Even the best-planned relocations can unravel with people aren't prepared for the change, and the difference between disruption and a smooth transition is in how the human side is managed.
Projects don’t end at go-live. Long-term value depends on continuous improvement, benefit tracking and leadership accountability—ensuring your investment translates into strategic and sustainable results
Crises can drive strategic transformation. Effective management of a "burning platform" involves addressing both immediate threats and seizing opportunities for long-term change.
Whether it’s a crisis or a slow-burning issue, effective communication and management cascades can transform potential chaos into coordinated, harmonious change.
Processes in organisational change are crucial but often overlooked for people and tech, risking program success or failure.
Finding the ‘just right’ in project business cases means avoiding being too optimistic or too pessimistic, too risk averse, or too carefree with challenges.
When is a transformation a transformation? For executive leaders looking to drive meaningful change, it’s crucial to recognise the difference between technology projects and technology-enabled transformation.
Transformations, by nature, have significant change impacts on an organisation as they are not so much an evolution, but a revolution. The people in the organisation need more to get behind a revolution.
When the right people are in the right roles with the right responsibilities, leadership can show itself in many and varied ways
Hybrid working environments are here to stay. As leaders and their people find ways to help remote and co-located teams work productively together, managing change remains challenging.