March Event - Register Early, Space is Limited!
Changing Culture Through Large Group Intervention
Our 2016 professional development program is focussing on the role of change management in successfully planning and implementing aspects of organizational culture change. In partnership with our event sponsor, ExperiencePoint
, ACMP is pleased to present ACMP Member, Sheila Bowness to share a public sector case study demonstrating the power of a deliberate application of normative social influence
to incite change. This will be an interactive session that will touch upon change management design, leadership, best practices and tools to support organizational culture change.
Wednesday March 23, 2016
6:00 pm to 8:00 pm
20 Duncan St. Suite 200
Toronto, ON M5H 3G8
$15 for ACMP Members or
$25 for Non-ACMP Members
Click Here To Register
This will be a great opportunity to explore the nuances of organizational culture and how change management professionals can be key enablers in this realm.
See you there!
In Defense of Change Management
Establishing the need for change management resources is a common issue for many change management practitioners. Many of our colleagues find it challenging to understand the value add of applying change management principles to conventional project activities.
Looking at a project plan, we’re often asked to rationalize change management activities. We tend to forget that most of us lived other lives before change management and the thought process that guides our thinking, is at times lost upon our colleagues.
Perfect the Art of Storytelling
Digging up lessons learned is often a very uncomfortable activity for most organizations but gives a change management practitioner a good foundation to contextualize the logic behind change management tasks. Remember that project with weak stakeholder support? Remember the low adoption rates of the billing system we implemented? By highlighting the risks we are mitigating through change management we build an understanding for the team in a language that everyone understands.
Get the Whole Team Involved
There is a common misperception that change management activities are the sole responsibility of change management resources. By taking a cross functional approach to applying change management, we lighten the load on our often strained change management resources, but also introduce accountability and ownership so that it doesn’t rest on your shoulders alone.
Reinforcement Through Repetition
Explaining change management to those who are unfamiliar with the discipline requires patience and planning. It’s great to reinforce change with those impacted, but those who are delivering the change also need a degree of reinforcement if change management is not part of their day to day vernacular. The language that we use for change management is also commonly used in other disciplines, so it is helpful to define your regularly used terms. This means the reiterating definitions or giving context to ensure a mutual understanding.
Change? Or, More of the Same?
Osama El Saman, MPOD
If you are a change management practitioner or an organization development consultant you are likely familiar with this question. Many of us, whether we’re beginning a change assignment with a new client or working on an internal capacity development project, we are likely to encounter situations where we’re truly skeptic of both intent and expectations. Frequently, doubt is triggered by a declined request for a key budget item, or a lack of involvement from organizational leadership in a strategic drive for change. Getting the sense that you are ‘alone’ in this is a common awkward feeling.
I can confirm that there wasn’t a change project where I didn’t have second thoughts with regards to the path for transformation. I have repeatedly asked myself - and frequently the client - whether we are seeking “real” change or “more of the same”. But I can also declare that every time I have asked the question, it was the beginning of a deep conversation that created a valuable opportunity for reflection about what change is and whether it really is what my client is after. There are obviously many ways to ask this question with tact and without offending the client. This is an important discussion to have nonetheless. Inquiry into the nature of the desired change is in itself a change intervention, a technique to stand on the same platform with my client and discuss expectations. Once we see eye-to-eye we can converge on the change journey together at a collectively agreed pace. Therefore, it is important to remember the Simultaneity Principal, which teaches us that the moment we ask a question, we indeed begin to create a change.
Having said that, I wish to make myself very clear. I have worked with clients where it was important for them to do more of the same. Abrupt change in an unsuspecting environment can bring about incongruous outcomes especially if there is no adequate capacity for change. Creating organizational readiness and building the needed capacity to adopt new ways of working is major component of a successful change journey. It is important not to forget that most organizations are designed to succeed, and just as importantly stay successful. The notion of “staying” is indicative of an inherent, inbuilt resistance to change in most organizations. It is essential to talk about change, to envision it, to embrace and to get used to it. Change needs to become familiar, even tacit in an organization that wants to maintain agility in a day and age where the speed and pressure of external factors are incomparable to any time in history.
Get Ready for the 2016 ACMP Toronto Chapter Board Elections
Are you or someone you know passionate about advancing the practice and profession of change management? If yes, your opportunity to nominate someone or yourself to serve as an ACMP Toronto Chapter Board Director is coming in mid-March.
Candidates for all positions of the Board must be a member in good standing with ACMP Global and the Chapter at the time of the call for nominations and thereafter. If you are interested in putting your name forward for a Board role, please ensure your membership is up to date now! Go to www.acmpglobal.org
and login to check your current membership status.
To be eligible to vote in the upcoming election, your membership must be active throughout the election period.
In Toronto from May 9-12, 2016.
A 10% registration discount is available to all ACMP Toronto Chapter members. Just enter the following group code when registering:
Change Management 2016: 3D Change—Digital, Disruptive, Dispersed.
The Association of Change Management Professionals Toronto is pleased to be partnering with the Conference Board of Canada for their upcoming conference.
As a valued member, we are pleased to extend a promotional rate of $1,395 for you to attend (value of $ 1,855). To register with the reduced rate, enter rebate code PRM3
in the final steps of the registration process.
Connect with other senior change leaders from across Canada.
The world has become hyper connected, we are always “on” and in touch. Competitors can emerge almost from nowhere and capture significant market share, new technologies threaten even the most secure and successful of incumbents.
Join us for practical examples and case studies of successful change management will help answer your most challenging change management questions, as you learn from the experts how to:
- Using Digital Technology to Encourage Innovation and Engagement
- Disruption Up Close and Personal I—Panel Session Featuring Some of Toronto's Top Startups
- Using Social and Digital Media for Communicating and Spreading Change and Innovation in the Hospital Setting and Financial Services
- The Importance of Culture on Digital Transformation
- The Decoded Company: Assessing the Impact of Digitization on Markets, Organizations and Individuals
- Moving to the Cloud: Case Study in Building an Agile Organization at The Municipal Property Assessment Corporation (MPAC)
- Disruption Up Close and Personal II—What Business Leaders Can Learn from Neuroscience & Divorce
- Mindfulness as a Disruptive Activity—And the Antidote
- Case Study: Electronic Records Management at OLG
- Developing Future Leaders For the Future Workplace
- Building A Learning Culture
This is the only event in Canada providing a window into how organizations are responding to this new kind of change! Join us to experience new thinking and ideas, the practical examples and successful models that will help you navigate change.
For the full agenda and list of speakers, please visit the event page
Register using the online registration system
and enter PRM3
in the final steps of registration to receive the promotional rate.
If you have any questions or need assistance with your registration, please contact Stephanie Parkhill at the Conference Board of Canada at firstname.lastname@example.org or 613-526-3090 ext. 249.