On today’s episode we are talking about how organizations need to get a stronger change discipline. 

Jennifer Ayres, founder, and CEO of Senscient, is a culture and change expert. She and her senior-level team design and deliver deliberate, calibrated engagements that optimize meaning at work for every individual and ignites peak performance throughout the organization. Jennifer has over 20 years global management consulting experience, much of it focused helping leaders in organizations unlock the magic in their organization. She is results oriented with a proven track record for partnering with leaders to define vision and align cultural behaviors to business outcomes. Jennifer is often engaged to lead complex, challenging organizational transformations in unstructured and emerging situations. She specializes in leadership alignment, executive coaching, organizational development, and change management.

Top 10 Takeaways:

1. Case studies are essential for understanding the reasons behind failed change initiatives and improving change management practices.
2. Unsuccessful change initiatives often result from inadequate planning, unclear business outcomes, and poor stakeholder engagement.
3. Pressure from leaders and urgent business needs can lead to rushed planning and exclusion of key stakeholders.
4. Properly explaining the “why” of the change during project kickoffs is crucial to avoid confusion, apathy, and disengagement among employees.
5. To overcome resistance and improve projects, organizations should provide training and awareness for technology-focused teams and promote an IT business partner mindset.
6. Re-engaging stakeholders and thorough planning can lead to successful change implementations and improved project outcomes.
7. Transparency and acknowledging challenges are vital for successful engagements.
8. When facing difficulties, leaders should pause and gather more perspectives from stakeholders to ensure a comprehensive understanding of the project.
9. Managing naysayers, especially influential individuals, requires empathy, curiosity, and psychological safety to foster trust and open communication.
10. The psychological impact of change on employees must be considered and nurtured throughout the project to build a positive culture.

Additionally, the conversation provided the following insights on effective communication and the role of change teams and champions:

1. Effective communication requires considering different channels and subcultures within the organization to reach all stakeholders.
2. Holistic change management goes beyond just training and communications, involving intentional communities like engagement networks and change agent groups.
3. Ensure that change teams and champions understand their remit and have visible support from senior leaders to increase their effectiveness.
4. Regular touchpoints and recognition for their efforts can help engage change teams and champions in the project’s success.

Top 3 Takeaways:

1. If you are a leader responsible for change at your organization, make sure you really focus on the “why.”

2. There is a cost to addressing change, but a bigger cost to not implemented change. 

3. Assume positive intent for people going into these programs. There is a reason they are resisting change. 

How to get in touch with Jennifer:

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

Website: https://senscientglobal.com/

Email: hello@sencientglobal.com