As the year draws to a close, it's easy to fall into the trap of thinking that progress in your change program is futile. You might believe that everyone's focused on holiday festivities and not paying attention to your initiatives but today I’m telling you why that’s simply not true.  Stakeholders, customers, and talent are still watching, and your team still wants to know how change will impact them. In this episode, I'm sharing insights and practical tactics on how you can keep the momentum going and avoid the common mistakes I see change leaders make at this time of year. 

One of the biggest mistakes I see change leaders make is not having a clear end of year strategy. Without a focused strategy for December and January, you risk wasting valuable effort that you’ve made throughout the year. This time is actually an excellent opportunity to make a significant impact while keeping your stakeholders engaged. I share my suggestion for creating holiday-specific plans that are low-intensity but high-impact, ensuring that everyone on the team is aligned with the priorities.

Business activities naturally slow down during the holidays, but I've discovered that disappearing entirely can lead to a loss of momentum. When you’re not visible as a change leader, stakeholders tend to deprioritise change-related tasks. Today I reveal some excellent tools you can use to maintain visibility during the festive season, including creating a holiday roadmap, sharing a holiday calendar, and sending personalised end-of-year messages to key stakeholders.

The holiday season doesn't have to mean a standstill in your change program. By avoiding these common mistakes and implementing the strategies I share today, you can keep the momentum going and set the stage for a successful start to the new year. It's all about being intentional, strategic, and thoughtful in your actions. Remember, your change program still matters, even during the holiday season. So, choose one or two impactful tactics, stay visible, and make the most of this time.

LINKS

Connect with me: 

There are 4 different Change Leadership Styles. Which one is yours? Take my free 2 min quiz to discover your Change Leadership Style here!

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

My guest today is Gillian Fox, an expert in all areas of women's career advancement and the founder of Your Brilliant Career and the Gillian Fox group. Gillian is not only an accomplished author but also a renowned moderator, keynote speaker, and senior executive coach, with a focus on leading gender diversity programs in some of Australia's largest businesses. 

Gillian’s work primarily revolves around helping executive leaders in major organisations elevate women into leadership positions. With over a decade of experience in designing and delivering leadership programs, Gillian is recognized as a leading business educator in this space. 

If you are looking to advance your career or if you are serious about increasing diversity and inclusion within your organisation to make way for more women to step into senior leadership roles, this is the episode for you. 

Gillian and I delved into the critical link between fostering diverse leadership, specifically advancing women, and creating a high-performing, change-ready organisational culture. We discussed the concept of "missing women" in organisations and why this can pose challenges. We also explored how to articulate your value within the organisation and the essential distinction between mentoring and sponsoring, with Gillian offering valuable insights on attracting sponsors and what sponsors look for in potential sponsees.

We explored the benefits of introducing more diversity at senior levels, including improved resilience to change and enhanced organisational performance. Gillian also shared her perspective on the importance of women in leadership positions, emphasising that while not everyone desires to climb the corporate ladder, for those who do, organisations must provide the necessary support to make that journey possible.

For those who aspire to advance their careers, Gillian offered valuable insights into showcasing their value within the organisation, both in meetings and impromptu interactions. She emphasised the importance of aligning your work with the organisation’s goals and mastering the art of articulating contributions with enthusiasm.

We also talk about the distinction between mentors and sponsors. Gillian explains how mentors offer advice and perspective while sponsors actively open doors and advocate for advancement. She shares her tips on how to attract sponsors, stressing the importance of being good at what you do, demonstrating loyalty, and consistently adding value to potential sponsors.

We covered so much ground in this conversation and whether you’re an employee looking for more opportunity or a leader wanting to be proactive in driving change within your organisation, you’re going to find so much value here today. 

LINKS

Connect with Gillian Fox:

Website:https://www.gillianfoxgroup.com.au/     

https://www.yourbrilliantcareer.com.au/   

LinkedIn:https://www.linkedin.com/in/gillian-fox  

Gillian’s Free Guide to Strategic Self-Promotion

Connect with me: 

There are 4 different Change Leadership Styles. Which one is yours? Take my free 2 min quiz to discover your Change Leadership Style here!

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

Let's face it – change can be both exhilarating and challenging. It brings up a whole array of emotions and issues, and that's where Shelley Johnson’s expertise truly shines. She's not your typical HR expert; Shelley is a dynamic force who's been leading human resources teams for over a decade. She's coached executives and business owners to level up their leadership game, build dream teams, and cultivate thriving cultures. 

Shelley is the founder of Bold Side, a consultancy practice focusing on HR and leadership development. Plus, she's also a familiar voice behind the microphone on the My Millennial podcast, where she's helped countless individuals find their career paths through the airwaves. Trust me, this episode is packed with practical insights you won't want to miss.

One major dilemma when it comes to navigating organisational change is finding the delicate balance between agility and stability. How do you keep things moving swiftly while ensuring your team feels secure and grounded? Shelley's insights are golden here. She emphasises the need to recognise the tension between these two seemingly opposing forces. It's all about acknowledging that these aspects can coexist, albeit uncomfortably. Shelley's advice to leaders is simple yet profound: communicate openly and involve your team in brainstorming solutions that honour both agility and stability. It's about finding that sweet spot where progress and security intersect.

Retaining top talent during rapid change is another mountain leaders often need to conquer. Shelley introduces the concept of "retention hooks," which are like lures that keep your team engaged and committed. She's all about understanding what truly motivates each team member individually. It's not just about the surface-level stuff – it's about uncovering those deep drivers that make people tick. Shelley also shares some really powerful tools to help you uncover those internal motivators. 

Managing people through change is both an art and a science. Shelley's expertise offers a guiding light for leaders navigating the tricky terrain of change management. From fostering authenticity through icebreakers to creating personalised retention strategies, Shelley's advice is both practical and transformational. You’re going to love this one.

LINKS

Resources Mentioned:

Strength Finder

Moving Motivators

Connect with Shelley Johnson:

• Shelley's LinkedIn account: https://www.linkedin.com/in/shelley-johnson/
• Instagram: https://www.instagram.com/boldside_
• Website: http://boldside.com.au/
• The Nick Cage Gauge: https://brightpilots.com/blog/post.php?id=23
• Funny Business podcast: https://podcasts.apple.com/au/podcast/funny-business/id1508669714
• Dan Pink's book Drive: https://www.danpink.com/books/drive/

Connect with me: 

Download my Energy Management Toolkit here!

Website:            https://www.everchange.com.au/

LinkedIn:           &nbs

I know it can be so challenging to get your employees and stakeholders pumped for your digital transformation. People have a tendency to tune out if the messaging doesn’t seem relatable, they don’t understand it or it contains too much jargon. 

You can get your employees on board and thrilled for the transformation by bringing the messaging down to earth to ensure it lands with everybody. Put your important points in the context of the business outcomes, rather than the technology. 

To help you strategize and simplify your messaging, I will share with you four hot tips to get your people excited and motivated for your digital transformation and really engaging with your journey.

LINKS

Resources mentioned:

Podcast referenced:The Killer Mistake Most Leaders Make Talking About Transformation 

The Hemmingway App: Hemingway Editor (hemingwayapp.com)

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne/

Is the list of stakeholders for your change program in the hundreds? 

Are you not sure how you will be able to split your team’s time and energy amongst creating relationships with all of them? 

You and your team can not be all things to everyone. 

In this episode, I share with you the five questions that I use to determine if a stakeholder is critical and worthy of spending considerable time and effort building a relationship. 

I provide you with examples of scenarios for each question so that you can see how they may apply to your program. 

I encourage you to listen to this episode and then connect with me to share how these simple questions have worked on your list to identify your most important stakeholders.  

LINKS

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne/

Does your change program include running workshops, webinars, listening tours, panel discussions, steering committees, training sessions or meetings?

If it does, you’ve got to make sure you’re thinking about how to make these experiences as engaging as possible for your stakeholders. Taking your experiences to the next level is exactly what I’m diving into with my guest today.

Leanne Hughes is an entrepreneur and high performance business consultant. She combines her experience in marketing and her education with group dynamics and psychology to help leaders create engaging everyday experiences that are so contagious they scale across teams, function and regions.

Leanne is the 2021 winner of the Asia Pacific Learning Impact Awards for Learning Professional of the Year. Huge! She’s also the host of two podcasts - First Time Facilitator and Leanne Hughes' Work and Live Large.

In today’s conversation we cover:

• Leanne’s approach to inspiring change
• If you should be aiming for buy in or pre-orders
• How to create more engagement in your events and experiences
• Whether online or virtual channels limit opportunities to deliver great experiences, and how to address those limitations
• Exactly what to keep in mind when designing and planning experiences

Leanne has incredible energy - she really knows her stuff and she shares so much gold with us in this episode. Get ready to take your events and experiences to the next level.

LINKS:

Jonah Berger books - Contagious / Invisible Influence

Connect with Leanne Hughes:

Podcast Work and Live Large:https://podcast.leannehughes.com/

Podcast First Time Facilitator:https://www.firsttimefacilitator.com/

LinkedIn:https://www.linkedin.com/in/leannehughes/

Instagram:https://www.instagram.com/leannehughes/

Website:​​https://www.leannehughes.com/

Connect with me: 

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne

How much real thought did you put into the training plan for your last change initiative? So much has changed in this space over the last few years and traditional approaches to training and learning just aren’t that relevant anymore.

So - when it comes to learning at work - what’s working now?

