Business Transformation Archive

Optimal placement for the Organizational Change Management team

Optimal placement for the Organizational Change Management team Organizations will create departments and teams who manage and enable change.  These individuals facilitate the adoption and accountability of change across the organization.  By bringing a standard set of tools, nimble methods and a level of subject matter expertise, a formalized change practice reduces people related issues

Top 5 Business Challenges for Consulting Organizations

My top five business challenges for a consulting organization: As we get close to the middle of 2015, we all wonder what are those business challenges that we will encounter for the remainder of the year.  Not only is it the remainder of the year, it’s more about those consistent challenges we see in transformations

5 Approaches to Close your Leadership Gender Gap

Close your Leadership Gender Gap Intel recently announced it will spend $300 million to increase its population of women and minorities. That’s a lot of money—“Why not simply spend it on focused hiring?” as one CEO recently said to me. He is generally considered an enlightened leader, so I was surprised that he thought that

Design Thinking and Organizational Change Management

If you haven’t yet had a chance to learn about Design Thinking, you certainly should.  It’s not one of those new trendy fad approaches to solving world and corporate problems, but rather a systematic approach to harnessing empathy as a means for understanding the individual experience and need.  In my world, I deal a lot

Training through Gamification

Gamification has become a major buzzword in consulting yet it is a powerful buzzword because of the value it delivers to clients who are seeking to enhance their level of adoption and sustainment.  Traditional Training within Change Management would understand the audience, develop role based training material and either do a “Train the Trainer” session

Split HR. Think progressively.

Earlier this month I read an article from Ram Charan regarding how it is time to split HR.  You can read the original article here, http://hbr.org/2014/07/its-time-to-split-hr.  Firstly, I must say that I cannot agree more with the article.  I cannot say that it’s innovative or ground breaking but nonetheless, Ram needed to say it particularly to

Different Levels of Change and their Complexities

We all know the transition of change can be very difficult.  In my experience there are varying complexities in the type of change.  The less tangible the change, the more difficult it can be to manage.  Below is my representation of how “complex change” has a direct relationship with the “type of change”.  One can imagine

In Depth: “Bridging the Gap”: Managing and Accelerating Adoption for Improved Value Creation

The Value of Managing Adoption Organizations implement change for a reason, and usually the reason is to obtain some specific benefit. In business, projects are usually the mechanism to bring about the change to accomplish the identified benefit. The changes these projects bring into the organization ultimately come to life through individuals adopting new ways

List your Business Objectives before Deploying Social Enterprise and Collaboration Software

I have seen time and time again that I.T leaders and other Business Executives who are always wanting to play with new toys will take trending technologies and simply throw them into their enterprise.  Enterprise Social Networking tools like Jive, Saba, SharePoint (yes it can be social), Tibbr, Lync, SocialCast, Chatter, SocialEdge etc (the list

My 10 reasons why the ACMP Standard does not fit reality

Recently the Association of Change Management Professionals put a “standard” and certification for Change Management.  My thoughts are both positive and negative but perhaps more concerned with a non-profit organization pushing a certification in a field which is far too dynamic and not structured.  We can say that OCM approaches and frameworks help guide Change