Relationship – Page 4

October 20, 2015July 1, 2022

The Hard Side of Change Management

Change management is an approach to transition individuals, teams, and organisations to a desired future state. For over three decades, academics, managers, and consultants, realising that transforming organisations is difficult, have avoided the subject.

My Way or the Highway

Major organisational change is profoundly difficult because the structure, culture, and routines of companies often reflect’s persistent and difficult-to-remove ways of working, which are resistant to radical change even as the environment of organisations change.

What started out as a financial buzzword in the early nineties has become fundamental business practice, with executives recognising the need to keep abreast with the competition in a rapidly developing corporate new world.

Navigating change

Globalisation and the constant innovation of technology result in a constantly evolving business environment. There is an ever-increasing need for Change Management Lead’s / Senior Managers who can help organisations successfully navigate change in today’s business environments. The focus of this movement to date has been on how to partner with organisations to define education, training and communication platforms that help to support the change initiatives and concerns of company employees. The critical aspect is a company’s ability to win the buy-in of their organisation’s employees on the change initiative.

While a project team is important for success, a senior level advisor is invaluable and can work with an organisations leadership team to avoid common pitfalls that change management projects often fall into. There are four key areas where an Advisor should act as this resource as follows:

1. Defining A Strategy

Executives should start by asking themselves what exactly needs changing and why? Organisational change directly affects all departments from entry level employees to senior management and must be aligned to a companies strategy. Too many programs are heavy on the jargon and light on the substance. Executives are often sold on an idea only to realise as the change initiative begins that they need a different outcome, tool or process to be successful.

In this situation the strategy for change needs to be re-aligned with the organisation and its goals.

An outside senior advisor with a unique perspective of the organisation will play an important role in helping an executive to explore and shape the strategy they are defining and highlight whether it will truly create the outcomes they desire. This upfront partnership can save money on the back end of a project, by avoiding costly re-scoping of initiatives.This relationship between senior advisor and executive should therefore begin as early as possible in the process.

2. Coalition Building

Its important to give people multiple opportunities to share concerns, ask questions, and offer ideas and to make following up with answers and updates a top priority. Executives must reach out across their functional work streams to build a large cohesive team to support the project once the correct strategy has been set and the urgency for the project has been established. A good senior advisor will be able to guide an executive though these interactions.

As a senior change management professional, it is important that you help leaders of the organisation craft the correct message. While leaders often know what it is they want and see the urgency for themselves, the outside view that a coach provides can support the development of a team around the initiative and help to navigate the strategic and political interests in linking the change to the interest of multiple team members.

The more people are involved in the process, the fewer will be acting as internal saboteurs.

Communication Is Key to Successful Change Management

3. Communication

Don’t confuse process visioning, planning and endless powerpoint presentations with communication.

Change is uncomfortable, and adapting to change is messy. A Gantt chart can not capture the hard side of change management. Why? Because tasks are easy to list, but behaviour and long-held habits are not easy to change. Gather outside information, solicit perspectives, and adapt the approaches for your organisation and group.

The importance of communication within an organisation around the change cannot be underestimated. Executives often fall short on communication in two main areas, not communicating the right message and not communicating it frequently enough across an organisation. It is often thought that everyone else in the organisation is on board and understands the change, however, the reality for an executive is not the reality for another worker who may have lost a job because of a well intended change initiative. A senior advisor can apply consistent pressure to the leader of the change around the need for communication and its messaging.

Quantity Is Fine, but Quality and Consistency Are Crucial

4. Share Relevant Information Quickly

Most CEOs and managers are quoted as saying, “You can’t communicate too much,” Part of the communication will be the support the urgency in messaging. “My way or the highway” is often used, but is not an effective communication strategy. Senior Advisors can work with executives to tailor their message to each area of the organisation in order to define content that is important to them.

A study by Towers Watson shows that “only two-thirds (68%) of senior managers say they are getting the message about the reasons behind major organisational decisions. Below the senior management level, the message dwindles further to (53%) of middle managers and 40% of first-line supervisors understanding reasons behind major organisational change.

The forwarding and cascading of information does not work as consistent communication around the change will be necessary at all levels of the organisation using a variety of communication pathways and vehicles. As a trusted advisor it is important to encourage executives to lead by example in both their messaging and communication of the change agenda.

Only 25% of Change Management Initiatives Are Successful over the Long Term

Maintaining The Change

Many leaders and managers underestimate the length of time required by a change cycle. It is paramount that as the change effort reaches its completion that leaders of the change recognise that the process does not end there. The role of a Senior Advisor will be to guide them to the idea that work must be undertaken to maintain the change over time. Maintaining change does not mean that an executive must own the initiative forever, just that they take the necessary steps to ensure that change has a lasting impact by integrating the change into the corporate culture and measuring the benefits and highlighting areas for future improvements.

The outside unbiased view is that a Change Management Lead is crucial to the success of a change management program.

This article provides food for thought rather than counsel specifically designed to meet the needs of your organisation or situation. Please use it mindfully.