Steph Clarke, a learning and development professional, designer, workshop facilitator - takes a deep dive into this topic with us. Through her consultancy YesAnd, Steph helps businesses reimagine their approach to learning and development; helping clients develop, design and facilitate professional learning that’s designed for actual humans.

This is such a great conversation - we talk exactly about how and why things are changing in the learning space, the biggest trends at the moment and what is working now. And - vitally - what you have to consider when you’re designing your next learning or training strategy.

Steph shares some really helpful insights into why having a blended learning approach is important, including some excellent examples that are so helpful when navigating a change program. She also shares insight into why she thinks getting back together in person is so important and ways that learning experiences can be elevated and amplified.

This episode is brimming with practical tips and really helpful insights on how we can modernise learning and development for the post-COVID era. I know you’re going to get a lot out of it!

LINKS:

The People Spot app by Colin Beattie

Rethinking trust at work with Rachel Botsman

Connect with Steph Clarke:

Podcast:https://www.stephsbusinessbookshelf.com/

LinkedIn:https://www.linkedin.com/in/steph-clarke/

Instagram:https://www.instagram.com/stephsbizbookshelf/

Connect with me: 

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne

What actually makes a difference to the success of your change initiative? 

And what is just a big waste of time? 

My guest this week is Justin Balaski. Justin is the founder and principle consultant of IdeaLeap and is an award-winning change management professional who helps corporations and government agencies maximize benefits from change initiatives and develop organizational change agility. Justin takes a people-centric approach to lean change management that is focused on co-creation and experimentation. 

In this episode, we explore why you need to take a more agile approach to change management. An agile approach is a deeper method of learning and experimentation. There is a smaller amount of planning that is conducted more often instead of doing a big heavy plan in the beginning and not revising it as the change is taking effect. 

Justin takes us through the opportunities that arise from taking a fresh, more modern approach to change management. We talk about what agile and lean change management is all about and what actually moves the needle forward on your change projects. 

Justin then takes us through the practices, lightweight tools, mindset and team rituals that you can use to bring a leaner approach to change management every day. He encourages all change agents to step out of their comfort zone and try experimenting with something new. You will start finding excellent results by using a more agile approach to change management without all of the heavy planning. 

I could’ve chatted with Justin all day! He’s an absolute wealth of information and practical ideas that you can start implementing in your change strategy right now to effectively engage your team and deliver change success. 

LINKS:

Resources mentioned: 

IdeaLeap: https://idealeap.com/downloads 

Connect with Justin Balaski: 

Website: https://idealeap.com/ 

LinkedIn: https://ca.linkedin.com/in/justinbalaski 

Connect with me: 

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne

How can business architecture help change leaders deliver more successful transformation programs? 

My guest today is Krishan Jogia founder and Managing Director of Evolve&Amplify, a business and enterprise architecture consultancy. Krishan specialises in the areas of business strategy, architecture, portfolio management and design thinking. Krishan is passionate about helping executives to define their business vision and break it down into strategies and target operating models.

In this episode, we’re discussing how to align change management and business architecture. Krishan explains what is involved in business architecture, how it overlaps and aligns with change management, and examines the touch and pain points to analyse the service that is delivered. 

Krishan delves into the importance of examining the stakeholder's experience, mapping customer journeys, the benefits of working in multidisciplinary teams, and the current trends in business architecture. 

This conversation will be of great value to anyone who wants to find out more about how business architecture can work together with your change management strategy to deliver the best transformational results for your organisation. 

LINKS:

Connect with Krishan: 

Website: https://evolveandamplify.com/ 

LinkedIn Evolve&Amplify: https://www.linkedin.com/company/evolveandamplify/ 

LinkedIn Krishan Jogia: https://www.linkedin.com/in/krishanjogia/

Connect with me: 

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne/

While change management is a critical aspect of organisational success, there was much less recognition of its importance in years gone by. In this episode, I chat to Doug Wolfson about how change management has evolved over the last 20 years, and how community and connection plays a vital role in driving better outcomes for organisations.

Doug Wolfson is the director of Pivot Consulting with 25 years experience in change management. He works with organisations going through major transformation initiatives at both the strategic and the operational levels, and is passionate about supporting change management professionals to connect with one another and continue to grow in their practice. 

In our conversation, Doug shares the driving force behind establishing The Change Management Institute, a community of like-minded professionals who come together to share their experiences, insights and knowledge. 

There has been much progress in the industry over the last 20 years, and Doug talks about the changes he’s observed, such as the shift towards more agile approaches to change management. We speak about organisations recognising the need to become more adaptable to ever-evolving circumstances, as well as the importance of engaging people managers in the change process. 

Changes within an organisation can present many challenges, and we often see these initiatives attempted, yet fail. This can lead to cynicism among middle managers, who have experienced the coming and going of well-intentioned game plans that never truly stick. Doug speaks about the importance of working with these leaders in the middle, who can grasp high level strategy, as well as bring insight on how to get things done. When it comes to overcoming scepticism, co-creation is key.

For change management to continue to advance, its practitioners need to be dedicated to continuous learning. Doug emphasises the importance of gaining insight from others and borrowing wisdom from fields such as design thinking and neuroscience. 

He shares all about Rethink Change, an events-based entity he co-founded that brings industry professionals together, and we chat about the upcoming Rethink Change conference that will focus on the latest trends and insights in change management. 

Doug has a wealth of knowledge from his many years in the industry, and I hope this episode challenges you to think about the ways in which you can create innovation in your own methods of communication, collaboration and engagement. 

LINKS

Rethink Change Conference

10% off discount to Rethink Change Conference

Connect with Doug:

Website: https://pivotconsulting.com.au/ 

LinkedIn: https://au.linkedin.com/in/douglaswolfson 

Connect with me: 

Download my Energy Management Toolkit here!

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

Creating a great culture at work is a challenge that requires great strategy, creative relationship building and oftentimes, new ways of thinking. While it’s tempting to go through the motions and do what has always been done, taking an innovative approach can be the best way to create a winning team culture that really drives results.

Today I’m joined by Colin D Ellis, a world renowned culture change expert, international speaker, and bestselling author of four incredible books which include Culture Fix and Culture Hacks. Colin works with organisations around the world to help them change the way they get things done, and his insights around creating a great workplace culture are thoughtful, clarifying and so very practical. 

In our conversation, we cover the single biggest obstacle that organisations face when it comes to building a happy and healthy team, and Colin discusses his thoughts around the importance of mindset change amongst senior leaders. He shares how he’s witnessed leaders who understand the value of investing in their teams cultivating the best workplace environments.  

We discuss how hybrid work is impacting organisational culture and exactly how, step-by-step, you can start to change your team's culture. 

Colin shares his methods of helping a workplace culture thrive, including taking his team offsite for days at a time to ensure their wellbeing and create a sense of belonging. We talk about understanding when collaboration is necessary, and when working alone bears the most productivity. 

When it comes to building relationships between people or re-establishing them, empathy is the glue that holds great teams together. Appreciating our differences is a great driver for connection, and Colin emphasises how adopting inclusivity can build the strongest working relationships.  

Our conversation is jam-packed with incredible wisdom and so many valuable lessons from Colin. Whether you're a first time manager or a seasoned senior leader, I just know you’re going to feel energised and inspired on your own journey in creating successful culture change.  

LINKS

Books mentioned:

Culture Fix: How to Create a Great Place to Work

Culture Hacks: 26 Ideas to Transform the Way You Work

Connect with Colin:

Website: https://www.colindellis.com/ 

LinkedIn: https://au.linkedin.com/company/colindellis 

Connect with me: 

Download my Energy Management Toolkit here!

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

In an industry like change management where large organisations require great support to successfully adopt change within their systems, effective communication is crucial. As change managers, we need to know what the important tools are that will enable us to guide our clients towards successful change adoption. 

Today I am joined by the incredible Sharon Connolly, change management expert and force behind Change Superhero. Sharing a huge range of practical templates and online programs, Change Superhero is aimed at supporting change managers looking for a helping hand. 

Sharon shares how in her previous role at CBA, she had to quickly transition a large team to adapt to the changes that came with COVID-19. The infographics she created for this role quickly became in demand, and Sharon talks us through how she turned these practical tools into a business that successfully meets the needs of many change managers and their clients. 

Sharon explains the unexpected way she gained the skills she now uses every day to help her clients through deep, and sometimes painful, cultural change. We talk about the importance of written communication within organisations, and Sharon shares her tips on how it can be paired with visual tools to create effective materials to deliver information. 

Different situations require different tools, and being aware of each client’s unique needs is vital in creating true engagement. With a deep understanding of her stakeholders, Sharon is able to recognise where to spend her time and which angle will successfully drive change adoption for a specific organisation. 

I know that you will love the powerful lessons and insights that Sharon shares from her experiences, and I hope this episode gives you a new perspective on how to create powerful engagement whilst affecting change.

Connect with Sharon:

Website: https://www.changesuperhero.com.au/ 

LinkedIn: https://au.linkedin.com/in/sharonconnolly 

Connect with me: 

Download 'Change Management Meets AI: How ChatGPT Can Make Your Life Easier' the ultimate guide for change managers here.

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

We've all heard those stories of resistance to change within organisations but how do you handle them when they come your way? Today I’m chatting with change management consultant and founder of Casa de Cambio, Natasha Redmond, who has a wealth of experience in navigating the turbulent seas of change within some of Australia's largest companies. 

