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Peter F Gallagher

Ranked#1 Global Change Management Thought Leader Thinkers360, International Corporate Speaker, Author & Leadership Alignment Coach at Leadership of Change

London, United Kingdom

Ranked#1 Global Change Management Thought Leader Thinkers360, International Corporate Speaker, Author & Leadership Coach

Ranked #1 Global Thought Leaders and Influencers on Change Management (May 2020) by Thinkers360.

Business Book Ranking: Change Management Pocket Guide. Ranked within the top 50 Business and Technology Books (Jan 2020) from Thinkers360 Thought Leaders.

Experience:
He has a proven track record of complex change and project delivery in multi-disciplinary environments for the world’s largest and most successful organizations. He has Big Four external consulting experience, as well as internal and commercial consulting experience, working in over twenty-five countries over a thirty-year career. Companies he has worked for include: EY, Shell, NCR and Bombardier Aerospace and has held senior roles in industry and has boardroom experience as a NED. His clients include organisations such as ADNOC, Boeing, GE, Rolls Royce and Saudi Aramco.

Speaking:
Peter speaks on the Leadership of Change®, change management, change leadership alignment and the benefits of change management gamification. As a speaker, Peter has presented strategic transformations leading practice to Government entities, CEO audiences globally, leadership teams and professional membership conferences. For over 30 years, Peter has been helping organisations, leaders and employees change, improve and transform through keynotes, master classes, change management gamification workshops, projects and programmes.

Leadership of Change Keynotes:
~ How to Align Leadership Teams to Lead Successful Change
~ 10 Change Management Lessons Learned that Leaders SHOULD Know
~ How Change Management Gamification sets Leaders up for Success

The change question set Peter asks all leaders is:

"Do you have a change vision? Are you aligned on your strategic objectives? Are you a high performing team? Does your team have change leadership skills to lead the change or improvement that your organisation is facing?"
He then works with the leadership team to develop a solution.

Change Management Gamification:
Leadership of Change® is a change management simulation about strategy execution in large organisations. The game focuses on how to implement organisational change to achieve a return on investment and gain employee adoption. The game takes the participants through the ten key steps to achieve successful change implementation. 

Publications:
~ Leadership of Change® Volume 1 - Change Management Fables
~ Leadership of Change® Volume 2 - Change Management Pocket Guide
~ Leadership of Change® Volume 3 - Change Management Handbook
~ Leadership of Change® Volume A - Change Management Gamification - Leadership
~ Leadership of Change® Volume B - Change Management Gamification - Adoption
~ Leadership of Change® Volume C - Change Management Gamification - Behaviour

Professional Qualifications:
Peter has an MBA (Distinction) from the Robert Gordon University. He is an American Society of Quality (ASQ) Certified Manager of Quality, a Certified Change Management Professional™ with the Association of Change Management Professionals (ACMP) and holds three certifications from the Project Management Institute (PMI). He is also a Lean Six Sigma Master Black Belt.

Board Member: Vice President of the Association of Change Management Professionals (ACMP) UK

Speaker Association Member: Virtual Speaker Association (VSA) International

Contact Details
# peter.gallagher@a2B.consulting
# +44 754147 2955
# Web: www.a2B.consulting
# Web: www.peterfgallagher.com

Please feel free to contact me directly with your queries?

Available For: Authoring, Consulting, Influencing, Speaking
Travels From: London, UK
Speaking Topics: Organisational Change Management and Change Leadership Alignment

Speaking Fee $9,500

Personal Speaking Website: www.peterfgallagher.com
Peter F GallagherPoints
Academic85
Author382
Influencer44
Speaker50
Entrepreneur310
Total871

Points based upon Thinkers360 patent-pending algorithm.

Thought Leader Profile

Portfolio Mix

Featured Videos

Leadership of Change: Three Change Management Lessons Learned, Heriot-Watt University
May 23, 2020
Leadership of Change - 10 Change Management Lessons Learned, Kuwait 2020
May 23, 2020
Change Management - Employee Change Resistance (Keynote extract)
May 23, 2020

Featured Topics

Leadership of Change: 10 Change Management Lessons Learned

Many change/IT programme and project implementations do not realise the benefits or achieve a ROI. Implementations tend to overspend, reducing change and training budgets. Peter talks about 10 change management lessons learned which include:
~ Aligning the project with strategy to only focus on important project
~ The importance of sponsorship and how this is different to leadership
~ Assessing previous change history to avoid past mistakes
~ How developing the new skills and behaviours is critical to achieve change adoption

Leadership of Change: Leadership and Sponsorship is Critical

After delivering change, transformation, business and process improvement projects for over thirty years, it is clear that one of the most important elements in change programme or project success is effective and proactive sponsorship. In fact, without effective and proactive project sponsorship, the project will eventually fail. Peter speaks about the three key elements of change programme sponsorship and leadership.
SAY
SUPPORT
SUSTAIN

"Without effective and proactive sponsorship the change project will eventually fail, the change will not be adopted by the employees nor be sustained, and it will not deliver the intended benefits"

Leadership of Change: Change Leadership Alignment

Change capability starts with the top leadership team, they understand previous change history and the barriers to success so they align strategically as a high performing team and then develop the skills and knowledge to successfully deliver future organisational change. Peter speaks about he aligns leadership teams so that can effectively lead their organisation's change.
~ Change History Assessment©
~ 1:1 Leadership Interviews
~ Strategic Alignment
~ High Performing Team
~ Develop Change Leadership Capability (Using Change Management Gamification)

"Change leadership requires a different set of skills than leading normal day-to-day operations, this capability must be developed before leading organisational change"

Company Information

Company Type: Company
Email: peter.gallagher@a2b.consulting
Phone: +447541472955
Business Unit: Leadership Alignment, Speaking and Consulting
Theatre: United Kingdom
Media Experience: 20
Last Media Training: 02/03/2010
Last Media Interview: 03/05/2020

Areas of Expertise

Business Strategy 66.59
Change Management 100
Digital Disruption
Leadership 56.20

Industry Experience

Aerospace & Defense
Agriculture & Mining
Automotive
Financial Services & Banking
Industrial Machinery & Components
Insurance
Manufacturing
Metal Products
Oil & Gas
Professional Services

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Publications

1 Academic Award
Fellow Chartered Manager (CMgr FCMI)
Chartered Manager Institute
May 06, 2016
Certification: P04432561
http://www.managers.org.uk/individuals/become-a-member/get-chartered

See publication

Tags: Business Strategy, Change Management, Leadership

8 Academic Certifications
Professional Scrum Master I
PFG Publishing
July 01, 2017
Professional Scrum Master I

Professional Scrum Master Certification

Why Scrum.org
Scrum.org provides the highest quality Scrum training, training materials and certified Professional Scrum Trainers (PSTs) to teach them. Our training materials are created and maintained by Scrum co-creator Ken Schwaber, Scrum.org and the community of PSTs who teach the courses, helping to ensure that they are in tune with what’s happening in software development organizations and always up-to-date with the latest practices.

All participants completing the Professional Scrum Master course will receive a password to attempt the Professional Scrum Master I (PSM I) assessment. PSM class participants who attempt the PSM I assessment within 14 days of receiving their free password and do not score at least 85% will be granted a 2nd attempt at no additional cost.

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Tags: Leadership, Change Management, Business Strategy

Masters in Business Administration (MBA) Distinction
Robert Gordon University (RGU)
November 12, 2016
A Masters in Business Administration is a postgraduate qualification which is highly sought after by working professionals. An MBA is a route to a promotion, higher salary, building your professional reputation and even managing your own business. Therefore it is popular and also has worldwide recognition.

Our flexible MBA master's degree in Business Administration programme has been designed with a practical element and will develop your advanced leadership skills and an in-depth understanding of the functional components of management, strategic management and specialist areas of study relating to your career aspirations.

Robert Gordon University (RGU): Our MBA is student-centric and is focused on your career development. It blends academia and practical applications whilst building your confidence and competency through personal experiences. You will develop skills across a range of business functions including strategy, accounting, economics, operations management, people management, commercialisation, business development and marketing. You will attend our on-campus nine-day Leadership Week and conduct a Consultancy Project for a client organisation.
At Aberdeen Business School, we are in the business of changing your tomorrow.
Our Online MBA is ranked equal 1st in the world for Class Experience and 2nd in the world for Faculty and Teaching by QS Distance Online MBA Global Rankings 2018

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Tags: Business Strategy, Change Management, Leadership

Manager of Quality/Organizational Excellence Certification - CMQ/OE
American Society of Quality (ASQ)
September 05, 2016
ASQ is committed to providing enhanced expertise, professional networks, tools, and solutions to help our members advance their products, services, and industries. We provide professional training, certifications, and knowledge to members globally.
The Certified Manager of Quality/Organizational Excellence (ASQ CMQ/OE) is a professional who leads and champions process-improvement initiatives - everywhere from small businesses to multinational corporations - that can have regional or global focus in a variety of service and industrial settings.

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Tags: Business Strategy, Change Management, Leadership

PMI Risk Management Professional (PMI-RMP)
Project Management Institute (PMI)
August 21, 2016
PMI-RMP #1956698

Project Management Institute (PMI) is the world's leading association for those who consider project, program or portfolio management their profession.
Through global advocacy, collaboration, education and research, we work to prepare more than three million professionals around the world for the Project Economy: the coming economy in which work, and individuals, are organized around projects.

With your advanced skills in risk management, you perform a specialized function attuned to the needs of a project environment that is increasingly global, virtual and complex.

The PMI Risk Management Professional (PMI-RMP) highlights your ability to identify and assess project risks, mitigate threats and capitalize on opportunities. In this capacity, you enhance and protect the needs of your organization.

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Tags: Leadership, Change Management, Business Strategy

Certified Change Management Professional (CCMP)
Association of Change Management Professionals® (ACMP®)
August 04, 2016
Credential ID: C000198
Certified Change Management Professional (CCMP)
The CCMP is a globally recognized credential established by ACMP for professionals to demonstrate their commitment to leading the way change works. The CCMP was developed based on ACMP’s industry-leading Standard for Change Management ("the Standard”) that defines best practices in change management. The CCMP is a way for professionals to demonstrate their investment in ongoing development while successfully applying their experience to respond to a breadth of change management situations.

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Tags: Leadership, Change Management, Business Strategy

PMI Program Management Professional (PgMP)
Project Management Institute (PMI)
March 27, 2016
PgMP #1916590
Project Management Institute (PMI) is the world's leading association for those who consider project, program or portfolio management their profession.

As a program manager, you’re a senior-level practitioner on the forefront of advancing your organization’s strategic goals.
You manage multiple, related projects in a coordinated way, achieving benefits that could not occur if the projects were handled separately.

Your leadership is instrumental. With program management maturity, an organization’s projects are far more successful than without it — 76 percent compared to 54 percent according to our 2015 Pulse of the Profession report. The Program Management Professional (PgMP) is a visible sign of your advanced experience and skill and gives you a distinct advantage in employment and promotion.

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Tags: Leadership, Change Management, Business Strategy

PMI Project Management Professional (PMP)
Project Management Institute (PMI)
February 16, 2015
PMP # 1792083
Project Management Institute (PMI) is the world's leading association for those who consider project, program or portfolio management their profession.

What is the PMP? Wherever you are in your career, the globally recognized Project Management Professional (PMP) certification tells employers, peers, and the world you know what you’re doing in project management.

Even if “project manager” isn’t part of your title, the PMP applies to anyone who helps bring a project to completion. Just like a CPA validates expertise for accountants, the PMP recognizes your ability to manage projects—and the hard work you’ve done so far.

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Tags: Leadership, Change Management, Business Strategy

Diploma in Business Management Administration
Open University (OU)
July 31, 1996
Why study Business and Management with The Open University?

The Open University Business School has been delivering transformational, high quality business and management education for over 30 years. You can be reassured by the quality of our teaching as we’re proud to be part of an elite and exclusive group of the top 1% of global business schools who are triple accredited.

Diploma in Business Management Administration:
Widely recognised qualification.
Equivalent to the first two thirds of an honours degree.
Enhance your professional and technical skills or extend your knowledge and understanding of a subject.
Study for interest or career development.
Top up to a full honours degree in just two years.

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Tags: Business Strategy, Change Management, Leadership

1 Advisory Board Membership
UK Board Member (Officer) - JT LIMITED
UK Gov Companies House
August 27, 2010
JTL

Company number 02336110

Registered office address: Stafford House, 120/122 High Street, Orpington, Kent, BR6 0JS

Company status: Active

Company type: Private Limited Company by guarantee without share capital use of 'Limited' exemption

Incorporated on: 23 March 2000

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Tags: Leadership, Change Management, Business Strategy

28 Article/Blogs
Change Management Book Quintet: Leadership of Change Volumes 1, 2, 3, A and B
PFG Publishing
August 13, 2020
Leadership of Change Management Book Quintet

Leadership of Change Volumes
The volumes in this series are intended to be leading practice in organisational change management and implementation, which supports strategy execution. They are based on the author’s work, with over thirty years of organisational change implementation, transformation, and business improvement experience in over twenty countries.

