Category Archives: Portfolio Management

The change resource problem

What is the change resource problem?

People resources for Change

Two items came across my consciousness recently which are not difficult to link. The first is a set of lessons learned from projects in an organisation. An outstanding item of the lessons is the complaint that not enough people resources were available, or the people allocated already had a day job. The second item was an article about allocating resources across a business for strategic performance improvement. This article simply points that that the best resource allocation is based on getting the best return on investment.

click here for a solution to the resource problem

Keeping change strategic

Strategic focus and effective communication

strategicAlignmentCorporate business consultants are discovering that effective management requires a continuous focus on the strategic objectives of the organisation. Click here to find out what this means for change

Change Saturation

Too Much Change

firworksMany people in organisations are reporting that they are doing “too much change”. Which usually means they feel they are not able to cope with the changes they are being asked to carry out. To understand what this means we need to look at three forces going on in an organisation:

  • The amount of change the senior managers are asking for (the demand side)
  • The capacity and capability of the organisation to do change (the supply side)
  • The motivation of people in the organisation to do change (the people side)

This note will look at the balance of these forces and see why and how they might be directed.

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Better training outcomes

Aim higher, be better

Strategy in ChangeAs an experienced trainer I am often frustrated by the poor (or most likely non-existent) post training activity of the candidates which should be consolidating their learning during the course.  Why would any manager invest in training their staff if their organisation is not going to benefit from it? Well it turns out that most managers do exactly that. This blog will look at what outcomes are available, what needs to be done to achieve them, and how C4CM can help you aim higher and get better returns on your training investment.

C4CM provides certification for learning programmes. Our new accredited set allows us to distinguish between training outcomes and provides managers with evidence of the effectiveness of their investment.

read on to find out how

Where projects end and change begins

Change adds value to projects

Why do change? In a recent Prosci article the author provides useful questions to elicit the value of doing people change on top of a delivery project. I also find that many people in the project world just don’t get the ‘change’ bit. A large multinational company I have talked to wants to do programme management; but still call it ‘coordinating a number of projects’. They don’t see that the difference between a project and a programme is people change.
Click here to learn about the difference