In this episode, we explore strategies to better understand stakeholders, enhance change communication, build change capability, and address resistance at the root cause. Whether you're in the midst of a change initiative or want to prepare for future challenges, this episode is a goldmine of insights and practical tips. 

Change management can be a rollercoaster ride, and sometimes the reactions to it can be downright baffling. Natasha shares some of her craziest experiences, including a particularly intense encounter with a resistant team. Natasha emphasises that people rarely resist change for no reason, so it's crucial to delve deeper and understand what's truly driving their resistance.

It’s easy to label people as resistant but Natasha argues that this is overly simplistic and shifts the focus away from the role of change managers and leaders in creating a conducive environment for change. Instead, she encourages change practitioners to look inward, reflect on their approach, and consider whether they've missed crucial steps in the change process.

One key strategy Natasha emphasises is the importance of understanding stakeholders and involving them in the change process. Building relationships, capturing requirements, and co-designing solutions can make a significant difference. This is where communication also plays a pivotal role. We talk about not relying solely on emails for communication and the importance of diverse communication formats, such as face-to-face meetings, FAQs, town halls, and Lean Coffee sessions. The goal is to provide information in multiple ways, ensuring that everyone has the opportunity to absorb and ask questions about the change.

While building change capability within an organisation is important, change fatigue can occur when employees are bombarded with continuous changes, leading to resistance. Therefore, it's essential to strike a balance between building capability and making hard decisions about which changes are truly critical. 

We also talk about the role of leadership and how to navigate a situation where even senior leaders are resistant to change. Natasha shares an example of how she dealt with this exact scenario and the importance of setting clear expectations early in the change process. 


Natasha shares so many practical tips and insightful lessons on the complexities of change within organisations and I know you’re going to get so much value from this conversation. 

LINKS

Connect with Natasha Redman:

Website:https://www.casadecambio.com.au/

Podcast:Casa de Cambio

LinkedIn:https://www.linkedin.com/in/natasharedman/

Connect with me: 

Download my ChatGPT Cheat Sheet here!

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

Working in the change management space can sometimes feel incredibly demanding and stressful. Within high pressure environments, the successful delivery of large or complex change initiatives relies on many different factors, many of which are out of your control.

Change managers can also feel responsible for the change and spend a lot of energy helping stakeholders navigate big emotions through the change journey. These are just some of the reasons why I believe change managers are susceptible to burnout, which is what I’m talking about today.

I believe that intentional energy management is the key to helping us protect ourselves from burnout. This is why I developed the Energy Management Toolkit, a practical step by step model to help you protect yourself from burnout and maximize your energy. 

In this episode I’m taking you through this model and how you can use it every single day in really practical ways to increase your ability to be productive and make better decisions. When you know how to manage your energy, it leads to better outcomes for the entire organisation, increased engagement and a much more positive work environment for everyone. 

I share the two principles that underpin this model and discuss the 6 layers that contribute to the energy pyramid. I go into detail about 2 of the layers and how each aspect of the model forms part of the ecosystem of your energy management and ultimately, your performance at work in the change management space. 

Effective personal energy management is essential for folks working in the organisational change management space. Being intentional about this will help you have the capacity to navigate the complexities and challenges of the role and maintain a positive work environment for yourself and the team that you're working with.

Make sure you download my Energy Management Toolkit today to build out your personalised energy management plan. I’m convinced that energy management is the key to helping you avoid burnout this year and I know this tool is going to help you and your team immensely. 

Connect with me: 

Download my Energy Management Toolkit here!

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

One of the most critical stakeholders involved in every single organisational change is the corporate communication team. From personal experience, I understand how challenging it can be to work with the corporate communication team, but this doesn’t have to be a frustrating process. When you develop a solid and genuinely collaborative relationship with the corporate communication team, your change program will be a raging success. 

Today I’m sharing 5 ways to help you build stronger relationships with this important stakeholder. These are practical tips you can put in place to create a fun, productive partnership with the communication team. I talk about trusting the experts, being open to receiving feedback from the communication team and creating opportunities to actively collaborate and brainstorm with them. 

We also need to celebrate success together with the corporate communication team! When you work in this collaborative, respectful and mutually beneficial way, you are genuine teammates. 

I see a lot of change managers feeling frustrated, let down and like they’ve lost their voice when it comes to working with the corporate communication team. It can be incredibly challenging. So today I’m sharing 3 common mistakes I see change managers make which are a lack of clarity, micromanaging the experts and failing to collaborate. None of these things will lead to the success of your change program. 

Stay tuned to the end of the episode as I share my personal approach to building a strong, productive, working relationship with the corporate communication team from the get-go. I share my recommendation for exactly how to prepare for your first meeting with the corporate communication team to kick things off in the right way. This step-by-step approach always works!  

There are so many benefits to working in collaboration with the corporate communication team and immeasurable ways they can support organisational change managers and change initiatives. Your communication campaign will be more effective, your key messages will be clear and consistent, stakeholders will be more engaged, and your change program will be a huge success. 

Connect with me: 

Download my step-by-step guides for strategic thinking here! 

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

Strategic thinking allows you to take a step back and look at the big picture. It involves analysing and evaluating a situation in order to make informed decisions about the future. When you think strategically, you're thinking critically about the long-term implications of different options and developing a plan that takes those implications into account.

So, why is it important for change managers?

Well, when you're tasked with implementing major organisational changes, you need to be able to anticipate potential roadblocks and prepare for them in advance. You also need to be able to identify opportunities for improvement and develop plans to take advantage of them.

Without strategic thinking, change managers may find it difficult to achieve their goals and meet the expectations of stakeholders. You might end up running into unexpected challenges or missing out on opportunities that could have been leveraged with a bit of foresight.

In today’s episode, I'm gonna share how you can do strategic thinking in a really visible way as a change manager. Strategic thinking is a skill like any other - it can be practised and improved with focus and dedication. 

I’ll explore three really useful activities that you can start using today to incorporate more strategic thinking into your change management work. I’ll also go through the difference between a professional and an amateur that I frequently observe in the organisational change management space and the really interesting concept of second order thinking. 

We’ll look how you can improve your second ordering thinking through: 

1. Scenario planning
2. Red teaming
3. Pre-mortem analysis

I created 3 step-by-step guides for our in-house team of change managers, communication specialists, engagement leaders, and trainers for them to use when working with clients and I’m so excited to be sharing them with you today - download them here.

Tune in to today’s episode to learn more about how you can use these activities to uncover brilliant insights, build engagement and trust, and improve your strategic thinking.

Connect with me:

Download my step-by-step guides for strategic thinking here!

Website:            https://www.everchange.com.au/
LinkedIn:            https://www.linkedin.com/in/drkatebyrne

Today I’m sharing 4 big trends that I think change managers need to be watching out for this year. As far as I’m concerned, these trends are non-negotiables and because they are relevant to every industry and all kinds of organisational change, you’ll want to be sure that you’re on the front foot. 

My goal with this episode is to share how these 4 trends are going to impact change management efforts this year, and to share a bunch of practical suggestions that you can incorporate into your change strategy and tactics. If you want to roll out a successful change program this year, listen in. 

I talk about the ongoing trend around remote work and digital transformation. Although remote work is no longer brand new to us all, I believe that we’re going to see a growing desire for connection amongst stakeholders this year. I share some considerations around ensuring that your stakeholders feel a true sense of connection to their organisation, colleagues and the change program.

Another huge trend is around the topic of employee wellbeing. I talk about the fact that all industries are looking for ways to support the physical, mental, and emotional health of their employees and the importance of being proactive when it comes to addressing wellbeing concerns as part of your change management strategies.

I also discuss the topic of artificial intelligence and why change managers need to be really familiar with these technologies, understanding their potential impacts on work processes, on stakeholders, and on the workforce at large. And stay tuned toward the end of this episode as I discuss an incredibly important topic that is becoming a critical business issue moving forward. It’s one you might not have thought about just yet!

Throughout this episode, I share some questions to ask yourself to help you incorporate these trends into your change management strategies. I also share plenty of practical examples and strategies that you can implement into your program starting today. 

CONNECT WITH ME:

Previous episode mentioned:
How Change Managers Can Use ChatGPT To Make Life Easier

Article mentioned:
8 in 10 Australians are concerned about climate change with a clear public expectation of Government action

Free download:
Change Management Meets AI: How ChatGPT Can Make Your Life Easier 
https://everchange.ck.page/ai

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

AI has been getting a lot of attention in recent months, in particular, ChatGPT which is a large language model developed by a company called OpenAI. If you’re a professional working in the change management or communication space, I believe that this tool can be incredibly useful if you know how to use it.

So today, I’m sharing some of the ways ChatGPT can be used to provide an incredible level of support and some key guidelines to get the most out of this technology. I share some useful examples of how ChatGPT can be used to benefit your workflow and organisation and 3 ways I’ve been using this AI program every day.

I share examples of how ChatGPT has been helping me to research complex topics, repurpose content and generate new ideas. This technology is definitely not something we should ever use directly for client work or recommendations but acts more like a brainstorming tool. 

Utilising some of the key guidelines I share in this episode, ChatGPT is a program that can help you feel really well informed when you are engaging with stakeholders or dealing with new subject matter and fast-track your content development process.

A lot of people are scared by AI but I want to make it clear that AI can never replace or replicate the really nuanced, high-level human skills that are essential for effective change management.

This is a really practical episode with tips and prompts that will be immediately actionable for you. If you are a change manager, corporate communications specialist, trainer, facilitator, coach, or engagement specialist, I encourage you to dive in and explore what this incredible technology has to offer. It will be an absolute game changer. 

