John Dean, CEO shares his view of the 5 pillars you need to create lasting change.

In today’s fast-paced business environment, sustainable organisational change is not just a necessity but a key differentiator for success. As the CEO of a change management consultancy, understanding and implementing the five pillars of sustainable organisational change can significantly impact your client’s transformation journeys. These pillars serve as a framework for creating lasting change in an organisation.

Leadership Commitment

The first pillar is leadership commitment. Sustainable change begins at the top. Leaders must not only endorse change initiatives but also actively participate in them. This includes setting a vision, communicating it effectively, and leading by example. When leaders are visibly committed, it encourages a culture of trust and openness, essential for successful change.

Employee Engagement

Employee engagement is the second pillar. Change is often met with resistance, making it crucial to involve employees at all stages. This means not just informing them about what is changing, but also why and how it affects them. Encouraging feedback, addressing concerns, and involving employees in decision-making can foster a sense of ownership and acceptance of the change.

Effective Communication

The third pillar, effective communication, is the lifeblood of any change initiative. Clear, consistent, and transparent communication helps in aligning the organisation’s goals with the change objectives. It’s not just about disseminating information, but also about creating a two-way dialogue where feedback is sought and acted upon.

Integrated Change Management Strategy

An integrated change management strategy is the fourth pillar. This involves aligning the change management process with the organisation’s overall strategy and objectives. It requires a holistic approach, considering all aspects of the organisation – from processes and technology to culture and people. Tailoring strategies to fit the unique needs of each department or team can also lead to more effective implementation.

Continuous Improvement and Adaptability

Finally, the fifth pillar is continuous improvement and adaptability. Sustainable change is not a one-time event but an ongoing process. Organisations need to be agile, constantly learning from experiences and adapting their strategies accordingly. This includes regular reviews of the change process, learning from successes and failures, and making necessary adjustments.

In conclusion, the five pillars of sustainable organisational change provide a robust framework for managing and implementing change in a manner that is lasting and effective. For change management consultancies, these pillars offer a strategic approach to guiding their clients through transformational changes, ensuring that the changes are not only implemented successfully but also sustained in the long run. By adhering to these principles, organisations can navigate the complexities of change and emerge stronger and more adaptable.

Fancy a chat about change? Interested in exchanging a few ideas? Please Contact Us – Change Specialists Ltd

Change Specialists Practice Director, Julian Brown, shares his 5 best practice steps to manage backlog in an Agile environment.

I’ve witnessed a number of Agile transformations within organisations of all shapes and sizes. It’s fair to say that Agile has revolutionised the way that software development is approached, fostering both adaptability and collaboration.

However, in my experience, one of the core challenges often encounter is managing the backlog effectively.  It could become that enormous pile of dirty clothes that need washing and a daunting task in front of us. 

I’d therefore like to share some of the lessons I’ve learned from being on the front line of Agile project management.

The Backlog Is a Living Entity

One of the fundamental principles of Agile is to be adaptable, and this applies to the backlog as well. It’s not a static list of tasks but rather a dynamic entity that evolves over time. It’s crucial to remember that priorities can change, new user stories may emerge, and some items may become less relevant. 

Encourage your teams to regularly review and refine the backlog to ensure it reflects the current state of the project and aligns with strategic objectives.

Collaboration Is Key

Effective backlog management isn’t the sole responsibility of a Product Owner.  Encourage cross-functional collaboration by involving the entire team, including developers, testers, and designers, in backlog refinement sessions. 

Incorporating different perspectives can uncover hidden complexities, identify dependencies, and lead to more accurate estimations. 

Promoting transparency and open communication within your Agile teams will help maintain a well-organised and manageable backlog.

Use Business Value To Prioritise the Workload

In Agile development, delivering value to the business is so important. It’s essential to prioritise backlog items based on their impact on the overall project goals and the value they bring to your company. 

Encouraging your teams to consider factors like customer and colleague feedback, market trends, and business objectives when determining the order they tackle backlog items.

This ensures that the team is consistently focused on delivering the most valuable features and improvements.

Embrace INVEST

To maintain a backlog that’s both actionable and well-defined, consider the INVEST criteria for user stories: Independent, Negotiable, Valuable, Estimable, Small, and Testable. These criteria provide a clear framework for creating user stories that are easy to understand, estimate, and prioritise. 

 By looking at items through an INVEST lens, your teams will be able to streamline their backlog items and the delivery should become more efficient.

Take A Regular Look Back Through the Rear View Mirror

Regularly review your backlog management processes. Conduct retrospectives to identify areas which can be improved or enhanced.  Encourage your teams to reflect on what’s working well and what isn’t, then adjust their practices accordingly. 

I personally like to use a Win, Learn & Change approach so you can identify successes as well.

Agile is not just a methodology; it’s a mindset. Continuously learn, adapt, and improve your backlog management practices to ensure your organisation remains agile and responsive to change.

Fancy a chat about change? Interested in exchanging a few ideas? Please contact me julian.brown@changespecialists.co.uk / Contact Us – Change Specialists Ltd

Every individual has the potential to be an agent of change. Turning resistance into advocacy supports success. But what steps can you follow when facing resistance, and what are the benefits?

Today Julian Brown, our Practice Director, shares his approach to transforming resistance to change into a group of advocates who can champion transformation within organisations! 

It often starts with empathy and active listening.  Taking the time to truly understand the concerns and fears of individuals who are resistant to change.  By walking in their shoes, we can gain valuable insights that pave the way for an effective approach. 

Identify potential change champions, colleagues who have successfully navigated through similar transformations.  These champions become the catalysts who connect on a personal level with those who are resisting the change, sharing their own stories of success.  Their experiences and stories promote and inspire positive change. 

Open and transparent communication is the cornerstone of my approach.  Creating safe spaces where individuals can freely express their concerns without judgement.  Through these conversations understanding and trust are built, which are essential elements of the transformation process.

Tailor change initiatives to accommodate the unique needs and values of a business and its people.  This adaptability ensures that the transformation resonates with everyone, making the journey smoother and more gratifying. 

Empower change advocates, offering workshops and coaching sessions.  These sessions equip the champions with the tools they need to navigate obstacles, gather support, and sustain the momentum of change throughout the organisation. 

Create and communicate a compelling vision for the future, one that sparks excitement and creates enthusiasm among all stakeholders.  Paint a vivid picture of the positive impact that awaits, motivating even the most resistant individuals to embrace the transformation journey.

A network of Change Advocates

Like magic, the resistance begins to wane, and the transformation takes place.  Former sceptics become advocates who start championing the benefits of change.  Their enthusiasm and energy inspires others to join the movement, creating a ripple effect of positive transformation amongst colleagues, turning resistance into advocacy .

Have you encountered any magical transformation stories during your career?  Let’s celebrate those that keep the magic that is change alive!

Get in touch to find out how Change Specialists can support your current or pending change programme.