Adapt Consulting Company (TimHJRogers)

Kanter’s Ten Commandments for Executing Change provide a structured approach for effective change management. These steps highlight the importance of leadership, communication, and reinforcement throughout the change process: 1. Analyze the Organization: Understand the current state and identify barriers to change. 2. Create a Sense of Urgency: Communicate the need for immediate change to mobilize the organization. 3. Build a Strong Coalition: Form a leadership team to support and drive the change effort. 4. Develop a Clear Vision: Articulate a compelling and actionable future state. 5. Communicate the Vision: Ensure everyone in the organization understands and aligns with the change vision. 6. Empower Others: Remove obstacles and empower employees to take action towards achieving the vision. 7. Plan for Short-Term Wins: Identify and achieve early successes to build momentum. 8. Consolidate Gains: Use early wins to drive further change and avoid complacency. 9. Institutionalize Change: Embed the new behaviors and changes into the organization’s culture. 10. Monitor Progress: Continuously assess and adjust the change process to ensure long-term success. These ten principles guide organizations in implementing sustainable, impactful change (Kanter, R.M., 1992. The Change Masters). A list of the off-the-shelf and bespoke training I can provide is in the comments Tim HJ Rogers Consult | CoCreate | Deliver If you're looking for support in management, change consulting, or coaching to guide your organization through transitions, Typical feedback ... Tim's style, manner and pragmatic approach has been very valuable. His contribution will have a positive and lasting effect on the way we work as a team. #people #process #performance #projects #programmes #pmo #change #processimprovement #projectmanagement #changemanagement #workshops #mediation #coach #icfcoach #mentor #facilitation #training #jersey #channelislands

Robinson, Perryman, and Hayday's 2004 study identifies key drivers that significantly influence employee engagement within organizations. Understanding these drivers can help companies enhance their employee engagement strategies effectively. Key Points: Leadership Style: Effective leadership that is transparent and communicates a clear vision significantly boosts engagement. Opportunities for Growth: Providing continuous personal and professional development opportunities is crucial for maintaining high levels of engagement. Recognition and Rewards: Timely acknowledgment and rewarding of employees' efforts increase their commitment and job satisfaction. Work-Life Balance: Supporting a balance between work and personal life helps sustain employee motivation and overall well-being. Work Environment: A positive and supportive work environment fosters collaboration and a sense of belonging among employees. Focusing on these drivers can help organizations increase engagement, leading to improved performance and reduced turnover. A list of the off-the-shelf and bespoke training I can provide is in the comments Tim HJ Rogers Consult | CoCreate | Deliver If you're looking for support in management, change consulting, or coaching to guide your organization through transitions, I'd be happy to chat about how I can help. Typical feedback ... Tim's style, manner and pragmatic approach has been very valuable. His contribution will have a positive and lasting effect on the way we work as a team. ICF Trained Coach | MBA Management Consultant | PRINCE2 Project Manager, Agile Scrum Master | AMPG Change Practitioner | Mediation Practitioner | BeTheBusiness Mentor | 4 x GB Gold Medalist | First Aid for Mental Health | Certificate in Applied Therapeutic Skills #people #process #performance #projects #programmes #pmo #change #processimprovement #projectmanagement #changemanagement #workshops #mediation #coach #icfcoach #mentor #facilitation #training #jersey #channelislands -----