CONNECT WITH ME:

Free download:
Change Management Meets AI: How ChatGPT Can Make Your Life Easier
https://everchange.ck.page/ai

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

It’s that time of year when we’re wrapping up, winding down and reflecting on the year that’s been. Today I’m bringing you the most personal episode I’ve ever recorded to share with you some of the highs and lows of 2022.  

Today I’m opening up as a founder and managing director of a growing business to share honestly about some of the biggest ups and downs I’ve experienced over the past year. 

If you’re a leader, a people manager, a founder or a consultant, I’m hoping that there is plenty in this episode that you’re going to be able to relate to.

Each low came with its own silver lining and resulted in incredible growth - but at the time, these experiences were absolutely gut wrenching and I was challenged in a way I’d never been before. I talk about two particular instances that really tested my grit and leadership capabilities and how the fallout lit a fire beneath me to focus even more so on my own personal and professional development.

In retrospect, these lows turned out to be some of my biggest wins and alongside those experiences there were some amazing highs. I share my gratitude for working alongside an incredible team, some of the initiatives I’m most proud of and how 2023 is shaping up to be a big one.

Thank you for tuning in this year and I’m very much looking forward to bringing you some brand new inspiration and expert interviews next year. For now, I’m taking a well earned break and I hope you are too. Stay safe and have a wonderful festive season.

Connect with me: 

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

What is the purpose of a workplace these days? Now that so many of us are working from home regularly and are part of hybrid teams, the role of the workplace, both for employees and the organisational brand, is being reimagined.

If you’re a change leader supporting these big changes in the work environment, what do you need to consider to support your stakeholders?

I'm really excited to have Melissa Marsden on the show today to help answer these questions. Melissa is the Director and the Workplace Dynamics Strategist behind COMUNiTI. COMUNiTI reimagines workplaces across the globe, bringing brands to life, connecting people and empowering teams to perform at their best.

Melissa has more than 20 years of experience, working with a broad range of clients across a vast array of industries including Australian Rugby Union, Virgin, Carlton & United Breweries, Origin Energy, and Brisbane Airport Corporation. Let's just say that Mel knows what it takes to design a workplace that really works.

This was such a fascinating conversation! Melissa covered why you need a workplace strategy before you sign the commercial lease, how to make sure your organisational values and behaviours feed into your workplace experience, how to activate employee collaboration and how to encourage employees back into the office (if that’s what you want!). I learned so much about how leaders can reimagine the next workplace, and I know that you will, too.


Connect with Melissa Marsden:

Website:     https://comuniti.com.au/  /  https://www.melissamarsden.com.au/

Instagram:    @melmar

LinkedIn:    https://www.linkedin.com/in/melissamarsden/

Podcast:    https://www.melissamarsden.com.au/podcast

Connect with me: 

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

Organisational change can be a complex beast - there are so many perspectives, impacts and moving parts. As a change leader, how are you working with stakeholders to help them make sense of complexity, collaborate, think better together and problem-solve? It can be really tricky! I believe that improving our visual communication capability is a BIG opportunity for change leaders and change managers. By the end of this episode, I know you’ll be in agreement with me.

Visual communication is a movement I have become more and more interested in. That’s why I am stoked to welcome Ben Crothers to the show today. Ben is a visual thinker, facilitator, trainer and author of three books as well as a speaker. He helps teams solve problems and generate winning ideas for strategy and products and services with workshops, training and lots and lots of sketching.

Ben is the Principal Facilitator at Bright Pilots, a visual facilitation consultancy that is all about helping teams build innovation capabilities for better idea generation, prototyping and business cases. Ben does this by facilitating workshops and bringing conversations to life with sketching and visualisation.

Get ready to discover the world of visual communication and how it can help you better lead and work with stakeholders to deliver organisational change.

We cover so much in this conversation. Ben shares how employing visual communication can help clarify and align your team, a great practical visual communication technique for stakeholder insights and how to unleash creativity at work. Ben also breaks down the first two steps you must take to start building your visual communication skills. This was such a fun chat - Ben shares so much gold. I know that you're going to be as excited as I am to try to use visual communication techniques in your very next meeting.


Resources mentioned:

Getting Things Done - Dave Allen

Connect with Ben Crothers:

Website:     https://www.bencrothers.com/  /  https://brightpilots.com/

Instagram:    @bencrothers  /  @prestosketching

LinkedIn:    https://www.linkedin.com/in/bencrothers/

Twitter:        https://twitter.com/bencrothers

Book:        Presto Sketching  /  50 Remote Friendly Icebreakers

Connect with me: 

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

How intentional are you about the content that you’re creating to support your change program? Do you know what content you should focus on at different stages of the change journey? Do you even have a content strategy? And if you do, how do you handle senior leaders have cool new content ideas they want you to create that may not fit into your contact strategy?

So many questions about content and that’s why I’m excited to have Matt Fenwick on the show today. Matt is the founder and Managing Director of True North Content, a Canberra-based strategic content consultancy. Matt and his team help government departments, peak bodies and consultancies solve messy communications and content problems.

Matt is a regular conference speaker on content, strategy and human-centred design, he’s presented at TEDx Canberra, UX Australia and CopyCon and he’s also lectured at the University of Newcastle, Sydney University and the University of Canberra. You can see why I’m so excited to pick his brain on all things content.

You’re about to discover how to decide what content to create to support your change program, why your FAQs are likely a really bad idea, and how to get through the content clearance process without completely decimating the content that you’ve worked so hard to create! Matt shares so many useful tips and practical tools in this conversation - I know you’re going to love this episode.

Resources mentioned:

Northstar Framework

TNC’s measurement offering 

Pair writing

Connect with Matt Fenwick:

LinkedIn:     https://www.linkedin.com/in/mattmfenwick/

Email:        matt@truenorthcontent.com.au

Website:     https://truenorthcontent.com.au/

Connect with me: 

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

We all know that all public sector organisations have official accounts on social media, which are carefully curated and overseen by teams of social media experts inside the organisation. But - what about your own account?

Our digital reputations are more important and more impactful than ever. So - should senior public servants and change leaders be active on social media? As the change sponsor, can participating online and being active on social media from your personal account, help support your organisation’s transformation, and if so, why are so few public sector leaders participating online? These are questions that I’ve been pondering for a while, so I am thrilled to chat with Roger Christie about these topics today.

Roger is the founder and Managing Director of the digital reputation advisory firm Propel, a multi-award-winning firm that helps leaders protect and enhance their digital reputation. For more than 15 years, Roger has helped executives, boards and operational teams use social media to communicate strategy, attract talent, engage staff, access opportunities and, of course, manage risk. Roger has worked with a huge range of clients across the ASX 100, more than thirty State and Federal Government agencies, as well as key industry bodies like the Australian Institute of Company Directors. Roger runs the Government Digital Leaders Network and he also hosts the Your Digital Reputation podcast. He really knows his stuff and I was so excited to be able to connect to bring his knowledge to you on the podcast.

We talk about the difference between communications coming out on an agency’s official account online compared to a leader’s personal account and why that lands differently. We also discuss how public sector leaders can participate in the digital environment in a way that respects their role as professional public servants and what to do first, if you’re a public sector leader interested in building your digital reputation. Roger also name-dropped four different leaders to check out on social media - highly relevant case studies and examples of people doing things well in this space right now.

This fantastic, eye-opening and super-practical conversation definitely inspired me to think about digital reputation in a whole new way. I know that it will for you too.


Digital role models mentioned:

Victor Dominello MP

Mike Kaiser

Amanda Yeates

Bill (William) Cox

Connect with Roger Christie:

LinkedIn:     https://au.linkedin.com/in/rogerchristie

Podcast:    Your Digital Reputation

Website:     https://propelgroup.com.au/    

Twitter:     https://twitter.com/rogerchristie?lang=en

Connect with me: 

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

In today's rapidly evolving business landscape, change leaders often find themselves in uncharted waters, facing unique challenges that demand a deep understanding of both the human and organisational aspects of transformation. In this episode, I'm speaking with Dr Jess Tayel.  She has 25 years of experience in the field of transformation and change management. Dr Tayel's extensive background includes mentoring leaders, delivering transformation programs, and establishing change and transformation practices across 15 countries on five continents.

Jess is passionate about creating enterprise level change that propels people and organisations forward without getting it wrong the first time and doing it over again. She is also the founder of the People of Transformation Community, helping change managers master the art of change and transformation. 

During her involvement in a transformation program for the Qatar World Cup last year, Jess recognised a pivotal truth – the success of any transformation effort is intricately tied to how individuals within the organisation perceive and embrace change. Observing the disparity in how individuals engaged with the transformation program, Jess realised that fostering an environment where people felt heard, supported, and empowered was crucial to achieving successful change. 

We talk about one of the challenges that change leaders often encounter - feeling like they need to know all the answers. This presumption places an immense burden on leaders, ultimately leading to burnout. Jess advocates for a shift towards asking the right questions and cultivating authenticity in communication. We also talk about the overemphasis on hard work and a relentless pursuit of tasks and timelines and how challenging the status quo is often a lonely endeavour. Jess shares how community plays a pivotal role in reducing this isolation as knowing that others share similar challenges and experiences can be a source of strength.

Jess highlights key skills that are paramount for change leaders today. We talk about the need to recognise that everyone, regardless of their official title, has the potential to be a leader in change and the significance of being able to "connect the dots" in today's complex organisational landscapes. 

