"If you are driving change in your organisation and the leaders and sponsor are not effective and proactive, then you may be involved in a charade, an act of insanity, or you could be a change management dilettante!"
Leadership of Change® Volumes 4, 5, 6, 7, & 8
About This Book: Organisational change leadership is about effectively and proactively articulating the vision, modelling the new way, and intervening to ensure sustainable change. Leadership of Change® Volume 4 is a change management leadership book that outlines what should be done to successfully implement organisational change to ensure a return on investment, full employee change adoption, and sustainable change. Until recently, an organisational leader or manager could just focus on normal day-to-day operations, handing off change management and implementation responsibilities to other people.
About This Book: This change management book focuses on how to achieve employee change adoption in a major organisation change or transformation using the AUILM® Employee Adoption Model. Often there is mixed success, and the ROI benefits are not always realised when organisations try to implement major change. For change adoption to be successful, the employee must be supported through the change transition; they should be provided with Awareness, Understanding, Involvement, Learning, and Motivation (AUILM®) to achieve sustainable change and benefit realisation.
About This Book: This change management book focuses on how to achieve employee behaviour change, which can sometimes be a critical part of successful organisational change. Sometime a major organisation change or transformation relies on behaviour change on safety, legal or financial compliance, customer service, or a growth mindset, to name but a few. This book outlines how the a2B5R® Employee Change Behaviour Model can be used in five key life cycle stages (Recognise, Redesign, Resolve, Replicate and Reinforce) to support employee behavioural change.
About This Book: Without a proactive and effective change sponsor, most change programmes or initiatives will fail to achieve the targeted objectives. This book outlines the three critical sponsorship responsibilities to successfully implement change; Say - communicating the change, Support– providing resources and Sustain - embedding the change.
Organisational change management implementation where the leaders of the organisation and the change team are involved in an absurd pretence intended to create a pleasant or respectable appearance of change. The leaders continue to focus on normal day-to-day operations devoid of change leadership responsibilities and are permitted to do so by the change team or consultants deluding themselves that they can implement successful change while the leaders control critical resources and agenda time. (Also see Change Management Charade - Leadership of Change® Volume 8).
Change Management Insanty
Refers to the misguided tendency of organisations and their leaders to repeat the same unsuccessful approaches to change, expecting different results each time. The leadership team will continue to focus on normal day-to-day operations and delegate change implementation to an external consultant or internal resources. The leadership teams do not align or rank the change initiative with other strategic business priorities and do not share critical organisational resources or agenda time with the change team. As a result, successful and sustainable transformation becomes elusive, leading to a cycle of repeated failures in managing change effectively. (Also see Change Management Insanity - Leadership of Change® Volume 9).
Change Management Dilettante
Refers to an individual who engages in change management practices without a deep understanding, commitment, or passion for the discipline. They dabble in the field without serious intent or expertise. This lack of genuine engagement can contribute to high change and transformation failure rates globally. (Also see Change Management Dilettantes - Leadership of Change® Volume 10.
Find out more:
"Change Waits for No Leader. All Leadership Is About Change and Improvement."
Find out more:
Peter consults, speaks, and writes on the Leadership of Change®.
He works exclusively with boards, CEOs, and senior leadership teams to prepare and align them to effectively and proactively lead their organisations through change and transformation.
For insights on navigating organisational change, feel free to reach out at Peter.gallagher@a2B.consulting or schedule a free consultation
Peter F. Gallagher is a leadership guru, change management global thought leader, organisational change authority, international corporate conference speaker, 15X author, and C-level change leadership.
Ranked #1 Change Management Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (2024-2023-2022-2021-2020) by Thinkers360.
Listed #1 by leadersHum Top 40 Change Management Gurus You Should Follow in 2022 (Mar 2022).
Listed #15 in the “Top 30” for Global Gurus Leadership (2024) by Global Gurus.
Ranked #1 Business Strategy Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Business Strategy (2022) by Thinkers360.
Ranked #6 Leadership Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Leadership (April 2024) by Thinkers360.
Business Book Ranking
Change Management Behaviour - Leadership of Change® Volume 6, listed among the 50 Books from Thinkers360 Thought Leaders to read in 2022.
Change Management Adoption - Leadership of Change® Volume 5, listed among year-to-date’s (Jul 2021) most popular books on business and technology from Thinkers360 member thought leaders.
Change Management Handbook - Leadership of Change® Volume 3, listed among the 50 Business and Technology Books from Thinkers360 Thought Leaders to read in 2021.
Change Management Pocket Guide - Leadership of Change® Volume 2, ranked within the top 50 Business and Technology Books (Jan 2020) from Thinkers360 Thought Leaders.
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