Category Archives: Business Services

Strategies For Managing Change – How to Manage and Mitigate Risks and Issues

Failure reasons in change management are many and varied. But one thing is painfully clear: Any organisational initiative that creates change – or has a significant change element to it – has a 70% chance of not achieving what was originally envisaged. So risk management and mitigation is clearly an extremely important aspect of the change management process.A programme management based approach to change leadership and change management will cause you to clearly think through all of the key aspects of how you are going to deliver your vision. So as you think about and plan your proposed change – these are the 8 questions that will set you on the right course:

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(1) How’s it going to be different when I’ve made the change?
(2) Why am I doing this – how’s it going to benefit me?
(3) How will I know it’s benefited me?
(4) Who’s it going to affect and how will they react?
(5) What can I do to get them “on side”?
(6) What are the risks and issues that I’ll have to face?
(7) What steps do I take to make the changes and get the benefit?
(8) How am I going to manage all this so that it happens and I succeed?The risk question comes in at number six because if you carefully work through the earlier questions you will go a long way to anticipating and mitigating a lot of the obvious risks – not least the people related risks and issues.Creating a simple risk management strategy and risk logHowever as you progress through your change initiative, the nature, likelihood and impact of perceived risks will change over the duration of the programme. Also, some risks will become greater as a result of another unforeseen event occurring, and new risks may need to be identified as implementation progresses.It is extremely useful to take a structured approach to this by creating a simple risk management strategy and reviewing it regularly; and creating, maintaining and updating a “risk log” as risks change. This will shape how you approach the following:

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– Allocating responsibilities and processes for risk monitoring and control
– Identifying new risks as they emerge
– Maintaining and updating your risk log
– Assessing risks and developing possible countermeasures
– Prioritising, actioning, controlling, escalating and reporting risksOf all the strategies for managing change, and leading change, the programme management based approach is the most likely to ensure that you avoid the staggering and needless 70% failure rate.

Strategies For Managing Change – This One Simple Process Will Help You Avoid the 70% Failure Rate

Ok given all the available strategies for managing change – why do so many business initiatives and ventures needlessly fail to deliver the promised benefits and increases in shareholder value? Why is the failure rate a staggering and consistent 70%?In my view – any major business initiative or venture that fails to identify and quantify the impact on those people most affected by it carries a high risk of failure.The numbers may make sense but have the political and cultural factors been assessed?There are several reasons why this is often not addressed: first and foremost because the focus is on getting the deal done; secondly because a corporate culture is hard to see (especially if you are in it) and this is compounded by the fact that there is often more than one culture, and finally because it is hard to talk about.And yet… the price of failure comes high!The reason why understanding your cultures is so important is that they are the single biggest determinant of how people in your organisation will behave – and especially in the context of a step change.

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I have developed a diagnostic process that allows a company to test the impact of a proposed business initiative or venture on those people most affected by it, to identify why it may fail and to establish precisely what has got to be done to make it a success.Principal benefits are that it is low tech and simple to understand and apply, it involves staff at all levels and enables them to articulate difficult issues in a non-confrontational way, and it can be undertaken quickly and before large sums of money are irrevocably committed to the venture or initiativeThere are three phases to this process:* Situation Analysis – that defines a cultural frame work for the company and will also identify all of the significant subcultures within the company that will assist or resist progress towards the business objectives of the proposed venture.* Gap Analysis -plots the positions of key entities within the company and highlights the gaps between this and where the directors say or think the company is, and where they want to be.* Resolution -shows the tasks, steps and processes that have to be undertaken. All implications, issues and exposures are analysed, categorised and prioritised across all functional areas impacted by the proposed venture.In this planning process there are no fixed parameters as to who should or shouldn’t be included – it may be conducted with just a very small senior management team comprising 2 or 3 people – or extended to include a wider cross section of management and staff.The process is designed to:1. Make you think deeply about your proposed change;

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2. To understand as fully as possible the impact it is likely to have, and3. To work out clearly exactly how you are going to reap the benefits from the change.If all this seems like a lot of work – yes it is! I won’t deny that this process can be time consuming – but it will ensure that you dramatically increase your chances of success – and as a by-product save you an inestimable amount of time, hassle and money in the future.Alternatively, do what most organisations do – go ahead and skip all of this – dive straight into a project or task level implementation of your good idea – and considerably increase your chances of joining the failures.If at this point you are thinking to yourself that this all seems very simple and obvious – you are of course perfectly correct. But these steps are so simple and obvious that they are usually over looked – and the result is a 70% failure rate.