This conversation is huge. We talk about shaping your change management practice around your strengths, finding your niche, the pursuit of mastery and so much more. I know you’re going to get so much from this conversation. 

LINKS

Previous episode mentioned:

How Understanding Emotional Culture Can Lead To Change Program Success with Jeremy Dean

Connect with Jess Tayel:

Website:https://peopleoftransformation.com/

Use the code Special10 for 10% off the community

LinkedIn:  https://www.linkedin.com/in/business-transformation-change-coach-mentor/

Connect with me: 

Download my ChatGPT Cheat Sheet here!

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

Organisational culture is a hot topic at the moment. But, when it comes to improving organisational culture, not many are able to distil concepts into genuinely useful how-to frameworks, or practical road maps.

Despite this, organisational culture must always be part of any change management conversation. That’s why I’m excited to have Shane Michael Hatton on the podcast today. Shane is an author, trainer, coach and speaker based in Melbourne. He is a member of the Forbes Global Coaches Council, a Gallup-Certified Strengths Coach and the author of two books. Shane’s most recent book is called Let’s Talk Culture, and that's exactly what we did in this conversation!

In this conversation Shane shares some of his biggest findings and insights and an absolute gold mine of practical tips for those interested in improving their organisational culture.

We cover the most useful definition of culture I’ve heard from anyone, why the organisational culture set by the leadership team often doesn’t flow down, who’s actually responsible for culture, how to move middle managers from cultural renters to owners and five very specific conversations people managers must have with their teams to improve culture.

This conversation is packed with so many great takeaways and practical tools - I know you are going to love it.

Connect with Shane M Hatton

LinkedIn:     https://www.linkedin.com/in/shanemhatton/

Website:     https://www.shanemhatton.com

Find Let’s Talk Culture book:     https://shanemhatton.com/letstalkculture/

Instagram:     https://www.instagram.com/shanemhatton 

Twitter:     https://www.twitter.com/shanemhatton 

Connect with me: 

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

If the communication strategy for your organisational change is feeling a bit stale or is not hitting the mark when it comes to behaviour change, this episode is for you!

My fabulous guest today is Samara Kitchener, a multi-award-winning strategic communications specialist who has a passion for health, technology and behaviour change. With 20 year’s senior marketing, communication and engagement experience working across government, food, defence and health sectors, Samara has deep expertise in integrated planning for significant campaigns and the know-how to execute across multi-channel platforms. She is also the founder and leader of the House of Kitch - a dynamic communication agency that specialises in imaginative communications to inspire behaviour change on things that matter.

In our conversation, we talk about how communication can change behaviour. We also explore key considerations to keep in mind when developing communications strategies when your intent is to behaviour change. We cover how to get more creative with your communication campaigns, how to get your senior leader on board with your ideas, and so much more.

Samara knows her stuff and she is a true storyteller at heart. She shares so many wonderful stories and practical examples in our conversation - I know you’re going to love them. Get ready to be energised by the power of great communication. I hope that this episode inspires you to think creatively about what’s possible for your communication program.


Resources mentioned:

Sapiens - A Brief History of Humankind - Yuval Noah Harari

Yuval Noah Harari & Russell Brand podcast -  Under The Skin #49

Thinking Fast and Slow by Daniel Kahneman

Mindspace framework by the UK Cabinet Office

Jarli hitches a ride to the International Space Station

House of Kitch blog: Behaviour Change: The Storytelling Approach

Connect with Samara Kitchener:

LinkedIn:    https://au.linkedin.com/in/samarakitchener

Website:    https://www.houseofkitch.com.au/

Connect with me: 

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

How much research do you do when you’re putting together the communication strategy for your change program? If you’re like most change managers I know, the answer is probably - not all that much.

Even if you have a communication strategy, how do you know if it’s effective or impactful? Knowing how your key messages land, your events are received or if your support materials are hitting the mark is essential.

Ensuring an effective communication strategy all comes down to whether smart research and analysis underpin our efforts. That’s what I’m talking about with our guest on the show today. Sarah Illy is the Founder and Director of communications and marketing consultancy SAIL Communications. Sarah has over 20 years experience devising and implementing engagement projects, strategic communication plans and marketing campaigns. With a background in research and data analytics, Sarah has a passion for research-led strategy. Her speciality is unearthing insights and embedding an audience-centric approach into the development of marketing and communication strategies.

We had a fascinating conversation and I’m so excited for you to listen in.

You’ll hear about when research is most useful and when we can get away with not doing it and why research and listening need to be at the heart of your communications strategy. Sarah shares her three-step approach to research, which makes the whole process clear and accessible. You’ll also hear practical tips for measuring and reporting on the effectiveness of your communication efforts.

If you think research is intimidating or something you just don’t have time for, this conversation will help change your mind!

Connect with Sarah Illy:

LinkedIn:    https://au.linkedin.com/in/sarah-illy-0171

Connect with me: 

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

We can’t deliver successful change or embed new ways of working without compelling, smart communication. But so many change managers and change leaders aren’t professional communications experts.

That’s why I’m excited to welcome Mel Loy onto the podcast today. Mel is a communication professional, who heads up a whole team of communication professionals at Hey Mel! Comms and Training, with a wealth of experience across technology, people, and organisational change projects. Mel’s passion is building communication capability in others, through training and coaching and developing plans and tools fit for purpose. Mel is a gold mine of knowledge.

In our conversation, Mel shares why communication is important in change management (particularly in transformational change), the differences between change communications and corporate communications, as well as the overall strategic principles of a comms plan.

We also explore how to support leaders and senior executives with change communications (including difficult stakeholders) and Mel shares her top tips for creating compelling writing and messaging, including a key formula from Stanford University.

This episode is brimming with practical tips. I know you’ll gain a huge amount of knowledge and tactical takeaways for your change management programs.

Connect with Mel Loy:

Website:    https://www.heymelcomms.training/

LinkedIn:    https://au.linkedin.com/in/melanieloy

Instagram:    https://www.instagram.com/heymel.comms/

Tiktok:        https://www.tiktok.com/@thatfitcommswoman

Connect with me: 

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

Amazingly, last week’s episode was the 50th episode of The New Way podcast. This podcast gives me the opportunity to connect with thought leaders and to create space to think about new ideas, what’s working now and the biggest opportunities in change management.

This is the perfect time to reflect on the biggest lessons I have learnt from the past 50 episodes. I share the five biggest lessons for change leaders.

Change is such a rich and exciting world at the moment - there is so much innovation and creativity. These lessons showcase the smart, switched-on people leading the way in this space and will be a huge help whether you’re leading change, or supporting a leader of change.

Previous episodes mentioned:

#1:
Ep 41: Justin Balaski
Ep 34: Krishan Jogia

#2:
Ep 48: Steph Clarke
Ep 49: Leanne Hughes

#3:
Ep 47: Mel Kettle

#4:
Ep 44: Colin Beattie
Ep 45: Melanie Gibbons
Ep 7: Solo episode

#5:
Ep 46 - Prof Karl Treacher
Ep 43 - Dr Kristy Goodwin

Connect with me: 

Website:            https://www.everchange.com.au/
LinkedIn:            https://www.linkedin.com/in/drkatebyrne

What data do you use when shaping a change management strategy? Are your recommendations and decisions grounded in evidence?

Today’s episode is all about ways to think about and get your hands on the insights you need to develop tailored, robust change management strategies.

We explore these ideas with Krishan Jogia, founder and Managing Director at Evolve and Amplify - a strategic business design consultancy. This isn’t Krishan’s first time on the podcast and I really hope it won’t be the last. In this episode we discuss:

• How plugging into business intelligence can help change managers deliver more successful organisational change
• Why business intelligence (BI) is worth considering
• The difference between business intelligence and businesses insights and how they fit together
• Exactly what classifies as data
• How business insights can help us shape user experience
• How to translate data into actionable insights
• Are BI dashboards helpful for what you’re trying to do?

This conversation raises some really interesting insights around how we can transform data into actionable insights. And importantly, what the best data is for embedding enduring and lasting change. This was such a thought provoking conversation for me and I know it will be for you too.

LINKS:

Data pyramid / data continuum

Tools mentioned: Tableau and QlikView

Previous episode mentioned:

Aligning Change Management and Business Architecture with Krishan Jogia

Connect with Krishan Jogia:

• LinkedIn:https://au.linkedin.com/in/krishanjogia
• LinkedIn Company:https://www.linkedin.com/company/evolveandamplify/
• Website:https://evolveandamplify.com/
• Email:hello@evolveandamplify.com​​

Connect with me: 

• Website:https://www.everchange.com.au/
• LinkedIn:https://www.linkedin.com/in/drkatebyrne

Does your change program include running workshops, webinars, listening tours, panel discussions, steering committees, training sessions or meetings?

If it does, you’ve got to make sure you’re thinking about how to make these experiences as engaging as possible for your stakeholders. Taking your experiences to the next level is exactly what I’m diving into with my guest today.

Leanne Hughes is an entrepreneur and high performance business consultant. She combines her experience in marketing and her education with group dynamics and psychology to help leaders create engaging everyday experiences that are so contagious they scale across teams, function and regions.

Leanne is the 2021 winner of the Asia Pacific Learning Impact Awards for Learning Professional of the Year. Huge! She’s also the host of two podcasts - First Time Facilitator and Leanne Hughes' Work and Live Large.

