Proaction International’s Post

"Managing Organizational Change for Managers" likely covers strategies and practices that managers can use to effectively lead their teams through periods of change. Here’s a broad view on what such a topic might encompass: 1. Understanding the Nature of Change Types of Change: Differentiating between strategic, operational, and cultural changes. Impact on Organizations: Recognizing how changes can affect various aspects of an organization, including processes, structures, and employee morale. 2. Role of a Manager in Change Management Leadership: Managers must be leaders, providing vision and direction during transitions. Communication: Ensuring open and transparent communication to keep everyone informed and reduce uncertainty. Support and Empathy: Understanding the emotional impact of change on employees and providing necessary support. 3. Planning for Change Change Management Models: Utilizing frameworks like Kotter’s 8-Step Process, Lewin’s Change Management Model, or ADKAR to structure the change process. Risk Assessment: Identifying potential risks and planning mitigations. Stakeholder Analysis: Understanding who will be affected by the change and how to manage their involvement and expectations. 4. Involving Employees Empowerment: Encouraging employee involvement in the change process to build ownership and reduce resistance. Feedback Mechanisms: Creating channels for feedback to understand concerns and ideas from the team. 5. Developing Capabilities Training and Development: Providing the necessary skills and knowledge to handle new processes, systems, or roles. Building Resilience: Helping teams adapt to change by fostering a culture of resilience and agility. 6. Overcoming Resistance Identifying Sources of Resistance: Understanding why employees might resist change and addressing these concerns. Change Champions: Utilizing influential employees to advocate for the change and help persuade others. 7. Sustaining Change Monitoring and Evaluation: Continuously assessing the impact of the change and making adjustments as necessary. Reinforcement: Using rewards and recognition to reinforce new behaviors and ensure the change sticks. 8. Reflecting and Learning Post-Change Analysis: Reviewing what worked well and what didn’t to learn for future changes. Continuous Improvement: Implementing lessons learned to improve ongoing processes and future change initiatives. This view would help managers understand the critical aspects of managing organizational change, ensuring that they can effectively guide their teams through transitions while minimizing disruptions and maximizing positive outcomes.Just finished the course “Managing Organizational Change for Managers” by Donna Brighton! Check it out: https://lnkd.in/eXESECVu #organizationalchangemanagement.

Alright so work with me on this hopefully not too nauseating professional update. Over the last 6-12 months I've been in 'the lab' building out a new offering specifically designed for middle managers, directors and VPs that are burnt out, overworked and living in Chaos. I'm stoked to announce the official launch of: The Step Manager! So to all my weary middle managers in corporate world out there, check out my blog (that is totally not ripped off) that serves as my official announcement. There is something here to help you. Not just a fluff / hoorah leadership training. Real, practical, tactical and pragmatic solutions to get to scale, set up repeatable performance management and get out of chaos. https://lnkd.in/gg-Gia8P #corporate #management #managers #middlemanagers #leadership

Navigating Change with Confidence: Why Change Management Training is Essential for Managers Change is inevitable, but how organisations manage it can make or break their success. As we continue to see rapid shifts in business landscapes, managers are increasingly expected to lead teams through uncertainty. Yet, 70% of change initiatives fail, often due to a lack of effective leadership and poor communication (Source: McKinsey & Company). So, what makes the difference? Managers equipped with the right skills to lead change are crucial. Training in change management ensures that your leaders are ready to support their teams, communicate effectively, and maintain morale during transitions. Research shows that companies who invest in leadership training for change management have higher employee engagement and better overall performance during times of change. At Wellbeing Republic, we offer a workshop specifically designed to help managers navigate their teams through change. Key focus areas include: • Understanding the psychology of change • Effective communication strategies during transitions • Building team resilience and maintaining productivity • Leading with empathy and transparency By equipping your managers and teams with these tools, you’ll not only ensure smoother transitions but also boost morale and improve retention rates during change. Investing in change management training is not just about managing projects; it’s about building organisational agility and ensuring long-term success in an ever-evolving business environment. Ready to empower your leaders and drive successful change? Let’s talk about how we can tailor a workshop to fit your team’s needs. #ChangeManagement #LeadershipDevelopment #TeamSuccess #BusinessAgility #OrganisationalChange