Reasons of having corporate training at your workplace

Before exploring the problem, superior recognize the concept of corporate qualifications. These are experience and development applications carried out for various know-how upgrades to improve upon their productivity over the floor. The take account of the quantity of talents like managements abilties, inter personal stuffs, and some thing particular. Usually the unknown employees who be a part of any enterprise role or employer want to research and recognize the work they need to perform at their place of job. Training may be carried out some thing on a few actual competencies as according to your necessities and wishes. Generally organizations have unique department with unique names like Learning Academy and so which cater qualifications classes as and whilst required. These departments have trainers and exclusive difficulty experts.

The corporate qualifications which organizations behavior may be called as investment rather than calling them as additional fees. The return you get from the employees is certainly encouraging and profitable, the more the helpful your group is the extra possibilities you’ve got in your commercial enterprise prosperity. Therefore make sure after every enjoy you prepare for your personnel you get the comments out of your personnel under comply with up program. This may even allow you to understand how powerful the corporate coaching went via the instructor you have to your education branch or anyone you hired for the equal. Plus you return to apprehend in which does your employees stand, this will additionally be cross checked when you seen them humanizing of their abilities.

Now why do you require corporate schooling? That’s the pertinent question we are dealing here. Thoughts and ideas do now not necessitate any expertise although the execution of the same calls for it the most. To carry out outcomes with none problem or any concern, you need to have the appropriate type of ability units, or to put matters in a one of a kind manner, you may want qualifications. If your employees are enjoy as consistent with the necessities and demands of the place of job, they now not simplest carry out but they outperform. To demand your personnel the fine result and productiveness in a right style, you will involve an amount of activities to groom them as according to the job call for, in other phrases you have to carry out company education. Moreover, nowadays you may see the arena is converting in fast pace in no time, comparable is the tale visible in the business international. We see strange ways and techniques of doing things in business, consequently nameless talent units and thoughts needs to be communicated in the form of a schooling consultation. You consequently have need of a helpful corporate qualifications session to hold your personnel abreast with the converting global.

Strategies For Managing Change – 9 Questions That I Highly Recommend

As you consider your strategies for managing change – there are 3 implicit questions: (a) What do I need to know? (b) What works? (c) How do I apply it?Trouble is, we so often get stuck on old assumptions, and as Marshall McLuhan once said: “Most of our assumptions have outlived their uselessness.”It may seem obvious but you would be surprised but how many times I have asked the question of directors considering some form of change initiative: “Why are you doing it and how will it benefit you and how will you know it’s benefited you?” – and got a vague or general answer along the lines of “we’ll be… bigger… better… closer to our customers… reduce our costs… etc”

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The 9 key questionsSo as you think about and plan your proposed change – these are the 9 questions that will set you on the right course:(1) In broad terms – how do you see it being different and better after the change? Have you told your staff? Did they share your view?(2) What is your company like now, in terms of your culture and core processes – the key issues you face and how you all behave?(3) Specifically how will the business be different after the change and in what ways will that change be noticeable?(4) Do you have a clear definition of what your changed organisation will look like? Have you documented this?(5) Have you defined and documented each of the specific benefits to be achieved though this change? (i.e. what is it – what difference will it make – where in organisation does it arise – how will its achievement be measured??)(6) Have you communicated these benefits to your staff? And have you received and responded to their feedback?(7) Have you documented in a list all those who are involved in the change? And specifically undertaken a brief analysis of how the change will impact them?

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(8) Have worked out a communication strategy- and that one that will work two-ways and feedback to you?(9) Have you identified what could go wrong and what you might need to do to avoid that happening?Of all strategies for managing change – the programme management based approach is the most likely to ensure that you avoid the staggering and needless 70% failure rate. These 9 questions are based on this approach and some of the key stages of how to manage change successfully.

Fire Consultant for Your Business

Because of The Regulatory Reform (Fire Safety) Order of 2005 all corporations in the UK now ought to carry out hearth chance assessment through law with the obligation now falling on business owners for the fireplace safety in their premises.

