Blog
Free content for food for thought. Read our latest blog articles, we have a lot to say.
Artikel
Select one or more categories below and submit your selection to filter the posts from the blog.
-
März22
2024
5 Traits most Agile Organisations have in common.
Reasons to go “Agile” enterprise-wide[1] are plenty. Think of customer satisfaction, employee engagement, operational and financial performance … all these key indicators of long-term success get a massive boost, if you go Agile the right way. Our last post took a data-driven approach to explore the outcomes. But while there are many clear benefits, there are also a number of pitfalls. No “Agile” transformation is meant to be easy. From vision to action and deep-seated change, the road to implementation is probably longer than you think. This series of two blogs shares Change Management best practices to guide your efforts. But before we discuss lessons from past experiences (part II), let’s start with what most agile organisations have in common (part I)[2]. 5 Traits Long gone are the days when businesses were relying on hierarchy and specialisation as performance drivers. The accelerated pace of changes and technological disruptions are forcing organisations ...
Written by
Claus Fjelding Whitt -
März22
2024
4 Dos and Don’ts when going “Agile” Enterprise wide.
Going Agile entreprise wide? We help you navigate the waters of organisational change. Our previous blog explored the 5 traits most agile organisations have in common. And to get you there, we are now taking a deeper dive into Change Management best practices. Key contributors, obstacles, lessons from past experiences … here is all you need to keep in mind before embarking on the journey. “How did they get there?”: 4 success factors Worldwide surveys conducted by PROSCI over the years pinpoint 4 success factors[1], closely tied to how well organisations can manage the change in a structured and consistent way: # 1. Ensuring solid executive sponsorship. This is the number-one success factor, no matter the nature and scope of the change. To make it high-impact and long-lasting, change champions count on active and visible leaders who walk the talk. Sponsors create awareness and embody the ...
Written by
Claus Fjelding Whitt -
März22
2024
Moving to the Hybrid Workplace: How ADP and Otis Managed the Change.
The move is having a significant impact on corporate culture, and it is full of human challenges. In both cases, Awareness and Desire are key components and drivers of the change process. The context, nature of the change and approaches adopted create a fertile ground for Enterprise-wide Change Management (ECM) development. Executive Summary The process of hybridisation involves the shift to remote working and, in some instances, the creation of a flex office. We have conducted interviews with Otis and ADP to get the big picture and understand how they deal with the change(s). 1. Sponsors can make or break the change, but sponsorship deficiencies are quite common. The case of ADP highlights the role of CM practitioners, not as substitutes to leaders in sponsoring the change, but as enabling forces. While CM experts lack proper authority or proximity to the field, a close working relationship with ...
Written by
Renaud de Lombaert -
März22
2024
Refresh your Change Management tool kit (1/6)! New PROSCI’s 3-Phase Process, an intro.
Familiar with PROSCI’s methods? Here is an opportunity to dust off your knowledge and incorporate developments into your daily practice. New to the discipline of Change Management? Here is everything you need to know about the global leader in CM solutions. Get off to a great start or refresh your tool kit with our brand-new series of posts. This is the closest thing to a refresher course, and it’s packed with infographics you don’t want to miss! In this first instalment, we give you a taste of what’s to come before we go back to the basics … with a twist. Why the update and what to expect. If change wasn’t hard enough, crisis-led changes pose massive human challenges. Those are unprecedented times. In a world marked by escalating levels of uncertainty, we need flexible and easy-to-use tools to deal with the people side of change. That ...
Written by
Renaud de Lombaert -
März22
2024
How do you set your change project on the right track? And how do you know for sure it is still on the right track as you proceed? Don’t guess your way to success. PROSCI Change Triangle Model[1] (PCT) is a powerful framework that helps you identify risks and improve outcomes. The second instalment of our series provides all the practical information you need not only to secure early wins that build strong foundations for the change but also to create a follow-up system. Leave nothing to chance! To recap: the PCT, at the roots of the 3 Phase Process Driving the change takes a set of actions that unfold in three stages. Just remember the simple triad “prepare – manage – sustain”. Preparing the approach starts with defining what you are aiming for and what the organisation will look like after the change. But it takes a ...
Written by
Morten Kamp Andersen -
März22
2024
Change Management: Results With and Without. A Case Study.
Prosci Europe's case studies offer practical insights for organisations wishing to make changes that stick. Executive Summary Why should I read? To get a real-life example of what can happen without a structured approach to managing the change. We uncover the difference in outcome between two organisations seeking to deploy the same technological solution to a recurrent and common issue in the personal care service sector. Highlights: In one case, the implementation phase proved much longer than expected. Only half of the staff was or stayed on board. The gulf between the target set and the number of people proficiently using the change kept widening every day. The second case shows adoption and utilisation rates close to 88%. A clear CM plan with actionable strategies delivered expected results on time. For a complete overview of what a successful CM plan looks like, please see Keys to application. ...
Written by
Nelly Tire and Vincent Piedboeuf -
März22
2024
How Prosci’s refreshed methodology improves the preparation of the change.
All the tools to complete Phase 1, "Prepare the Approach".
Welcome back to our series dedicated to updating (or building!) your Change Management toolkit. In this new instalment, we guide you step by step through the process of preparing for the change (*Phase 1 – “Prepare the approach”, updated PROSCI 3-phase Process*). Driving successful change requires quite a lot of work upfront. Yet, too many organisations are trying to figure out the right mix of actions and tools on the go. With PROSCI's updated methodology, we've got your back covered. This is your cheat sheet to get into the starting blocks in the best possible conditions. Define the vision. Define the impact. Define the approach. Lay solid foundations for the change and win the long-distance race. Step 1. Define success (and connect people to the vision). Define and refine your vision. A clear-cut vision gives your organisation a clear future. What are you trying to accomplish? ...
Written by
Renaud de Lombaert -
März22
2024
Upgraded Tools to successfully Manage the Change, with PROSCI.
Joining us right now or just discovering this series? We are halfway through PROSCI 3-phase process. Our last blog offered plenty of advice on how to design the "best fitted" approach to preparing for the change with PROSCI's refreshed Methodology. Let's now dive into the nuts and bolts of Phase 2: "Managing the change". In this fourth instalment, you'll learn how to drive adoption and utilisation by creating, implementing and adapting plans to help people and the organisation navigate ADKAR transitions. Managing the change is the art of connecting the "how" to the "who". Organisations don't change. People do. Get familiar with the new ADKAR Blueprint for structuring the change. Discover a refreshed set of Change Management plans. Find out how to track your performances to optimise for success and adapt your plans to stay the course. Plan and act. Key question: What will we do to support ...
Written by
Morten Kamp Andersen -
März22
2024
This is how they used Change Management to shift mindsets and succeed.
Executive Summary Nexum's case studies offer practical insights for organisations wishing to make changes that stick. Why should I read? Type of change. Against a backdrop of a corporate merger, this IT-driven change involved the implementation of a new operating model (TOM) whose effectiveness largely depended on mindset shifts. An exciting case study packed with human challenges that teaches a lot about how Change Management can create a fertile ground for adopting new processes, roles and behaviours. What success looks like. In the IT department, where many efforts went into preparing and managing the change, results show a massive difference in terms of adoption and engagement compared to the rest of the organisation. An engagement survey conducted before CM solutions were deployed suggested a modest progression in only 4 out of 11 categories under scrutiny. A second mirror survey carried out at the two-year ...
Written by
Pauline NAVEAU et Vincent PIEDBOEUF