The New Way Dr Kate Byrne

As the year draws to a close, it's easy to fall into the trap of thinking that progress in your change program is futile. You might believe that everyone's focused on holiday festivities and not paying attention to your initiatives but today I’m telling you why that’s simply not true.  Stakeholders, customers, and talent are still watching, and your team still wants to know how change will impact them. In this episode, I'm sharing insights and practical tactics on how you can keep the momentum going and avoid the common mistakes I see change leaders make at this time of year. 


One of the biggest mistakes I see change leaders make is not having a clear end of year strategy. Without a focused strategy for December and January, you risk wasting valuable effort that you’ve made throughout the year. This time is actually an excellent opportunity to make a significant impact while keeping your stakeholders engaged. I share my suggestion for creating holiday-specific plans that are low-intensity but high-impact, ensuring that everyone on the team is aligned with the priorities.


Business activities naturally slow down during the holidays, but I've discovered that disappearing entirely can lead to a loss of momentum. When you’re not visible as a change leader, stakeholders tend to deprioritise change-related tasks. Today I reveal some excellent tools you can use to maintain visibility during the festive season, including creating a holiday roadmap, sharing a holiday calendar, and sending personalised end-of-year messages to key stakeholders.


The holiday season doesn't have to mean a standstill in your change program. By avoiding these common mistakes and implementing the strategies I share today, you can keep the momentum going and set the stage for a successful start to the new year. It's all about being intentional, strategic, and thoughtful in your actions. Remember, your change program still matters, even during the holiday season. So, choose one or two impactful tactics, stay visible, and make the most of this time.




LINKS
Connect with me: 
There are 4 different Change Leadership Styles. Which one is yours? Take my free 2 min quiz to discover your Change Leadership Style here!
Website:            https://www.everchange.com.au/
LinkedIn:            https://www.linkedin.com/in/drkatebyrne

My guest today is Gillian Fox, an expert in all areas of women's career advancement and the founder of Your Brilliant Career and the Gillian Fox group. Gillian is not only an accomplished author but also a renowned moderator, keynote speaker, and senior executive coach, with a focus on leading gender diversity programs in some of Australia's largest businesses. 


Gillian’s work primarily revolves around helping executive leaders in major organisations elevate women into leadership positions. With over a decade of experience in designing and delivering leadership programs, Gillian is recognized as a leading business educator in this space. 


If you are looking to advance your career or if you are serious about increasing diversity and inclusion within your organisation to make way for more women to step into senior leadership roles, this is the episode for you. 


Gillian and I delved into the critical link between fostering diverse leadership, specifically advancing women, and creating a high-performing, change-ready organisational culture. We discussed the concept of "missing women" in organisations and why this can pose challenges. We also explored how to articulate your value within the organisation and the essential distinction between mentoring and sponsoring, with Gillian offering valuable insights on attracting sponsors and what sponsors look for in potential sponsees.


We explored the benefits of introducing more diversity at senior levels, including improved resilience to change and enhanced organisational performance. Gillian also shared her perspective on the importance of women in leadership positions, emphasising that while not everyone desires to climb the corporate ladder, for those who do, organisations must provide the necessary support to make that journey possible.


For those who aspire to advance their careers, Gillian offered valuable insights into showcasing their value within the organisation, both in meetings and impromptu interactions. She emphasised the importance of aligning your work with the organisation’s goals and mastering the art of articulating contributions with enthusiasm.


We also talk about the distinction between mentors and sponsors. Gillian explains how mentors offer advice and perspective while sponsors actively open doors and advocate for advancement. She shares her tips on how to attract sponsors, stressing the importance of being good at what you do, demonstrating loyalty, and consistently adding value to potential sponsors.


We covered so much ground in this conversation and whether you’re an employee looking for more opportunity or a leader wanting to be proactive in driving change within your organisation, you’re going to find so much value here today. 




LINKS
Connect with Gillian Fox:
Website:https://www.gillianfoxgroup.com.au/     
https://www.yourbrilliantcareer.com.au/   
LinkedIn:https://www.linkedin.com/in/gillian-fox  
Gillian’s Free Guide to Strategic Self-Promotion



Connect with me: 
There are 4 different Change Leadership Styles. Which one is yours? Take my free 2 min quiz to discover your Change Leadership Style here!
Website:            https://www.everchange.com.au/
LinkedIn:            https://www.linkedin.com/in/drkatebyrne

We've all heard those stories of resistance to change within organisations but how do you handle them when they come your way? Today I’m chatting with change management consultant and founder of Casa de Cambio, Natasha Redmond, who has a wealth of experience in navigating the turbulent seas of change within some of Australia's largest companies. 


