It is commonly understood that successful change relies on closing gaps between the current and future state. Most change practitioners categorize the gaps in relation to people, process, and tools.^1,2,. Most change projects focus on the people side, with emphasis on internal stakeholders. In most projects, this comes down to the direct impacts on the users of new technology and/or process. This approach works if projects involve big technology investments like ERPs, where the overwhelming impact is internal.

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In this eighth and final post, based on Nick Anderson's book, Focusing Change to Win, we highlight contributions from 1072 business leaders. This post provides conclusions on how leaders create thriving organizations, as well as a summary of the lessons from the previous posts. 

To attend a webinar on this topic or other topics covered in Focusing Change to Win go to  http://focusingchangetowin.com/webinar/. Use the comment form below or email us directly at admin@tbointl.com to ask a question or to open a dialogue with the author or one of our other team members.

In this seventh post, based on Nick Anderson's book, Focusing Change to Win, we highlight contributions from 1072 Business Leaders. This post gives some of the key findings on effective communications and how they impact resistance and ultimately change success. The following is based on 684 contributors who chose to add comments on communicating change. Unsurprisingly, contributors see their people at the heart of any successful change process. They see gaining stakeholder commitment and creating a cadre of change ambassadors as a force multiplier. Essential to creating that commitment are leaders taking their people into their confidence with honesty and courage.

To attend a webinar on this topic or other topics covered in Focusing Change to Win go to http://focusingchangetowin.com/webinar/. Use the comment form below or email us directly at admin@tbointl.com to ask a question or to open a dialogue with the author or one of our other team members.

In this sixth post, based on Nick Anderson's book, Focusing Change to Win, we highlight contributions from 1072 Business Leaders. This post gives some of the key findings on how they see change impacting effective and ineffective organizations.  They were asked to distinguish between thriving organizations as opposed to those that just get by - surviving organizations.

I just finished reading my copy of 2014 Pulse of the Profession® by the Project Management Institute (PMI).   This year’s edition is subtitled “The High Cost of Low Performance.” Mulling over the content, it struck us that as a company whose offering is based on driving organization change through project delivery, we should take a fresh look at how we interact with our customers.  Further, as we looked at the offering, could the various delivery models improve our customers’ performance and therefore reduce cost and improve profitability?

The table below reflects the results of our assessment.  We focused on four delivery approaches based on our clients’ requirements to deliver change in the short term and on the need to improve project performance strategically for the long haul. 

In this fifth post, based on Nick Anderson's book, Focusing Change to Win, we highlight contributions from 1072 Business Leaders on The Why and What of Change. This post gives some of the key findings on how change can be used to foster competitive success, including some useful tips from the book. 

In this fourth post, based on Nick Anderson's book, Focusing Change to Win, we highlight contributions from 1072 Business Leaders on The Why and What of Change. The post gives some of the key findings on measuring change and a sample of useful tips from the book.

In this third post, based on Nick Anderson's book, Focusing Change to Win, we highlight contributions from 1072 Business Leaders on The Why and What of Change. The post gives some of the key findings on change resistance and a sample of useful tips from the book.

In this second post, based on Nick Anderson's book, Focusing Change to Win, we highlight contributions from 1072 Business Leaders on The Why and What of Change. The post gives some of the key findings and a sample of useful tips from the book.  We take an in-depth look at how our contributors improve their chances of thriving through change, by communicating in ways that build trust and engage people. For these contributors, Communication must constantly focus and connect the What of Change with the Why of Changing.

This is the first in a series of book highlights from Focusing Change To Win.  This deeply insightful manual for change leadership features the collective wisdom of 1072 Business Leaders and Consultants. These contributions on managing change come from 80 countries in 19 Industry Sectors. In this series of nine articles, we will provide key findings and useful tips.