An Agile Approach to Change Management

Harvard Business

Change management Managing organizations Digital ArticleSix lessons on moving quickly under pressure.

How to Do Agile Change Management

LSA Global

Agile Change Management – What Is It? Agile change management is an approach to managing the people side of change that works in concert with the agile project management methodology. Basic Elements Change.


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4 Autopsies of Big Change Management Failures

LSA Global

To perform and thrive, you have to be able to adapt to an ever changing environment. If you resist and defy change, your company is not long for this world. Here are a few examples from decades of change management consulting projects of now-defunct organizations that, in order to avoid disaster did not. foresee the necessity for change soon enough or. But tastes change and, as they did, Hummer didn’t pay attention. They were not agile enough.

Inarticulate Ramblings is merging with an Agile Gorilla!

Ben de Haldevang

My new venture, The Agile Gorilla is the result of the above merger. Change management TransformationGood morning / afternoon friends, ex-colleagues, family members (!) and random folk who have an interest in the world of consulting and mergers & acquisitions in particular. I’ve been remarkably quiet for quite some time…this is not due to a lack of thought / interesting experiences etc but the development of the next stage in my M&A journey.

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How Agile Teams Can Help Turnarounds Succeed

Harvard Business

Agile — the management approach that relies on small, entrepreneurial, close-to-the-customer teams — has a reputation that reflects its rapid adoption in software development. Contrary to conventional wisdom and Hollywood action movies, dictatorial management is ineffective in large-scale crises. Managers who fall prey to the dictator-in-a-crisis myth pay a heavy price. As the crisis intensified, management undertook successive rounds of cost cuts.

How To Avoid The Pandemic Recession

Simon Associates

A new economy requires new thinking and new agility. Andrew Simon business change management business changeRecently there was an interesting article in The New York Times entitled, “ The Pandemic Depression Is Over. The Pandemic Recession Has Just Begun.”

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The Future of Management (Part 2/3)

Tom Spencer

In the last installment , we explored how management has gone through big evolutionary changes since its inception. Change. Sometimes, and especially when it comes to ambiguous business concepts like change, psychology is extremely useful. It has come to my attention that whenever the word ‘change’ gets brought up in an organisation, the common response is panic or anger. Embracing Change. Relevance of the Teal management philosophy.

How to Assess Change Readiness

LSA Global

Assess Change Readiness to Know Where You Stand. We think of change management as the proven tools, techniques, and processes to effectively manage the people side of change. We think of change readiness as how ready an organization is to undertake a change.

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How Leaders Can Remove Barriers to Organizational Change

LSA Global

The Challenge of Organizational Change. Change management consultants have long sought to remove barriers to organizational change. Until the most common roadblocks to change are fully understood, change will continue to be a struggle for most organizations.

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Why “Managing Change” is NOT The Future of Work

Cheryl Cran

Managing change is not the way forward to the future of work. The speed and rapidity of technological innovations means that a change management approach is not fast enough or agile enough for the current and future business realities. Managing change is often applied as a reactionary approach whereas leading change is the proactive and ongoing movement to a new level of structure, systems and ways of interacting.

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5 Behaviors of Leaders Who Embrace Change

Harvard Business

Part of the issue is how organizations view the human aspect of the closing date, which is usually treated as the end of the transaction, when it’s really just the start of change. Leaders in the M&A environment are managing an organization that hasn’t existed before. And, the merger or acquisition won’t be the last change they are facing. In this environment, change agility needs to be part of the new organization’s and leaders’ DNA.

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The #1 Secret to Leadership Development Program Success

Cheryl Cran

Organizations are faced with managing change at a faster rate than ever before and the fast pace of change requires agile and future ready leaders. Blog change leadership change management coaching for leaders coaching leadership group coaching for leaders leadership development Leadership development programs online leadership programsCEO’s and leaders want to know the number one secret to a leadership development programs success.

Leaders Focus Too Much on Changing Policies, and Not Enough on Changing Minds

Harvard Business

Add to that the anxiety that nearly all human beings experience in the face of change. This is where resistance tends to arise — cognitively in the form of fixed beliefs, deeply held assumptions and blind spots; and emotionally, in the form of the fear and insecurity that change engenders. The result is something that the psychologists Lisa Lahey and Robert Kegan have termed “immunity to change.” Change management Digital Article

5 Ways to Help Employees Keep Up with Digital Transformation

Harvard Business

Help Employees Embrace Agility. Agility is key to success when undertaking digital transformations. Today’s technologies and consumer needs change faster than traditional business road maps can deliver, and employees need to be ready and empowered to move at this pace. As large CPGs grapple with the pace of change in their industry, learning and doing can no longer be separated. Change management Strategy Talent management Digital Article

Case Study: How Much Should a New CEO Shake Things Up?

