The New Way

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.LINKSConnect 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. LINKSConnect 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-PromotionConnect 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

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. LINKSConnect with Natasha Redman:Website:https://www.casadecambio.com.au/Podcast:Casa de CambioLinkedIn: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

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. LINKSPrevious episode mentioned:How Understanding Emotional Culture Can Lead To Change Program Success with Jeremy DeanConnect with Jess Tayel:Website:https://peopleoftransformation.com/Use the code Special10 for 10% off the communityLinkedIn:  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

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. LINKSConnect 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

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.LINKSConnect 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

The word ‘agile’ is popping up everywhere these days and agile ways of working are becoming increasingly sought after across all industries, including change leadership. I’m thrilled to be delving into the exciting world of Agile Change and leadership with renowned expert, Dr. Jen Frahm. Jen is a global authority on organisational change, communication, and transformation, with a diverse background that spans across a wide variety of industries and 28 different countries. As a sought-after speaker and author of two impactful books, Change Leader: The Changes You Need to Make First and Conversations of Change: A Guide to Workplace Change, Jen is known for being at the frontier of business agility and change. If Agile change has been a topic you’ve been interested in exploring in your change initiatives, you definitely don’t want to miss this conversation. Agile change is a methodology that emphasises delivering change quickly with limited resources while ensuring the well-being of those affected. It requires change leaders to adapt their tools and processes to work efficiently within short timelines, making it a challenging yet rewarding approach. In this conversation, Jen and I discuss some of the reasons behind the growing interest in agile ways of working and the unrealistic expectations organisations may have regarding cost savings and the level of commitment required. One of the critical challenges in Agile change is introducing agile principles into change management practices. Jen emphasises that this shift often starts as a top-down, planned change and leadership teams must embrace the Agile mindset before expecting their teams to follow suit. We discuss how a two-speed change strategy, combining top-down planning with organic transformation, seems to be the most effective approach.Leadership plays a pivotal role in Agile change, yet many leaders struggle with new concepts such as community engagement, collaborative leadership, and communication. Jen highlights the importance of nurturing these aspects to create a culture of agility, underscoring the need for transparency in decision-making, especially during experiments, to reassure leaders and build trust.I know you’re going to get so much out of this conversation as Jen shares a fresh perspective on how organisations can embrace agility in their change management practices. Enjoy!LINKSConnect with Jen Frahm:Websites: https://aclinstitute.com/ & https://drjenfrahm.comLinkedIn: https://au.linkedin.com/in/jenniferfrahmBooks: Change Leader: The Changes You Need to Make First Conversations of Change: A Guide to Workplace ChangeConnect with me: Download my Energy Management Toolkit here!Website:            https://www.everchange.com.au/LinkedIn:            https://www.linkedin.com/in/drkatebyrne

Emotions play a crucial but often overlooked role in the workplace, especially during times of change. When teams and stakeholders are emotionally aligned with a strategic vision, change programs can thrive. Yet, emotional culture is rarely discussed until emotions become a problem. Today I have the privilege of speaking with Jeremy Dean, the founder and mastermind behind Riders and Elephants, a company that designs simple, human-focused games that reimagine the way people can connect and grow. Jeremy's mission is to rehumanise workplaces, and his games are used by some of the world's most prominent organisations, including IBM, Netflix, Airbnb, and the United Nations.In this conversation, Jeremy and I delve deep into the concept of emotional culture, exploring its significance, how it differs from cognitive culture, some of the common challenges leaders face, and practical strategies for incorporating it into change management plans. Jeremy's insights and tips for leaders and people managers navigating the sometimes uncomfortable realm of emotional culture are absolutely invaluable.We talk in particular about the Emotional Culture Deck, a powerful tool designed to help leaders and teams understand, express, and navigate their emotions during times of change. Jeremy emphasises the importance of articulating desired and undesired emotions, enabling leaders to create a roadmap for guiding their teams through emotional challenges during change.Introducing emotional culture initiatives can be uncomfortable, especially for leaders. Jeremy shares his advice on starting small, experimenting with trusted individuals, and using the Emotional Culture Deck as a Trojan horse to initiate discussions about emotions without triggering resistance.Jeremy also highlights the need for leaders to understand their own emotions and vulnerability, as this can pave the way for empathy and relatedness within teams. We discuss how it all starts with self-awareness and how leaders must first understand their own emotions in order to empathise with their team. The conversation about emotional culture is so powerful and yet an often neglected aspect of the workplace. I hope you take so much away from Jeremy's insights and practical advice, highlighting the power of emotions in driving human behaviour and culture. It's clear that by embracing emotional culture, organisations can not only navigate change more effectively but also create a healthier and more empathetic work environment.LINKSConnect with Jeremy Dean:The Emotional Culture Deck:https://www.ridersandelephants.com/the-emotional-culture-deckWebsites:https://www.ridersandelephants.comLinkedIn:https://nz.linkedin.com/in/jeremy-dean-theemotionalculturedeckConnect with me: Download my Energy Management Toolkit here!Website:            https://www.everchange.com.au/LinkedIn:            https://www.linkedin.com/in/drkatebyrne

