitioners, too many organizations are still lagging behind. Integrating Change Management with Project Management is not enough. To deliver the best results, CM has to be streamlined across the organization. Think of it as a strategic lens through which changes of all sorts can be anticipated, handled and sustained across time and space. Here is why and how you turn Change Management into an overarching organizational framework. Set yourself for success by injecting CM across the organization and outperform your competitors in a fast-changing world! Because change is the new norm.  As changes multiply, overlap and grow bigger, instability becomes the norm. Change saturation has turned into an issue of our time and translates into ...

  Written by
  Pieter Demeester and Caroline Morckjensen

• July

  25
  2017
  

  Delivering Change in Practice

  Your team has just designed a robust strategy fitting in with the shape and size of the transformation initially envisioned. It is now time to dive into the nuts and bolts of Change Management (CM) and to enter the second phase of the PROSCI process, managing the change. Here are five plans you need to customize in order to reach the finish line on time and on budget... and exceed expectations! 5 activities, 5 ways to boost the transition. Just as if Change Management were some sort of tightly woven net, each activity plan is designed to bolster the others. In fact, more than activities, communication, sponsorship, coaching, training plans and resistance management are the CM organizational levers. At the end of the day, CM is not about delivering certificates of completion but to effectively drive the speed of adoption of the solution and make sure it ...

  Written by
  Vincent Halluent