🎯 Unlocking Change with the Influence Model 🎯 Driving large-scale transformation goes beyond new operating models or system change, it requires shifting how employees think, behave, and engage, and this when the investment in change management starts to show its value. Conditioning the business for change is one of the hardest challenges as it means adjust the underlying culture, one approach to this is through the a Influence Model approach that uses four critical levers to enable culture and change to meet and not clash: 💡 Role Modelling: Change starts at the top. When leaders adopt new behaviors, employees are inspired to follow. Leaders aren't just enforcing change, they're shaping the culture. 💡 Fostering Conviction: For change to stick, employees need to know why it matters. Clear communication and meaningful stories connect the change to personal and organisational success. 💡 Developing Skills: New behaviours need new skills. Targeted training empowers employees to succeed in the transformed environment. 💡 Reinforcement: Change thrives when systems and incentives support it. Align processes and recognise progress to maintain momentum. Effective change management requires a holistic approach, integrating leadership, communication, skills, and reinforcement. Are you leveraging these four levers to ensure lasting change? Let’s discuss how to apply effective change management strategies to your organisation for both short-term impact and lasting results. Here is a link to my calendar, let’s find some time to talk about how to create successful transformative outcomes https://lnkd.in/dkh7Bcmp #ChangeManagement #TransformationLeadership #OrganisationalChange #LeadershipDevelopment #SkillDevelopment #BusinessTransformation

Unlocking your leadership potential: Why new managers are worth investing in. First time managers (FTM) are the backbone of an organization's success. It bridges the gap between strategy and execution. However, many FTMs face significant challenges in transitioning to leadership due to a lack of formal training. This is why organizations It is necessary to prioritize investment in its development.  Reality - 58% of new managers receive no formal training before assuming a leadership position. (Daily Human Resources Consultant) - More than 60% of FTMs struggle with attitude change from individual contributor to team leader (DDI Global Leadership Forecast) - Poor management can reduce team performance by up to 50% (Gallup)  The Solution -  A FTM experiential behaviour change program. This intervention should  provide realistic, experiential micro- simulations designed to build key skills such as: - enhancing self-awareness with individual coaching, stakeholder management, ownership, having difficult conversations, trust, Conflict resolution, team leadership, etc,… Return on investment - Experiential learning improves knowledge retention by 75%, while traditional methods (ATD) improve by only 10%. - Companies with leadership development programs see employee retention rates increase by 34% (LinkedIn Workplace Learning Report) - Effective management training increases employee engagement and can improve profitability 21% (Gallup)  Impact - When organizations invest in FTM, they don't just develop managers. But it also cultivates leaders who inspire the team. Promote innovation and drive organizational growth. Does your organization help first-time managers succeed? If you need help in enhancing the growth of your FTMs do get in touch with us at Breakthrough (https://shorturl.at/BNTUt) Share your thoughts and experiences below!  # Leadership Development # First Time Managers # Experiential Learning # Employee Engagement # Organizational Growth # HR Insights #breakthrough

Change management is the unsung hero of successful organisational transformations. 🌟 For business leaders, HR professionals, and change managers, mastering this discipline means navigating change with minimal disruption and maximum engagement. Here are a few key insights: Communication is crucial: Keep your team informed and involved throughout the process to build trust and clarity. Leadership matters: Effective leadership can guide teams through transitions with vision and support. Adaptability is key: Be prepared to adjust strategies as new challenges and opportunities arise. In today's fast-paced business world, change is inevitable. However, the true challenge lies in managing that change effectively. A robust change management strategy can make or break an organisation's transition. Effective communication is at the heart of successful change management. Clear, transparent, and consistent messaging can foster employee buy-in, reduce resistance, and enhance adaptability. How do you implement change management in your organisation? Share your experiences below! #ChangeManagement #Leadership Need help with your workplace conflict issues? See more and contact us here: https://lnkd.in/dsp9xdsA

HRDs and managers, I’ve got TWO important questions for you about your succession plan… 1: Are you confident in your business’s succession plan? 2: Are your next generation of leaders ready for the challenge? Not many HR professionals can answer these questions in the way they’d like to and it’s something that needs to be worked on and prioritised. Luckily, it’s quite easy to do so and can be broken down into three steps: Step 1: Create a leadership-criteria for your business Firstly, let’s look at some of the skills your managers need to be prepared to step into bigger leadership roles. • Self-awareness Are your managers self-aware? Are they welcoming of feedback and able to give and receive valuable feedback to reduce blind spots? • Clear vision Are your managers able to be strategic, by setting and measuring clear objectives aligned to organisational outcomes? • Excellent communication skills Are your managers able to show different communication styles and methods, and are they ready to meet the need for cross-cultural or generational teams? • Essential influencing skills Do your managers understand and use different motivational and influencing techniques? Do they know when to use the carrot and when to use the stick? • Emotional intelligence Do your managers use IQ and EQ as essential management skills and to connect to different types of people? Step 2: Review your current management team against your criteria and highlight skill gaps. Do your managers THINK they are already great managers or simply don’t care? And, do your team know the benefits of great management, like improved retention and higher productivity? Once you’ve helped them to understand the benefits, they’ll be able to recognise their own limitations. Use benchmarking and surveys to help them to understand where they can focus their development. Step 3: Create management training to bridge this gap. By engaging your managers in a well-formed management training programme, you can feel assured that they have the skillset to be your next generation of great leaders when the time comes. If you’d like to have a chat about how we can help, please get in touch. #strategy #succession #futureleaders #managementtraining

