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Change must be systemic and all pervasive in order to be successful

1. I would start with the question: "Is such a position/role necessary?" What value does "the change manager" bring to the end user? What is the administrative and financial responsibility of "the change manager"? What are the power and financial powers of "the change manager"? 2. In my practice, "the change manager" is essentially irresponsible and meaningless growths on the body of the organization. The appearance of "the change manager" is a symptom of a serious illness of the organization. One of my first actions in this case is to eliminate such and similar positions/roles. 3. Just as quality cannot be improved by the role of "quality manager" (as Deming also proved), it is also impossible to organize changes using role "the change manager". Both quality and changes must be sewn into the processes themselves in each department. 4. When to you as a functional specialist, comes a person who does not understand well what you do, does not understand well how the organization really works, does not bear any responsibility for the final result and instead of solving your problems adds more problems to you, then skepticism and resistance are the least that can be expected. 5. That's what a good Fundamental Management Theory is for. Otherwise, many will face problems of this kind. 

So, it has been nearly a year since my last role related post and a lot of positive change has happened between then and now! +  I have officially graduated from the University of Sussex.  +  Achieved Change Practitioner Certification from APMG International. +  Continued on with my mission - to support businesses making change. Change journeys are rarely linear. Delivering and embedding change requires the ongoing use of strategies which not only engage but also continue to motivate those impacted. Utilising the skills of a change manager can really increase employee engagement, foster collaboration for change, overcome resistance, avoid the costs of poorly managed change, and help to build future change management capability. As an individual with 3 decades delivering change in practice plus the accumulated learnings, I can help to create positive momentum for change and support your planning in the following ways, - By assessing organisational readiness and capability for change.  - By helping to clarify the impacts of the intended change, the benefits, and the risks before the go button is activated. - By identifying and understanding what may be needed to influence individual stakeholders in order for them to embrace and adopt the change. - By supporting the creation of communication & change plans. - By tracking the measures that matter. - By supporting & mentoring teams, to upskill or recalibrate process.  - By providing change management competence during operational start-ups, business consolidation or for customer related change initiatives. My last placement with the extremely innovative team at 3PL in Wigan is complete, having delivered their current ask. So I am seeking a new change related role & available with immediate effect. Happy to consider either interim/fixed term or permanent roles, on site or hybrid. Also open to talk “change” or to connect and share any common ground. Thank you, Julie. #openforwork #collaborationforchange #communication #connection  

Good point, well presented...

Lifting this and drawing special attention to how we measure and report success in change initiatives. Data needs to be robust and holistic- qualitative and quantitative- to assess what is working and what needs to be sunset in change management.

When hiring a change manager the key quality you need to look for is the ability to work systemically. By this I mean someone who can quickly grasp HOW the system is functioning and how best to intervene to make change happen. Ask for examples of how they have: 1. Diagnosed the system and identified the patterns that are governing it. 2. Designed systemic interventions to bring about change across the parts and the whole 3. Implemented successful change, including the data on WHAT change occurred It’s time to move away from the assumption that change managers just need to be “good with people”. Emotional intelligence (alone) won’t “cut it” when it comes to bringing about change in complex, adaptive ecosystems. ❓ Do you agree? What qualities do you seek in a change manager? ========== I’m a Chief People Officer and change leader, having been the executive in charge of transformation in a series of international companies. I’m passionate about helping people to lead change My why? Better workplaces. ▶️ Follow me for practical change advice.

Find the right leader at the right time! An important managerial position is vacant, and the situation is critical. How do you make sure to quickly get the right person in place without renouncing important experiences and skills? While you begin a recruitment process, which can take 6 months or more, contact an Interim Management provider to access to a highly qualified professional who will ensure that the business continues according to the company’s strategy and goals. During the time of recruitment, the Interim Manager can drive necessary changes and transformations. The interim CXO, functional specialist, or project manager, can start within 2 weeks and has experience in exactly what you need right now. #interimmangement #strategy #bestadvice

One of the Managers I worked with before was not a good Manager. She used to lash out on team members, say toxic words, micro manage and bring teams morale down by proving them inefficient. The average tenure of a person working for her would be 4-6 months and people either changed teams or move out of the organization with or without a job in hand. HR knew the scenario so they never questioned the team moving within the organization and felt bad about people leaving the organization. I also left the organization because of the same reasons. One day I received a call and on the other side was my same toxic ex-Manager. She said she has joined an MNC as country head and have an opening in her team and she wants me to consider joining her team and organization. She said: 1). I performed really well 2). I manage the team well 3). I am a team player 4). My stakeholder/client management is excellent 5). I manage the projects well and do timely risk mitigation That was a strange proposition and applause coming from her as we did not part ways on good terms. But she knew that I am a performer and still wanted me to join her team. I politely declined the request saying I want to explore the opportunities in my current organization and then probably look outside in an years time. Note: You are your own brand, make sure your performance and conduct is always up-to the mark. People and opportunities come back when in need ;-) #performance #brand #stakeholdermanagement #projectmanagement #projectmanager #teamplayer #managingteams #opportunities #manager #consulting #strategy #research #projects

❓Interim Managers have to fit with the company culture: True or False❓ 🏢 True for Permanent Executives. Their deep integration into company culture is crucial, as they aim for long-term roles, climb the corporate ladder, and represent the company externally. 👥However, for Interim Managers who stay only for the length of the project and are focused on delivering results, it is more important to FIT with the TEAM they will COLLABORATE with. 🔄 Sometimes, clients require an Interim Manager who differs from the company culture and can disrupt the stereotype, bringing new ideas and an external point of view. Of course, the requirements can vary significantly from client to client. ❓So, do Interim Managers need to fit into the overall company culture? Perhaps not entirely, but their ability to adapt to and work well within the immediate team culture is important for their success and the lasting impact of their contributions. 🌟 What are your thoughts? How important do you think cultural fit is for the effectiveness of Interim Managers? Share your experiences and join the conversation! 💬   #Interim # Project # Companyculture #CareerGrowth

❓Interim Managers have to fit with the company culture: True or False❓ 🏢 True for Permanent Executives. Their deep integration into company culture is crucial, as they aim for long-term roles, climb the corporate ladder, and represent the company externally. 👥However, for Interim Managers who stay only for the length of the project and are focused on delivering results, it is more important to FIT with the TEAM they will COLLABORATE with. 🔄 Sometimes, clients require an Interim Manager who differs from the company culture and can disrupt the stereotype, bringing new ideas and an external point of view. Of course, the requirements can vary significantly from client to client. ❓So, do Interim Managers need to fit into the overall company culture? Perhaps not entirely, but their ability to adapt to and work well within the immediate team culture is important for their success and the lasting impact of their contributions. 🌟 What are your thoughts? How important do you think cultural fit is for the effectiveness of Interim Managers? Share your experiences and join the conversation! 💬   #Interim # Project # Companyculture #CareerGrowth