In today’s conversation we cover:

• Leanne’s approach to inspiring change
• If you should be aiming for buy in or pre-orders
• How to create more engagement in your events and experiences
• Whether online or virtual channels limit opportunities to deliver great experiences, and how to address those limitations
• Exactly what to keep in mind when designing and planning experiences

Leanne has incredible energy - she really knows her stuff and she shares so much gold with us in this episode. Get ready to take your events and experiences to the next level.


LINKS:

Jonah Berger books - Contagious / Invisible Influence

Connect with Leanne Hughes:

Podcast Work and Live Large:https://podcast.leannehughes.com/

Podcast First Time Facilitator:https://www.firsttimefacilitator.com/

LinkedIn:https://www.linkedin.com/in/leannehughes/

Instagram:https://www.instagram.com/leannehughes/

Website:​​https://www.leannehughes.com/

Connect with me: 

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne

How much real thought did you put into the training plan for your last change initiative? So much has changed in this space over the last few years and traditional approaches to training and learning just aren’t that relevant anymore.

So - when it comes to learning at work - what’s working now?

Steph Clarke, a learning and development professional, designer, workshop facilitator - takes a deep dive into this topic with us. Through her consultancy YesAnd, Steph helps businesses reimagine their approach to learning and development; helping clients develop, design and facilitate professional learning that’s designed for actual humans.

This is such a great conversation - we talk exactly about how and why things are changing in the learning space, the biggest trends at the moment and what is working now. And - vitally - what you have to consider when you’re designing your next learning or training strategy.

Steph shares some really helpful insights into why having a blended learning approach is important, including some excellent examples that are so helpful when navigating a change program. She also shares insight into why she thinks getting back together in person is so important and ways that learning experiences can be elevated and amplified.

This episode is brimming with practical tips and really helpful insights on how we can modernise learning and development for the post-COVID era. I know you’re going to get a lot out of it!

LINKS:

The People Spot app by Colin Beattie

Rethinking trust at work with Rachel Botsman

Connect with Steph Clarke:

Podcast:https://www.stephsbusinessbookshelf.com/

LinkedIn:https://www.linkedin.com/in/steph-clarke/

Instagram:https://www.instagram.com/stephsbizbookshelf/

Connect with me: 

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne

How connected do your team and stakeholders feel to you and your change initiative?

As the change leader, do you focus on creating connection with your team and impacted stakeholders?

Why is creating ‘connection’ even something we need to intentionally consider?

Today on The New Way Podcast we’re talking about how being a fully connected leader can help deliver your transformation program.

My guest is Mel Kettle.  Mel is an expert on fully connected leadership and communication.  She works with leaders, teams and organisations that want to achieve real connection and sustained engagement.

Mel is a speaker, podcast host and author, and her latest book ‘Fully Connected’ has just come out.  And, as you’re about to hear, Mel has a lot of cool insights to share about this idea of ‘connection’ and why it’s especially important for change leaders.

You’ll discover:

• Why thanking your team is more important than you think
• What it means to be ‘connect-able’
• The top traits of connected leaders
• Whether or not it’s easier to create genuine connection in hybrid teams

Mel also shares some really practical examples of unique ways leaders can create connection in their teams that made me laugh.

This was such a fun and fascinating conversation.  Take a listen now!

LINKS:

Connect with me: 

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne

What is the employee engagement level like in your organisation?

Have you ever thought about the relationship between your organisational culture and employee engagement and how that impacts the success of your transformational programs or change initiatives?

My guest today is Professor Karl Treacher, Group CEO of the Brand Institute and The Culture Institute of Australia. He has more than 20 years of experience delivering strategic advice to tier 1 brands, boards, and business leaders.

The Culture Institute of Australia is an insights, education and consulting firm that helps organisations measure, understand, and shape culture in our post covid digital age. There, Karl and his team help prepare individuals to effectively manage and lead teams in this digital era and help support organisations to have positive, productive workplaces that attract talent and drive productivity. 

• What is the impact of remote work on organisational culture?
• Do employees need to be friends to improve organisational performance?
• Where should the responsibility of culture sit in your organisation?
• How is culture different from employee engagement?
• What are the leaders who are getting it right focusing on?

We dive into all of this and more in this jam packed conversation. Get your pen and paper ready because this is an episode you do not want to miss!

LINKS:

Book Mentioned:The Kindness Revolution by High Mackay
Download the Australian Workplace Culture Guidelines here

Connect with Professor Karl Treacher

• Website:https://cultureinstitute.com.au/
• LinkedIn:https://www.linkedin.com/in/treacher/
• Podcast:Shape Shifter

Connect with me: 

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne

If you’ve been in the change management space for some time, you’ll know that this field has evolved, particularly over the last few years. My guest today is Sharon Connolly, a seasoned change manager in the financial services industry and we’re talking today about some of the misconceptions about change management, the role of change managers, and the essential skills needed to succeed in this ever-evolving landscape.

Sharon Connolly is the founder of Change Superhero, providing training, templates, and coaching for change managers at all levels. In this episode, Sharon shares her perspective on how the industry has shifted in the last 15 years and why many organisations will struggle to understand what change managers do. 

The role of the change manager has undergone significant transformations, especially since covid. Sharon notes that change managers are now finding a seat at the decision-making table in some organisations, no longer operating solely under the project manager's umbrella. This elevation in status allows change managers to contribute to strategic discussions and ensures that change is considered holistically alongside project management. Sharon encourages change managers to actively advocate for this role and assert their expertise in shaping the change journey.

Although change has become more complex, often requiring change managers to navigate multiple projects simultaneously, we now have access to valuable toolkits, processes, and systems. We talk about how the resources available to change managers today help them stay on track and strategically approach their projects. 

Sharon also offers some incredible advice for change managers looking to optimise their roles. She suggests that change managers should design their ideal jobs by focusing on tasks they enjoy and embracing the power of delegation. Sharon also shares her top tips for change managers as they ascend the ranks within an organisation and we share a discussion about the pros and cons of being a consultant versus a full-time employee.

We also talk about the importance of networking and staying visible within the change management community. Sharon encourages change managers to share their knowledge and expertise generously without expecting immediate returns and being a role model for change within your organisation. Sharon and I covered so much in this episode and I know you’re going to find so much value in this conversation. 

LINKS

Connect with Sharron Connolly:

Website:https://www.changesuperhero.com.au/

LinkedIn:https://www.linkedin.com/in/sharonconnolly/

Connect with me: 

Download my ChatGPT Cheat Sheet here!

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

What do you think the most underrated skill set for change managers is? I say it’s professional communications skills.

Most change managers are not communications professionals, but that doesn’t mean they can’t take advantage of the huge opportunities that smart, considered communications can make to the success of transformational change programs.

My guest today is Melanie Gibbons - a passionate communications professional who believes quality comms can provide immeasurable value to any organisation.

Melanie Gibbons is the founder of Elm Communications, a consultancy that focuses on strategic communication services across government, NFP and the private sector. Mel is also President of the International Association of Business Communicators in Canberra.

Mel shares why we should be putting thought and effort into the way we communicate, what to include in your communications strategy, whether you need a communications strategy, when to engage the corporate communications team and how to best work with them.

We learn how to take your communications from building awareness to helping build behavioural change, vital for change managers. 

Mel also guides us through how to communicate when the change you’re delivering isn’t good news.

This conversation with Mel is extremely valuable and you’ll gain so many practical tips for your communications tool kit in this episode.

LINKS:

Free guide: How to communicate change during difficult times

Connect with Melanie Gibbons:
Website: https://elmcommunications.com.au/
LinkedIn: https://www.linkedin.com/company/elmcommunications/

Connect with me:
Website: https://www.everchange.com.au/
LinkedIn: https://www.linkedin.com/in/drkatebyrne

How do you support your employees through the organisational change or transformation program?

I’m not just talking about during the big events but in the quiet everyday moments when they’re trying to navigate new ways of working.

To help us dive into this important change topic today, I have Colin Beattie joining me for a conversation about using coaching to support your people every day. Colin is an executive team and leadership coach who has worked with some of Australia’s highest profile organisations over the past 20 years. He is one of the founders of an HR tech company that recently released an app called ‘The People Spot’ that provides preventative, practical and actionable advice for problems in the workplace and helps prevent people issues from escalating by supporting cultures to be more humanistic.

In this episode, we’re covering what exactly is coaching in organisations, how coaching can help people through change, coaching at scale and Colin provides his insight into the difference between moments and events.

Coaching is a tool, not a role. It’s a choice we can make when you can see the employees have the potential to work through the change program. We can use coaching as a way to help our team move through barriers, such as anxiety and concern, to begin working in new ways.

Colin explores how his app ‘The People Spot’ can help people at all levels of an organisation and provides a coach conveniently in your pocket.  He is passionate about unlocking a team’s potential by creating space for them and I’m so grateful to have him on the show today to share his 20+ years of experience and expertise with you.

LINKS:

Resources mentioned: 

Book: The Inner Game of Tennis, The Ultimate Guide to the Mental Side of Peak Performance by W. Timothy Gallwey

Connect with Colin Beattie: 

Website: https://www.thepeoplespot.com/ 

Instagram: https://www.instagram.com/the.peoplespot/

LinkedIn: https://www.linkedin.com/company/thepeoplespot/ and https://www.linkedin.com/in/colinjbeattie/

Connect with me: 

Website: https://www.everchange.com.au/

LinkedIn: https://www.linkedin.com/in/drkatebyrne

Are you feeling burnt out from how often you’re online?