Lean change and agile change management are becoming more popular terms these days, but do we know what they really mean? My guest today is prolific author and international speaker, Jason Little and we’re talking about what lean and agile change management actually looks like in practice and how to integrate it into your change management program. Jason Little is the founder of Lean Change and the author of three books, including Change Agility, Lean Change Management and Agile Transformation: A Guide to Organizational Change.  In addition to revolutionising the world of change, he’s also CTO of Spero Careers Canada, a company dedicated to solving the autism employment crisis. He is a true pioneer in the change management space. In this episode, Jason and I cover the core principles of lean change and how to start integrating lean and agile change practices into your project, particularly when your organisation is used to more traditional change management approaches. Jason shares some insightful recommendations such as using a change canvas, running lean coffee sessions and creating feedback loops. We talk about these in more detail and how you can start implementing them, starting today. Lean change management is all about being as lightweight and efficient as possible while embracing startup thinking. The goal is to initiate change without drowning in unnecessary processes, which is something that often happens in larger organisations. Jason shares how placing an emphasis on conversation and obtaining feedback puts people in the centre of the change management program, instead of using change to simply drive results.Feedback is a driving force behind effective change management. Jason explains how constructive feedback loops help to course-correct and plan in shorter time frames, understanding that we don’t need to map out every single step. Implementing practices like lean coffee sessions encourages open dialogue and attendee-driven meetings, which can be a welcome shift from traditional change processes.We also talk about the common dilemma of aligning the change process with the agile technical team while still satisfying the need for extensive documentation. This is where lean and agile change practices can shine. Instead of imposing changes drastically, Jason suggests swimming with the current and introducing fresh approaches to introduce change without alarming the status quo.For change managers looking to introduce lean and agile change practices, it's best to start with baby steps. Co-creative change canvas sessions and lean coffee meetings are excellent ways to introduce new techniques without overwhelming the organisation. Remember, it's about finding the right balance between adhering to the established norms and introducing new ideas.LINKSResources Mentioned:BooksConnect with Jason Little:Websites:https://leanchange.org/ & http://agilecoach.ca/LinkedIn:https://www.linkedin.com/in/jasonlittle/Instagram:https://www.instagram.com/lean_changeConnect with me: Download my Energy Management Toolkit here!Website:            https://www.everchange.com.au/LinkedIn:           

Today, we're delving deep into the world of change management and leadership, and I couldn't be more excited to introduce our guest, the brilliant Friska Wirya. Friska is a change consultant, speaker, and soon-to-be published author behind "Fresh by Friska." With over a decade of experience in change and transformation, Friska has collaborated with big players in mining, engineering, and technology. Together, we unravel the secrets of developing influence in the workplace, so get ready for some incredible insights.Friska and I discuss how she has harnessed the power of influence to drive change in even the most conservative organisations. We highlight the crucial relationship between visibility and influence, exploring how your personal brand impacts your ability to create influence within an organisation.Our conversation shifts to the essential components of executive presence. Friska stresses the importance of preparation and practice, drawing parallels between building influence and managing impactful change. We also dive into the significance of aligning your online and offline personas to create a strong and consistent personal brand. This aligns seamlessly with Friska's insights on leveraging personal brand to catalyse influence and credibility.Transitioning into the challenge of engaging senior executives, Friska shares her expert advice on making a lasting impression in limited timeframes. We tackle the intriguing question of "pitching vs. building relationships" and why influence isn’t possible without connection. Toward the end of the episode, Friska generously shares actionable tips that you can implement today. She emphasises that building influence is a journey that demands consistency, discipline, and commitment. We delve into the importance of honing communication and presentation skills, and Friska shares her journey in preparing for her highly-rated TED Talk. This episode is a goldmine for professionals eager to amplify their influence, finesse change management, and cultivate impactful connections. Friska’s wisdom will offer you a roadmap to unlock your influence, transform your career, and leave your mark on your industry. LINKSResources Mentioned:Friska Wirya TEDx TalkConnect with Friska Wirya:Website:https://www.freshbyfriska.com/LinkedIn:https://www.linkedin.com/in/friska/Instagram:https://www.instagram.com/freshbyfriska/TikTok:https://www.tiktok.com/@freshbyfriska?lang=enConnect with me: Download my Energy Management Toolkit here!Website:            https://www.everchange.com.au/LinkedIn:            https://www.linkedin.com/in/drkatebyrne