September 16, 2015July 1, 2022

Manage Your Project More Effectively Now

There are a few who get project management right from the outset, but for many it’s a minefield. In theory, project management seems easy, but it’s not as straightforward as it seems. If you’re like the majority of people, you follow what seems like a simple project management process. You start by setting your budget, you choose the right people to join the team, and hope the project gets completed without too many hitches along the way.

But, realistically speaking, project management is nothing like this – it’s hardly ever so straightforward. Mistakes are made. You might choose the wrong people to complete the project. Your team might have no idea what’s expected of them or what the project goals are, or in some cases they might even receive conflicting information, which puts the whole project in jeopardy. Sometimes the scope of the project changes, and because of everything else that’s going on, your team is unable to fulfill the requirements and meet the project deadlines.

It happens, and you’ve got to be prepared for any situation while working together towards the common goal – successfully completing the project.

Don’t throw in the towel just yet. It might seem daunting, but there are few surefire tricks of the trade which businesses and project managers can implement to better their chances of successfully completing a project on time and within budget.

1. Know the Project Details Well

Before starting, you need to create a thorough project scope that outlines every single thing. This then needs to be approved by every stakeholder involved.

Your scope needs to have as much detail as possible such as the short-term milestones, deliverable dates, and a budget outline. It makes sense really. The more detail it includes will improve your odds when it comes to completing the project successfully.

What’s more, you’ll also improve your relationship with your client throughout the whole project process from the beginning right through to the end. Of course every project will encounter a few changes along the way – this is the norm, but having a detailed plan will help you manage your client better when something is off course.

Choose your Project Team Members and Size Wisely

2. Choose your Project Team Members and Size Wisely

Naturally, if you want your project to be a winner, you need the right people for the job, which includes having the right project manager on board. Keep your team as small as possible – size does matter; so don’t let anyone else tell you otherwise.

The smaller the team, the better the communication. It also eases the stress and takes the pressure off the project manager. With a smaller team made up of the right people, the project manager will be able to organise their group without losing sight of all the details and work that’s needed doing. So, if you really want to have an effective project, limit your group’s size and only use those people and their skills that can benefit the project.

3. Highlight your Expectations from the Outset

You need to outline what you expect and what the client expects, which includes all the milestones, from the very beginning. Setting more milestones more frequently will allow you to follow the project’s progress more effectively. This way you’ll be able to jump on things quickly when they begin to go off scope, allowing you and your team to remain on target and on time.

Setting frequent milestones in a project will also allow you to review your spending and the investment thus far, which in turn will help you stay within the budget.

Milestones remove any ambiguity. They allow people to stay on target and there’s less risk of derailing the project.

Milestone setting should be a team effort. Everyone should be on board, so there won’t be any excuses later on down the line.

4. Does your Team Know what They’re Doing?

It may sound like a given, but it’s really important to be crystal clear from the beginning regarding people’s roles in the project. In other words, you need to highlight who is responsible for what, and what their deadline or deadlines are.

Things can get complicated with many people working on the same task. Sometimes things get misinterpreted or lost in translation. Avoid anyone being confused by clearly stating who should do what right from start, and make sure you enforce accountability.

You don’t need to worry about manually managing such tasks, as there are plenty of easy-to-use online task management programmes that can do this for you, so embrace technology and ease your pressure.

You may think it’s a waste of time spelling it all out, but this ensures that the full scope of the project is understood, people are clear of their role and individual and collaborative timelines. This is the key to keeping people on task and motivated.

5. Stop Micromanaging

It’s important to constantly touch base with your team members. However, there’s a fine line between supporting them and breathing down their necks. Give them space instead of micromanaging. Empower your team, trust them, and you’ll get their best work.

6. Use a Reliable System to Manage the Project

Communication is key. Most people rely on emailing, but when it comes to managing a big project with a number of different people working on it, this can hinder the project’s progress. Constantly referring back to old emails and previous correspondence is only going to waste precious time. Use software that keeps everything in one place from communication to any project information and updates. This will save you and your team a lot of time and money.

Motivate your Team

7. Motivate your Team

Everyone works better with positive reinforcement. Set milestones and reward when they’re reached. Your milestones will keep all people on track. Celebrate milestones together, but be sure to also recognise those who can’t meet them.

8. Frequent Short Meets to Stay on Track

It’s a project with many people collaborating, so holding regular meetings is a must. This is the only way to ensure that everyone and the project are on track. But you need to keep it short and sweet. Don’t meet for the sake of meeting. Have an agenda and stick to it. If you’re doing your project virtually, it’s even more important to touch base on a regular basis, so keep those communication lines open.

People do tend to go on at times when given the floor, so give everyone a set time to speak and make sure you all stick to it.

9. Allow Time for Change

No project ever runs 100% smoothly and specifications do change along the way. So to avoid the unnecessary stress and running around frantically, do some forward thinking, and set aside a certain amount of time for any changes in the scope – you’ll thank yourself for doing so in the end!