There are alternatives wherein you could take to make certain that fireplace threat evaluation is undertaken at your premises and which is satisfactory for you specially varies on how tons time you have. If you have time to carry out an evaluation on your premises yourself then it may be useful which will buy hearth threat assessment software program. The software program will help you see capability fireplace risks for your premises and the way to address them together with capacity precautions that could need to be put in place. The only disadvantage with the fire threat evaluation software is that you do want some fire safety information to help you apprehend what you are doing when project an evaluation. All organizations are exceptional and your fireplace threat assessment could be unique in your premises so the software program can most effective help you and no longer entire the assessment for you.

If you don’t have the time or feel assured approximately assignment a fire threat evaluation on your premises then it would be useful which will rent a professional fireplace representative. A hearth consultant would investigate your premises getting rid of all potential hearth risks, they might document any ultimate risks and enforce precautions to make sure that each one regions are safe and that human beings at the premises are fully aware of the closing risks. They might additionally educate your workforce in fire safety and tell them of any risks to your premises and how to take precaution whilst in the ones regions. A hearth safety control plan may be setup that will help you reveal and control your premises fireplace protection, this consists of an evacuation plan for if a ability emergency arises.

Safety of you and those on your premises need to be number one precedence that’s why hiring a hearth consultant will be the exceptional answer. Trying to reduce corners through buying computerized software program and assessing your premises yourself if you don’t have sufficient information isn’t always retaining your body of workers, traffic and many others secure or assembly rules. Hiring a expert fireplace representative to perform a fire chance evaluation to your premises ensures that your premises is safe from fireplace risks and offers you the self assurance and peace of thoughts.

A Simple But Effective Method to Improve Mission Planning

The challenge became a bold raid carried out through the brave contributors of the U.S. Navy SEAL DEVGRU, also referred to as SEAL Team Six, mainly whilst considering the probably disastrous political and diplomatic effects that might have happened had the mission failed. In spite of the dangers, the percentages, and the loss of one of the two Blackhawk helicopters that introduced the SEALs to the target, the project to get Bin Laden changed into an notable undertaking making plans fulfillment that keeps to encourage awe. The Bin Laden project became completed by a number of the greatest warriors that history has ever recognised. However, other than ability inside the profession of hands, it turned into the overall tactical making plans manner that went into the assignment that provides an essential lesson for planners in all fields – in navy, enterprise, or in regular lifestyles.

The Overconfidence Bias

We fall in love with the plans we make. Mission planning is just like giving beginning to a baby. When the plan is entire, whether evolved with the aid of an man or woman or a collaborative crew, the planners can step lower back and congratulate themselves at the genius of the plan that they’ve created — such overconfidence is one in every of many cognitive biases we people fall prey to.

This is why the practice of using a Red Team is vital. A Red Team is a simple way to conquer the overconfidence bias and the idea of “groupthink,” the want for companies to are trying to find conformity and unanimity in making plans and choice making. The venture planning effort that went into the Bin Laden mission became the special made of many distinctive planners, however that on my own changed into no longer enough to make certain fulfillment. The tactical making plans technique needed to be subjected to a Red Team.

The Role of the Red Team

For the Bin Laden task, navy planners invited an outdoor group of professionals who had been previously ignorant of the plan and had now not taken component within the undertaking making plans technique to include what we call a Red Team. A Red Team examines a plan and offers frank grievance of the plan with out bias. The Red Team’s purpose is to expose flaws or weaknesses within the tactical making plans process – to check the plan with dispassionate purpose and respectfully offer exact criticism. However, the planners must accept the criticism humbly, without commenting or defending the plan. It is essential that the planners worried are capable of receive and comprise this criticism, or the practice of using a Red Team could be rendered moot.

Historical Examples of Mission Planning Using Red Teams

The Red Team isn’t always a brand new idea. In 1962, confronted with the hazard of Soviet nuclear missiles in Cuba, President John F. Kennedy utilized a form of the Red Team to amazing success. He had suffered a terrible and embarrassing debacle within the botched Bay of Pigs Invasion and Kennedy became now not going to allow such an errors in undertaking planning to happen again. He started by way of dividing his Executive Committee in 1/2 and tasked every of the 2 corporations to argue for one in every of primary alternatives to deal with the risk. One institution argued for a naval blockade and the alternative for an air strike. Kennedy then had the corporations transfer positions and critique the other organization’s idea. The remaining step in Kennedy’s tactical making plans procedure became to ask his brother, Robert Kennedy, and one in all his close counsels, Ted Sorenson,