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Tags: Business Strategy, Change Management, Leadership

Leadership of Change - a2BCMF - 10 Step Quotes
PFG Publishing
August 02, 2020
a2B Change Management Framework - Steps 1 -10 Change Management Quotes

1. Change Definition
2. Secure Sponsorship and Resources
3. Previous Change
4. Develop Detailed Change Plan
5. Communicate the Change
6. Assess Readiness
7. Manage Resistance
8. Develop New Skills and Behaviours
9. Adoption
10. Sustain and Close

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Tags: Leadership, Change Management, Business Strategy

Change Management Gamification Benefits
LinkedIn
June 17, 2020
Change Management Gamification is the new trend which helps to engage your employees by using gaming methods. We use gamification so that your employees can learn, test and prepare for your organisational change.

Benefits
~ Simulated Business Case Study: A business change implementation simulation can be practised

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Tags: Business Strategy, Change Management, Leadership

Record Webinar Learning Day with Luminary - The Why, What and How of Change
PFG Publishing
June 14, 2020
Now Completed: “THE WHY,WHAT,AND HOW OF CHANGE” by Peter F Gallagher (13th of JUNE, 2020)

Fantastic day held over 17 hours - 17 Topics - 18 Speakers from 8 countries = Probably a record breaker


Peter F Gallagher was a guest for an hour on the 17-hour marathon webinar called LEAD, FOLLOW OR GET OUT OF THE WAY! held on the 13th of June. Peter was one of our 18 panelists for the event!

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Tags: Leadership, Change Management, Business Strategy

Webinar Learning Days with Luminary - The Why, What and How of Change
PFG Publishing
June 05, 2020
Join Peter F Gallagher on the 13TH of JUNE, 2020 discussing “THE WHY,WHAT,AND HOW OF CHANGE” for his segment at 1700hrs(IST) if you are in Colombo, or 1230hrs (BST) London, UK (UTC/GMT +1) for anyone else joining in from around the world.

Join in as we attempt to set a NEW RECORD!

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Tags: Leadership, Change Management, Business Strategy

Webinar Learning Days with Luminary - The Why, What and How of Change
PFG Publishing
June 01, 2020
Join Peter F Gallagher: Lead, Follow or Get Out of the Way

A premier like never before: 1 day, 17 hours and 18 speakers to start off with a BANG! Probably the LARGEST and LONGEST - LIVE webinar. Keep the day free - 13 June 2020!

During this webinar Peter will speak about the What, Why and How of Change Management. During the How will cover 10 Change Management Lessons Learned, sharing insights into the challenges that organisations and their leaders face while implementing change.

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Tags: Leadership, Change Management, Business Strategy

Change Management - Organisation Change Capacity and Workload
PFG Publishing
May 20, 2020
An organisation’s capacity can be defined as the organisation’s total ability to deliver normal day-to-day operations and change activities. If the organisation does not have change capacity it is unlikely the employees will be able to take on any extra workload. Getting this balance right can mean the difference between successfully delivering both, however the data from the change history assessment (CHA) constantly highlights this as a challenge. The feedback from employees is that their workload is not considered when the organisation is implementing change. Specific feedback indicates that workload is not taken into account when learning new software, technology, systems, methods or processes. This change overload not only causes workforce stress but also creates resistance to the change that would otherwise have been accepted.

https://www.thinkers360.com/tl/blog/members/change-management-organisation-change-capacity-and-workload

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Tags: Leadership, Change Management, Business Strategy

Change Management Gamification CMExec - Introduction
PFG Publishing
May 18, 2020
Change Management Gamification Change Management Gamification is the new trend which helps to engage your employees by using gaming methods. We use gamification so that your employees can learn, test and prepare for your organisational change.

Change Management Gamification CMExe
This game focuses on how to implement organisational change to achieve a return on investment, gain employee adoption and sustainability. The participants are given the responsibility of implementing various strategic change initiatives into AutoChangeTM Systems who are introducing a new IT System. The game takes the participants through the ten key steps to achieve successful change implementation. This change management gamification workshop manual supports organisational leaders to learn about change leadership in a workshop environment using a business simulation. This business simulation enables experiential learning in a safe environment so the skills and knowledge can be immediately applied back in the workplace. Your abilities to plan, execute and sustain change are measured throughout the game

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Tags: Leadership, Change Management, Business Strategy

Change Management Book Series: Leadership of Change Volumes 1, 2, 3 & A
PFG Publishing
May 17, 2020
Leadership of Change
Encompasses change management concepts, models, depictions, assessments, tools, templates, checklists, plans, a roadmap and glossary structured around the ten-step a2B Change Management Framework. The delivery vehicles are change management books, change management gamification manuals, leadership alignment workshops and masterclasses.

Volumes 1, 2, 3 and A
The volumes in this series are intended to be leading practice in organisational change management and implementation, which supports strategy execution. They are based on the author’s work, with over thirty years of organisational change implementation, transformation, and business improvement experience in over twenty countries.

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Tags: Leadership, Change Management, Business Strategy

Trusted Adviser: Change Management Leadership
PFG Publishing
February 09, 2020
One of the most important considerations for a change practitioner or a lean practitioner is that, without trust you will not achieve improvement or change through people. As a change improvement agent, you are selling a change to the organisation. The person you engage with will ask one key question when you introduce yourself, “can I trust you?” The Trust Equation provides a model to show the key elements of a change agent as a Trusted Adviser. The objective is to build trust by increasing credibility, reliability, intimacy and to lower self-orientation.

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Tags: Leadership, Change Management, Business Strategy

Employee Change Adoption - Aligning the Employee and Organisation
PFG Publishing
February 07, 2020
Achieving Employee Change Adoption in a major organisation change or transformation has mixed success and the ROI benefits are not always realised. The main objective of any change project is to deliver improved future performance by facilitating and enabling step improvement, from the current “a” state to the future improved “B” state. The improved future “B” state is about getting Change Adoption. It is about providing the employees with the new skills, behaviours and motivation so they are aligned with the organisation’s processes and systems. Leadership and sponsorship are key enablers to change success, articulating why the change is necessary and how it links to the strategy. Communication is one of the key levers to deliver successful Change Adoption, it is at the heart of successful change, it acts like the blood in our bodies, but instead of supplying vital oxygen and nutrients, communication supplies information and motivation that is imperative for successful change.

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Tags: Business Strategy, Change Management, Leadership

Change Management - Sponsorship is one of the Most Important Elements in any Change Journey
PFG Publishing
February 04, 2020
After delivering change, transformation, business and process improvement projects for over thirty years, it is difficult not to accept that one of the most important elements in change project success is effective and proactive sponsorship. In fact, without effective and proactive project sponsorship, the project will eventually fail. There are three key elements to support the project: ‘Say’, ‘Support’ and ‘Sustain’! Common sense is not always common, similarly effective and proactive sponsorship is not always applied, thus change does not always deliver the intended benefits.

“Sponsorship is the single most important factor in change success” ~ Peter F Gallagher

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Tags: Leadership, Change Management, Business Strategy

Change Leadership Definition
PFG Publishing
December 28, 2019
"Change leadership is about being a proactive growth mindset employee who has the knowledge, skills and ability to successfully transition an organisation from the current state ‘a’ to the future ‘B’ state, ensuring adoption and benefits realisation. This transition involves planning the change, executing the change so that the organisation and its employees sustain the change or transformation"

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Tags: Business Strategy, Change Management, Leadership

Business Improvement - Transforming Global HR Processes (Case Study)
PFG Publishing
August 21, 2019
The right employees are an organisation’s key asset and offer core competitive advantage. Treat them so and develop them, so they can aspire and with the right strategy and leadership you can become a global leader. Employees are the customer interface to deliver client value and nowhere is this more evident than in a global energy organisation with over 90,000 employees, based in over 90 difference countries. If the HR function can manage key employee life-cycle processes, to get the right people, with the right skills, into the right country, at the right time, this will impact project delivery and enhance client value. This is especially true if 7,500 of these employees are expatriate and they bring specialist knowledge and skills not yet developed within the country.
Lean business and process improvement was deployed globally across the organisation as an enabler, to improve wider organisation process waste removal, simplification and efficiency. The HR Executive deployed Lean to improve processes around the employee life-cycle, build process improvement capability and apply those skills in everyday work to create a culture of continuous improvement.

“The right employees are an organisations key asset and offer core competitive advantage. Treat them so and develop them, so they can aspire and with the right strategy and leadership you can become a global leader”

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Tags: Leadership, Change Management, Business Strategy

Change Management: Change Agents Enabling Change
LinkedIn
May 29, 2019
Change Agents can be an organised group, leaders or individuals that undertake the task of leading, communicating and facilitating change in an organisation. They are basically advocates for organisation change. They tend to embrace and lead change within the organisation, they are comfortable with it, see the positives and should be the organisation’s early enablers in developing capability and moving the organisation towards adoption and sustainable change.

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Tags: Business Strategy, Change Management, Leadership

Leadership of Change - Change Management Quotes - Various
PFG Publishing
November 07, 2018
Various change management quotes by Peter F Gallagher
1. General.
2. The change question all leaders should be able to answer
3. Change Leadership
4. Strategy
5. Trust
6. Change History
7. Communication
8. Employee Change Adoption
9. Workplace Change Management Behavioural Challenge
10. Narcissistic Leader
11. Sponsorship
12. Organisation Survival
13. Change Agents
14. Leadership Paradox - Normal Day-to-Day Operations V Change
15. Benefits
16. 4IR and Change Disruption
17. Experiential Learning
18. Change Approach
19. Business Improvement

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Tags: Leadership, Change Management, Business Strategy

Change Management - Achieving Benefits Realisation
PFG Publishing
September 28, 2018
Change disruption is the order of the day. Rapidly changing customer buying habits, access to new technology and social media are accelerating the way organisations need to adapt to change to remain competitive or even survive. Any organisation investing in improvements needs to ensure fast, effective and efficient benefits realisation to ensure positive business operating performance.

“Leadership see their role in a major organisational improvement and change starting with signing the finance approval and finishing with sending the briefing e-mail with an attached PowerPoint presentation. A while later they wonder where it all went wrong when there is no ROI”

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Tags: Leadership, Change Management, Business Strategy

Change Management Communication - Stakeholder Information Needs
PFG Publishing
September 28, 2018
Effective communication is at the heart of successful business change, creating awareness and understanding about the change. Change programmes must incorporate a clear approach to communication which is strongly linked to their engagement with stakeholders. A Communications Plan should be produced which shows how information will be distributed and received by all stakeholders involved in the change programme. It identifies the means, medium, messages and frequency of communication between different stakeholders. It is used to establish and manage on-going communications throughout a programme. It is important that the communication is proactive and consistent to reinforce key messages.

“Effective change communication is at the heart of successful change, it acts like the blood in our bodies, but instead of supplying vital oxygen and nutrients, communication supplies information and motivation to the impacted stakeholders”

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Tags: Leadership, Change Management, Business Strategy

Business Communication Delivering Organisational Value
PFG Publishing
August 19, 2018
Effective business communication is at the heart of successful organisations, it acts like the blood in our bodies, but instead of supplying vital oxygen and nutrients, communication supplies information and motivation. Everything you do in the workplace results from communication. Business Communication is fundamental within an organisation to bring about coordination between the leadership, managers, employees, teams and departments, allowing them to focus on their customers. Communication provides the feedback that enables a cycle of continuous improvement

“When I find business problems I find communication failure, when I find communication failure I find business problems” ~ Peter F Gallagher

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Tags: Leadership, Change Management, Business Strategy

Change Management - Fixed Verses Growth Mindset
LinkedIn
December 28, 2017
For the last few decades change management programmes have become a way of life for most organisations. Change disruption has become the order of the day and with the rapid introduction of newer technology the pace of change will increase. However, even with various approaches to driving change initiatives, we are constantly reminded that 70% of change or transformation programmes fail to provide the benefits initially defined. Some of the key challenges when implementing change are employee resistance and not learning or applying the new skills, as well as adopting the new behaviours. These traits can be described as aspects of a fixed mindset when change implementation really requires a growth mindset.

“Fixed mindset leaders will quickly contaminate an organisation by killing growth and creativity, as well as promoting incompetence based on their likeness. This cycle will be replicated unless shareholders intervene ruthlessly”

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Tags: Leadership, Change Management, Business Strategy

UK Productivity – Improvement Requires Behavioural Change
LinkedIn
November 28, 2017
Poor UK productivity has been in the news a lot recently and rightly so, it is a measure of a country’s GDP and it becomes more important as the UK exits the EU. Just as the UK needs to be more competitive, our productivity is only slightly higher than its pre-downturn peak in 2008/2009.

“Output per hour worked in the UK was 15.1% below the average for the rest of the G7 advanced economies in 2016; this compares with 15.5% in 2015*”

"If you do not change employee behaviour, you will not get organisational change or performance improvement"

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Tags: Leadership, Change Management, Business Strategy

Change Management: 5 Reasons to use a Structured Framework for Organisational Change
PFG Publishing
October 30, 2017
Change management is more complicated than simply improving systems, processes, introducing new technology or ensuring regulatory compliance. Without a structured approach, the change management focus can be limited to communication only, and the impact to employees, teams and the organisation is largely ignored. Good change management starts with the organisations strategy and vision and then looks at the employees, culture, previous change success, skills, behaviours, resistance, adoption and how to sustain the change. Structured change management is a holistic and structured approach for enabling and supporting employees through the change. It requires a programme approach with a framework, steps, tools, assessments, models, skills and principles to ensure effective organisational change and benefits realisation

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Tags: Leadership, Change Management, Business Strategy

Change Readiness Assessment (CRA) – Implementation Preparation
LinkedIn
August 30, 2017
The purpose of the change readiness step is to establish if the organisation is ready for the change. Having data and insights from readiness assessments or interviews can help to ensure the organisation and employees are prepared for the change. They can identify potential implementation gaps so that corrective actions and plans can be executed to close the gaps and improve change readiness.