So many change and transformation programs are digitally enabled causing our reliance on technology to be greater than ever before.

My guest this week is Dr Kristy Goodwin. Kristy is a speaker, author and media commentator who is fascinated by how our digital culture is compromising our wellbeing and is detrimental to optimal and sustainable organisational performance and learning.

In this episode, we’re exploring how your change program and team’s performance and success are reliant on clear and established digital guardrails.

We’re covering the digital habits that are keeping you stressed and burnt out, digital wellbeing, how leaders can better align with new ways of working in a hybrid world, why you need to set up digital guardrails (and what those are), and practical tips to switch off at the end of the day completely guilt-free.

Kristy kicks everything off by sharing why phone bans or digital detoxes are unrealistic and just don’t work to increase your digital wellbeing. Her strategies incorporate setting up digital guardrails that work with your own unique biological blueprint so you can increase your physical health, mental wellbeing and productive performance.

You’ll find so much valuable insight in today’s conversation. Kristy is an expert and her wealth of information on digital wellness, sleep chronotypes, productivity and better organisational communication and practices will help your change program succeed while also supporting a healthy and focused team.

LINKS:

Connect with Dr Kristy Goodwin:

Check out Dr Kristy Goodwin’s blog on Why your hybrid team needs digital guardrails

Website: https://drkristygoodwin.com/ 

Instagram: https://www.instagram.com/drkristy/ 

LinkedIn: https://www.linkedin.com/in/dr-kristy-goodwin/

Connect with me: 

Website: https://www.everchange.com.au/

LinkedIn: https://www.linkedin.com/in/drkatebyrne

Does the idea of speaking in public make your heart start to race?

You’re absolutely not alone. A fear of public speaking is one of the most common fears and comes from our concern over what people think of us and how we are seen.

Visible executive sponsorship is integral to the success of any change program. You need to be visible, whether it’s through speaking at town halls, team meetings, on video, on stage, at conferences, briefing ministers and executive boards, or even the media - you have to step up there.

My guest today is Dr Kate Cashman. Kate is a multiaward-winning and internationally certified public speaking and leadership coach, consultant, educator and keynote speaker. She helps leaders transform their relationship with public speaking and is here today to share her expertise with you.

In this episode, Kate generously provides us with her proven approach to becoming a great public speaker. It’s important to remember that your nerves don’t mean you’re terrible or don’t deserve to be there - they just mean that what you’re doing is important and you truly care about your message.

We’re covering why public speaking is scary, the key concept that will help you improve your public speaking, the biggest myths and stories about being a good speaker, how to deliver a great message that resonates, and how to handle your nerves.

This conversation is absolutely jam-packed full of useful and practical information to help you step up onto the stage, in front of a camera or up in front of a meeting. I know I’ll be incorporating all of Kate’s tips into my own toolkit and I’m very confident that you’ll be doing the same.

LINKS:

Previous episode mentioned: 

• How To Use Boring Data To Tell Compelling Stories That Resonate with Kate Norris
• The killer mistake most leaders make talking about transformation

Connect with Dr Kate Cashman: 

Website: https://www.katecashman.com/ 

Instagram: https://www.instagram.com/_katecashman.com_/ 

LinkedIn: https://au.linkedin.com/in/katecashmancoaching


Connect with me: 

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne

What actually makes a difference to the success of your change initiative? 

And what is just a big waste of time? 

My guest this week is Justin Balaski. Justin is the founder and principle consultant of IdeaLeap and is an award-winning change management professional who helps corporations and government agencies maximize benefits from change initiatives and develop organizational change agility. Justin takes a people-centric approach to lean change management that is focused on co-creation and experimentation. 

In this episode, we explore why you need to take a more agile approach to change management. An agile approach is a deeper method of learning and experimentation. There is a smaller amount of planning that is conducted more often instead of doing a big heavy plan in the beginning and not revising it as the change is taking effect. 

Justin takes us through the opportunities that arise from taking a fresh, more modern approach to change management. We talk about what agile and lean change management is all about and what actually moves the needle forward on your change projects. 

Justin then takes us through the practices, lightweight tools, mindset and team rituals that you can use to bring a leaner approach to change management every day. He encourages all change agents to step out of their comfort zone and try experimenting with something new. You will start finding excellent results by using a more agile approach to change management without all of the heavy planning. 

I could’ve chatted with Justin all day! He’s an absolute wealth of information and practical ideas that you can start implementing in your change strategy right now to effectively engage your team and deliver change success. 

LINKS:

Resources mentioned: 

IdeaLeap: https://idealeap.com/downloads

Connect with Justin Balaski: 

Website: https://idealeap.com/
LinkedIn: https://ca.linkedin.com/in/justinbalaski

Connect with me: 

Website:https://www.everchange.com.au/
LinkedIn:https://www.linkedin.com/in/drkatebyrne

Do you have a load of data you need to turn into a compelling story?

But all the facts and figures just look very boring and unappealing. Your audience is already checking out and thinking of the weekend…

Regardless of the type of change program you’re initiating, you will be handling tremendous amounts of data so you’ll have to learn how to share it in the most impactful and engaging way to deliver successful change.

My guest this week is Kate Norris. Kate is a presentation coach, speaker, former data analyst,  cofounder of Presentation Boss, and has a passion for presenting technical information. Kate’s specialty is turning dry information, including numbers, into energetic and engaging presentations.

At Presentation Boss, Kate and her team help you to identify your key message, tell stories with your data and design awesome visuals to share insights and value with your stakeholders.

In this episode, Kate and I explore how to use boring data to tell compelling stories that resonate with your audience.

We’ll dive into the mechanics of data storytelling, practical ways to humanize data and share actionable insights, and the best ways to visualize data. We explore everything from dashboards to how to prepare for your next briefing so you won’t want to miss a second!

If you’re leading change in a complex data rich environment - this episode is for you. You’ll find so much value in Kate’s expertise that you can apply to your own change program today.

LINKS:

Connect with Kate Norris: 

Website: https://presentationboss.com.au/
LinkedIn: https://www.linkedin.com/in/data-storytelling/

Connect with me: 

Website: https://www.everchange.com.au/
LinkedIn: https://www.linkedin.com/in/drkatebyrne

How does the mental health of your organisation impact the success of your change initiative?

The way we do change has a huge impact on the health of our organisation - for better or worse.

My guest this week is Tanya Heaney-Voogt. Tanya is an author, executive coach, consultant and facilitator. Tanya specialises in helping organisations build mentally healthy workplaces through individual, team and organisational culture change.

In this episode, Tanya discusses why psychological safety matters for change success and how it impacts workplace culture. We explore what a mentally health workplace looks and feels like, the concept of psychological safety in the workplace, the importance of learner safety and the important resources all change leaders should know.

Remember, mentally healthy workplaces don’t come at the expense of productivity, in fact, it enables it.

Tanya shares recommendations on how to impactfully engage middle managers in the change program and the powerful tactic change leaders can use to generate quick wins if they want to transform their organisation to a more mentally healthy one.

I’m very grateful to have Tanya on the show today to share her expertise, knowledge and experience with you. Her tips and concepts will be useful in all of your change programs, especially when promoting psychological safety and a positive workplace culture and environment.

LINKS:

Resources mentioned: 

Book: The 4 Stages of Psychological Safety, Defining the Path to Inclusion and Innovation by Timothy R. Clark

Prosci: Prosci Methodology

ADKAR: The Prosci ADKAR® Model | Prosci

Connect with Tanya Heaney-Voogt: 

Website: https://tanyaheaneyvoogt.com/  

LinkedIn: https://www.linkedin.com/in/tanyaheaneyvoogt/ 

Instagram: https://www.instagram.com/tanyaheaneyvoogt/ 

Book: Transforming Norm Book - Tanya Heaney-Voogt

Connect with me: 

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne/

 People won’t follow you if they don’t trust you.

Trust has an enormous impact on organisations and our effectiveness as change leaders.

My guest this week is the spectacular Melanie Marshall. Melanie is an author, speaker and coach who specialises in helping organisations build high performing cultures and trust transformations. Melanie has extensive public sector experience in complex, large-scale organisations, and private industry experience.

In this episode, Melanie is here to talk about how to build trust when leading change. She defines trust in organisations as a personal decision that you make for something you haven’t experienced yet, it’s contextual and is based on your previous experiences alongside your current situation.

A Harvard Business Review article found high trust organisations reported 50% higher productivity and more than 100% higher energy at work from employees. When you understand the impact of trust in the organisational context, it’s definitely tangible and has dollar figures attached.

Melanie takes us through the signs of an organisation with and without trust, recovering from a toxic workplace, the 3 Cs of trust (connection, clarity and commitment), the different types of transformations and her Heart and Soul Model with 9 core competencies (honesty, empathy, accountability, reliability, trust in yourself and others, sincerity, openness, understanding and a lasting focus).

You’ll find so much value in our conversation today, especially Melanie’s trust questions. Head over to her website and check out her book to find out how to build trust in both the organisation and your change strategy.  

LINKS:

Connect with Melanie Marshall: 

Website: https://melaniemarshall.com.au/ 

LinkedIn: https://www.linkedin.com/in/melaniemarshallaustralia/ 

Book: Trust: The foundation for Healthy Organisations and Teams

Connect with me: 

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne/

Is the way you’re communicating with your most important stakeholders actually working? 

The way you personally communicate can make or break the success of the whole change program. 