In this episode, we explore strategies to better understand stakeholders, enhance change communication, build change capability, and address resistance at the root cause. Whether you're in the midst of a change initiative or want to prepare for future challenges, this episode is a goldmine of insights and practical tips. 


Change management can be a rollercoaster ride, and sometimes the reactions to it can be downright baffling. Natasha shares some of her craziest experiences, including a particularly intense encounter with a resistant team. Natasha emphasises that people rarely resist change for no reason, so it's crucial to delve deeper and understand what's truly driving their resistance.


It’s easy to label people as resistant but Natasha argues that this is overly simplistic and shifts the focus away from the role of change managers and leaders in creating a conducive environment for change. Instead, she encourages change practitioners to look inward, reflect on their approach, and consider whether they've missed crucial steps in the change process.


One key strategy Natasha emphasises is the importance of understanding stakeholders and involving them in the change process. Building relationships, capturing requirements, and co-designing solutions can make a significant difference. This is where communication also plays a pivotal role. We talk about not relying solely on emails for communication and the importance of diverse communication formats, such as face-to-face meetings, FAQs, town halls, and Lean Coffee sessions. The goal is to provide information in multiple ways, ensuring that everyone has the opportunity to absorb and ask questions about the change.


While building change capability within an organisation is important, change fatigue can occur when employees are bombarded with continuous changes, leading to resistance. Therefore, it's essential to strike a balance between building capability and making hard decisions about which changes are truly critical. 


We also talk about the role of leadership and how to navigate a situation where even senior leaders are resistant to change. Natasha shares an example of how she dealt with this exact scenario and the importance of setting clear expectations early in the change process. 


Natasha shares so many practical tips and insightful lessons on the complexities of change within organisations and I know you’re going to get so much value from this conversation. 



LINKS
Connect with Natasha Redman:
Website:https://www.casadecambio.com.au/
Podcast:Casa de Cambio
LinkedIn:https://www.linkedin.com/in/natasharedman/


Connect with me: 
Download my ChatGPT Cheat Sheet here!
Website:            https://www.everchange.com.au/
LinkedIn:            https://www.linkedin.com/in/drkatebyrne

In today's rapidly evolving business landscape, change leaders often find themselves in uncharted waters, facing unique challenges that demand a deep understanding of both the human and organisational aspects of transformation. In this episode, I'm speaking with Dr Jess Tayel.  She has 25 years of experience in the field of transformation and change management. Dr Tayel's extensive background includes mentoring leaders, delivering transformation programs, and establishing change and transformation practices across 15 countries on five continents.


Jess is passionate about creating enterprise level change that propels people and organisations forward without getting it wrong the first time and doing it over again. She is also the founder of the People of Transformation Community, helping change managers master the art of change and transformation. 


During her involvement in a transformation program for the Qatar World Cup last year, Jess recognised a pivotal truth – the success of any transformation effort is intricately tied to how individuals within the organisation perceive and embrace change. Observing the disparity in how individuals engaged with the transformation program, Jess realised that fostering an environment where people felt heard, supported, and empowered was crucial to achieving successful change. 


We talk about one of the challenges that change leaders often encounter - feeling like they need to know all the answers. This presumption places an immense burden on leaders, ultimately leading to burnout. Jess advocates for a shift towards asking the right questions and cultivating authenticity in communication. We also talk about the overemphasis on hard work and a relentless pursuit of tasks and timelines and how challenging the status quo is often a lonely endeavour. Jess shares how community plays a pivotal role in reducing this isolation as knowing that others share similar challenges and experiences can be a source of strength.


Jess highlights key skills that are paramount for change leaders today. We talk about the need to recognise that everyone, regardless of their official title, has the potential to be a leader in change and the significance of being able to "connect the dots" in today's complex organisational landscapes. 


This conversation is huge. We talk about shaping your change management practice around your strengths, finding your niche, the pursuit of mastery and so much more. I know you’re going to get so much from this conversation. 