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Tags: Business Strategy, Change Management, Leadership

Business Improvement: Transforming Global HR Processes, Capability and Culture
LinkedIn
March 28, 2017
Employees are an organisation’s key asset and offer core competitive advantage. Treat them so and develop them, so they can aspire and with the right strategy and leadership you can become a global leader. Employees are the customer interface to deliver client value and nowhere is this more evident than in a global energy organisation with over 90,000 employees, based in over 90 difference countries. If the HR function can manage key employee life-cycle processes, to get the right people, with the right skills, into the right country, at the right time, this will impact project delivery and enhance client value. This is especially true if approximately 7k of these employees are expatriate and they bring specialist knowledge and skills not yet developed within the country.

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Tags: Business Strategy, Change Management, Leadership

Change Management Framework: Step 2 - Sponsorship is one of the Most Important Elements in any Change Journey
SlideShare
March 21, 2017
Change Management – Sponsorship The Most Important Element in any Change Journey a2B Change Management Framework (a2BCMF) - Step 2 Advisory Consulting

Contents
a2B Change Management Framework (a2BCMF) – Step 2
Overview - a2B Change Management Framework (a2BCMF)
Sponsorship – Important Element in any Change Journey*
Sponsorship – Say
Sponsorship – Support
Sponsorship – Sustain
Summary

Mar 21 2017 www.a2B.consulting 2017

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Tags: Leadership, Change Management, Business Strategy

Change Management - Previous History Will Impact Future Success
LinkedIn
January 10, 2017
A critical component for any CEO planning a new change is the application of change management, to move the organisation from the current state ‘a’ to the improved state ‘B’. Change management is the proven game changer which will enhance implementation of the new ways of working, behaviour and adoption of the change. The history of previous changes will greatly impact future change and the ability to delivery organisational value and sustainable change.

“ If an organisation has a history of change failure, future success will require a different approach”

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Tags: Leadership, Change Management, Business Strategy

Business Improvement - CEO using Business Improvement to deliver Organisation Strategy
LinkedIn
November 28, 2016
Today’s CEO’s are under pressure to use their leadership to build successful organisations that perform well in the market place and deliver shareholder value. Customers demand more value and quality products delivered on time and, when things go wrong, prompt customer service. For the CEO to deliver customer expectations, their organisation should be agile, cost effective and have efficient processes, staffed with competent and capable employees. This should constantly be improved within the organisation. The CEO needs solutions that allow them to meet the global challenges they face with competitors only too willing to poach customers. A mistake that often happens is to focus on business improvement tools, without first getting the strategy right. First, the priority is to perform strategy planning processes to define the mission, values, vision, strategy and Balanced Scorecard, followed by employee goals.

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Tags: Business Strategy, Change Management, Leadership

Change Management - Enabling Step Improvement through Structured Delivery
LinkedIn
October 21, 2016
Post Britex: In the coming months the competitive landscape for UK organisations will look and feel very different. Essentially the need for UK business organisations to become more competitive, provide faster value delivery, increase productivity, better customer focus, improved business agility and performance will never have been greater. Organisations will have to get more for less and adopt to the new Britex business environment. This requires Business Improvement across the organisation’s value chain, improving employee capability, business processes, systems and services.

“The journey of a thousand miles begins with one step” ~ Lao Tzu

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Tags: Business Strategy, Change Management, Leadership

2 Board Memberships
ACMP Speaker Committee
Association of Change Management Professionals (ACMP)
June 22, 2020
Purpose
The Speaker Committee is responsible for providing direction to the Change Management annual conference through selection of the conference theme, education track topics, and selecting of session speakers. In addition, the Speaker Committee serves as support for speakers by acting as liaisons in preparation for the conference.

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Tags: Business Strategy, Change Management, Leadership

Association of Change Management Professionals (ACMP) UK Vice-President
Association of Change Management Professionals (ACMP) UK
August 01, 2019
Vision & Mission: ACMP’s vision is to lead the way change works. Our vision statement reflects an aspiration to innovate and lead change practices, in addition to managing change. Our focus is on using our professional expertise to achieve business and organizational results.
ACMP’s mission is to serve as an independent and trusted source of professional excellence, advocate for the discipline and create a thriving change community. Our mission statement reflects our commitment to our members that ACMP will advocate globally for the recognition of the existence and value of our profession.
ABOUT ACMP UK: The Association of Change Management Professionals (ACMP) United Kingdom Chapter serves members and organisations across the UK. As part of a growing, global community of 4,000+ Change Management professionals, we are leading the way change works. Our mission is to create a community for professionals and our networks, for those who are passionate about organisational change, knowledge sharing, leadership and professional development. Our members advance the profession and discipline of Change Management, and serve as an independent, trusted source of professional excellence.

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Tags: Leadership, Change Management, Business Strategy

4 Books
Change Management Gamification CMExec - Leadership of Change Volume A
Amazon
May 23, 2020
Change Management Gamification - CMExec: This change management gamification workshop manual supports organisational leaders to learn about change leadership in a workshop environment using a business simulation. It includes a business case study that enables experiential learning in a safe environment so the skills and knowledge can be immediately applied back in the workplace.
About the Book:
Leadership of Change Volume A is a workshop manual used as one of the aids for learning change management through gamification. The benefits of change management gamification include a safe, fun learning environment with instant feedback and teamwork learning that can be applied immediately back in the workplace.

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Tags: Leadership, Change Management, Business Strategy

Change Management Pocket Guide - Leadership of Change Volume 2
PFG Publishing
August 08, 2019
Change Management Pocket Guide
Pocket Guide: This Pocket Guide is a practical, hands-on guide built around the a2B Change Management Framework, with over thirty models, tool and change concepts. It is designed to support change practitioners delivering hands-on organisational change.

About the Book:
The Pocket Guide supports a programme approach to organisational change, starting with ‘change definition’ (strategy alignment) and moving through to ‘closing and sustain’ the change. The 10-step a2BCMF is supported by over thirty concepts, models figures, assessments, tools, templates, checklists and plans, as well as a roadmap and glossary. It covers the key change concepts such as sponsorship, communications, readiness, resistance and adoption. The assessments provide valuable input on whether the team should progress from one critical a2BCMF step to the next.
This book includes thirty-three illustrations (colour in Kindle) as well as the a2B Change Management Framework (a2BCMF), the AUILM Employee Adoption Model and the a2B5R Employee Behaviour Model.

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Tags: Leadership, Change Management, Business Strategy

Change Management Fables - Leadership of Change Volume 1
PFG Publishing
March 13, 2019
Change Management Fables: Ten fables about the leadership paradox of implementing organisational change management versus delivering normal day-to-day operations.

About this Book: Leaders go about their daily task of implementing the organisation’s strategy to deliver financial results. All of a sudden there is a change explosion that disrupts normal day-to-day operations. This is the leadership paradox: implementing change versus delivering day-to-day operations. Leaders then need to adjust their focus to implement the change, so that the organisation stays ahead of the competition and continues to deliver revenue to its shareholders. That means the change has to ensure a return on investment, full employee change adoption, and sustainable change.

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Tags: Business Strategy, Change Management, Leadership

Change Management Handbook - The Leadership of Change Volume 3
PFG Publishing
March 13, 2019
Change Management Handbook:
This handbook contains over fifty concepts, models, figures, assessments, techniques, templates, checklists, plans, a roadmap and glossary structured around the ten-step a2B Change Management Framework with practical case studies.

About the Book:
This book is for growth mindset leaders, senior managers, students, HR Professionals and change management practitioners who want to deliver organisational change while their organisation continues with day-to-day operations. The Leadership of Change Volume 3 is based on over thirty years of experience implementing change, transformation and improvements into some of the world’s largest and most successful organisations across many countries and cultures. It provides deep insight into change programme delivery using the a2B Change Management Framework. It starts by aligning the change with the organisation’s strategy and vision, moving through to successfully closing and sustaining the change. It covers in detail ten key change management implementation concepts which include sponsorship, change history, communication, change planning, readiness, resistance, developing the new skills and behaviours, as well as adoption. It also includes the AUILM Employee Change Adoption Model and the a2B5R Employee Change Behaviour Model.

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Tags: Leadership, Change Management, Business Strategy

1 Book Chapter
Change Management Handbook 3.3.3 The Importance of Assessing Previous Change
PFG Publishing - The Leadership of Change Volume 3
August 04, 2019
The change history assessment (CHA) can be used to review the outcomes of previous change programmes and initiatives. It provides organisational insights that may increase the likelihood of successful implementation through the analysis of lessons learned, mitigating previous weaknesses and enhancing future success. Many large organisations use change impact and readiness assessments to establish organisational insights prior to change implementation. The CHA provides a diagnostic analysis of previous change programmes to establish root causes (Ishikawa, 1990) that may have prevented a change from being more successful. The objective is to develop improved change management implementation plans using real data that will enhance future change success. This data driven approach can be used to establish internal organisational change management leading practices for future programmes. Previous change programmes can leave a lasting negative or positive effect, and it is important to learn from them by performing structured analysis.

3.3.4 Change and Learning Organisations
Central to the CHA is organisational learning (Senge, 19901). According to Senge, learning organisations are “where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together.” Organisational learning is an ongoing process which produces everlasting change. Organisational change is likely to be easier to implement into an organisation that understands the need for the change. Having employees with a growth mindset further improves the chances of successful change. The growth and fixed mindset concepts are developed further in Section 3.7.10.

3.3.5 Change History Assessment - Elements
After having worked on change, transformation and improvement programmes over the last thirty years, it is easy to see consistent factors arising. The Leadership of Change has defined ten key elements of the change history assessment (CHA). They are based on reviewing previous organisational change implementations, interviews with employees and lessons learned reviews. The recurrence of these factors may vary from organisation to organisation at any point in time, but they are data points that consistently surface when assessing the success of previous change implementations. The ten elements are listed in Figure 3.3.2.

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Tags: Leadership, Change Management, Business Strategy

4 Coursewares
Change Management Gamification - CMExec
PFG Publishing
March 26, 2020
Change Management Gamification
Change Management Gamification is the new trend which helps to engage your employees by using gaming methods. We use gamification so that your employees can learn, test and prepare for your organisational change.

About the Leadership of Change
Leadership of Change are change management simulations about strategy execution in large organisations. The games focus on how to implement organisational change to achieve a return on investment, employee adoption and sustainable change. The game takes the participants through the ten key steps to achieve successful change implementation.

The Game
The participants are given the responsibility of implementing various strategic change initiatives into a fictional organisation. They must follow a change management framework to implement the change. Their abilities to plan, execute and sustain change are measured throughout the game.

The Theory
Leadership of Change is based on the proprietary a2B Change Management Framework, the AUILM Change Adoption Model and the a2B5R Employee Change Behaviour Model.

Current Bespoke Gamification Offering
Change Leadership - Change Management Executive (CMExec)
About CMExec: CMExec is a fascinating change management implementation simulation that offers leadership teams and leaders of change experiential learning in a safe environment. This enables them to learn, test and reflect on their change leadership capability and skills.

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Tags: Business Strategy, Change Management, Leadership

Change Leadership Alignment Process
PFG Publishing
March 23, 2020
Design Five Step Approach to Leadership Alignment Process

1. Change History Assessment: A data driven approach to establish how successful the organisation was at previous change.

2. 1:1 Leadership Interviews: Peter will interview each of the leadership team to establish the gaps within the organisation and the barriers to implementing strategic change successfully.

3. Strategic Alignment: The leadership team should be aligned with the organisation's strategic priorities and their vision for change should be prepared.

4. Develop High Performing Teams: The leadership team will have to have trust and stay committed so they can to achieve their objectives and goals.

4. Develop Leadership of Change Capability: Change management gamification will be used for experiential learning during a change case study where the leadership team gets to assess, select and implement their chosen change tactics through three simulation change phases: Plan, Execute and Close.

"The best leadership teams have purpose, they are aligned on their strategic objectives, they are a high performing team and have change leadership skills to navigate 4IR"

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Tags: Business Strategy, Change Management, Leadership

Change Management Glossary
PFG Publishing
February 15, 2020
A comprehensive change management glossary that contains more than 150 terms providing clear and simple descriptions to boost your organisational change management knowledge. Please feel free to utilise our a2B Change Management Glossary below. If you find it useful, please consider buying our paperbacks and electronic books.

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Tags: Business Strategy, Change Management, Leadership

Change Management Practitioner Programme
PFG Publishing
March 10, 2019
Target Audience:
Change Professionals, HR Leaders, Function Heads, Project Managers and Lean Practitioners.

So What:
We enable change programme delivery, employee change adoption and behaviour change.
Organisation Value: Our trainers are globally experienced change implementation executives who focus on building organisation Change capability.

Who Should Attend?
This course is for delegates who want to improve their professional change skills to support their organisation in a major change or transformation. This programme is designed to build change management capability. Delegates will gain an insight into change implementation models, tools and techniques that can help deliver effective change. This course is highly practical, focusing on challenges and opportunities typically faced by change professionals in their organisation.