Fishbein and Ajzen (1975)Theory of Reasoned Action The Theory of Reasoned Action (1975), developed by Martin Fishbein and Icek Ajzen, explains how individuals make decisions and take actions based on their attitudes and social influences. The theory highlights the connection between beliefs, attitudes, intentions, and behaviors, predicting that individuals act according to their intentions, which are shaped by two main factors. Attitude Toward Behavior: Personal evaluation of whether the action is positive or negative influences the intention to perform the behavior. Subjective Norms: Social pressure or expectations from others affect how likely an individual is to carry out the action. Behavioral Intention: The stronger the attitude and social influence, the higher the likelihood of an individual following through with the behavior. Key Points: Intentions Drive Actions: Behavior is primarily determined by the intention to act, which is shaped by attitudes and social norms. Social Influence Matters: Peer pressure and societal expectations heavily influence decision-making. Predictive Model: Provides a framework for predicting how attitudes and external factors lead to specific behaviors. Fishbein and Ajzen's theory helps marketers understand consumer behavior by linking attitudes, social norms, and intentions to actions (Fishbein & Ajzen, 1975). A list of the off-the-shelf and bespoke training I can provide is in the comments Tim HJ Rogers Consult | CoCreate | Deliver If you're looking for support in management, marketing, change consulting, or coaching to guide your organization through transitions,. Typical feedback ... Tim's style, manner and pragmatic approach has been very valuable. His contribution will have a positive and lasting effect on the way we work as a team. #people #process #performance #projects #programmes #pmo #change #processimprovement #projectmanagement #changemanagement #workshops #mediation #coach #icfcoach #mentor #facilitation #training #jersey #channelislands --------------

Momentum Monday: Start strong, set goals, use structure and keep moving forward. In life, it's essential to stay flexible and adaptable to a wide range of circumstances, many of which are unpredictable. From the contents of your inbox to your news feed, or even the weather, things can shift unexpectedly. However, it’s equally important not to be at the mercy of whatever happens. You need to maintain a level of control. Much like a yacht navigating wind, waves, and tides, you should have a clear sense of the direction you're heading. While no plan remains intact after first contact with the unexpected, the process of planning and prioritizing helps you make those small adjustments that guide you through your day, week, month, year, career, and life. I believe in having structure, but not overly rigid structure—more like a broad framework. Within that, you ensure that the most important things get done, but also leave room for yourself, others, your role in the community, and your personal growth.

Shaping Organizational Culture: It’s Not Just Talk—It’s Lived Experience Culture isn’t shaped by speeches or slogans—it’s built through the everyday experiences of your employees. In my work as a consultant and change manager, I’ve seen how the small moments—from broken systems to team interactions—are what define culture. Drawing on insights from the Transformation Leaders Body of Knowledge, this article explores how real culture is shaped by daily actions, peer pressure, and diversity of thought. Discover why imposing a uniform culture can stifle innovation, and how peer relationships often have more impact than leadership directives. --- This article by Tim HJ Rogers is based on 90 DAY ROAD MAP – Unlock the Secrets to Transformation Leadership Success and the book Transformation Leaders Body of Knowledge2024 Edition by Tony Lockwood Tony Lockwood and I are planning a Podcast and Book-Club Series to overview the theory and practice of change. #OrganizationalCulture #LeadershipDevelopment #ChangeManagement #TeamDynamics #DiversityOfThought #90DayRoadMap #TLH Read more, link in comments ------

Navigating the Fine Line: Process Automation Without Losing the Human Touch Over-automating your processes could turn efficiency into a liability—here’s how to strike the balance between precision and people. The allure of automating business processes is undeniable. Companies are racing to streamline workflows, save time, and cut costs. But there’s a trap: automation without flexibility can alienate the very people it’s designed to serve. Think about it—how often have you heard “the computer says no” when dealing with rigid systems that don’t account for unique customer needs? Processes must instill confidence and provide clarity, but they should also be adaptable to real-world demands. As Peter Drucker famously said, "Efficiency is doing things right; effectiveness is doing the right things." This balance is key. An effective process isn’t just about ticking regulatory boxes and meeting business objectives; it’s about delivering a product or service that genuinely meets stakeholder needs. The challenge lies in involving both top-down and bottom-up perspectives. The best process design includes inputs from seasoned leaders who understand compliance and business requirements, alongside the voices of frontline employees and customers. Why? Because those closest to the day-to-day operations often see the friction points others overlook. When you integrate their insights into process automation, you ensure that the result isn’t just streamlined—it’s usable, valuable, and innovative. Notable research supports this approach. In his book, The Fifth Discipline, Peter Senge emphasizes the importance of building "learning organizations" that adapt to change. Similarly, Clayton Christensen’s theory of disruptive innovation suggests that businesses survive by continually improving and meeting the changing needs of their markets—not just by automating old ways of working. Here’s the real takeaway: automating broken processes just gets you to failure faster. Success requires a coach, a consultant, or a technologist who understands not only systems and regulations but also human behaviour and user experience. You’re not just optimizing productivity; you’re shaping the future of your business. Key Takeaways: Process automation must balance efficiency with human adaptability. Involve both top-down leadership and bottom-up feedback to avoid rigid, ineffective systems. Innovate, don’t just automate—ensure your processes are built for quality, not just speed. #ProcessAutomation #Leadership #BusinessInnovation #ChangeManagement #StakeholderEngagement

