Change is necessary to drive innovation and growth in organisations. However, too much change can also lead to change fatigue.

We explore different change management styles, including their benefits and drawbacks, supporting you in finding your unique approach.

From managing stakeholder expectations to mitigating risks, change management provides the key to help you steer your projects to success.

In this Saturday Catch-up: Effective Change Toolkit, some techniques that can help change managers and organisations implement outcomes.

With the rise of AI, there's now a high likelihood that humans will never view the majority of job applications.

Change management is more than just implementing new products, systems or processes and a crucial element is accountability.

We acknowledge there is a change process to go through when turning ideas into reality, from the initial spark to full-fledged ownership.

By understanding its limitations and leveraging its strengths, organisations can harness the power of AI to drive successful change.

Whether disrupting needs or meeting them, starting with an understanding of Maslow's theories could change your world.

Traditional change management often struggles to sell itself in the context of an agile initiative. This is where iterative change can shine

How teams navigate organisational changes determines their success, and a vital element in this is emotional intelligence.

In this Saturday Catch-up: Beyond the Process, the Human Side of Change, we recap some of the human side that drives or hinders progress.

Is ongoing development truly essential for success in the professional field of understanding, organising and implementing change?

In this blog post, we explore strategies to effectively communicate the benefits of portfolio change and gain buy-in from stakeholders.

Is change management simply an accompaniment to the transformation process, an essential ingredient, or just an afterthought?

In this post we look at why we feel so strongly about having our say, and the implications of this for change management.

Employee-centric change management means putting the needs, fears, and motivations at the centre of the change process.

Are you being asked to do the improbable in building change capability for people who don't see it as a priority? Try these 5 ideas.

Changing the culture can lead to increased employee engagement, improved productivity, and a stronger, more relevant organisation.

These tips are a timely reminder to keep trying new ways of building the success of the team while balancing the competing priorities.