Change to Survive
Now is your time, time to be bold and grasp the opportunities that uncertainty brings. First it was Brexit, now Covid-19, undoubtedly there will be more unknown challenges on the way.
Balancing Opportunity and Risk: What is Risk Management
Risk management isn’t just a reactive measure though; it should be part of the planning process to assess risk that could potentially happen and how to control that risk should it materialise.
4 building blocks on organisational change
As a business leader, you are most likely thinking about essential change to the organisation to continuously improve processes. New industry platforms, geopolitical fluctuations, industry competitors and changing consumer demands are remodelling your business needs.
Five Simple Steps to Engage Stakeholders in Change Initiatives
It’s not uncommon for an individual or a group of likeminded people to come up with ideas for a change initiative within the organisation that will look to shape or reshape a concept of a set of actions. Often, they form a company that encourages people with the shared interest to put forward their ideas leading to the development of a proposal, which, once clarified, forms the basis of a detailed plan of action.
Strategies to manage change during M&A
Change is at the core of mergers and acquisitions (M&As) for the acquirer. Growth is typically a huge part of an M&A, and growth, even when it’s on its own, means change. A change to processes, a change to staff in some cases, and hopefully a change to your revenue.
Merging company culture – How to manage two companies coming together
Often, companies will join forces. The marketplace today lends itself to this, because some companies are finding the only way they can survive is by adding value, and so executives are pursuing mergers, acquisitions and joint ventures at an increasingly popular pace. That said, companies have lost value for shareholders.
Merging two distinct organisational cultures
Organisational mergers are not always easy. Being able to unify them can be quite tricky. Often issues can arise when it comes to merging company culture. The key to this is ensuring that the two cultures - however distinct they may be - become one, however this may be harder than you think. Mergers are arising more often than ever for many reasons, most commonly to give companies a good chance of survival, but also to get ahead of the competition.
What can go wrong in a Change Initiative if testing isn’t done right?
Are you having a hard time measuring the effectiveness of business change initiatives? If so, rest assured testing is something even many businesses have difficulty executing correctly.
6 steps to engaging employees through challenging times of corporate change
Corporate change can be very stressful and uncertain for all those involved. Understanding the importance of the role your employees need to play is hugely important. Having everyone on board with the change and striving for the overall aim is key to success. Engaging your employees through the most challenging times can be very difficult if you are not prepared for it.
How leaders can help change management run smoothly
Research informs us that the odds are against change management being successful. But there are some tried and tested methods we know make it work. Many organisations are looking to make a change, in order to create new beneficial operational ways to conduct their business. Leadership plays an important role in this, and can help with the smooth running of change.
Internal communications during change management
Many revolutionary forces have an impact on an organisation, including globalisation, privatisation, mergers, deregulation, acquisitions, and movement of work to new lower costing locations, as well as technological advancements, simultaneous empowering of consumers, and changes in demand.
Business change and transformation drivers
To fully appreciate business change, it’s imperative that we look at the drivers of change. The importance of understanding the drivers is so that you can avoid internal misalignment, miscommunication regarding scope of change, and simplify the process of executing said changes.