Out Of The Timebox

If challenges like this one sounds all too familiar, you shouldn't miss our new 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 𝗦𝗰𝗼𝗽𝗶𝗻𝗴 𝗪𝗼𝗿𝗸𝘀𝗵𝗼𝗽! It is designed to help teams like yours to 𝗶𝗱𝗲𝗻𝘁𝗶𝗳𝘆, 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱, 𝗮𝗻𝗱 𝗼𝘃𝗲𝗿𝗰𝗼𝗺𝗲 hurdles that throw projects off track. 🛒 𝗕𝗼𝗼𝗸𝗶𝗻𝗴 𝗹𝗶𝗻𝗸: https://lnkd.in/e-DkwdAu

𝗧𝘄𝗼 𝘄𝗲𝗲𝗸𝘀 𝗮𝗴𝗼, 𝗜 𝗵𝗮𝗱 𝗮 𝗰𝗮𝗹𝗹 𝘄𝗶𝘁𝗵 𝗮 𝗻𝗲𝘄 𝘁𝗲𝗮𝗺 𝗹𝗲𝗮𝗱. Fresh to the company and new to leadership, he felt uncertain about what was expected of him and his initial steps. Here’s what I usually do when starting a new project: 𝗖𝗹𝗮𝗿𝗶𝗳𝘆 𝗘𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 𝗘𝗮𝗿𝗹𝘆. Ideally, this should happen during the job interview. But if not, it’s never too late to ask. 𝗧𝗮𝗸𝗲 𝘁𝗵𝗲 𝗙𝗶𝗿𝘀𝘁 𝗧𝘄𝗼 𝗪𝗲𝗲𝗸𝘀 𝘁𝗼 𝗔𝘀𝘀𝗲𝘀𝘀. Dive deep into understanding the current situation. I recommend creating a project assessment. By interviewing key stakeholders, I gather insights and understand the dynamics at play. This sets a solid foundation. 𝗧𝗵𝗲 𝗥𝗲𝘀𝘂𝗹𝘁? I schedule a call with management to share my findings and recommendations. This open dialogue ensures buy-in and commitment for the next steps. 𝗜'𝗺 𝗵𝗮𝗽𝗽𝘆 𝘁𝗼 𝘀𝗵𝗮𝗿𝗲 𝗺𝘆 𝗽𝗿𝗼𝗷𝗲𝗰𝘁 𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁 𝘁𝗲𝗺𝗽𝗹𝗮𝘁𝗲 𝘄𝗶𝘁𝗵 𝗮𝗻𝘆𝗼𝗻𝗲 𝘄𝗵𝗼 𝗻𝗲𝗲𝗱𝘀 𝗶𝘁. It’s a tool that can make a real difference! 𝗜𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝗲𝗱? Reach out to me via DM or comment below, and I'll be glad to help. P.S. How do you approach new leadership roles? ♻️ Repost this if you believe in the power of preparation. 🔔 Follow me, Nina, and hit the bell to never miss a post. --- Let me know if this works for you!

Drive Change. Don't Get Run Over By It. 𝗪𝗮𝗻𝘁 𝘁𝗼 𝗸𝗻𝗼𝘄 𝗵𝗼𝘄? » Organizational change is more than just a new org chart. » Organizational change is more than just announcing a new policy. » 𝗜𝘁'𝘀 𝗮𝗯𝗼𝘂𝘁 𝗹𝗲𝗮𝗱𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝘁𝗵𝗲 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲𝗹𝘆. ⇢ From defining the problem to inspiring action, every step matters. ⇢ Leaders must drive change effectively to stay competitive. ⇢ But old habits die hard, even if ineffective. Do you know which are the weakest points of your change initiative? 🍀 𝗗𝗼 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗳𝗶𝗻𝗱 𝗼𝘂𝘁? Want to master organizational change? 🍀 𝗗𝗼 𝘆𝗼𝘂 𝗸𝗻𝗼𝘄 𝗵𝗼𝘄? You can be a truly successful change leader. 🍀 𝗗𝗼 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝘁𝗼? 𝗜'𝘃𝗲 𝗰𝗿𝗲𝗮𝘁𝗲𝗱 𝗮 𝘀𝗵𝗼𝗿𝘁, 𝟯-𝗺𝗶𝗻 𝗦𝗨𝗥𝗩𝗘𝗬 𝘁𝗼 𝗵𝗲𝗹𝗽 𝘆𝗼𝘂 𝗴𝗮𝗶𝗻 𝗶𝗻𝘀𝗶𝗴𝗵𝘁. 𝗟𝗶𝗻𝗸: ↳ in my profile under my headline ↳ in the first comment under this post ↳ link: https://lnkd.in/eejCP2U8 ♻️ Repost this if you think someone in your network may find this valuable. 🔔 Follow me, Milena, and hit the bell to never miss a post. P.S. Leading change—exciting or terrifying?

