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Empower Change Consulting

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25.01.2022 Gain valuable knowledge from Sonja Bernhardt OAM, CEO and Director of multi award winning ThoughtWare, serial technology entrepreneur, role model, mentor, and arguably Australias highest profile woman in IT. https://www.empowerchange.com.au//changemaker-series-part-

22.01.2022 Strategic Change Management: Dont just think about Change Management implications as a separate project associated with the implementation of a strategic plan, but, look at how management of organisational change need to be incorporated into all components of a strategic plan. Some of the questions asked by Leadership when considering strategic change are:... - What do we need our organisations culture to be like in 5 years given that X disruptive technologies will impact our industry? - What skills will our workforce need in 2-3 years to be able to deliver the services we plan on introducing during the next 5 years? - What technologies do we need to introduce and how will this impact our workforce skills, engagement, geography/locations, loss of experience and knowledge of the business? Can you answer these questions for your own business?

21.01.2022 Eighty percent of employees say managers are unnecessary, survey finds.

21.01.2022 Leaders more often than not recognise the need for change agents to support the implementation of new initiatives: When technology is upgraded or introduced When organisations restructure, downsize, or merge This is because in these circumstances there are staff issues that cannot be ignored such as: ... Fear of not having a job at the end of the project Having to learn new tools, skills and processes, due to the new technology Resentment of not being in control of their destiny Fear that they will lose their relative importance in the organisation If the staff issues are not managed then history shows that projects are often derailed and result in: The initiative failing The initiative being only partially successful some areas work, others dont Delays and cost overruns The need for project related change agents will always be important, but often leads to the business as usual aspects of managing change being missed. Organisations, their departments and teams are organic and as such are dynamic, changing continuously to fulfill their role(s) and the needs of the people. These changes can be positive, but equally they can be quite negative. If this was helpful or interesting, you can read more via our website blog or sign up to our newsletter here: https://www.facebook.com/empowerchangeco//100265896690345/

21.01.2022 Do you know why it is important to be strategic about Change Management? Our latest blog explains. https://www.empowerchange.com.au//why-be-strategic-about-c

20.01.2022 What is communication like in your business or workplace? Could it support successful improvements? Read more in our latest #Blog here https://www.empowerchange.com.au//communication-key-to-suc

20.01.2022 This is an excellent presentation on leadership values! It provides a new approach to successful organizational change. One of the key values is great communication and the ability to actively listen! Definitely worth a watch https://www.youtube.com/watch?v=njn-lIEv1LU&feature=youtu.be

18.01.2022 Do you meditate? And if so, how has it helped you? #leadership #innovation #success https://www.forbes.com//want-to-become-a-better-leader-c/

17.01.2022 #opportunity #innovation

17.01.2022 Understanding HR/Employment and our obligations in small business is often something we put off or ignore. Thanks to one of our team (Paul Dempsey) and as part of our working with Productive ICT / IT Forum, you can brush up on your understanding through Paulette McCormack - CAHRI, MAHRM, MER of Fresh HR Insights Pty Ltd. Thanks Paulette for sharing your knowledge! "I have attended one of her workshops and taken advantage of her "insights" and highly recommend visiting her sit...e." - Frank Yarsley, Director, Empower Change Consulting. https://www.youtube.com/watch?v=76ykfOXxmJw&feature=youtu.be See more

16.01.2022 How often do you get to the end of a week and realise that you achieved a lot less than you wanted? Many of us will give the reason as I am too busy working in the business to work on the business, which can be translated to I dont make time to step back and do the analysis and planning required. Sounds familiar? Can we all agree that if you have goals then you have thought about what you want? The goals you now have are those that you believe will give you and your busi...ness the best outcomes for the least risk. That is, your goals are meaningful, of value and should produce a reward. What are the issues that get in the way of you going after your goals? 5 things you can do to achieve more: 1. Take responsibility - The only one who can truly influence your output is...you! If you want to loose weight, no one can force you to eat healthier and go to the gym. Do you really want this and are you prepared to work for it? 2. Less activities, more results - Only put 2-3 Must-Do's on your TO DO list every day and stick to them! This will help you prioritise and focus. 3. Define clear benefits - We need to clearly define the benefits that go along with the goals as this is the pull factor or motivational drive that will keep us focused on the goals when things get hard and we want to give up. 4. Eliminate Negative beliefs - Many of us have negative beliefs, one being that we will not reach our goals and so we create road blocks such as procrastination to support out beliefs and ensure we fail. 5. Find someone who holds you accountable - Find assistance to achieve your goals. Who can hold you accountable for your productivity and staying on track? If you do not have suitable people internally to assist you, seek external help. Often we need more skills and time than we personally have available. Specialists can compensate lost opportunity costs, fast-track your results and bring in the customised expertise needed for you to get your desired outcomes. If this was helpful or interesting, you can read more via our website blog or sign up to our newsletter here: https://www.facebook.com/empowerchangeco//100265896690345/

13.01.2022 Smart employers know how to treat job-seekers: like gold. A person who interviews with your company and doesn't get the offer, or doesn't accept it, is still a friend of the company if you take the time to establish a friendly relationship with them. #change #business #success https://www.forbes.com//ten-horrible-hiring-practices-th/

13.01.2022 Our latest ChangeMaker Interview with Craig Cameron :) Check it out for some great advice and tips! https://www.youtube.com/watch?v=M9KOzG8oysM

12.01.2022 How would you describe your company's culture?

10.01.2022 Successful organisations develop, implement and maintain strategic plans that ensure the business adapts and thrives regardless of the changes to regulation and compliance, the competition, or the impacts of disruptive technologies. Carrying out these strategic plans often involves one or more of: - Implementing technology related projects... - Carrying out operational improvements at a functional and/or process level - Re-skilling sections of the workforce - Improving employee engagement - Tuning the company culture to keep pace with the strategic changes and to societal expectations These activities have a higher probability of successful implementation in organisations where Leadership fully appreciates the importance of undertaking rigorous organisational Change Management programs as integral parts of any strategic change effort. Implementing strategic shifts in an organisations position are disruptive to any business and it is vital that this disruption is managed to drive the best commercial outcome for a business. This is the reason to be strategic about Change Management.

