You're leading a change management team. What tools can you use to ensure successful collaboration?

The successful tools for change management projects may include, Town hall meetings, different collaboration platform on internet, news letter updating everyone on development, video ppt & platform. whenever possible one on one meetings and feedback channels to receive and respond to group of people / employee, fostering open communication and addressing concerns effectively.

In my opinion , face to face interaction with the core team is the best & effective communication . In f2f communication the body language of communicator leaves a more lasting impact due to a better emotional connect with team & drives the message purposefully.

While there are a host of tools that assist in capturing the minds of those involved in change, this is my experience in converting the heart and soul of the organization during the change management process. The first of two key actions is involving and empowering frontline and mid-management in the planning and execution of the change. By choosing both those enthusiastic about the change, as well as those skeptical about it, delivers invaluable insights and improves the velocity and credibility of communication. Next, start the change process by defining the end state - no names, positions, or boundaries. In doing so at the start, it forces teams to embrace out-of-the-box thinking versus focusing on incremental change of the current state

Google Suite in my experience has been the most reliable option for all communication. It is user-friendly & there is no training lag for people being on-boarded. The primary source being the G-Sheets & ultimately connecting it with all other documents. Although, tools like visio or Lucid Chart could have been a good add-on to the G-Suite.

In the realm of successful change management, fostering effective communication becomes the linchpin. Leveraging tools such as Microsoft 365, particularly in a simplified manner like a group chat, provides a conducive space for active participation and a continuous flow of ideas. Striking a balance between exploration of functionalities and avoiding unnecessary complexity enhances the overall process.

In my experience change management is learning, learning new ways, absorbing new processes and succeeding in ways you didn’t think existed. Be open to change, be the best you can be and you will never fail. Change management is key with all projects, learn, absorb and execute - win win solution!

In my change management endeavors, including transitioning from vertical to horizontal organizational structures and shifting business management systems from domestic original to global standards, conducting fit-gap analyses not only for conceptual level but also for operational level made me proceed successfully. While demanding significant effort and patience, these efforts ensure the project advances steadily.

When leveraging tools to drive change management, I find a couple principles effective: 1) Understand what tools people are familiar with 2) Keep it simple There are other principles to follow, but I like to keep these two close to the front. I've found MS365 has some great tools (Teams, Planner, etc.) for larger organizations, but have been finding some success with outside of the Microsoft world as well. I've been spending time with Slack and Notion, finding Notion very useful once you can become familiar with the system.

Effective project management requires a unified approachto maximize the output of the team. Jira is a visual tool that offers centralized work management assistance which allows users to create and use organized project schedules to assign tasks, track project progress, share documents and report status changes in real time. The information in Jira can be imported/exported for faster access. It supports the agile operating model which might be limiting for some teams.

An agile mindset can manage any project. Kanban boards are incredibly helpful. It's a clear snapshot of who is doing what and the progress of each task, including review needs. Running it like an agile sprint with short daily or multiple days a week standups, weekly or biweekly reviews and a properly timed retrospective keeps the project pace and change can be managed as needed. With longer term changes, as tasks are not as heavy, a less condensed version of this same process is still highly effective. The key is to not lose momentum.

Many organizations are evolving to capture actionable insights from data, embrace automation and enable more dynamic business models using digital tools and the latest security technologies. Of course, preparing for the future also means adapting to new ways of working. As a systematic collaborative approach for transforming a company's services and goals, organizational change management (OCM) tends to emphasize process; however, it is people who most affect change and are affected by that change, meaning any successful effort must center on engagement and authenticity.

Guru, for example, is a knowledge management tool that provides employees with a platform for accessing and sharing trusted information within an organization. It provides AI-powered enterprise search, intranet and wiki solutions with the goal of increasing efficiency and boosting productivity. Guru is designed to be a secure and comprehensive source of truth for organizations, with a focus on improving the employee experience and simplifying information access. Guru emphasizes the importance of communication, training and support for employees in times of change.

Für mich steht an erster Stelle der Mensch. Nur wer sich respektiert und ernstgenommen fühlt, bringt sich auch vollumf?nglich in ein Projekt ein. Es gibt für mich keinen falschen Ansatz, keine starren Regeln, auch unkonventionelle Wege k?nnen zum Erfolg führen. Und letztendlich ist ja der Erfolg eines Projekts resp. unsere Ausbildung entscheidend! Nur zusammen und als Team sind wir, ungeachtet der Hierarchie, stark! Ich bin gerne bereit, neue Ans?tze zu respektieren und einfliessen zu lassen, wenn es unseren Betrieb weiterbringt. Ein guter Fachmann an der Front beurteilt ein Problem ganz anders als ein Projektleiter an seinem PC! Daher ist es für mich wichtig, dass sich alle einbringen k?nnen oder sogar sollen!

Specialized change management software plays a pivotal role in navigating the complexities of change. ChangeScout provides a comprehensive platform with impact assessment and stakeholder engagement tools. Adaptiv Suite encompasses change impact analysis, communication planning, and training support. Kotter's 8-Step Process Tools align with a structured change management model, and IBM Kenexa Change Enablement integrates change management with workforce science.