My guest today is the remarkable Sharon Pakir. Sharon is a leadership coach and mentor who helps leaders become more powerful through her online workshops and corporate leadership programs. Sharon recently came and hosted a masterclass on connective communication for my team at Ever and I wanted to have her on the show to share her expertise with you. 

In this episode, Sharon is here to help us explore how to engage your people through connective communication. To put it simply, connective communication is communication that makes people feel so good that they do good - but Sharon will break it down for you so you walk away with a firm grasp of how to apply it with your team. 

You’ll learn about Sharon’s 4Cs (Clear, Concise, Catalyzing, and Compelling) in connective communication, the goal of your communication, positive language and how to use it in your role. 

Sharon reminds us that, as change leaders, our connective communication is not about making ourselves look good, it’s about making everyone else around us feel good. You’ll find so much value in our conversation today and I know you’ll want to start using Sharon’s framework with your change team today. 

LINKS:

Connect with Sharon Pakir: 

Website: https://www.sharonpakir.com/ 

LinkedIn: https://www.linkedin.com/in/sharonpakir 

Instagram: https://www.instagram.com/theinvincible.co/ 

Podcast: Invincible by Sharon Pakir

Connect with me: 

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne/

I’m excited to share my conversation today with Lucy Beytagh about mastering calm communication.

Do you know how to communicate in a clear and compelling way when the pressure’s on?

Change doesn’t always go according to plan and many leaders struggle to know how to communicate their transformation agenda effectively. But it’s a game changer when they get it right!

Lucy Beytagh is the Founder and Managing Director of The LKB Agency, which specilises in corporate communications, engagement, and events management. We’re talking today about her Calm Communication method and why storytelling is such an important part of effective communication. 

If your change program has a lot of data heavy content that stakeholders might find difficult to wrap their heads around, this episode will give you plenty of practical tips you can add to your toolkit. Lucy shares some specific ways to use storytelling to build trust and communicate effectively during complex or technical transformations.

As Lucy shares her CALM communication formula, we discuss the importance of being strategic, the role of non-verbal communication, and why listening is the most fundamental communication skill. Lucy shares her top tips for better listening including curiosity, active listening, and staying quiet for longer than what feels comfortable.

Lucy recommends that all leaders should have a great story in their back pocket ready to go. By owning your personal story and humanising the change agenda, you as the change leader build trust and a deeper connection to your team, making it easier for them to buy in to the change. 

LINKS:

Connect with Lucy:

Website:https://www.thelkbagency.com.au/

LinkedIn:https://www.linkedin.com/in/lucybeytagh/

Instagram:https://www.instagram.com/lucy_thelkb_agency/

Connect with me: 

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne/

If you’re interested in learning how to drive positive change in a really meaningful way within your organisation, you are going to get so much out of this episode today. I’m thrilled to be speaking with Dixie Crawford today, a Barkindji woman and the founder and managing director of Nganya, a consultancy specialising in cross-cultural leadership and Reconciliation Action Plan (RAP) development and implementation for Australian corporate and government agencies. 

Dixie is deeply committed to making a difference in how Aboriginal people are heard and understood. Her passion is helping others to understand the cause of barriers that impact thinking and doing when it comes to engaging with and creating opportunities for First Nations people and communities to thrive.

In this conversation, Dixie shares powerful insights and practical tips on how you can engage with First Nations people in a meaningful way and how a Reconciliation Action Plan in your organisation can be a vehicle to genuinely support reconciliation. We talked about the four pillars of reconciliation plans, the importance of having uncomfortable conversations, and the very first step change leaders must take before facilitating any conversations with others. Dixie also shared her advice on the three steps you must take to start driving positive change through your Reconciliation Action Plan. 

We talk about the critical importance of self-reflection for change leaders and how understanding our own biases, motivations, and limitations is fundamental to effective leadership in reconciliation efforts. It’s about embracing those uncomfortable conversations and leaning into vulnerability as an opportunity for growth. 

Dixie also shares a reminder that our job as leaders isn’t to have all the answers. Our role is to facilitate meaningful conversations and navigate difficult topics such as unconscious bias. We talk about how demonstrating commitment and leading by example are crucial elements of this step.

The insights that Dixie shares in this episode are so valuable, not only in the development of meaningful Reconciliation Action Plans but also for effective leadership and engagement within any transformation program. The key takeaway is that change leaders should approach this work with curiosity, enthusiasm, and a commitment to self-reflection. By doing so, they can raise the standard of their organisations and contribute to positive change and reconciliation with First Nations communities.

LINKS

Connect with Dixie Crawford:

Website:https://nganya.com.au/

LinkedIn:https://www.linkedin.com/in/dixie-crawford-680b85118/

https://www.reconciliation.org.au/reconciliation-action-plans/

Connect with me: 

Download my ChatGPT Cheat Sheet here!

Website:            https://www.everchange.com.au/

LinkedIn:            https://www.linkedin.com/in/drkatebyrne

Are your organisational values embedded within your agency? 

Do you actually remember what they are? 

Often they're written on a poster in the hallway and mentioned in induction but otherwise not very prevalent. 

But organisational values and taking a values-led approach to change leadership can help you effectively deliver and immerse your transformational program. 

My guest today is Ami Summers. Ami is a leadership development consultant, engagement specialist, an accredited coach and director of Craft Coaching and Development. Craft Coaching and Development is passionate about finding new methods to elevate your life and your business in a way that aligns with your values. They use proven frameworks, evidence-based strategies and tools to help you define the meaningful outcomes you’re trying to achieve. 

In this episode, we’re exploring values-led leadership and how leaders can demonstrate their commitment to organisational values and help embed cultural change. Ami shares how organisational values help both individuals and teams to understand what behaviours will be encouraged and brings people together by instilling principles. 

We discuss practical ways leaders can demonstrate their commitment to organisational values and cement them into the behaviour of their team. 

Ami describes organisational values as a guiding light, like a compass, showing you your path. This episode is invaluable for change leaders to incorporate into their transformational programs to enact effective change. 


LINKS:


Resources mentioned: 

• Book: Leading with Values by Neil Malhotra and Ken Shotts
• Steve Jobs Speech: Steve Jobs last speech before death

Connect with Ami: 

Website: https://craftcoachinganddevelopment.com/ 

LinkedIn: https://www.linkedin.com/in/amisummers/ 

Instagram: https://www.instagram.com/craftcoachinganddevelopment/ 

Connect with me: 

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne/

How can business architecture help change leaders deliver more successful transformation programs?

Today, my guest is Krishan Jogia founder and Managing Director of Evolve&Amplify, a business architecture consultancy. Krishan specialises in the areas of business strategy, architecture, portfolio management and design thinking. Krishan is passionate about helping executives to define their business vision and break it down into strategies and target operating models.

In this episode, we’re discussing how to align change management and business architecture. Krishan explains what is involved in business architecture, how it overlaps and aligns with change management, and examines the touch and pain points to analyse the service that is delivered.

Krishan delves into the importance of examining the stakeholder's experience, mapping customer journeys, the benefits of working in multidisciplinary teams, and the current trends in business architecture.

This conversation will be of great value to anyone who wants to find out more about how business architecture can work together with your change management strategy to deliver the best transformational results for your organisation.

LINKS:

Connect with Krishan: 

Website: https://evolveandamplify.com/ 

LinkedIn Evolve&Amplify: https://www.linkedin.com/company/evolveandamplify/ 

LinkedIn Krishan Jogia: https://www.linkedin.com/in/krishanjogia/

Connect with me: 

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne/

Your engagement communications can make or break your change program. It can no longer be thought of as the last point in the planning and needs to be prioritised to ensure everyone involved has a thorough understanding of what’s coming - you need to think like a media company. 

My guest today is David Pembroke, who established the government communications agency ‘contentgroup’ in 1997 and is well known for his government and public sector communication expertise. David is dedicated to improving the effectiveness of government through building public sector communication and engagement capability.

Contentgroup’s mission is to help government strengthen communities and improve the well-being of citizens through effective communication and engagement. 

In this episode, David explains his theories about the digital transformation of communications, the changing value placed on communications areas within government and NGOs, and how the key to effective communication is to think like a media company. 

David explores the trends he’s seeing in government communications, what’s working now and how we need to think strategically through a media lens to react and distribute information quickly within the current context. 

David is an absolute wealth of information and expertise. I know you’ll find tremendous value in this episode for your change program from his vast experience and knowledge. 

LINKS

Resources mentioned: 

GovComms Institute - contentgroup

OECD Report on Public Communication: The Global Context and the Way Forward | en | OECD

Connect with David: 

Website:https://contentgroup.com.au/

LinkedIn: https://www.linkedin.com/company/contentgroup/

Connect with me: 

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne/

This is the last episode of The New Way for 2021! Can you believe it? 

As change leaders, we need to schedule meaningful rest and relaxation. Exhaustion and burn out are very common for change managers so we need to ensure we have adequate time off to rejuvenate and prepare for the next season. But how can you prepare your change initiative for your absence? 

In today’s episode, I’m sharing with you the four steps I follow to prepare for time off at the end of the year. These steps will allow you to have peace of mind when you’re away and stay present with your family and friends. 

If you put in the effort by following these steps now, your stakeholders and team will be very grateful for your commitment to the change program and your relationships will strengthen. 

I hope you have a wonderful break during this fantastic time of year. I’ll see you in 2022!

LINKS

Website:https://www.everchange.com.au/

LinkedIn:https://www.linkedin.com/in/drkatebyrne/