I understand the drive to be highly efficient and effective, with a focus on productivity and the latest tools. However, in the quest for increased efficiency, organizations risk falling into 'corporate anorexia'—where there's no spare capacity, no slack, and employees are burning out, leaving the company on the brink. While improving productivity is important, it's critical to remember that what truly matters is the product. After all, it’s the product that consumers pay for, the product that represents the outcome of your efforts, and the product that sets you apart from the competition. Neither your competitors nor your customers care about the productivity tools you use—they care about the quality of what you deliver.

Want to ensure your tech and process changes succeed? Leverage the power of Super Users—your organization's forward-thinking employees who can guide change from design to go-live. In this article, I explain how a structured approach, starting with a design authority, ensures new systems are scalable and fit for purpose. Super Users lead testing and training, ensuring smooth integration and long-term innovation. With in-house knowledge retained, your organization becomes more agile and ready for future transformation. #DigitalTransformation #ChangeManagement #SuperUsers #Innovation #BusinessAgility

Breaking the Mold: How Trust and Company Service Providers Can Differentiate in a Homogenized Market How can trust and company service providers differentiate when everyone’s offering the same service with similar technology? The answer lies in data integrity, personalized client engagement, and stakeholder alignment. In an industry driven by regulatory and technological standards, creating a unique value proposition requires more than just branding. It’s about ensuring your data is accurate, your processes are human-centered, and your technology is optimized for building client trust. Discover how to break the mold and stand out in a homogenized market. #DataQuality #StakeholderEngagement #ProcessInnovation #TrustAndCompanyService #Transformation

Belief and Resistance: Understanding Why We Accept or Reject Ideas Human beings are both wonderfully curious and surprisingly stubborn, sometimes at the same time. We are capable of accepting ideas that seem outlandish, and yet we can also resist well-supported information that’s in our own best interest. This paradox is evident in the way people gravitate toward conspiracy theories, while often resisting new information that challenges their worldview. To understand why this happens, we must consider the complex interplay of psychology, social dynamics, and emotional resonance. The Challenge of Engagement and Persuasion Understanding these factors is crucial for anyone attempting to communicate effectively, whether in leadership, public health, education, or interpersonal relationships. Changing someone’s beliefs isn’t just about presenting the facts; it involves understanding the emotional, psychological, and social dynamics at play. To effectively engage people who hold different beliefs, consider the following approaches: Build Trust: Before attempting to persuade, work on building a relationship of trust. People are more likely to be open to new ideas when they trust the person presenting them. Address Emotional Needs: Recognize that beliefs are often rooted in emotion. Empathize with people’s fears and concerns rather than dismissing them. Simplify without Oversimplifying: While reality is complex, try to find ways to explain it that are accessible without being reductive. Use analogies and relatable stories to make complex information easier to grasp. Create Spaces for Safe Exploration: Allow people to explore new ideas without feeling judged. Creating a non-confrontational space for discussion can reduce defensiveness and open people up to reconsidering their beliefs. In our polarized world, understanding why people believe what they do—and why they resist change—can help us bridge divides, foster better conversations, and guide positive change. It’s not just about what’s true, but how we can help others navigate their beliefs in ways that are constructive for themselves and their communities.