Change Management - delicate, how to handle, depends upon the change. moving a company to a different location, one needs to understand the needs and wishes of the original departments. Invariably people who don’t wish to move and subsequently a large amount of information and experience is lost. Gather as much information/knowledge prior to the move. It’s a delicate process requiring skill/information gathering. Most software is useless-the people one is gathering information from, have zero interest in learning new software, their jobs are being lost. Typically speaking, one has training, the original employee draft descriptions and zoom with new employees. This is rarely functional and results in issue continuation.

In my experience leading change management teams, collecting and honoring feedback is vital. It's not just about using the tools but ensuring all feedback has its official moment. This approach fosters a culture of openness and continuous improvement. Tools like SurveyMonkey, Google Forms, and Typeform are excellent for gathering feedback. They allow for easy distribution, collection, and analysis of data. Automated sharing of results keeps everyone informed and engaged, ensuring that feedback leads to actionable insights and positive change.

The most important component of feedback is turning insights into actionable and prioritized plans. One of the tools you can use to collect feedback is a Planning Retrospective. This Retro should be held after the project/product is delivered with the goal of the team becoming more effective. The discussion allows the execution team to reflect and provide feedback on what went well and what didn't go well. You don't need to oversteer the discussion. Engaging techniques like structured strength based questions, a voting system, or playing interactive games help to combat retrospective fatigue and transform a team's progress.

In my experience the feedback mechanism is vital for the success of change management. Hearing back from customers / stakeholders builds the connection and plan on next steps for better adoption of the change

Feedback zu sammeln ist vor, w?hrend und nach dem Ver?nderungsprozess wichtig. Umfragetools die den Datenschutzrichtlinien des Unternehmens entsprechen k?nnen für gro?e Mengen an Befragten und einem hohen grad der gewünschten Anonymit?t genutzt werden. Pers?nlich bin ich überzeugt von Feedbackrunden im kleineren Kreis in Form von Retrospektiven. Der Retromat ist für mich das Mittel der Wahl.

In my experience the best way to collect feedback - which is imperative to identify the success of change is to have feedback loops at every step. But don’t just use forms or tools get your people to be the tool. Get the change initiators and developers to ask the user. Today hand feedback from the user is the most effective way to assess success.

Organization specific learning is extremely important & for that purpose there can be multiple possibilities depending on the scale of organization: A. Independent LMS for organization B. Central Drive or server with relevant documents. For an explanation to relevant documents, videos to simulate entire process in my experience is the most effective way for adding a new process.

In our experience, getting to the root cause of resistance is essential. This typically involves a face to face discussion around fear. Using a real life example of what I might be afraid of in my personal life breaks the ice and allows others to see the facilitator is human too. It's only a risk to the extent the facilitator is afraid of the client's judgement. If that's the case, the client/consultant fit isn't going to work well for our firm.

Change often involves acquiring new skills, and learning tools are instrumental in facilitating this transition. LinkedIn Learning offers a vast library of courses, Udemy for Business provides diverse course options, Coursera for Business offers courses from top universities, and Skillsoft is a comprehensive learning platform covering various skills.

I've led large Change Management teams (e.g., 50 CMs with ~$AU150M annual investment in transformation). In my experience, I could ensure successful collaboration as a CM team as well as successful collaboration with our Project Management colleagues by implementing an effective operating rhythm for our team. This rhythm incorporated critical elements, such as: 1) cascading exec-level messages relevant to our transformation vision so that all CMs could align their work accordingly. 2) learning sessions for our CM team to collaborate, learn and grow. 3) one-to-one meetings with every CM. 4) "jam sessions" where we'd all jump online at the same time to respond a problem. There was more, but the point is to highlight ideas beyond the article.

In change management, we often forget the human factor. We talk about change and how it can enhance performance, but in reality, many people don't want change. As a mentor once told me, "Everybody wants change, but nobody wants to change!" Effective change management requires ownership from the leader of the change. Leaders must serve as ambassadors to their direct reports and create space for those impacted by the change to have a voice. This approach leads to better internal communication and collaboration. To successfully implement change, it takes a committed team willing to collaborate, listen, and assist in the process. Change is not easy, but evolution and transformation are essential to improving performance.

The best tool to consider for collaboration is trust and engagement. And leadership is a key driver of this. What underpins this, is for leaders to observe, be transparent about and mitigate bias, work on mitigating negative emotion contagion and creating environments where psychological safety can thrive. Also, create accountability partnerships and a runway for team success. That means the clarity of roles, the purpose and why of each role and social contract (essentially co-design) on how you'll work together, as well as bring up risks and roadblocks. As the saying goes, before you go to P, look at E (before you look at people, look at the environment – which is a core enabler or disabler of motivation and behaviours).

I have had opportunities to lead change management in several organizations. I have used the following engagement strategies to aid collaboration: - Creating a change vision which is communicated across the organization. This helps to answer the big questions in people's mind; Why are we changing?What is changing? How are we changing? - Engage through focus group sessions. Change impacts people differently. It is therefore important to identify similar groups( age, grade etc) and bring them together to hear what they think about the change.

L'élément principal est quand même la prise en compte de la complémentarité des personnalités dans les groupes de travail créés pour accompagner le changement. Il ne s'agit pas de mettre ensemble des personnes qui s'étendent bien mais plut?t de détecter les personnalités complémentaires compatibles qui oeuvreront dans le bon sens. Un jeu d'équilibriste pour le manager dans l'organisation du travail mais qui fera dans tous les cas la différence sur les résultats obtenus.