What Will You Learn?
The training follows a change programme implementation approach with ten key modules. Each module has an exercise to provide experiential learning and are supported by three critical change models:
~ a2B Change Management Framework (a2BCMF)
~ AUILM – Employee Change Adoption Model
~ a2B5R – Behavioural Change Model
The course also develops facilitation and trusted adviser skills.

Organisation Leadership Benefits
Having internal Change Management Practitioner capability gives the organisation competitive advantage and agility to deal with internal and external change. The leadership team can then adapt quickly to change, reduce employee resistance, implement change and obtain the Return on Investment (ROI). Leaders who manage change remove obstacles affecting efficiency, helping to maintain company productivity whilst reducing change implementation time.

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Tags: Business Strategy, Change Management, Leadership

3 eBooks
Change Management Handbook: Leadership of Change Volume 3
PFG Publishing
August 04, 2019
Change Management Handbook: This handbook contains over fifty concepts, models, figures, assessments, tools, templates, checklists, plans, a roadmap and glossary structured around the ten-step a2B Change Management Framework each with a practical case study.
About this Book: This handbook is for growth mindset leaders, senior managers, students, HR professionals and change management practitioners who want to deliver organisational change while their organisation continues with day-to-day operations. The Leadership of Change Volume 3 is based on over thirty years of experience implementing change, transformation and improvements into some of the world’s largest and most successful organisations across many countries and cultures. It provides deep insights into change programme delivery using the a2B Change Management Framework. It starts by aligning the change with the organisation’s strategy and vision, moving through to successfully closing and sustaining the change. It covers ten key change management implementation concepts in detail, which include sponsorship, change history, communication, change planning, readiness, resistance, developing the new skills and behaviours, as well as adoption. It also includes the AUILM Employee Change Adoption Model and the a2B5R Employee Behaviour Change Model.

Other Leadership of Change Volumes:
The Leadership of Change Volumes: The volumes in this series are intended to be leading practice in organisational change management and implementation, which supports strategy execution.
Volume 1 – Change Management Fables
Volume 2 - a2B Change Management Pocket Guide

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Tags: Business Strategy, Change Management, Leadership

Change Management Pocket Guide: Leadership of Change Volume 2
PFG Publishing
April 16, 2019
Change Management Pocket Guide: This pocket guide contains over thirty concepts, models, figures, assessments, tools, templates, checklists, plans, a roadmap and glossary structured around the ten-step a2B Change Management Framework.

About this Book: This pocket guide is a practical, hands-on guide built around the a2B Change Management Framework (a2BCMF) with over thirty models, tool and change concepts. It is designed to support change practitioners delivering hands-on organisational change.
The pocket guide supports a programme approach to organisational change, starting with ‘change definition’ (strategy alignment) and moving through to ‘closing and sustain’ the change. The ten-step a2BCMF is supported by over thirty concepts, a change adoption model, a behavioural change model, figures, assessments, tools, templates, checklists and plans, as well as a roadmap and glossary. It covers the key change management concepts such as sponsorship, communications, readiness, resistance and adoption. The assessments provide valuable input on whether the team should progress from one critical a2BCMF step to the next.

Other Leadership of Change Volumes:
The Leadership of Change Volumes: The volumes in this series are intended to be leading practice in organisational change management and implementation, which supports strategy execution.
Volume 1 – Change Management Fables
Volume 3 - a2B Change Management Handbook

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Tags: Business Strategy, Change Management, Leadership

Change Management Fables: Leadership of Change Volume 1
PFG Publishing
March 17, 2019
Change Management Fables: Ten fables about the leadership paradox of implementing organisational change management versus delivering normal day-to-day operations.
About this Book: Leaders go about their daily task of implementing the organisation’s strategy to deliver financial results. All of a sudden there is a change explosion that disrupts normal day-to-day operations. This is the leadership paradox: implementing change versus delivering day-to-day operations. Leaders then need to adjust their focus to implement the change, so that the organisation stays ahead of the competition and continues to deliver revenue to its shareholders. That means the change has to ensure a return on investment, full employee change adoption, and sustainable change.
The Leadership of Change Volume 1 represents the author’s experiences throughout his career, it, provides ten practical stories of typical and consistent change management challenges that organisations and leaders experience when implementing organisation change, transitioning their organisation from the current ‘a’ state to the future ‘B’ state. Potential solutions are introduced which are developed in Volumes 2 and 3. This book includes illustrations as well as the a2B Change Management Framework(a2BCMF), the AUILM Employee Change Adoption Model and the a2B5R Employee Behaviour Change Model.

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Tags: Business Strategy, Change Management, Leadership

1 Founder
a2B Advisory Consulting
a2B Advisory Consulting
September 29, 2016
a2B Advisory Consulting Ltd, is a specialist management consultancy with offices in London and Edinburgh. We provide organisational change management services to enable the Leadership of Change for our clients from their current 'a' state to the future 'B' state. Our proprietary a2B Change Management Framework (a2BCMF) is used to support our clients to realise the full value and benefits of their transformation projects or programmes to delivery strategy and competitive advantage.

https://beta.companieshouse.gov.uk/company/10400405/filing-history

a2B ADVISORY CONSULTING LIMITED
Registered in England and Wales
Company Registration No: 10400405
Incorporation: 29 Sep 2016

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Tags: Leadership, Change Management, Business Strategy

1 IP Asset
Change History Assessment (CHA)
SlideShare
June 15, 2017
The Change History Assessment (CHA) is used by change teams to review the outcomes of previous change programmes within their organisation. It provides organisational insights that can increase the likelihood of successful implementation through the analysis of lessons learned, mitigating previous weaknesses and enhancing future success. It is important to learn from previous change by performing structured analysis to identify negative issues and to avoid repeating them on the next change. The insights from the CHA will help to shape the change approach, planning and the resistance strategy.

“To achieve future organisational change management success, analyse previous change history to mitigate previous weakness and enhance future success” ~ Peter F Gallagher

Previous Change Previous History will Impact Future Success. The CHA is executed during Step 2 of the a2B Change Management Framework (a2BCMF).

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Tags: Business Strategy, Change Management, Leadership

4 Keynotes
Leadership of Change - Ten Organisational Change Management Lessons Learned
PFG Speaks
February 11, 2020
Leadership of Change

Ten Organisational Change Management Lessons Learned

Peter F Gallagher

Kuwait Leadership Day
Jumeirah Messilah Beach Hotel & Spa
11th February 2020

Agenda:
4IR and Disruptive Technologies
Typical IT Project Spend
Typical Leadership Approach to Change
Change Management Benefits
Ten Change Management Lessons Learned
Change Leadership Alignment
Change Management Gamification
https://10times.com/kuwait-leadership-day-kuwait-city

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Tags: Leadership, Change Management, Business Strategy

Leadership of Change: Three Change Management Lessons Learned
Scottish Programme and Project Group (SPPMG)
April 04, 2019
Heriot Watt University, Riccarton Campus, Edinburgh, UK
Scottish Programme and Project Group (SPPMG) - Annual Conference
Project management is the practice of initiating, planning, executing, controlling, and closing the work of a team to achieve identified goals and meet specific success criteria at the agreed time.
When an organisation introduces a new project or programme this usually impacts their employees. Change management is the process, techniques and tools to support organisations, leadership teams and individuals going through a change transition from the current state ‘a’ to the future state ‘B’.
Many programme or project implementations do not realise their intended benefits, and integrated project and change management can improve adoption and the ROI.
This session will discuss ‘Three Change Management Lessons Learned’

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Tags: Leadership, Change Management, Business Strategy

Leadership of Change: 10 Change Management Lessons Learned
PFG Speaks
June 21, 2018
On 21st June, Edinburgh will play host to Scotland’s DIGIT Leaders IT Summit, bringing senior technologists from across Scotland together for knowledge exchange, discussion and networking.

IT is evolving: the role of Information Technology within the organisation has fundamentally changed, drawn from a background support function into a crucial centre of innovation, value creation and competitive edge. More than ever before, the success and failure of the organisation is being defined by its technological ability.

IT Project Overspend - 10 Change Management Lessons Learned
Too many change/IT programme and project implementations do not realise the benefits or achieve a ROI. Implementations tend to overspend on IT software, mainly due to late delivery, bugs, unforeseen complexity and as a result communication, change management and training budgets are usual reduced impacting overall implementation success. Peter talks about 10 change management lessons learned which include:
 Many IT project implementations do not realise their intended benefits
 IT budgets tend to overspend, reducing change, communication and training budgets
 Align the project with strategy and dropping less important projects
 The importance of sponsorship and what it means to the leadership team
 Assessing previous change history to avoid past mistakes
 Developing the new skills and behaviours to achieve change adoption is critical

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Tags: Leadership, Change Management, Business Strategy

MINI MASTERCLASS: The Leadership of Change: 10 Change Management Lessons Learned
Vistage UK & PFG Speaking
May 10, 2018
Thursday 10 May 2018 9:30 AM - 11:30 AM

Agenda:
09:30 Network with a roll and coffee/tea*
10:00 Change Management Presentation
10:45 Questions, Answers and Discussion
11:30 Network
*You will be treated to a warm light breakfast and refreshments.

Target Audience: Business Owners, Change Professionals, HR Leaders, Function Heads, Project Managers and Lean Practitioners, Aspiring Change Professionals.

So What: Get leading practice insights into 10 lessons learned during organisational change and tips on each so your organisation can avoid falling into the same traps. The solution is to enable change programme delivery, employee change adoption and behaviour change.

Organisation Value: Avoiding change implementation mistakes supports speedy change adoption of the new ways of working to deliver the change or improvement ROI and support margin growth. It will help your organisation to stay ahead of the competition.

Who Should Attend? This course is for delegates who want to improve their understanding of change management and maybe take the next step and attend Change Practitioner Training. Your organisation maybe going through a change or your maybe interested in developing a career in change management

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Tags: Leadership, Change Management, Business Strategy

5 Media Interviews
Innohour: Delivering Fresh Ideas to Your Most Pressing Problems
PFG Publications
September 02, 2020
Topic: Technology and Change Resistance

Think change management and resilience training.

Join EduFluent and Peter F. Gallagher, #1 Change Management Global Thought Leader for roundtable discussion.

2020 September 8: 12 pm CST / 1 pm EST - Register HERE

Agenda:
 Welcome
 Introduction of EduFluent
 Introduction of Peter
 Peter to speak for 10 minutes on research around change management and resistance
 Open up discussion to group to share change barriers
 Nikki, Aparna, and Peter contribute feedback and best practices
 In the case there are no barriers or audience questions, we will use the time to discuss case studies of what we are currently seeing and best practices we've used to mitigate
 Closing remarks on InnoHour
 Peter to mention books or other deliverables to audience
 Close

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Tags: Business Strategy, Change Management, Leadership

Change Management Post-COVID 19: The Future of Work is Now
Association of Change Management Professionals (ACMP)
July 08, 2020
The Association of Change Management Professionals invites everyone to attend the webinar: “The Future Of Work" on Wednesday, 08 July.

Panelists will discuss how #COVID19 has impacted the Future of Work and ways #leaders can support their employees/businesses to thrive. Featuring panelists Susan Edwards, Peter Gallagher, Chris Peila, and Douglas Flory.

NOTE: This session will be held twice:

- Register for 9AM EST session: https://lnkd.in/eAywU-D
- Register for 9PM EST session: https://lnkd.in/em28uWf

https://www.linkedin.com/posts/association-of-change-management-professionals_the-future-of-work-is-now-for-many-leaders-activity-6684538704159088640-swSh
https://www.peterfgallagher.com/post/acmp-global-panel-change-management-post-covid-19-the-future-of-work-is-now

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Tags: Leadership, Change Management, Business Strategy

Lead, Follow or Get Out of the Way
LinkedIn
June 13, 2020
Lead, Follow or Get Out of the Way
A premier like never before: 1 day, 17 hours and 18 speakers to start off with a BANG! Probably the LARGEST and LONGEST - LIVE webinar. Keep the day free - 13 June 2020!
Sign up here to receive your link!

Block your calendars because Saturdays are Learning Days with Luminary!

Lead, Follow or Get Out of the Way - A premier like never before: 1 day, 17 hours and 18 speakers to start off with a BANG! Probably the LARGEST and LONGEST - LIVE webinar.

Keep the day free for this marathon webinar discussing reverting topics with a internationally renowned line up of panelist!

Be a part of history in the making!! Click the link below to register!! https://lnkd.in/gEBCxar

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Tags: Leadership, Change Management, Business Strategy

Interviewed by Lili Boyanova - Think Change management
PFG Publishing
May 13, 2020
Number 44 in Lili's quest to have lunch with 100 new people in 2020 is Peter F Gallagher.

Think change management and resilience training.

Media Report (Extract): Peter F Gallagher is an international speaker and author of multiple publications about change management. He shared his insight into the field and I loved hearing why he does what he does. There are a lot of interesting stories behind each project and each client and how they process change.

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Tags: Business Strategy, Change Management, Leadership

Business Talk Radio - Interview with Peter F Gallagher
Business Talk Radio
March 05, 2020
Interview by Chris, Business Talk Radio Host with Peter F Gallagher.
Peter is a globally recognised leader and expert in change management. He speaks on both change management and change leadership alignment, he has a proven track record of complex change and project delivery in multi-disciplinary environments for the world’s largest and most successful organisations. He is a highly accomplished, accredited and skilled global senior executive with Big Four external consulting experience, as well as internal and commercial consulting experience, working in over twenty-five countries over a thirty-year career.