ORGANISATIONAL CHANGE? More than just a new coffee machine! ☕ I am talking about a 𝗦𝗜𝗚𝗡𝗜𝗙𝗜𝗖𝗔𝗡𝗧 𝗜𝗠𝗣𝗔𝗖𝗧 on how a company operates. Alternation, that affects employee roles and workflows. Think big, not just a new coffee machine. 😉 𝗟𝗲𝘁'𝘀 𝗯𝗿𝗲𝗮𝗸 𝗱𝗼𝘄𝗻 the types of change: ▪ Structural changes: mergers, acquisitions, ▪ Strategic changes: new business directions, ▪ Technological changes: new systems, new software, ▪ Process changes: workflow adjustments, new procedures ▪ Cultural changes: shifts in values, mission, work environment Now, picture the "5 stages of grief." 𝗜𝘁'𝘀 𝘁𝗵𝗲 𝗲𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗿𝗼𝗹𝗹𝗲𝗿𝗰𝗼𝗮𝘀𝘁𝗲𝗿 after a tough situation. Think: lay-off or a major breakup. The Change Curve is very similar and maps this to organisational change. 𝗜𝘁 𝗴𝘂𝗶𝗱𝗲𝘀 𝗯𝗼𝘁𝗵 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗮𝗻𝗱 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 through the emotional ups and downs. I've found this invaluable in my work. 👇 👇 👇 👇 👇 𝘞𝘢𝘯𝘵 𝘵𝘰 𝘩𝘦𝘢𝘳 𝘢𝘣𝘰𝘶𝘵 𝘮𝘺 𝘦𝘹𝘱𝘦𝘳𝘪𝘦𝘯𝘤𝘦𝘴 𝘢𝘯𝘥 𝘴𝘵𝘳𝘢𝘵𝘦𝘨𝘪𝘦𝘴 𝘵𝘰 𝘯𝘢𝘷𝘪𝘨𝘢𝘵𝘦 𝘰𝘳𝘨𝘢𝘯𝘪𝘴𝘢𝘵𝘪𝘰𝘯𝘢𝘭 𝘤𝘩𝘢𝘯𝘨𝘦 𝘸𝘪𝘵𝘩𝘰𝘶𝘵 𝘣𝘳𝘦𝘢𝘬𝘪𝘯𝘨 "𝘵𝘩𝘦 𝘣𝘢𝘯𝘬" 𝘢𝘯𝘥 𝘸𝘩𝘪𝘭𝘦 𝘬𝘦𝘦𝘱𝘪𝘯𝘨 𝘱𝘦𝘰𝘱𝘭𝘦 "𝘰𝘯 𝘣𝘰𝘢𝘳𝘥"? ↳ 𝘙𝘦𝘨𝘪𝘴𝘵𝘦𝘳 𝘵𝘰 𝘮𝘦𝘦𝘵𝘶𝘱 𝘣𝘺 j-labs software specialists (17𝘵𝘩 𝘖𝘤𝘵, 𝘔𝘶𝘯𝘪𝘤𝘩) 𝘭𝘪𝘯𝘬 𝘪𝘯 𝘧𝘪𝘳𝘴𝘵 𝘤𝘰𝘮𝘮𝘦𝘯𝘵. --- ♻️ Repost this if you find change management tricky. 🔔 Follow me and hit the bell to never miss a post. ❓P.S. Which causes more disruption: new software or new CEO?

