Can you breathe?

Hi there, change champions!

Have you ever been on an assignment when you couldn't breathe?

I've seen several variants and written about them in my posts.

The most popular post featured a picture of a person crammed in a tiny space labelled the 'Change Manager Box' and a voice shouting in from on high 'We expect great things...'!

That one was motivated by a situation in which there was no mandate to act and no support to do so.

Lately, with another mentee, I've seen a variation where there's too many people in the space, none of whom talk to each other. They all believe they have the mandate for the change management activity. Subsequently, they defend the barricades vociferously when you try to do your job.??

Some programmes/projects are highly resourced. When there's a programme manager, a senior project manager, several Business Analysts, a communications advisor, a Digital Lead, and a Service Design team, there's scant space for a change manager to squeeze around the edges!

In these cases, what do you do? Let's break it down.

The Situation:

Lack of Clear Mandate and Support

1. Change managers are placed in restrictive environments with little authority or resources.
2. Expected to deliver significant results without proper organisational backing.

Overcrowded Project Spaces with Unclear Roles

1. Multiple stakeholders compete for control and influence.
2. Overlapping responsibilities create confusion and territorial behaviours.
3. Change managers struggle to find meaningful space to contribute effectively.

The Solution:

1. Establish a Clear Role Definition

• Create a concise, written document outlining your specific change management responsibilities.
• Schedule individual meetings with key stakeholders to clarify your unique value proposition.
• Example: "My role focuses on ensuring smooth, low-risk human transition through structured engagement and human-centric planning".

2. Strategic Positioning and Communication

• Proactively communicate your approach and methodologies.
• Demonstrate how your work complements other team members' efforts, not competes with them.
• Example: Present a change impact assessment that shows how your work reduces potential resistance and improves project adoption.

3. Build Cross-Functional Relationships

• Invest time in understanding each team member's objectives.
• Find opportunities for collaborative problem-solving.
• Example: Offer to help a Business Analyst map the stakeholder groups or assist the Communications Advisor in crafting change messages and tagging them to the right impacts and WIIFMs.

4. Document and Quantify Impact

• Track and measure your specific contributions to the project.
• Use metrics and storytelling to illustrate your value.
• Example: Create a dashboard showing reduced employee resistance, faster adoption rates, or improved implementation timelines.

5. Create Your Own Space

• If physically crowded out, leverage digital collaboration tools.
• Develop alternative engagement methods like workshops, surveys, or targeted communication channels.
• Example: Create a dedicated Microsoft Teams channel for change management updates and insights.

6. Negotiate Boundaries Professionally

• When stakeholders are territorial, remain calm and solution-oriented.
• Use diplomatic language that focuses on collective project success and work to create rapport.
• Example: "I believe I can help. Could we discuss how I can contribute xxx to achieve the next deliverables?"

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Some months ago, I was asked if I would provide videos to front and close a new change management course that a training organisation was developing.

I was flattered and keen to do it.

However, when I sent the finished videos, this was the response.

'Could I please not say 'tumbleweeds and crickets'?

Could I not gesture and say, 'Ah huh, no way, no how.'??

Could I make it more appropriate for their Corporate audience?

As you probably know if you're reading this, the first chapter in the book is about values alignment.

A big reason why I wrote the book is to demystify and de-corporatise change management.

It's an attempt to recognise that everything is about deep human connection, and that connection isn't about stuffy, wooden Corporate speak.

In this case, I had to put my money where my mouth is and respectfully withdraw from the contract rather than compromise what I stand for.

It's a learning.

We must constantly send back the pulse to values alignment to ensure we don't violate our principles and integrity.

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Last week, 'Change Management that Sticks' reached a significant milestone, receiving 100 reviews on Amazon.

It's currently sitting at 4.8 stars out of 5 and continues to make bestseller status regularly.

That's immensely pleasing!

I have one troll who likes to go on everything I do and leave a one-star anonymous review.

My book coach says this is good as 'scuffed up' reviews look more honest and authentic.

My daughter likes to tease me and tell me I'm like the Kardashians now because I have a bona fide hater!??

In the greater scheme of things, 100 reviews mightn't sound like a lot, but getting one hundred people to take the time and effort to write a review is a massive deal for an indie author.

If you have read and learned something from the book, please consider leaving one.

The link to review is here.

If you do, I will eternally dig that about you!??

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Kat Greenbrook has offered her excellent 'The Data Storyteller's Handbook' on Kindle at its lowest price ever.

I picked my copy up yesterday.

Get the Kindle version for US3.49.

Please do Kat a solid, pick up this excellent book for a steal, and leave her a review if you can!??

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Rich Batchelor runs a 'Certified Lego Serious Play Instructor' course in Wellington at a very reasonable price in the new year.

Check out the Australasian courses here.

Check out other region courses here.

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If you still need to watch my 22-minute interview with Jenn Zuber on the neuroscience of change, you can do so here.

To find out more about Jenn's courses, click here.

Enter the code BARB10 at checkout for a ten per cent discount.

Jenn is a dedicated, solid-as-a-rock facilitator with a lovely, encouraging manner and deserves to have this course succeed, so check it out!

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Next week, I'll run a free giveaway on LinkedIn for Christmas.

If you aren't connected with me on LinkedIn yet, please do so here: ??Barb Grant?? | LinkedIn

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Finally, one of my favourite local journalists is Josie Pagani.

She writes a stellar column in our local paper every Friday.

I laughed out loud when I read her final comment in this week's column (which, for the local audience, is a scream - check it out here).

She talked about the Burger King Taihape employee who ended the evening shift with this gem.

"Youse all listen up everybody. We'll take the rest of those orders and then we're closing the shop cos all our shitz broken."

That's change management in action right there—what's happening, how it's happening, and why it's happening!??

God bless that Burger King employee.??

Keep changing for the better!

Your change fairy godmother, Barb ??♀??

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Get my free 52-page PDF workbook for change agents here??Bonus Workbook

Check out my Sell Change with Confidence Course for change managers and change leaders here?? Sell Change with Confidence

Check out my Effective Change Impact Assessment course for change managers and volun-told change agents here??Effective Change Impact Assessment

Check out my change manager mentoring package here??Mentoring for CMs

Get my bestselling, gold award-winning book here?? "Change Management that Sticks."

Get an A4 Daily Planner for Change Managers here?? "A4 Daily Planner for Change Managers"

Find out more about what I do here?? barbgrant.com