It's all change... With the changing weather signalling the arrival of autumn, I'm taking a moment to reflect on the transformative year so far and the impactful work I've been engaged in with my clients. In 2024, change has been the prevailing theme, emphasising the constant evolution we navigate in our professional landscape. While change remains a prevalent force in many organisations, what sets this year apart is the conscious shift towards effective change management strategies. Leaders are increasingly recognising the importance of engaging their teams throughout the change process to drive faster results. My recent training session with a CEO and their team highlighted the significance of understanding and addressing resistance, integrating change management into project management, and empowering people leaders to facilitate team buy-in. Embracing cross-functional collaboration, enhancing communication, and fostering ownership are pivotal for this organisation as it embarks on its future journey. Adopting a focus on the people side of change will help them achieve their goals. Seeing top-level leaders embrace learning and growth is truly inspiring. It underscores the fundamental importance of inclusivity, communication, and shared purpose in navigating organizational change successfully. If you are curious about how to drive change in a more effective way in your organisation, get in touch. #ChangeManagement #LeadershipDevelopment #OrganizationalTransformation Photo by Aimee Giles on Unsplash

🌟Leadership Through Uncertainty Leadership isn’t about having all the answers—it’s about guiding your team through challenges with clarity and confidence. 💡 Coaching Tips for Navigating Uncertainty: 1️⃣ Communicate Frequently: In uncertain times, silence breeds fear. Frequent updates, even if it’s just “we’re still assessing,” build trust. According to Gallup, teams that feel informed are 3x more likely to remain engaged and committed to their roles. Make it a habit to overcommunicate rather than risk assumptions. 2️⃣ Focus on Adaptability: For businesses navigating uncertainty, agile leadership has proven to be a key driver of success. According to a report from Gartner, organizations with agile leaders are 30% more likely to have higher employee engagement and are better equipped to adapt to rapid changes, enhancing their competitive edge. This adaptability allows companies to adjust to market shifts quickly, while also fostering a learning culture where employees are empowered to innovate and take risks. 3️⃣ Lead with Empathy: Stress levels rise during uncertainty, so how you show up as a leader matters. Showing empathy—by actively listening to concerns and offering tailored support—improves employee retention and overall team performance. Empathy isn’t a soft skill; it’s a competitive advantage. ✨ Bottom Line: Your role as a leader is to create clarity in chaos and inspire confidence. It’s not about having all the answers but ensuring your team feels seen, heard, and supported. #LeadershipDevelopment #BusinessGrowth #NavigatingChange #LeadershipCoaching #EmpathyInLeadership

OUR AREAS OF EXPERTISE IN CONSULTING We pride ourselves on being leaders in delivering innovative, customized solutions that drive organizational success. Our key areas of expertise include: 1. Competency Framework Design We specialize in creating comprehensive competency frameworks that align individual performance with organizational goals. Our frameworks help organizations define key skills, behaviors, and knowledge required for success across various roles. 2. Competency Standards Design Our team designs detailed competency standards that serve as benchmarks for evaluating performance, guiding career development, and maintaining consistency across industries and professions. 3. Training and Development We design and deliver tailored training programs that foster continuous learning and skill enhancement. These programs empower individuals and teams to achieve their full potential while meeting evolving business needs. 4. Talent Management Consulting We provide expert guidance on talent acquisition, retention, and development strategies. Our solutions focus on nurturing high-performing teams, succession planning, and creating a culture of growth and engagement. 5. Mentorship and Coaching Design Our expertise extends to designing structured mentorship and coaching programs that facilitate knowledge sharing, professional growth, and leadership development. These initiatives support personal and organizational advancement. Partner with us to unlock the full potential of your workforce and achieve sustainable success.