𝗦𝗽𝗮𝗿𝗿𝗶𝗻𝗴 𝗶𝘀 𝗖𝗮𝗿𝗶𝗻𝗴! • Think of athletes and their coaches. • Musicians and their mentors. • Writers and their editors. Everyone benefits from a fresh perspective. 𝗪𝗮𝗻𝘁 𝗵𝗶𝗴𝗵-𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗶𝗻𝗴, 𝗺𝗼𝘁𝗶𝘃𝗮𝘁𝗲𝗱 𝘁𝗲𝗮𝗺𝘀? They need sparring partners.  Sparring unlocks hidden potential. It fuels continuous improvement. 𝗙𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀, it challenges thinking. It refines strategic decisions. 𝗙𝗼𝗿 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗲𝗿𝘀, pair programming is key. Code reviews catch errors early. AND JUST AS IMPORTANT... Be a 𝗿𝗲𝗹𝗶𝗮𝗯𝗹𝗲 sparring partner too. It's about giving as well as taking. I always discuss my work with peers. It helps me stay sharp and relevant. 𝗜𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝘀𝗽𝗮𝗿𝗿𝗶𝗻𝗴 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝗹𝗼𝗻𝗴-𝘁𝗲𝗿𝗺 𝘀𝘂𝗰𝗰𝗲𝘀𝘀! P.S. Who's your sparring partner? ♻️ Repost this if you think sparring partners are essential for high-performing teams. 🔔 Follow me, Nina, and hit the bell to never miss a post.

𝗘𝘃𝗲𝗿 𝗹𝗲𝗳𝘁 𝗮 𝘁𝗲𝗮𝗺 𝘄𝗼𝗿𝗸𝘀𝗵𝗼𝗽 𝗳𝗲𝗲𝗹𝗶𝗻𝗴 𝗲𝗻𝗲𝗿𝗴𝗶𝘇𝗲𝗱, 𝗼𝗻𝗹𝘆 𝘁𝗼 𝘀𝗲𝗲 𝗺𝗼𝗺𝗲𝗻𝘁𝘂𝗺 𝗳𝗮𝗱𝗲? That's because the TRUE WORK starts after the session ends. Here's what happened in a recent 𝗰𝗿𝗼𝘀𝘀-𝘁𝗲𝗮𝗺 retrospective I hosted. We made important decisions and agreed on solutions. But to keep the progress alive, we needed 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 onboard. However not every team member could attend in person, so I took action. I scheduled and held an online 𝗿𝗲𝗰𝗮𝗽 𝘀𝗲𝘀𝘀𝗶𝗼𝗻 right the next week. This aligned everyone, even those who missed the main event. Here's my tip: • Get everyone informed and involved. • Share the outcomes, decisions, and next steps clearly. • Always make sure to create commitment as soon as possible. This ensures everyone is aligned and ready to move forward. Do not wait too long! It turns ideas into action and keeps the momentum going. 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗿𝗲𝗮𝗱𝘆 𝘁𝗼 𝗯𝗼𝗼𝘀𝘁 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺'𝘀 𝗮𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁? P.S. How do you ensure everyone is on the same page after workshops? ♻️ Repost this if you think alignment is the key to success. 🔔 Follow me, Nina, and hit the bell to never miss a post.

So... it seems I have a new certification in my belt: "TriValue Company Model Certified (TVC)" from Enterprise Agility University! 🏆 🎓 It is a fascinating model, which provides a compass to navigate organizational change, uncertainty and accelerate innovation. All that while ensuring the entire organization is aligned, resilient and primed for growth - mostly by using the "collective brain" of their employees. Thanks to Erich R. Bühler and his team for delivering this comprehensive training and giving me the opportunity to attend! This model is also very well fitting the topic of my keynote on the upcoming meetup by j-labs software specialists on 17th October 2024 in Munich, Germany. I would say - a win-win? 😁 P.S. Here you will find the registration form for the meet-up that will be all about striking the digital balance: https://lnkd.in/e_ASHJRR