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Tags: Leadership, Change Management, Business Strategy

2 Panels
Kuwait Leadership Day Panel Discussion 2020
PFG Speaks
February 11, 2020
Kuwait Leadership Day - 11 Feb. 2020 - Jumeirah Beach Hotel, Kuwait

Panel question and answer session post speaker session

“An organization’s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage”
Platform is an executive education program. It brings great minds, pioneering ideas and inspiring speakers from around the world, to meet interesting, intelligent and influential audiences in Kuwait. This innovative program is designed to help leaders and their teams develop new capacities, master powerful tools, and embrace the mindset required to innovate and execute.

Peter, Mark and Joe answer questions on leadership.

Peter's questions relate to change leadership, change management, developing organisational change capability, change management benefits, employee change adoption, the forth industrial revolution (AI, autonomous vehicle (AV), 3D printing, etc)

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Tags: Business Strategy, Change Management, Leadership

DIGIT IT Leaders Conference
PFG Speaks
June 21, 2018
On 21st June, Edinburgh will play host to Scotland’s DIGIT Leaders IT Summit, bringing senior technologists from across Scotland together for knowledge exchange, discussion and networking.

IT is evolving: the role of Information Technology within the organisation has fundamentally changed, drawn from a background support function into a crucial centre of innovation, value creation and competitive edge. More than ever before, the success and failure of the organisation is being defined by its technological ability.

Peter F Gallagher answer conference audience questions on how IT Leaders can make better use of Change Management to improve implementation and benefits realisation.

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Tags: Leadership, Change Management, Business Strategy

4 Patents
Leadership of Change - UK GOV Trade Mark
IPO UK GOV
March 20, 2020
Trade mark number UK00003427248
Leadership of Change
Encompasses change management concepts, models, depictions, assessments, tools, templates, checklists, plans, a roadmap and glossary structured around the ten-step a2B Change Management Framework. The delivery vehicles are change management books, change management gamification manuals, leadership alignment workshops and masterclasses.

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Tags: Business Strategy, Change Management, Leadership

a2B5R Model: Employee Behavioural Change
a2B Advisory Consulting
February 02, 2018
UK00003268422
a2B5R Model: Employee Behavioural Change
One of the most challenging aspects of any change programme is the way in which the employee aspects are addressed. Changing employee's behaviour and improving their performance is a critical part of the change management process. Our a2B5R Model systematically supports the transition of the employee behavioural change from the current state 'a' to the future state 'B'. The model specifically supports the a2BCMF – Step 8 – Develop New Skills and Behaviours. During the definition step the few new critical behaviours will have been defined and they will be developed along with the new skills.

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Tags: Business Strategy, Change Management, Leadership

a2B AUILM Model: Employee Adoption Lifecycle
a2B Advisory Consulting
January 19, 2018
Trade mark number UK00003263504
AUILM: Awareness, Understanding, Involvement, Learning, Motivation
a2B AUILM Model: Employee Adoption Lifecycle
Our a2B AUILM Model is an employee adoption target change management model to guide employees and the organisation through our 10 – a2B Step Change Management Framework.

The a2B AUILM Model helps teams driving change to understand how employees might react during a change transition which they may perceive as a threat to them. Although individual employees will react to change differently, the model highlights some personal emotions each may be feeling. It provides a perspective on why there might be resistance, as well as options the change team could use to counter resistance along the change transition journey.

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Tags: Leadership, Change Management, Business Strategy

a2B Change Management Framework (a2BCMF)
Intellectual Property Office - UK Government
October 15, 2017
Intellectual Property Office
UK Government Trade Mark: UK00003218090
a2B Change Management Framework (a2BCMF): It is a structured and disciplined programme approach, to support organisations, leadership teams and individuals going through a change, the transition from the current state 'a' to the future state 'B'.

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Tags: Leadership, Change Management, Business Strategy

1 Quote
Change Management Quote Communication
PFG Publishing
March 17, 2019
“Effective change communication is at the heart of successful change, it acts like the blood in our bodies, but instead of supplying vital oxygen and nutrients, communication supplies information and motivation to the impacted stakeholders”

Also published on various sites:
https://www.goodreads.com/quotes/tag/change-management

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Tags: Business Strategy, Change Management, Leadership

5 Speaking Engagements
Leadership of Change - ASQ Lean Six Sigma Conference 2020 - Phoenix, AZ.
ASQ & PFG Publishing
March 03, 2020
23 - 25 February 2020, I visited the US and spoke about the Leadership of Change at the American Society for Quality (ASQ) Lean and Six Sigma world summit at the stunning Pointe Hilton Tapatio Cliffs Resort in Phoenix, Arizona. I presented the "Leadership of Change - 10 Change Management Lessons Learned" with special insights on change leadership alignment.

One of the focus areas of the conference was “Embracing Change.” In today’s ever-changing landscape of disruption and transformation, organisations must continually evaluate and challenge past practices to optimise excellence and growth. With this in mind, I discussed the change explosion that hits the leaders of organisations and how they have to balance their business focus. This focus cannot just be on normal day-to-day operations, but they will also have to lead and sponsor their organisation’s critical change as part of living during 4IR. I also discussed how we use change management gamification as part of experiential learning about change management.The objectives are to equip the leadership team with the knowledge, experience and skills to lead their change, improvement or transformation programmes.

Speaking Agenda
~ Learning Objectives
~ 4IR and Disruptive Technologies
~ Change Management Benefits
~ Typical Lean or Six Sigma Project Spend
~ Leader Involvement: Send email
~ Ten Change Management Lessons Learned
~ Change Leadership Alignment
~ Change Management Gamification
~ Summary

I was a real pleasure and honour to have presented and met some wonderful people. Lean Six Sigma is alive and well….

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Tags: Leadership, Change Management, Business Strategy

Linking Strategic Planning, Business Improvement and Change Management
Vistage UK & PFG Speaking
February 12, 2019
Linking Strategic Planning, Business Improvement and Change Management

Vistage Group V0058 Belfast
Workshop – May 24 2019

Outline:

Change disruption has become the order of the day, making it critical for organisations to have change management capability. Delivering successful change needs much more than a standard project management approach, it also needs organisation change capability. Rapidly changing customer buying habits, access to new technology and social media highlights a need to accelerate the way organisations adapt to change to remain competitive, or even survive. Change management can be the proven game changer to improve capital and operating performance, ensuring sustainable organisational cultural change.

Key Topics and Points Covered:

What is change management?
Key change management elements:
Sponsorship
Previous change history
Change resistance
Key lessons learned from change implementation
Objectives:

To demonstrate to business leaders the importance of using change management to achieve change adoption to implement improvements, create the new behaviours and accelerate improved business results.

Value and Take Away:

Understanding of organisation change management implementation
Understanding of the three key change management elements
Insights into change management lessons learned and how to avoid them
Tool for Real World Applicability:

A3 change management roadmap – to populate each leader’s organisational change journey

See publication

Tags: Leadership, Change Management, Business Strategy

PSA Speaker Factor Scottish Final – September 2018 - Presenting the Leadership of Change
PFG Publishing
September 08, 2018
rofessional Speaker Association (PSA) Speaker Factor Scottish Final – 8th September 2018- Edinburgh, UK

I entered the competition to test my Leadership of Change speech on:

Employees Groups involved in Organisational Change - ADVOCATES, OBSERVERS and REBELS

Speech Extract:
"We all know CD (Change Disruption) is the order of the day, whether you are a Corporation or a SME – but what can make us better at change implementation?
I’d like to share MY change management insights and tactics with you all.
I have been involved in Change for over 30 years, both as an internal and external consultant, working for organisations such as Shell and EY.
I have worked in more than 30 countries and it doesn’t matter if I am in America, the Middle East or here in Scotland
I typically encounter three-employee standpoints:
ADVOCATES, OBSERVERS and REBELS"“Change leadership requires a different set of skills than leading normal day-to-day operations, this capability must be developed before leading organisational change”

"Nothing negatively impacts organisation performance quicker than an employee who resists change and who believes that the way they work today is the way they will work tomorrow”

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Tags: Business Strategy, Change Management, Leadership

Linking Strategic Planning, Business Improvement and Change Management
Vistage UK & PFG Speaking
June 19, 2018
Linking Strategic Planning, Business Improvement and Change Management

Vistage Group V0325 –Kent, UK
Workshop – June 19 2018

Outline:

Change disruption has become the order of the day, making it critical for organisations to have change management capability. Delivering successful change needs much more than a standard project management approach, it also needs organisation change capability. Rapidly changing customer buying habits, access to new technology and social media highlights a need to accelerate the way organisations adapt to change to remain competitive, or even survive. Change management can be the proven game changer to improve capital and operating performance, ensuring sustainable organisational cultural change.

Key Topics and Points Covered:

What is change management?
Key change management elements:
Sponsorship
Previous change history
Change resistance
Key lessons learned from change implementation
Objectives:

To demonstrate to business leaders the importance of using change management to achieve change adoption to implement improvements, create the new behaviours and accelerate improved business results.

Value and Take Away:

Understanding of organisation change management implementation
Understanding of the three key change management elements
Insights into change management lessons learned and how to avoid them
Tool for Real World Applicability:

A3 change management roadmap – to populate each leader’s organisational change journey

See publication

Tags: Leadership, Change Management, Business Strategy

Linking Strategic Planning, Business Improvement and Change Management
Vistage & PFG Speaks
May 24, 2018
Linking Strategic Planning, Business Improvement and Change Management

Vistage Group CE00064 – Warrington, UK
Workshop – February 12 2019

Outline:

Change disruption has become the order of the day, making it critical for organisations to have change management capability. Delivering successful change needs much more than a standard project management approach, it also needs organisation change capability. Rapidly changing customer buying habits, access to new technology and social media highlights a need to accelerate the way organisations adapt to change to remain competitive, or even survive. Change management can be the proven game changer to improve capital and operating performance, ensuring sustainable organisational cultural change.

Key Topics and Points Covered:

What is change management?
Key change management elements:
Sponsorship
Previous change history
Change resistance
Key lessons learned from change implementation
Objectives:

To demonstrate to business leaders the importance of using change management to achieve change adoption to implement improvements, create the new behaviours and accelerate improved business results.

Value and Take Away:

Understanding of organisation change management implementation
Understanding of the three key change management elements
Insights into change management lessons learned and how to avoid them
Tool for Real World Applicability:

A3 change management roadmap – to populate each leader’s organisational change journey

See publication

Tags: Leadership, Change Management, Business Strategy

14 Videos
Change Management Gamification CMExec - Virtual Demo Version
YouTube
July 10, 2020
About Change Management Gamification CMExec:
CMExec is a fascinating change management implementation simulation that offers leadership teams and leaders of change experiential learning in a safe environment. This enables them to learn, test and reflect on their change leadership capability and skills.

Game Formats: CMExec can be played face-to-face in a workshop setting or online using the gaming platform. The virtual online version can be played as an individual, players verses players or team mode. The face-to-face version is played using on physical boards positioned on each teams table with a central team progress board positioned centrally in the room.

Case Study:
AutoChanze is a global supplier of automotive systems, modules, and components to original equipment manufacturers (OEMs) and related aftermarkets. Up until recently they have been a successful and profitable organisation but a recent report commissioned by the Board of Directors has indicated the the automotive industry will be impacted by 4IR like never before!

Gamification Objective:
During the simulation the change leaders (in their teams) will focus on how they can achieve the balance between normal day-to-day operations and delivering successful change and employee adoption of a new IT system. They will assess, select and implement their chosen change tactics through three simulation change phases: Plan, Execute and Sustain. They will be scored on how successful their tactics were in implementing successful change.

Leading Change Practice:
The gamification uses the globally recognised a2B Change Management Framework, Models and Tools.

Outcome:
The participants will be equipped with knowledge, experience, a Change Management Framework, Models and Tools which will enable them to be successful as leaders in delivering organisational change and transformations. They will become more aware of how to manage stakeholder resistance, expectations and feelings as they try to achieve their organisation's vision and employee change adoption.

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Tags: Business Strategy, Change Management, Leadership

Change Management Practitioner Training Overview in 3 minutes
YouTube
February 26, 2020
Change Practitioner
The Change Practitioner can be invaluable in supporting the delivery of the organisation's change programme, change management framework and benefits realisation. The right training is critical to developing organisation change capability.

What is the role of a Change Practitioner?
#1; Support delivery of the organisations change programme, framework and benefits
#2: Support employees through the change adoption cycle - AUILM
#3; Support the organisation to develop the ‘B’ sate behaviours - a2B5R

Contents:
1. What is a Change Practitioner?
2. What is the role of a Change Practitioner?
3. Who Should Attend?
4. Why Attend Change Practitioner Training?
5. Organisational Leadership Benefits
6. What Will You Learn
7. a2B Change Management Framework
8. a2B AUILM Employee Adoption Model
9. a2B5R Employee Behavioural Model
10. Developing the Skills of a Change Practitioner

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Tags: Leadership, Change Management, Business Strategy

The Leadership of Change: Three Change Management Lessons Learned - Heriot-Watt University - Edinburg
YouTube
April 06, 2019
Scottish Programme and Project Management Group (SPPMG) - Heriot-Watt University - Edinburgh

Extract from Keynote Presentation: Project management is the practice of initiating, planning, executing, controlling, and closing the work of a team to achieve identified goals and meet specific success criteria at the agreed time.
When an organisation introduces a new project or programme this usually impacts their employees. Change management is the process, techniques and tools to support organisations, leadership teams and individuals going through a change transition from the current state ‘a’ to the future state ‘B’.
Many programme or project implementations do not realise their intended benefits, and integrated project and change management can improve adoption and the ROI.
This session will discuss ‘Three Change Management Lessons Learned’

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Tags: Business Strategy, Change Management, Leadership

Change Management Overview in 2 minutes
YouTube
February 15, 2019
Change management is the proven game changer to improve capital and positive operating performance, ensuring sustainable organisational cultural change and the new required behaviours.