August 9, 2011August 10, 2018

How To Handle The Uncertainties of Life

The uncertainties of life are things beyond our control and knowledge. We cannot predict the outcome. Maybe we can do little to influence it. These can keep us awake at night. Not only do they bother us all night long, they are ghosts that troll us during the day. We lose focus. We are unable to connect with people around us because these uncertainties have taken hold of our mind and heart.

“Is my job secure?” “Do people approve of what I’ve done?” How can we handle these kinds of uncertainties? How do we fruitfully manage them?

1. Trust the love of God.

At times, failings and incapability cause other people to lose love and confidence in us. Friends shy away. Relationships end because you lost your job or you made a complete fool of yourself in public. But God is not repulsed by any of that. He loves us passionately. He loves us the same, whether we do well or not. Lamentations 3:22 says God’s love is stedfast. It never stops. His love never wavers. His love is forever loyal.

Trusting the love of God allows us to remain secure in the middle of uncertainties. God loves us. He will work things out for our good (Romans 8:28).

2. Trust the wisdom of God.

That we do not know something can be very debilitating. We are unable to proceed because we don’t know what’s ahead. Decisions are hard to make because we are banking on predicted outcomes before we even take the plunge. We don’t want to act aimlessly. We don’t want to invest efforts and emotions into something or someone when there is no promise of fruit.

It is in these times that the follower of God needs to trust the wisdom of God. Keep holding on to Him and the truths and promises of His Word. Maintain a life guided by the principles of His Word. Joshua 1:8 assures that those who live by the wisdom of His Word will be prosperous and have good success in his life. Although this may be material in nature, it is not solely so. The Hebrew root word translated as prosperous carries the meaning of “advancement” while the root translated as success carries the meaning of “to understand, to gain insight”. This means Scriptures are never dated or obsolete. This means dedication to God’s Word leads to advancement and understanding in life. This means that in God’s Word you find what you need for right and fruitful living.

Best-selling books sold on shelves today talk about how to be successful in dealing with people. People buy pricy self-help books and attend expensive seminars to hear life coaches encouraging them towards positive and successful living. But in the very pages of God’s Word are all the tools we need to live positive in this negative world. In His Word are principles for right communication and relationships with the people around us.

Now, in immersing yourself with the guidance of His Words, uncertainties will still present themselves. It is in these moments that you need to trust the wisdom of an all-knowing God who plans good things for you, never evil. When you doubt and worry about the things He allows to happen in your life, seek assurance and comfort from His Word. Never let the enemy sow lies. God promises to never abandon us. (Hebrews 13:5) So at all times, run to God and not away from Him.

August 9, 1978August 9, 2018

3 Empowering Truths For Living

Scriptures are filled with motivational truths. Here are 3 empowering truths for living.

1. In Christ is a bright and secure future.

Jesus came so that we may have life and that we may have life abundantly. Through Christ, the trusting soul receives the assurance of a new and permanent relationship with God and a sure home in heaven with Him someday. Through Christ, the yielded Christian receives grace for daily sustenance. Through Christ, we have high hopes for each day we get out of our beds. The past is always forgiven. The present always starts on a clean slate. Godly efforts have lasting results. Failures and mistakes can never hold us back.

2. In being still, we find God.

In Psalm 46:10 God speaks, “Be still and know that I am God.” The Hebrew root word for still is raphah. It means to abandon, hang limp, collapse, and become helpless. Many can share that it is in the hardest moments of their lives that they’ve gone deeper in knowing and experiencing the truth and reality of God in their lives. In stillness, we let go of our efforts and let God work things out. In stillness, we let go of our self-reliance and let Him move on our behalf. In stillness, we realize the sovereignty of God and yield to His wisdom. In stillness, our eyes are opened to the greatness of God. We perceive all that He is accomplishing for the good of our lives.

3. In being weak, we find strength.

Man is dependent upon his strength for everything. To some, strength is everything. They equate it with life or quality of life. To be strong is to be able, to be useful. It is not uncommon to find aging people having bouts of depression. Studies reveal that some who reach the age of retirement suffer from depression and anxiety. Because as one ages, he or she may fear a loss of purpose or usefulness. One may fear the inability to self-sustain.

While the pressures of being accepted in society naturally causes people to hide or mourn their weaknesses, Scriptures tell us that we need not be ashamed; we need not lose joy. 2 Corinthians 12:9-10 is one insightful and empowering passage. In being weak, we learn as Paul did that:

God’s grace is sufficient for us.
His power is made perfect in weakness.
We don’t have to be ashamed of our weakness.
It is in our moments of weakness that Christ’s power rests on us.
When we are weak, then we are strong.

Philippians 4:13 says how we can handle weakness; it is by being grounded and intimate with our God. “I can do all things when I am in the One who gives me strength.” Remember that He will not allow us to go through things we are unable to handle. What He allows, He will be there to show Himself strong on our behalf. 2 Chronicles 16:9 says, “The eyes of the LORD searches throughout the earth to show Himself strong on behalf of those whose heart is fully devoted to him.” God is the strength of our heart and He will never fail us.