Over the past 6 weeks, The Change Consulting Group facilitated a community of practice with Board members, business leaders, and HR and organisational change agents in four countries on four continents. We used our online Global Change Academy to achieve this ambitious goal. These conversations provided a powerful set of reflections and a unique historical record of the […]
Change professionals are trained to look at a social or organisational phenomenon from multiple lenses and at multiple levels, careful always to look for areas of unforeseen risk and outcomes. The key reason for this piece is that I am concerned that we are looking at the COVID-19 crisis primarily through a medical lens. We are not paying enough[…]
The Change Consulting Group has developed a practical three-stage crisis management model to help organisations take stock of the impact of the COVID pandemic, as well as find opportunities in this crisis. There is now no doubt that there are severe economic consequences to the lock-down approach taken by many countries (while outliers like Sweden remain of[…]
There’s a lot of hype on social and online media at the moment about a “new normal” for work or the “new ways of work” that will be permanently embedded in our organisations and that it will be good for employee engagement. We have heard these voices before, but now that many of us have been ordered[…]
Update: 25 April 2020 To our valued Clients, Employees, Vendors and Colleagues The Change Consulting Group (CCG) lives by a core value of delivering excellent and tailored management consulting solutions to meet the strategic and organisational needs of our clients. In line with ongoing updates from government and global health bodies, CCG is committed to providing updated[…]
We are potentially at a critical inflection point in human history. After major events like the World Wars and 9/11, major social change ensued. Some of this we would ascribe as good, like women entering the work force and a general drive to a more equitable society. Some activities could be argued to be less desirous like[…]
Successful organizations in today’s business environment understand that supporting the emotional and mental wellness of employees makes good business sense. This is particularly important in the context of a large-scale organisational transformation or change programme. This process promotes successful change implementation, optimal work performance, retains talent and cultivates a harmonious work environment. To support your employees and[…]
In last week’s newsfeed, we proposed that a more sophisticated understanding of the strategy process was to separate strategy formulation from strategy implementation. In order to provide some initial thoughts and theory in this regard, we would like to share the following with you. The following is an excerpt from a presentation recently developed by Stephen Rothgiesser, the[…]
A key purpose of this newsfeed is to stimulate discussion and debate around some of the challenges associated with change and strategy implementation. Part of this process is about sharing our experiences and areas of concern with our listeners, and part of this is about commenting on the work currently being done by our colleagues. Some of[…]
In last week’s blog, we promised to dive into more detail on why building internal change competence is so difficult, and, more to the point, why internal change agents often have such a challenging task. Building internal change capability is hard because: Good experiential training is hard to find: In our opinion, there are currently insufficient tertiary[…]
