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 Welcome to Allegra Consulting's June Newsletter. We have some new features this month including news of a first for Australia - the launch of the new Change Management Competency Model. You will also our usual up-to-the-minute news, events and profiles.
The objective of this regular newsletter is to keep Allegra Consulting's Global Change Management Community informed and in touch with what is happening locally and around the globe in the change management arena. You can also post questions, interact and share ideas and concerns with fellow change management practitioners and our own experts by visiting the Allegra Consulting website and signing in to the members area. If you do not already have an ID and password for this area, please email us and we will send those details through to you.
Successful change management is often dependent on the implementation of transparent, detailed communication. This month we feature commentary by a communications expert - Clare Murphy - on the important role communication plays in large scale change management initiatives. As always, we value your input and feedback and encourage you to let us know what you think of the newsletter, and what you would like to see covered in any forthcoming issues by emailing us. We hope you enjoy this month's read! Warm regards, Helen Haley and the team at Allegra Consulting
The Change Management Institute (CMI) has launched the first independent change management competency model. This is a first for Australia, and excellent news for anyone who works in the change management space.
The CMI Accreditation stream worked with a group of practitioners, business users and academics to develop the model and the first draft was issued for review in June 2007 with iterations of feedback incorporated to develop this final competency model.
Those from the CMI involved in the model's development say: "When we first embarked on the CMI journey in late 2005, we conducted a series of focus groups with practitioners and business users. The message came through loud and clear that accreditation was seen as a major benefit from a professional body." "The main issue identified by business users in our more recent research is that they find it hard to know what to look for in a Change Manager as the variety of CVs they receive when recruiting is enormous. Feedback from experienced Change Managers indicates frustration with comments like "everyone thinks they are a Change Manager". Practitioners also feel that the profession is being discredited by a lack of definition and poor quality practitioners."
"We researched over 30 similar organisations, in Australia and overseas, and consulted a range of practitioners, academics and business users during the development of our accreditation model." This industry first Competency Model is now available to download free from the CMI website.
Is there such a thing as too much communication?
Corporate Communications expert Clare Murphy says that it is quality not quantity that matters when it comes to delivering messages to stakeholder groups before, during and at the conclusion of a change program.
"Well timed, well thought-through communications that speak directly to the relevant stakeholder groups will provide the most positive results when delivering change communications," says Clare. "Even the most delicate and sensitive change programs - such as mergers and acquisitions - require consistent messages to be delivered throughout." "If there is a void in communication, employees and stakeholders will make up their own messages," says Clare."This can work directly against the "real" messages and cause an undercurrent of mistrust or even active negativity towards the change program and the organisation. It is better to advise your audience that there are no updates, or updates coming in, say, 10 days, than to say nothing at all. And don't forget that is is just as important to deliver "bad" news as it is to deliver the good."
We all know that change can cause anxiety and concern for many employees. Clare believes the delivery of an effective communication plan that clearly identifies the key messages, the correct timing and the target audiences will greatly support other change efforts to create stakeholder "buy-in". "And where there is an opportunity, feedback from your employee community should be sought, digested and communicated to the greater audience (where relevant) to close off the feedback loop."
Finally, an organisation's goal throughout a change program is to retain talented and valued employees.
"If these groups do not feel they are being delivered relevant information in a timely fashion, their trust and loyalty is at stake," says Clare. "This means they are unlikely to be "on board" with the change program making it harder to embed key changes." Clare Murphy runs a corporate communications business Capital Content and is a regular contributor to the Allegra Consulting Change Management Community Forum on the Allegra website. Please feel free to offer commentary or feedback via this tool.
Statistics show that most Australians will enjoy at least three changes of career during their working lifetime. Generation Y in particular is showing all the signs of wanting to maximize both career fulfillment and earning potential, as well as achieve an acceptable work/life balance. And why not?
It all sounds easy, but not everyone has a plan for “taking the first step” towards achieving their new goal. That’s when an expert can help with guidance and support.
Helen Haley, Managing Director of Allegra Consulting is a professional life and career coach who understands the challenge some individuals experience when setting out to make positive changes to their career or life.
“Even the most experienced business operators and decision makers need to make change work for them in the job market and it’s not as easy as it sounds.,” says Ms Haley. “Change is the only certainty in today’s business world, both for individuals and for organisations!”
As a Change Management Centre of Excellence, Allegra Consulting provides corporate businesses with a range of services including finding talented change management professionals for permanent and contract roles as well as end-to-end consulting services to a wide range of clients grappling with their own change challenges.
“Organisations are constantly undergoing transformation and change, often on a significant scale,” says Ms Haley. “Systems, processes and people are all impacted by change and it is vital to consider and prepare for desired outcomes that minimise risk, maintain operations and deliver business benefits.”
Coaching can be an integral part of the overall change “journey”.
“Our coaching services are based on our belief that coaching is a cornerstone in the motivation, management and development of people,” says Ms Haley. “Our qualified professional coaches are experienced in helping clients achieve their goals though innovative programs and thorough evaluation of coaching outcomes.”
To find out more about how coaching can help you achieve your professional and personal goals, visit the Allegra Consulting website or call Helen directly on 0400 517 164.
The first Allegra Consulting Masterclass is taking shape. Thank you for your great suggestions for topics - we have taken these on board and will let you know the date, agenda and venue very soon. The format is likely to be include four 1.5 hour interactive focus sessions delivered and facilitated by experts in these areas.
We would still like to hear your ideas, so please submit them to us and look out for updates on the website and next month's newsletter.
In the meantime, check out both the News and Events and Learning and Development sections in the members area of the Allegra Consulting website.
The Allegra Consulting referral program has been an outstanding success proving that using networks and word of mouth are still great ways to match change management candidates with suitable roles. We are extending the program indefinitely and would like to hear from anyone who knows of a change management or project management candidate who is looking for the next "big thing". As a gesture of our appreciation, we will pay you a referral reward of $300 if you refer a candidate to us who is not currently on our database and we place the person in either a permanent role or a contract of at least 3 months duration within 3 months of the introduction.
Call us now on: 03 9510 3333 or email us to directly introduce new candidates to us – whether they are friends, family or acquaintances - if we place them, we’ll give you $300^. Terms and conditions apply*
Change Analyst
We are looking for a passionate change analyst who has at least 2 years experience in a change project. Must have a good understanding of the challenges that large complex organisations face. A great client and attractive opportunity. Change Manager
If you are a professional change manager and want to be part of a leading professional services organisation we want to talk to you. Our client delivers clear and practical solutions to help businesses manage change effectively to enable them to grow and succeed. Great contract or permanent opportunities.
Please contact Diane Lynch at Allegra Consulting on 03 9510 3333 if you or anyone you know might be interested or send us your resume and covering note.
Every month, we publish a short Q & A with some of Australia's most experienced change management practitioners - both candidates and clients. This month we spend five minutes with:
Ché Broekman, Manager of the Change Management Unit for Information Projects at the University of Melbourne
 Read Ché's Q&A
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