LINKS
Previous episode mentioned:
How Understanding Emotional Culture Can Lead To Change Program Success with Jeremy Dean

Connect with Jess Tayel:
Website:https://peopleoftransformation.com/

Use the code Special10 for 10% off the community
LinkedIn:  https://www.linkedin.com/in/business-transformation-change-coach-mentor/


Connect with me: 
Download my ChatGPT Cheat Sheet here!
Website:            https://www.everchange.com.au/
LinkedIn:            https://www.linkedin.com/in/drkatebyrne

If you’ve been in the change management space for some time, you’ll know that this field has evolved, particularly over the last few years. My guest today is Sharon Connolly, a seasoned change manager in the financial services industry and we’re talking today about some of the misconceptions about change management, the role of change managers, and the essential skills needed to succeed in this ever-evolving landscape.


Sharon Connolly is the founder of Change Superhero, providing training, templates, and coaching for change managers at all levels. In this episode, Sharon shares her perspective on how the industry has shifted in the last 15 years and why many organisations will struggle to understand what change managers do. 


The role of the change manager has undergone significant transformations, especially since covid. Sharon notes that change managers are now finding a seat at the decision-making table in some organisations, no longer operating solely under the project manager's umbrella. This elevation in status allows change managers to contribute to strategic discussions and ensures that change is considered holistically alongside project management. Sharon encourages change managers to actively advocate for this role and assert their expertise in shaping the change journey.


Although change has become more complex, often requiring change managers to navigate multiple projects simultaneously, we now have access to valuable toolkits, processes, and systems. We talk about how the resources available to change managers today help them stay on track and strategically approach their projects. 


Sharon also offers some incredible advice for change managers looking to optimise their roles. She suggests that change managers should design their ideal jobs by focusing on tasks they enjoy and embracing the power of delegation. Sharon also shares her top tips for change managers as they ascend the ranks within an organisation and we share a discussion about the pros and cons of being a consultant versus a full-time employee.


We also talk about the importance of networking and staying visible within the change management community. Sharon encourages change managers to share their knowledge and expertise generously without expecting immediate returns and being a role model for change within your organisation. Sharon and I covered so much in this episode and I know you’re going to find so much value in this conversation. 



LINKS
Connect with Sharron Connolly:
Website:https://www.changesuperhero.com.au/
LinkedIn:https://www.linkedin.com/in/sharonconnolly/


Connect with me: 
Download my ChatGPT Cheat Sheet here!
Website:            https://www.everchange.com.au/
LinkedIn:            https://www.linkedin.com/in/drkatebyrne

If you’re interested in learning how to drive positive change in a really meaningful way within your organisation, you are going to get so much out of this episode today. I’m thrilled to be speaking with Dixie Crawford today, a Barkindji woman and the founder and managing director of Nganya, a consultancy specialising in cross-cultural leadership and Reconciliation Action Plan (RAP) development and implementation for Australian corporate and government agencies. 


Dixie is deeply committed to making a difference in how Aboriginal people are heard and understood. Her passion is helping others to understand the cause of barriers that impact thinking and doing when it comes to engaging with and creating opportunities for First Nations people and communities to thrive.


In this conversation, Dixie shares powerful insights and practical tips on how you can engage with First Nations people in a meaningful way and how a Reconciliation Action Plan in your organisation can be a vehicle to genuinely support reconciliation. We talked about the four pillars of reconciliation plans, the importance of having uncomfortable conversations, and the very first step change leaders must take before facilitating any conversations with others. Dixie also shared her advice on the three steps you must take to start driving positive change through your Reconciliation Action Plan. 


We talk about the critical importance of self-reflection for change leaders and how understanding our own biases, motivations, and limitations is fundamental to effective leadership in reconciliation efforts. It’s about embracing those uncomfortable conversations and leaning into vulnerability as an opportunity for growth. 


Dixie also shares a reminder that our job as leaders isn’t to have all the answers. Our role is to facilitate meaningful conversations and navigate difficult topics such as unconscious bias. We talk about how demonstrating commitment and leading by example are crucial elements of this step.


The insights that Dixie shares in this episode are so valuable, not only in the development of meaningful Reconciliation Action Plans but also for effective leadership and engagement within any transformation program. The key takeaway is that change leaders should approach this work with curiosity, enthusiasm, and a commitment to self-reflection. By doing so, they can raise the standard of their organisations and contribute to positive change and reconciliation with First Nations communities.


LINKS
Connect with Dixie Crawford:
Website:https://nganya.com.au/
LinkedIn:https://www.linkedin.com/in/dixie-crawford-680b85118/

https://www.reconciliation.org.au/reconciliation-action-plans/


Connect with me: 
Download my ChatGPT Cheat Sheet here!
Website:            https://www.everchange.com.au/
LinkedIn:            https://www.linkedin.com/in/drkatebyrne