09.01.2022 Corporate culture is one of those amorphous aspects of business: darn hard to define, but it can make a substantial difference in an operation's success or failure. https://www.forbes.com//how-executives-shape-corporate-c/

09.01.2022 Check the professional health of your organisation here https://www.empowerchange.com.au/company-health-barometer-/

09.01.2022 When is the ideal time to include a Change Manager when introducing or upgrading technology, re-organising your business or any other form of improvement that will impact the people in your business? That is a question many businesses ignore because they often dont think of managing the change from a people perspective. Yes they often make sure that the technology is working, but that is generally all that they believe is needed. Who cares if the staff are happy? If they are... able to use the tools effectively? Or know the new processes that resulted from the technology change? Our answer is in the form of a timeline: - For the Project, we start with the business recognising that they need the change, then follow through to implementation and reviewing its success. A process that can take weeks, months or longer depending on the complexity and size of the change. - For the Organisational Change Management (OCM) associated with the project, we have put in a timeline indicating the different starting or inclusion points for bringing on a Change Manager or Change Team to help. If this was helpful or interesting, you can read more via our website blog or sign up to our newsletter here: https://www.facebook.com/empowerchangeco//100265896690345/

08.01.2022 Gold Coast Mayor Tom Tate shares his top 5 tips for success! https://www.empowerchange.com.au//mayor-tom-tate-change-ma

06.01.2022 Empower Change will be out of the office from 22nd December 2017 to 5th January 2018. We hope you all have a great holiday to end 2017 and welcome a successful 2018!

06.01.2022 Freshening up your resume?https://www.forbes.com//how-to-brand-yourself-as-a-top-p/

05.01.2022 Have you got questions about business? Check out our latest blog where we interview Craig Cameron, CEO of Progility PLC about leadership, business and success, and he shares some valuable tips and advice. https://www.empowerchange.com.au//changemaker-series-part-

05.01.2022 An organisation needs to have a clear vision that explains the strategic plans to the various stakeholder groups and it is vital that each impacted stakeholder has a clear view of how they may play their part helping the organisation realise this vision. Stakeholders need to be able to understand: - How does the vision and its related messages support the components of the strategic plan? - How are stakeholders in related business units impacted by this plan? - What do they n...eed to do to thrive in the future? In highly successful organisations, Change Management is not just viewed as a component of a strategic plan, but it is seen as an essential element of every Change Management program. Leadership understands that a key determinant of success associated with any new program, large or small, is the quality of design and implementation of the associated Change Management program. Developing a Change Management strategy provides direction and purpose for Change Management plans associated with projects and operational improvements. As with successful program management where projects often have other project dependencies, Change Management is not an isolated event but needs to be incorporated into the fabric of an organisation so it can quickly and effectively respond to strategic and operational change, a never ending occurrence in so many organisations today.

04.01.2022 When is the ideal time to bring in a Change Manager? We'll focus on the starting points. We could go into a lot more detail, but the goal today is to put a perspective on when you should think about your people and how they need to be included in the journey. 1. Ideal Start Point - If you include Change Management at this point you will be able to be proactive, creating good foundations, and having time to do the research and understand what is required to ensure you bring yo...ur stakeholders along for the journey. 2. Good Start Point - For many projects, bringing the Change Manager in at the same time as the Project Manager ensures the OCM aspects of the project are included and well thought out. 3. Reactive Start Point - When you bring the change people in when the project is well on its way, the change aspects start to become reactive. The grapevine has been in action and you now need to overcome the rumours and different messages coming from the various areas of the project. 4. Recovery Start Point - If you are thinking about change as a go live activity, the horse has bolted. Staff and customers dont normally like changes that impact them and are sprung upon them. This becomes a case of containment when staff and other stakeholders become negative. 5. Crisis Management Start Point - If a business waits until there is a review and then decides it is going to bring in change teams, then it is usually admitting that the project has failed and they need to put a spin on the outcome to paint it as less than a failure. Look at the media for how this is done and the extent of the issues that caused the business/government to respond. 6. No OCM - Not including OCM at any stage is an option and for small business or small changes it can appear to be an OK option, a bit like not training a small dog because if it barks and snaps all the time people will put up with it. If this was helpful or interesting, you can read more via our website blog or sign up to our newsletter here: https://www.facebook.com/empowerchangeco//100265896690345/

04.01.2022 Which are you? #goals #success #business #leadership

04.01.2022 It's better to try and fail than always wonder what if.

04.01.2022 5 things you can do to achieve more and start the new year fresh! https://www.empowerchange.com.au//what-do-you-do-when-you-

04.01.2022 Antony Forbutt shares his tips to become more successful and a better leader. https://www.empowerchange.com.au//changemaker-series-part-

03.01.2022 https://www.forbes.com//ten-things-that-are-way-worse-th/