Contents:
1. What is Change Management?
2. What is the objective?
3. What are the challenges?
4. 1st Solution: Change Programme Delivery
5. 2nd Solution: Employee Support
6. 3rd Solution: Employee Behaviour

Credits: www.a2b.consulting
Peter F Gallagher Organisational Change Management Keynote Speaker
Sarah L Gallagher Change Management Consultant
www.a2B.consulting - Models: a2BCMF, AUILM, a2B5R

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Tags: Leadership, Change Management, Business Strategy

a2B Advisory Consulting Overview in 60 seconds - Change Management Experts
YouTube
November 16, 2018
a2B Advisory Consulting offers specialised Consulting and Masterclass services. We are committed to facilitating and enabling step improvement for our clients, from the current 'a' state to the future 'B' state.
We have global experience, proven capability and accredited skills worldwide and we partner with our clients to develop high quality, tailored solutions based on their specific requirements.

We have three key Advisory Consulting Service offerings:
~ Change Management
~ Business and Process Improvement
~ Portfolio, Programme and Project Management

We have two key Training offerings:
~ Change Management
~ Business Improvement

Peter is an organisation change management expert, he is an author, speaker, consultant and trusted adviser to C-Suites.
* Peter is a keynote speaker on organisation change management.
* Peter leads a2B Advisory Consulting Ltd with offices in London and Edinburgh.
* Peter is the Author of the Leadership of Change Volumes 1 - 3
* Peter has worked as a consultant and executive for over 30 years.

Credits: www.a2b.consulting
Peter F Gallagher - Director
Sarah L Gallagher - Operations Director
www.a2B.consulting - Change Models: a2BCMF, AUILM, a2B5R

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Tags: Business Strategy, Change Management, Leadership

Change Management - Employee Change Resistance (Keynote extract)
YouTube
November 15, 2018
Most organisatons will encounter resistance to change, whether the change is perceived by employees as impacting them in a positive or negative way. Resistance can take many forms, it can be overt or covert, as well as active or passive. Organisational leaders cannot control the world changing around them, but they should try to understand employee groups within a change and move them quickly towards understanding resistance and acceptance of the change.
Employee Groups involved in a Change Journey
There are three groups of employees in any change management journey: ‘Advocates’, ‘Observers’ and ‘Rebels’. Each group will react differently to organisational change and will have different levels of resistance.
~ Advocates: They tend to embrace and lead change within the organisation.
~ Observers: They will monitor the ‘Advocates’ and assess if the change is actually benefiting them.
~ Rebels: They tend to resist change blindly, even if the change is to their benefit.

“Nothing negatively impacts organisation performance quicker than employees who resist change and who believe that the way they work today is the way they will work tomorrow” ~ Peter F Gallagher

Peter is an organisation change management expert, he is an author, speaker, consultant and trusted adviser to C-Suites.
* Peter is an​ organisation change management.keynote speaker
* Peter leads a2B Advisory Consulting Ltd with offices in London and Edinburgh.
* Peter is the Author of the Leadership of Change Volumes 1 - 3
* Peter has worked as a consultant and executive for over 30 years.

www.peterfgallagher.com

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Tags: Business Strategy, Change Management, Leadership

Change Management - Change Management Framework in less than 2 minutes
YouTube
November 14, 2018
a2B Advisory Consulting offers specialised Consulting and Training services. We are committed to facilitating and enabling step improvement for our clients, from the current 'a' state to the future 'B' state.

a2B Change Management Framework (a2BCMF)
Central to client delivery is our registered trademark a2B Change Management Framework (a2BCMF). It is a structured and disciplined programme approach, to support organisations, leadership teams and individuals going through a change.

Contents:
1. What is a Change Management Framework?
2. Change Management Framework Insights
3. Change Management Framework Overview
- 3 Programme Delivery Phases
- 10 Change Implementation Steps

Peter is an organisation change management expert, he is an author, speaker, consultant and trusted adviser to C-Suites.
* Peter is a keynote speaker on organisation change management.
* Peter leads a2B Advisory Consulting Ltd with offices in London and Edinburgh.
* Peter is the Author of the Leadership of Change Volumes 1 - 3
* Peter has worked as a consultant and executive for over 30 years.

Credits: www.a2b.consulting
Peter F Gallagher Change Management Consultant
Sarah L Gallagher Change Management Consultant
www.a2B.consulting - Models: a2BCMF, AUILM, a2B5R

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Tags: Business Strategy, Change Management, Leadership

Change Management - AUILM Employee Change Adoption Model in less than 2 minutes
YouTube
November 14, 2018
a2B Advisory Consulting offers specialised Change Management Consulting and Training services. We are committed to facilitating and enabling step improvement for our clients, from the current 'a' state to the future 'B' state.

Change Management Models are proven game changers to improve capital and positive operating performance, ensuring sustainable organisational cultural change while supporting the employees through the change transition. We are now introducing our AUILM Employee Change Adoption Model.

The a2B AUILM Model helps teams driving change to understand how employees might react during a change transition which they may perceive as a threat to them.

Contents:
1. What is a Change Management?
2. What is the objective?
3. What is the big challenge?
4. Unsupported Employee Change Journey
5. a2B AUILM Employee Adoption Model
6. Supported Employee Change Journey?
8. a2B AUILM Model: Employee Adoption Lifecycle

Peter is an organisation change management expert, he is an author, speaker, consultant and trusted adviser to C-Suites.
* Peter is a keynote speaker on organisation change management.
* Peter leads a2B Advisory Consulting Ltd with offices in London and Edinburgh.
* Peter is the Author of the Leadership of Change Volumes 1 - 3
* Peter has worked as a consultant and executive for over 30 years.

Credits: www.a2b.consulting
Peter F Gallagher Change Management Consultant
Sarah L Gallagher Change Management Consultant
www.a2B.consulting - Models: a2BCMF, AUILM, a2B5R

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Tags: Business Strategy, Change Management, Leadership

Change Management - a2B5R Employee Change Behaviour Model in less than 2 minutes
YouTube
November 14, 2018
a2B Advisory Consulting offers specialised Change Management Consulting and Training services. We are committed to facilitating and enabling step improvement for our clients, from the current 'a' state to the future 'B' state.

Change Management Models are proven game changers to improve capital and positive operating performance, ensuring sustainable organisational cultural change and the new required employee behaviours. We are now introducing our a2B5R Behaviour Model. The a2B5R Model systematically supports the transition of the employee behavioural change. One of the most challenging aspects of any change programme is the way in which the employee aspects are addressed. Changing an employee's behaviour and improving their performance is a critical part of the change management process.

Contents:
1. What is a Change Management?
2. What is the Objective?
3. What is the Big Challenge?
4. Unsupported Employee Behaviour Change Journey
5. Solution Develop the New Behaviours
6. Critical Elements to Ensure Employee Behaviour Change
7. Supported Employee Behaviour Change Journey
8. a2B5R Behaviour Model

Credits: www.a2b.consulting
Peter F Gallagher Change Management Consultant
Sarah L Gallagher Change Management Consultant
www.a2B.consulting - Models: a2BCMF, AUILM, a2B5R

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Tags: Business Strategy, Change Management, Leadership

Change Management - Three Change Management Solutions in less than 2 minutes
a2B Advisory Consulting
November 13, 2018
a2B Advisory Consulting offers specialised Change Management Consulting and Training services. We are committed to facilitating and enabling step improvement for our clients, from the current 'a' state to the future 'B' state.

Introducing three Change Management Solutions in the form of Change Models to deliver a holistic approach that delivers significant change in organizations and it's employees. These Change Management Models are proven game changers to improve capital and positive operating performance, ensuring sustainable organisational cultural change and the new required employee behaviours.

Contents:
1. What is Change Management?
2. What is the objective?
3. What are the challenges?
4. 1st Solution: Change Programme Delivery
5. 2nd Solution: Employee Support

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Tags: Leadership, Change Management, Business Strategy

Role of a Lean Practitioner in less than 2 minutes - Business Improvement
YouTube
March 01, 2018
ean Practitioner Role
Lean Practitioners are valuable assets to the organisation, they are powerful change agents who drive fast, effective organisational improvements. Lean Practitioner can make a real difference to business performance and customer satisfaction. They focus on increasing customer value by removing waste to improve processes, products and services.

Contents:
1. What is a Lean Practitioner?
2. What is the role of a Lean Practitioner?
3. Lean Practitioner Role #1;
- Apply lean methodologies
- Create value stream maps
- Perform value analysis
4. Lean Practitioner Role #2:
- Support the sponsor, organisation and leadership team to implement lean
5. Lean Practitioner Role #3;
- Support the lean deployment by developing
6. Key Skills of a Lean Practitioner

a2B Advisory Consulting offers specialised Consulting and Training services. We are committed to facilitating and enabling step improvement for our clients, from the current 'a' state to the future 'B' state.

Credits: www.a2b.consulting
Peter F Gallagher - Master Black Belt, Change and Business Improvement Specialist
Sarah L Gallagher – Lean, Six Sigma Business Improvement and Project Specialist
www.a2B.consulting
Implementation Models: a2BCMF, AUILM, a2B5R, a2B Lean Business Improvement Steps

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Tags: Business Strategy, Change Management, Leadership

Lean Practitioner Training Overview in 3 minutes - Business Improvement
YouTube
March 01, 2018
Lean Practitioner
A skilled and experienced Lean Practitioner is an invaluable lean and business improvement project leader who can greatly enhance customer value, remove organisation waste and improve operating performance. They will have lean and business and process improvement expertise, facilitation skills and credibility within the organisation. They apply these skills as well as lean methodologies, tools and techniques including change management to deliver improvement across the organisation.

Contents:
1. What is a Lean Practitioner?
2. What is the role of a Lean Practitioner?
3. Who Should Attend
4. Why attend Lean Practitioner Training
5. Organisation Leadership Benefits
6. What will you learn
7. Lean Practitioner Training Modules
8. Key Lean Process Mapping Techniques Covered
9. Other Lean Tools and Techniques Covered
10. Developing the Skills of a Lean Practitioner

Credits: www.a2b.consulting
Peter F Gallagher - Master Black Belt, Change and Business Improvement Specialist
Sarah L Gallagher – Lean, Six Sigma Business Improvement and Project Specialist
www.a2B.consulting
Implementation Models: a2BCMF, AUILM, a2B5R, a2B Lean Business Improvement Steps

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Tags: Business Strategy, Change Management, Leadership

a2B Advisory Consulting Overview in 60 seconds
YouTube
February 24, 2018
a2B Advisory Consulting offers specialised Consulting and Training services. We are committed to facilitating and enabling step improvement for our clients, from the current 'a' state to the future 'B' state.
We have global experience, proven capability and accredited skills worldwide and we partner with our clients to develop high quality, tailored solutions based on their specific requirements.

We have three key Advisory Consulting Service offerings:
~ Change Management
~ Business and Process Improvement
~ Portfolio, Programme and Project Management

We have two key Training offerings:
~ Change Management
~ Business Improvement

Credits: www.a2b.consulting

See publication

Tags: Business Strategy, Change Management, Leadership

Change Management - Change Practitioner Role Overview in 2 minutes
YouTude
February 16, 2018
Change Practitioner Role
The Change Practitioner can be invaluable in supporting the delivery of the organisation's change programme, change management framework and benefits realisation.

Contents:
1. What is a Change Practitioner?
2. What is the role of a Change Practitioner?
3. Change Practitioner Role #1; Support delivery of the organisations change programme, framework and benefits
4. Change Practitioner Role #2: Support employees through the change adoption cycle - AUILM
5. Change Practitioner Role #3; Support the organisation to develop the ‘B’ sate behaviours - a2B5R
6. Key Skills of a Change Practitioner


Credits: www.a2b.consulting
Peter F Gallagher Change Management Consultant
Sarah L Gallagher Change Management Consultant
www.a2B.consulting - Change Models: a2BCMF, AUILM, a2B5R

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Tags: Business Strategy, Change Management, Leadership

3 Webinars
Leadership of Change - 10 Change Management Lessons Learned (SpeakerHub)
10Times & SpeakerHub
May 21, 2020
Webinar Description
Peter F Gallagher presents highlights of the 10 key challenges that organisations and their leaders face while implementing change. Successful change implementation is one of the biggest problems that modern organisations face. There is a big difference in leading normal-day-to-day operations and leading organisational change. Both require a different set of skills and very often leaders are not set-up to lead organisational change, transformation or improvement.

When
Thursday, 21 May 2020 09:00 AM - 09:45 AM (GMT-4:00) 2:00 PM Europe/London.


Agenda:
~ Normal day-to-day operations are very different to leading organisational change
Benefits of Change Management
~ 10 key lessons learned from change management implementation
Effective sponsorship is critical
Assess previous change history
Change resistance is inevitable
~ Successful change implementation requires a change management framework

About the Leadership of Change
Leadership of Change encompasses change management concepts, models, depictions, assessments, tools, templates, checklists, plans, a roadmap and glossary structured around the ten-step a2B Change Management Framework. The delivery vehicles are change management books, change management gamification manuals, leadership alignment workshops and masterclasses.

