Change Leadership

Pay now or pay later

The imperative of investing in your people during change to maximise success – it’s not ‘if’ but ‘how’   ‘When and how do I invest in my people during a change cycle?”   This is the number one question we’re asked by clients. It’s usually a loaded question, asked by project managers, project sponsors (those endorsing and funding the project), governance groups and boards, who are in fact asking for a revised approach to an existing program that needs costs reduced. Perhaps they’ve already formed the view that the delivery of the change activities must be done for less than previously agreed … while still hoping for the same outcomes and return on investment! Sound familiar? Project delays or unexpected cost blow-outs are often to blame for this thinking. The demand to justify investment in people during change is usually a result of overruns in other areas of the project, or…

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A robot wants your job

How to compete with the robots to stay relevant, and employed. What did you want to be when you grew up? Apart from an astronaut or a ballerina, maybe your childhood response was something like – a teacher, a lawyer, an artist or an accountant. What about the babies born today? What jobs await their future? Every day I read another article about robots and automation that are destroying these “dream” jobs we once aspired to. A ‘Robot Apocalypse’ that will leave us, and our babies, jobless in the future. Is this really the case? And if so, how can you prepare for the disruptive change that lies ahead? Robots already in action The use of robotics is not a new thing. The biggest buyers of robots today are car makers using robots to increase productivity and efficiency in their operational and manufacturing processes, to boost overall competitiveness. Now, other…

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Change the culture, change the game

UBER’s choppy waters remind us about the most important lever for culture change – strong leadership It’s about time UBER chief Travis Kalanick took a leave of absence. I understand he has combined this with personal leave to grieve for the loss of a parent (I can relate) and in so doing Travis courageously took full responsibility for the state of his company’s culture, as he should. The first step in changing a toxic organisation’s culture is knowing you’ve got a problem (tick) And the second (often difficult) realisation is that it’s the leaders themselves that need review and a shift needs to be made. It’s a long road which will involve significant time and effort to create lasting changes. This process is now underway at UBER and will send a clear signal to employees and shareholders alike. To that end I was appalled by the comment one of the board…

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The value of a change intelligent leader

Boost your ROI by taking the Change Intelligent approach to organisational change leadership The VUCA age is characterised by technology, digitisation and the ‘age of the entrepreneur’ creating complexity but also opportunities. These forces are disrupting incumbents and their business and operating models. The result is a pressing need for traditional organisations to become more change-capable. Agile projects, processes and systems alone won’t cut it. You need change-capable people and team cultures, driven by ‘Change Intelligent’ leaders. In our experience, developing a change-capable organisation is the highest priority for CEOs and their executive teams. Even the most effective leaders of high-performance businesses are recognising the need to advance their change leadership capability by giving senior executives and middle-managers the mindsets, skills and tools to successfully lead their people through change. Change Intelligent leaders enable more value to be returned to shareholders, customers and employees when it comes to delivering change…

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How to mobilise your people to lead transformational change that lasts

Turn your People Leaders into Change Makers “Change programs succeed and fail because of leadership.” Your People Leader (or direct manager) is the most trusted source of information and influence to team members – so they play a spectacularly important role in change. And yet, while there’s so much expected of them, they’re rarely invested in to bolster their capabilities and resilience to deliver what’s required. What if you could mobilise your managers and employees to lead transformational change that lasts? In a rapidly changing and complex environment, your change leadership capability must stay in step. What got your organisation to where it is won’t get it to where it must go. That’s why Blue Seed has developed the Change Intelligence for Change Makers learning program. This practical, experiential and fun program will power up leadership capabilities and transformational mindsets for People Leaders who are responsible for business change outcomes.…

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Turn Your Managers into Change Makers

Adventure awaits for courageous leaders and teams Change programs succeed and fail because of leadership. It’s proven that People Leaders, or direct managers, are the most trusted source of information and influence to team members – so they play a spectacularly important role in change. And yet, while there’s so much expected of them, leaders are rarely invested in – to bolster their capabilities and resilience and to care for themselves and their teams during change. Preparing for the peaks It’s like preparing to summit Mount Everest. Adventurers like leaders need to build confidence, capability and readiness for navigating to the highest heights and to lead others along with them. Sir Edmund Hillary and Tenzing Norgay were the first climbers to reach this summit in 1953 and stand at the top of the world. And yet the success of their journey was an accumulation of the training and experience, the…

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