Harvard Business

She had made site visits a hallmark of her short tenure at the company’s helm, because they helped her see how frontline employees were weathering the changes she’d been spearheading across the bank. She also used them to scout for talent, keeping an eye out for young managers ready to move into more-senior positions and perhaps transfer to headquarters. “He hates change.” ” “Does everyone understand the reason for the changes?

Changing Company Culture Requires a Movement, Not a Mandate

Harvard Business

For organizations seeking to become more adaptive and innovative, culture change is often the most challenging part of the transformation. But culture change can’t be achieved through top-down mandate. At IDEO, we believe that the most significant change often comes through social movements, and that despite the differences between private enterprises and society, leaders can learn from how these initiators engage and mobilize the masses to institutionalize new societal norms.

The Dirty Little Secret About Digitally Transforming Operations

Harvard Business

He summarized the issue very simply: “We can automate mathematics, we can automate design decisions, but we cannot automate changes in human behavior.” The exceptional organizations that succeeded understood that lean requires a massive effort involving many changes at once, mostly centering on people: the role-modeling of new behavior, the transparency of communication, the fostering of new capabilities. A commitment to helping people change.

How Coty Reinvigorated Its Supply Chain

Harvard Business

The company’s Supply Chain Leadership Team had seen the pace of change for its group began to plateau. To address these questions, Coty partnered with Kotter International to implement a broad global change management program. To act on this opportunity, the company encouraged each employee, on a volunteer basis, to make his or her “unique contribution” to improving the agility of the supply chain.


Harvard Business

Changing consumer needs, combined with shifting workforce expectations, are altering the competitive landscape and dictating transformation of existing company operating models for consumer industries. These companies are facing wholesale change—from defining how technology reinvents entire functions to how the organization manages new workforce models to how to unlock value with cross-industry ecosystems. An empowered consumer has changed the growth game.

How to Find the Exact Words that Attract Your Clients (and Gets them Excited to Work with You)

Consulting Matters

The missing link between great intentions and great results is often a little talked-about leadership trait - emotional agility and courage. You're an organizational change expert and have been around the block. One of my favorite things to write and talk about is copywriting.

How Volvo Reinvented Itself Through Hiring

Harvard Business

Many legacy companies would like to transform themselves into agile, talent-first organizations. But when some CEOs in this position look at the people they employ, they discover a problem: a swath of their existing team doesn’t have the necessary skills or metabolism for change to meet the new challenges. To get the skills and change agents it needed, Volvo looked outside the automotive industry. Implementing change through the company’s networks also helped.

The Reinvention of NASA

Harvard Business

Since the Apollo program, NASA has faced funding cuts, competition from other nations for space leadership, and a radical restructuring of its operating environment due to the emergence of commercial space – all of which have forced the organization to change its ways of thinking and operating. NASA has moved from being a hierarchical, closed system that develops its technologies internally, to an open network organization that embraces open innovation, agility, and collaboration.

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Major Challenges Facing the Consulting Industry


From Keylane, Chief Development Manager, Martin Thuesen. Finally, both the Operational Manager and Procurement Manager of Qemploy ‘s indirect client, an anonymous large scaled IT – consulting firm. Martin Thuesen, Chief Development Manager at Keylane has experienced this lack of transparency first hand. The Hiring Manager is handed three relevant candidates, instead of having to look through ten different profiles. Foreword.

Interview On Leadership With Launi Skinner CEO of First West Credit Union

Cheryl Cran

I had the opportunity to follow up with Launi post event to interview her on leadership, change leadership and more. Launi: Major change and innovation with fintechs (online financial solutions companies) and the major banks have capitol advantage over credit unions. Where credit unions have the advantage is that we are agile and first to market with many things such as ATM’s, pictures of checks etc. We need to be agile and ready to adapt to the ongoing disruptions.

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Advice on Running a Government Agency Like a Startup, from Someone Who’s Tried It

Harvard Business

Godbout: I have yet to see the case study of massive change management of innovation where a group of people came in and, like a whirlwind, changed everyone’s thoughts and executed the whole thing themselves. This is where you take early adopters who want to make a change. Business schools should be teaching a public-sector version of processes and management and motivation and people. In fact, we’re not even sure you can legally do Agile!

How to Make Room in Your Work Life for the Rest of Your Self

Harvard Business

The greedy nature of our work (asking us to wear more hats, to do more, to be always on ), combined with the demands of our personal lives and social pressure to be and focus on just one thing, means we need to learn how to manage our portfolio of different identities and the expectations that come with them. Change how you think about yourself. Change how you relate to others. Manage your boundaries. VANDAL Photography/Getty Images.

The Management Ideas That Mattered Most in 2016

Harvard Business

streams of management research that gathered momentum or brought new data to an old debate and 2. management thinking applied outside the sphere of what we ordinarily think of as management to help make sense of global risks, political choices, and economic, social, and technological shifts. Algorithms Need Managers Too. Artificial Intelligence Could Give Managers Half of Their Time Back. The Organizational Reasons Police Departments Don’t Change.

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