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Tags: Leadership, Change Management, Business Strategy

Leadership of Change - 10 Change Management Lessons Learned (ACMP UK)
ACMP UK
May 06, 2020
Accredited Change Management Practitioner (ACMP) UK Webinar
Date And Time: Wed, 6 May 2020 13:00 – 14:00 BST
Leadership of Change - 10 Change Management Lessons Learned • 10 key Lessons learned from organisational change management implementation
About this Event
Peter speaks on the leadership of change, change management, change leadership alignment and the benefits of change management gamification. For over 30 years Peter has been helping organisations, leaders and employees change, improve and transform through keynotes, master classes, change management gamification workshops, projects and programmes. The change question set Peter asks all leaders and works with their team to develop the solution is:
"Do you have a change vision? Are you aligned on your strategic objectives? Are you a high performing team? Does your team have change leadership skills to lead the change or improvement that your organisation is facing?"#

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Tags: Leadership, Change Management, Business Strategy

ACMP UK’s Webinar: Leadership of Change - 10 Change Management Lessons Learned
Eventbrite
April 28, 2020
Accredited Change Management Practitioner (ACMP) Webinar: 29 Apr 2020 14:00 CET
Peter speaks on the leadership of change, change management, change leadership alignment and the benefits of change management gamification. For over 30 years Peter has been helping organisations, leaders and employees change, improve and transform through keynotes, master classes, change management gamification workshops, projects and programmes. The change question set Peter asks all leaders and works with their team to develop the solution is:

"Do you have a change vision? Are you aligned on your strategic objectives? Are you a high performing team? Does your team have change leadership skills to lead the change or improvement that your organisation is facing?"

During this webinar Peter will speak about ten Change Management Lessons Learned, he shares insights into the challenges that organisations and their leaders face while implementing change.

Successful change implementation is one of the biggest problems that modern organisations face. There is a big difference in leading normal-day-to-day operations and leading organisational change. Both require a different set of skills and very often leaders are not set-up to lead organisational change, transformation or improvement.

Learning objectives:
10 key Lessons learned from change management implementation
Different approaches to change implementation by organisations
The importance of strategy alignment and change capacity
Learning from previous change history

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Tags: Leadership, Change Management, Business Strategy

1 Whitepaper
Learning from Past Mistakes for Successful Change Programme Implementation
DIGIT.FYI
June 13, 2018
White Paper to support Speaking Keynote: IT Project Overspend - 10 Change Management Lessons Learned
DIGIT Leader Summit 2018 - Dynamic Earth, Edinburgh
A critical component for any IT leader when introducing new information technology is getting organisation change adoption, ROI and that competitive edge defined in the strategy. The implementation of the new technology could be the core differentiator in a competitive market and the application of change management is the proven game changer in making this possible. Change management will support the organisation, its employee and leaders to move from the current state ‘a’ to the improved state ‘B’. It can enable and enhance implementation of the new ways of working, behaviour and adoption of the change. The assessment of previous change history can greatly provide insights on how to drive future organisational change, deliver benefits and sustainable change.

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Tags: Leadership, Change Management, Business Strategy

Radar

Blog

17 Article/Blogs
a2B Change Management Framework (a2BCMF) Step #1: Change Definition
Thinkers360
October 22, 2020
1st Critical Organisational Change Implementation Step - Plan Phase

Change Definition: The process of defining the change and aligning the programmes within the portfolio to the organisation’s strategy, ensuring it has a business case and resources to deliver business benefits.

“Unless the change programme is continually aligned to the organisation’s strategy and capacity it will not deliver speedy benefits or value to the organisation”

Business Benefits: Too many change programmes and transformations fail to deliver the business benefits and value on which they are justified. This step identifies the key foundations that need to be in place to deliver the benefits. This step ensures proper due diligence by assessing estimates of costs, benefits and risks, go/no go decision, etc.

Business Objective: To assess if the change is aligned with the organisation’s strategy, it should have a business case and resources to deliver value, clear stakeholder impacts, proper governance, a high-level timeline and milestones. An important deliverable that could differentiate this change programme from other projects will be benefits planning and tracking.

The a2B Change Management Framework (a2BCMF) is a structured and disciplined approach to support organisations, leadership teams and individuals going through a change, the transition from the current ‘a’ state to the improved future ‘B’ state. The a2BCMF has three phases and ten key process steps. Each phase provides change strategies, principles, analysis and tactics to move from one phase to the next.
The framework is based on over thirty years of international change experience and brings together leading practice in change, people and programme management. The structured programme approach, processes, techniques and tools focus on overcoming the failures of previous change by incorporating ten key steps and success elements for achieving organisational change. It supports strategic change implementation in terms of context, content and process. The framework is a comprehensive management model that allows executives, managers and change practitioners to successfully deliver and achieve organisational change. It requires a holistic approach and some steps can be performed simultaneously.

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Tags: Leadership, Change Management, Business Strategy

Change Agents – Internal verses External Resources
Thinkers360
October 15, 2020
When an organisation embarks on a change journey and they decide to increase the chances of success by investing in change agents, a decision will have to be made to decide on internal verses external change agents. There are both advantages and disadvantages for both types of change agents that should be considered and not one size fits all.

"Change agents with organisation credibility, change management skills and the desire to improve an organisation can greatly enhance change adoption and benefits delivery"

External consultants as change agents are flexible and skilled resources and the organisation can bring them into the business at times of resource demand peaks. External change agents can be released immediately during resource troughs, with no challenge of having to reintegrate them back into the business, compared to using internal agents.

The value of an external change agent with their change management skills, tools and change delivery framework cannot be ignored or discounted in the cost benefit analysis. Further to this, there are other important elements such as organisation credibility and personality characteristics. The most important are usually the ability to communicate with people, personal integrity and business acumen.

#ChangeManagement
#LeadershipOfChange
#PeterFGallagher.com: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification

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Tags: Business Strategy, Change Management, Leadership

Aligning and Preparing the Leadership to Lead Change
Thinkers360
October 08, 2020
Aligning and Preparing the Leadership to Lead Change

The change question set all leaders should be able to answer

"Do you have a change vision? Are you aligned on your strategic objectives? Are you a high performing team? Does your team have change leadership skills to lead the change or improvement that your organisation is facing?"

Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership. The strategic change leadership alignment process develops change leadership capability, so the organisation’s leaders are aligned, as a high performing team, with change leadership skills and knowledge to successfully lead your organisation’s change, transformation or improvement to accelerate employee change adoption and deliver sustainable long-term benefits. Five Step Approach to Leadership Alignment are:

1. Change History Assessment
2. 1:1 Leadership Interviews
3. Strategic Alignment Workshop
4. Develop High Performing Teams
5. Develop Leadership of Change Capability

Change waits for no leader and the skills required for leading day-to-day operations are very different to change leadership

Photo Credit: Matteo Vistocco

https://www.peterfgallagher.com/change-leadership-alignment

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Tags: Leadership, Change Management, Business Strategy

Change History Assessment – Gambling Organisation Finances
Thinkers360
October 01, 2020
Our change history assessment (CHA) is used by change teams to review the outcomes of previous change programmes within their organisation. It provides organisational insights that can increase the likelihood of successful implementation through the analysis of lessons learned, mitigating previous weaknesses and enhancing future success. It is important to learn from previous change by performing structured analysis to identify negative issues and to avoid repeating them on the next change. The insights from the CHA will help to shape the change approach, planning and the resistance strategy.

I always look forward to seeing the answer to:

Q28: Will future change management be successful?

On one occasion, the employees of the organisation scored 46.2%. This question provides fantastic insights which can help to shape and make future organisational change successful. However, this requires the leadership team to articulate, model and reinforce (AMI) the next change. If they don’t, they might get better odds of change success by playing on the roulette wheel.

#ChangeManagement
#LeadershipOfChange

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Tags: Business Strategy, Change Management, Leadership

Pre-Release Book Announcement Nov. 2020 – My Fifth Change Management Book (Workshop Manual)!
Thinkers360
September 24, 2020
Leadership of Change Volume B: Change Management Gamification - Adoption

This change management gamification workshop manual supports change practitioners to learn about change implementation with a focus on employee adoption in a workshop environment using a business simulation. It includes a business case study that enables experiential learning in a safe environment so the skills and knowledge can be immediately applied back in the workplace.

About this Workshop Manual: Leadership of Change Volume B is a workshop manual used as one of the aids for learning change management through gamification. The benefits of change management gamification include a safe, fun learning environment with instant feedback and team learning that can be applied immediately back in the workplace. Volume B is a leadership simulation tool that focuses on employee change adoption.

Other volumes, available on both Amazon and Google Play:
Change Management Fables – Vol 1
Change Management Pocket Guide – Vol 2
Change Management Handbook – Vol 3
Change Management Gamification Leadership – Volume A

#LeadershipOfChange
#ChangeLeadershipAlignment
#Leadership
#ChangeManagement
#ChangeManagementGamification

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Tags: Business Strategy, Change Management, Leadership

Organisational Change Management Challenges - Execute Phase
Thinkers360
September 16, 2020
Following on from last month’s blog.
Lots of statistics show organisational change and transformations failing to deliver their intended benefits. You can argue about the true percentage of success, but the fact is that many organisations do not achieve full benefits realisation, and in many cases, they fail to attain a return on investment (ROI). Equally unacceptable to shareholders is that the vision is not realised, meaning the organisation’s strategy has not been executed. Even when the organisation and its leadership team agree the changes are necessary for the future of the organisation, they still face challenges.

Change Implementation Challenges - Execute Phase:

5. Poor Communication: Lack of engagement and communication.

6. Ignoring Change Readiness Input: Perform the change readiness assessment and adhere to the results!

7. Thinking there is No Resistance: There will always be resistance even if it is not overt!

8. Ignoring the Importance of Behaviours: If you do not change employee behaviour, you will not get organisational change.

#ChangeManagement
#LeadershipOfChange
#a2BConsulting offering: C-Suite Change Consulting, Change Leadership Alignment and Change Management Gamification

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Tags: Business Strategy, Change Management, Leadership

Change Resistance – Employee Standpoints
Thinkers360
September 09, 2020
It doesn’t matter which continent I am working on; I typically encounter three-employee change standpoints: Advocates, Observers and Rebels. However, to successfully implement organisational change management, we must engage, communicate and entice these three employee groups to get buy-in, change adoption and benefits realisation.

Rebels: Tend to resist change blindly, sometimes this can be a natural reaction even if the change is to their benefit. The default reaction is that change is a bad thing and will put them at a disadvantage.

Observers: Monitor the ‘Advocates’ and assess if the change is benefiting them. If this appears positive, they will tend to move towards being receptive to the change.

Advocates: Similar to the change agents with their positivity towards change. Their energy should be captured as they can play an effective role in leading and rolling out the change. The coalition of change agents and ‘Advocates’ can work together to lower resistance in the other groups.

Source: https://bit.ly/2Zj36or

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Tags: Leadership, Change Management, Business Strategy

Change Management Communication – Starts with the Why
Thinkers360
September 02, 2020
Effective communication is at the heart of successful business change, creating awareness and understanding about the change. Change programmes must incorporate a clear approach to communication which is strongly linked to their engagement with stakeholders. A Communications Plan should be produced which shows how information will be distributed and received by all stakeholders involved in the change programme. It identifies the means, medium, messages and frequency of communication between different stakeholders. It is used to establish and manage on-going communications throughout a programme. It is important that the communication is proactive and consistent to reinforce key messages.

“Effective change communication is at the heart of successful change, it acts like the blood in our bodies, but instead of supplying vital oxygen and nutrients, communication supplies information and motivation to the impacted stakeholders”

https://bit.ly/31OVqM1

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Tags: Leadership, Change Management, Business Strategy

Organisational Change Management Challenges - Plan Phase
Thinkers360
August 26, 2020
Lots of statistics show organisational change and transformations failing to deliver their intended benefits. You can argue about the true percentage of success, but the fact is that many organisations do not achieve full benefits realisation, and in many cases, they fail to attain a return on investment (ROI). Equally unacceptable to shareholders is that the vision is not realised, meaning the organisation’s strategy has not been executed. Even when the organisation and its leadership team agree the changes are necessary for the future of the organisation, they still face challenges.

Change Implementation Challenges - Plan Phase:

1. Too Many Change Initiatives: Not enough capacity to deliver ongoing and new change programmes.

2. Inactive or Invisible Sponsorship: Lack of visible support usually leads to change failure.

3. Poor Previous Change History: This increases the likelihood of repeating past mistakes.

4. No Detailed Project Change Plan: Implementing change with only a communication plan and not aligning it to the master project plan.

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Tags: Business Strategy, Change Management, Leadership

Change Management - Sponsorship is one of the Most Important Elements in any Change Journey
Thinkers360
August 19, 2020
After delivering change, transformation, business and process improvement projects for over thirty years, it is difficult not to accept that one of the most important elements in change project success is effective and proactive sponsorship. In fact, without effective and proactive sponsorship, the project will eventually fail. The three key elements are: ‘Say’, ‘Support’ and ‘Sustain’!