📌 Change needs CONSTANT communication. 📌 JUST KEEP TALKING !!! I see so many leaders go silent after announcing a change... 𝗗𝗼𝗻'𝘁! This will make your change initiative FAIL! 𝗪𝗵𝘆? ▸ Consistent communication is key! ▸ "Less is more" is a lie! ▸ It's that simple. ⇢ Communicate before rollout. ⇢ Communicate throughout the rollout. ⇢ Communicate after the rollout as well! 𝗛𝗼𝘄? ↳ Be clear, not clever. ↳ Use ALL the channels. ↳ Explain, explain, explain. ↳ Don't assume people know. 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿! 𝗠𝗼𝗿𝗲 𝗶𝘀 𝗺𝗼𝗿𝗲 in communication during a change initiative! --- ♻️ Repost this if you think communication is key. 🔔 Follow me, Milena, and hit the bell to never miss a post. --- P.S. Talk more or talk less? What do you prefer?

This week, I hosted an 𝗶𝗻-𝗽𝗲𝗿𝘀𝗼𝗻 team event in Frankfurt. That’s a rarity these days. Having led 50+ online events, this was a new challenge. P͟r͟e͟p͟a͟r͟a͟t͟i͟o͟n͟ ͟w͟a͟s͟ ͟e͟v͟e͟r͟y͟t͟h͟i͟n͟g͟.͟ 𝗦𝗲𝘁 𝘁𝗵𝗲 𝗚𝗿𝗼𝘂𝗻𝗱𝘄𝗼𝗿𝗸: Flip charts, markers, post-its—all set. 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝗦𝗽𝗮𝗰𝗲𝘀: Breakout rooms and visuals  encouraged engagement. 𝗘𝗺𝗯𝗿𝗮𝗰𝗲 𝗨𝗻𝗰𝗲𝗿𝘁𝗮𝗶𝗻𝘁𝘆: In-person dynamics brought surprises. Years of experience taught me to allow spontaneity. Face-to-face meetings require both structure and flexibility. They reveal hidden team dynamics and creativity. As leaders, we must master these complexities. 𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝗺𝘆 𝘁𝗶𝗽𝘀: • 𝗣𝗿𝗲𝗽𝗮𝗿𝗲 several scenarios to navigate discussions that shift unexpectedly. • Make a 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻. • End with 𝗰𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁: Assign tasks, action owners, and deadlines. 𝗣.𝗦. 𝗛𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝗮𝗱𝗮𝗽𝘁 𝘁𝗼 𝘂𝗻𝗲𝘅𝗽𝗲𝗰𝘁𝗲𝗱 𝗱𝘆𝗻𝗮𝗺𝗶𝗰𝘀 𝗱𝘂𝗿𝗶𝗻𝗴 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀 𝗼𝗿 𝗹𝗶𝘃𝗲 𝗲𝘃𝗲𝗻𝘁𝘀? ♻️ Repost this if you believe in the power of face-to-face collaboration. 🔔 Follow me, Nina, and hit the bell to never miss a post.

Emailing change announcements? 📮 Honey, that's so 2000... Let's talk 𝗘𝗫𝗣𝗘𝗥𝗧 change management. 𝗔𝗺𝗮𝘁𝗲𝘂𝗿: ↳ I announce changes via email. 𝗜𝗻𝘁𝗲𝗿𝗺𝗲𝗱𝗶𝗮𝘁𝗲: ↳ I announce changes and I hold a town hall. 𝗔𝗱𝘃𝗮𝗻𝗰𝗲𝗱: ↳ I announce changes, hold a town hall, and I follow up with surveys. 𝗘𝘅𝗽𝗲𝗿𝘁: ↳ I communicate on all channels, ↳ I engage stakeholders early, ↳ I follow up consistently, ↳ I do gather feedback, ↳ I adapt the strategy, ↳ I celebrate wins. Creating lasting change requires more than just announcing it. It demands genuine involvement, consistent communication, and ongoing adaptation. --- ♻️ Repost this if you're ready to lead change differently. 🔔 Follow me, Milena, and hit the bell to never miss a post. --- P.S. Have you ever experienced expert level of change management? What was done right?