I have observed over my working life a distribution of people’s performance exists such that something like 20% of people drive or deliver value adding activities of the …
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Read articles written by Kevin Dwyer, our Managing Director, on the vast canvas that is managing change.
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Managing resistance to change: Engaging and shaping
Managing Resistance
Without exception, all popular change management models tell us to expect resistance to change and for managing resistance to be planned for formally. Some models encourage us to complete a resistance to change plan identifying the likely sources of resistance, be that cohorts of people or general reactions to change activities completed, as part of the change or notions about the change. Additionally, we are advised...Learn More
Seven Deadly Sins of Strategy
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Managing the performance of people requires a systematic approach. A previous client, which was a five star resort, had severe performance management problems borne of an approach, which …
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Stakeholder mapping is a tool that is used to: Understand the support and opposition to a planned change such as implementing a continuous improvement program Determine who to …
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The essence of strategy is that it is a choice between two or more good options. In developing a marketing strategy the choice to be made is of …
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Far too often in my wandering through senior executive ranks of commercial, government and not-for-profit organisations I find the gap between strategy and action so large that one …
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Seven Deadly Sins of Empowerment
Empowered organisations are very productive. Business units and the individuals within them are given clarity of purpose and the authority and capability to achieve that purpose – so …
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Five tips to operationalizing your EDRMS strategy effectively
Attending the recent TRIM User Forum provided an opportunity to hear first-hand industry stories and practices that are instrumental in increasing EDRMS adoption rates both from vendors and …
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Seven Deadly Sins of Governance (Boards)
Ignorance Ignorance of the workings of an organisation, it’s culture, vision, values, policies, strategy and risk appetite ensures a dysfunctional board. It is important that the board understand …
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Training return on investment
Maximising training return on investment is dependent largely on the degree in which the learning gained during training is transferred back to the day-to-day workplace. Training is much …
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