Say: Sponsorship starts with providing vocal support for the change. The ‘Say’ is the foundation and is all about communicating the business case for the change to all affected stakeholders. Communication is key to change success and an extremely important first step:

Support: Having built the foundation of communication, ‘Support’ builds on the ‘Say’, and it is in this element that the Sponsor starts to actively and overtly support the change.

Sustain: ‘Support’ is much more important than ‘Say’, but ‘Sustain’ is critical for the organisation to deliver value and achieve the strategic goals. This is without doubt the biggest challenge in any change journey, gaining employee adoption of the new way of working.

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Tags: Leadership, Change Management, Business Strategy

Change Management - Fixed Verses Growth Mindset Leadership
Thinkers360
August 12, 2020
Even with various approaches to driving change initiatives, we are constantly reminded that many programmes fail to provide the benefits initially defined. Some of the key challenges when implementing change are employee resistance and not learning or applying the new skills, as well as adopting the new behaviours. These traits can be described as aspects of a fixed mindset when change implementation really requires a growth mindset.
Fixed Mindset to Change: Disruption and change by default nearly always has a negative impact on work life. Change resistance is the reaction by the organisation, department or employees when they perceive that an organisational change coming their way could be a threat to them. They are comfortable with the current state and they stick to what they know.

“Fixed mindset leaders will quickly contaminate an organisation by killing growth and creativity, as well as promoting incompetence based on their likeness. This cycle will be replicated unless shareholders intervene ruthlessly” ~ Peter F Gallagher

Growth Mindset to Change: Embrace disruption and change to improve organisation performance and to learn new skills. Mistakes will be made, but this adds to the learning and creates advocates of the change, developing new capability and moving the organisation towards adoption and sustainable change. Continual learning, development and trying new things keeps advocates stimulated and excited.

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Tags: Business Strategy, Change Management, Leadership

Celebrating the anniversary of the release of my 3rd Change Management book - one year ago today!
Thinkers360
August 04, 2020
Change Management Handbook - Leadership of Change Volume 3

Change Management Handbook: This handbook contains over fifty concepts, models, figures, assessments, tools, templates, checklists, plans, a roadmap and glossary structured around the ten-step a2B Change Management Framework each with a practical case study.

About this Book: This handbook is for growth mindset leaders, senior managers, students, HR professionals and change management practitioners who want to deliver organisational change while their organisation continues with day-to-day operations. Leadership of Change Volume 3 is based on over thirty years of experience implementing change, transformation and improvements into some of the world’s largest and most successful organisations across many countries and cultures. It provides deep insights into change programme delivery using the a2B Change Management Framework. It starts by aligning the change with the organisation’s strategy and vision, moving through to successfully closing and sustaining the change. It covers ten key change management implementation concepts in detail, which include sponsorship, change history, communication, change planning, readiness, resistance, developing the new skills and behaviours, as well as adoption. It also includes the AUILM Employee Change Adoption Model and the a2B5R Employee Behaviour Change Model. Change Management Handbook - Leadership of Change Volume 3.
https://www.peterfgallagher.com/publications

Other volumes, available on both Amazon and Google Play:
Change Management Fables – Vol 1
Change Management Pocket Guide – Vol 2
Change Management Gamification CMExec* - Vol A
Change Management Gamification CMPrac* Vol B (coming soon)

*Workshop Manual available F2F and virtually
https://www.peterfgallagher.com/change-management-gamification

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Tags: Change Management, Business Strategy

Change Management Benefits
Thinkers360
July 25, 2020
What is Change Management?
Change management is the process, techniques and tools to support organisations, leadership teams and individuals going through a change transition from the current state ‘a’ to the future state ‘B’. The objective is to get the organisation and employees to adopt the change, achieve benefits realisation, sustain the change and improve operating performance. Change management helps the employees to understand, commit to, accept and embrace programme changes. Change management, at the very least, is a formal way of communicating with employees why change is happening, what it will look like from their perspective and how it will benefit or impact them.

Unmanaged or Reactive Change
Change management programmes commonly fail, which means objectives are not achieved and the organisation does not make a return on investment. These failed approaches usually do not have a planned and systematic approach to preparing, communicating and implementing change into the organisation. In unmanaged change, the leader of the organisation authorises and announces the change and then reverts back to fully focus on normal day-to-day operations. They leave the change team on their own and wonder why the change implementation fails. In some cases, the change leaves the organisation performing poorer than before. In reactive change, the leader still focuses on normal day-to-day operations but reacts and starts to focus on the change when performance dips for longer than expected. By putting good resources and focusing on the change, performance can improve.

Managed Change
The key to an effective implementation of change programmes is to develop and deploy structured approaches that will help organisations, leaders, teams and employees understand, accept and work with the change to minimise resistance and disruption. The structured approach supports change adoption and benefits realisation. It means focusing both on normal day-to-day operations and change implementation. High performing employees are put on the change, not only those that are available, and it becomes a part of the organisation’s agenda. The organisation gets ready for the change and only implements it when everyone is ready. There will still be a small dip in performance as the organisation learns the new processes and systems, but performance will soon be much better than it was before. The change will be adopted by the employees, it will be sustainable and that promised ROI.

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Tags: Leadership, Change Management

Change Management Gamification CMExec - Virtual Video Demo
Thinkers360
July 10, 2020
Change Management Gamification
Change Management Gamification is the new trend which helps to engage your employees by using gaming methods. We use gamification so that your employees can learn, test and prepare for organisational change.

About Change Management Gamification Leadership (CMExec): CMExec is a fascinating change management implementation simulation that offers leadership teams and leaders of change experiential learning in a safe environment. This enables them to learn, test and reflect on their change leadership capability and skills.

Game Formats: CMExec can be played face-to-face in a workshop setting or online using the gaming platform. The virtual online version can be played as an individual, players verses players or team mode. The face-to-face version is played using on physical boards positioned on each teams table with a central team progress board positioned centrally in the room.

Case Study: AutoChanze is a global supplier of automotive systems, modules, and components to original equipment manufacturers (OEMs) and related aftermarkets. Up until recently they have been a successful and profitable organisation but a recent report commissioned by the Board of Directors has indicated the the automotive industry will be impacted by 4IR like never before! We use gamification (both virtual and face-to-face) during our “Change Leadership Alignment” process. It utilises experiential learning during a change case study where the leadership team gets to assess, select and implement their chosen change tactics through the 10 a2BCMF Steps:

Gamification Objective: During the simulation the change leaders (usually in their teams) will focus on how they can achieve the balance between normal day-to-day operations and delivering successful change and employee adoption of a new IT system. They will assess, select and implement their chosen change tactics through three simulation change phases: Plan, Execute and Sustain. They will be scored on how successful their tactics were in implementing successful change.

https://www.peterfgallagher.com/post/change-management-gamification-cmexec-virtual-video-demo

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Tags: Leadership, Change Management, Business Strategy

Announcing the release of my Fourth Change Management Book (Workshop Manual)!
Thinkers360
June 24, 2020
Leadership of Change Volume A – Change Management Gamification Leadership

This gamification manual supports organisational leaders to learn about change leadership in a workshop environment using a business simulation.
It includes a business case study that enables experiential learning in a safe environment so the skills and knowledge can be immediately applied back in the workplace.

About the Book:
Volume A is a Workshop Manual used as one of the aids for learning change management through gamification. The benefits of change management gamification include a safe, fun learning environment with instant feedback and team learning that can be applied immediately back in the workplace. CMExec is a leadership simulation tool and is step 5 of our ‘Change Leadership Alignment’ process.

Change Management Gamification Leadership (CMExec) is now available to organisations going through change as both a virtual or a face-to-face workshop.

Other volumes, available on both Amazon & Google Play:
Change Management Fables – Volume 1
Change Management Pocket Guide – Volume 2
Change Management Handbook – Volume 3
Change Management Gamification Adoption – Volume B
Change Management Gamification Behaviour – Volume C

#ChangeManagementGamification
#LeadershipOfChange
#ChangeLeadershipAlignment
#Leadership
#ChangeManagement

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Tags: Leadership, Change Management, Business Strategy

Change Implementation Approaches – ‘Tell’ versus ‘Sell’
Thinkers360
June 06, 2020
Change disruption is the order of the day. Rapidly changing customer buying habits, access to new technology, and social media accelerate the way organisations need to adapt to change to remain competitive or even survive. If done properly, change management is the proven game changer in making this possible. Change management will support the organisation, its employees and leaders to move from the current state ‘a’ to the improved state ‘B’. It can enable and enhance implementation of the new ways of working, behaviour and adoption of the change.

However, the change implementation approach depends on the type of change. If the change is about compliance, legislation or safety it will be a ‘Tell’. If it is about winning hearts and minds it will be a ‘Sell’. Both approaches have advantages and disadvantages, and both approaches will encounter some level of resistance.

Tell
Advantages: Speed is the nature of this type of change implementation. The organisation enforces the implementation decision, with consequences for those who do not obey.
Disadvantages: Changes like this are implemented quickly with no time for staff consultation. As a result, people will feel that this change is ‘done unto them’ and it will take longer to achieve buy-in and acceptance.

“Nothing negatively impacts organisation performance quicker than employees who resists change and who believes that the way they work today is the way they will work tomorrow”

Sell
Advantages: This type of change allows the organisation to communicate the change in advance, take feedback and gain staff buy-in, winning hearts and minds.
Disadvantages: The process of communicating, involving lots of people and receiving feedback, takes time. This type of change approach takes a lot longer than the ‘Tell’ approach and much more organisational effort.

“Without employee resistance, you will not achieve organisational change.”

Other Blogs by Peter F Gallagher: https://www.peterfgallagher.com/blog

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Tags: Leadership, Change Management, Business Strategy

Change Management - Organisation Change Capacity and Workload
Thinkers360
May 23, 2020
An organisation’s capacity can be defined as the organisation’s total ability to deliver normal day-to-day operations and change activities. If the organisation does not have change capacity it is unlikely the employees will be able to take on any extra workload. Getting this balance right can mean the difference between successfully delivering both, however the data from the change history assessment (CHA) constantly highlights this as a challenge. The feedback from employees is that their workload is not considered when the organisation is implementing change. Specific feedback indicates that workload is not taken into account when learning new software, technology, systems, methods or processes. This change overload not only causes workforce stress but also creates resistance to the change that would otherwise have been accepted.

“Unless the change programme is continually aligned to the organisation’s strategy capacity it will not deliver speedy benefits or value to the organisation”

Capacity and workload are serious considerations. Not only should the organisation have a strategic planning process, the output in terms of available capacity should be an important input factor to change sponsors and their teams when planning their change programmes. So, how much capacity should an organisation have for change as it delivers normal day-to-day operations? There are typically four key organisational capacity components

There are typically four key organisational capacity components:
Normal Day-to-Day Operations
Unplanned Work or Rework
Mandatory Change Capacity
Strategic Change Capacity

The percentage splits of the four key organisational capacity components will vary from organisation to organisation and from year to year. The important concept is that organisation and change professionals might live in a world where they see their change programme or project as the most important thing. In reality however, their change programme is only small in comparison to normal day-to-day operations. Another important consideration is that the organisation’s leaders tend to think that successful change implementation will not take much effort and because it is important everyone will support delivery. Great leaders and their organisation's don’t just focus on what to do to become the best, but also what not to do, and what to stop doing. It is important to have the discipline to only start the change projects that improve performance.

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Tags: Leadership, Change Management, Business Strategy

Opportunities

1 Business
Change Leadership Alignment Process

Location: At client site    Date Available: May 25th, 2020    Fees: Per request

Submission Date: May 23rd, 2020    Service Type: Service Offered

The strategic change leadership alignment process develops change leadership capability so the organisation’s leaders are aligned, as a high performing team, with change leadership skills and knowledge to successfully lead your organisation’s change, transformation or improvement to accelerate employee change adoption and deliver sustainable long-term benefits.

Five Step Approach to Leadership Alignment

1. Change History Assessment©: A data driven approach to establish how successful the organisation was at previous change.
2. 1:1 Leadership Interviews: Peter will interview each of the leadership team to establish the gaps within the organisation and the barriers to implementing strategic change successfully.
3. Strategic Alignment: The leadership team should be aligned with the organisation's strategic priorities and their vision for change should be prepared.
4. Develop High Performing Teams: The leadership team will have to have trust and stay committed so they can to achieve their objectives and goals.
5. Develop Leadership of Change® Capability: Change management gamification will be used for experiential learning during a change case study where the leadership team gets to assess, select and implement their chosen change tactics through three simulation change phases: Plan, Execute and Close.

www.peterfgallagher.com/change-leadership-alignment

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1 Keynote
Leadership of Change - Organisation Change Management Keynotes

Location: Edinburgh    Date Available: May 25th, 2020    Fees: 95000

Submission Date: May 23rd, 2020    Service Type: Service Offered

Peter speaks on the leadership of change®, change management, change leadership and the benefits of change management gamification.

The change question set Peter covers in his sessions and all leaders should be able to answer is:
"Do you have a change vision? Are you aligned on your strategic objectives? Are you a high performing team? Does your team have change leadership skills to lead the change or improvement that your organisation is facing?"

A selection of his Leadership of Change keynotes are listed below:

~ How to Align Leadership Teams to Lead Successful Change
~ 10 Change Management Lessons Learned that Leaders SHOULD Know
~ How Change Management Gamification sets Leaders up for Success

www.peterfgallagher.com/speakerservice

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Peter F Gallagher

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