Annah Amici’s Post

Assessments are a valuable tool for understanding what your organization values, what your team needs to do their best work, and what’s standing in their way. It can be difficult to take an objective view when you’re deep in deadlines, short-staffed, or tackling risky new initiatives. That’s where Lab Zero Innovations Inc. can help. We bring the outside perspective needed to help identify and respond to your team’s hidden challenges. We don’t see assessments as a “test” that your organization passes or fails. We see it as an opportunity to learn what’s working and what matters to your team so that we can tailor solutions to your unique context. Teams engage more directly and take ownership of change more quickly when that change is informed by their needs and builds on their values. Our latest blog post illuminates our collaborative assessment process and how this focus on learning translates into value and lasting change for you and your team. How might your team benefit from this type of partnership? Where might a process like this meet resistance at your organization? We love feedback! Get in touch! #OrganizationalSuccess #TeamEmpowerment #Assessment #ChangeManagement #ContinuousLearning #DigitalTransformation #Leadership #Collaboration #TechDebt #StrategicPlanning #Innovation #ProblemSolving #AgileProcesses #SoftwareDevelopment #ProductDesign #DesignOps #Coaching https://lnkd.in/gx9c6MpX

In the hustle of daily tasks, it's easy to lose sight of what truly drives our success—delving into the essence of productivity by advocating for eliminating the non-essential, inspired by Richard Koch's "The 80/20 Principle". It emphasizes the importance of identifying low-impact activities, prioritizing high-value tasks, minimizing time and resource wastage, simplifying processes, and enhancing focus. A strategy not just for businesses but for personal growth as well. You can learn more about how streamlining can lead to significant efficiency and effectiveness gains. #ProductivityTips #Efficiency #TimeManagement #BusinessStrategy #PersonalGrowth #SuccessMindset #Streamlining #WorkSmarterNotHarder #Leadership #CNNCTD

🚈 Change is a journey, not a destination. Today, we shed light on the intricate process of #OrganizationalChange. From recognizing the need for change to implementing and sustaining new practices, every step is crucial. By understanding the process, organizations can better navigate the challenges and celebrate the milestones along the way. Dive into the structured steps of organizational change with us and discover how each phase sets the foundation for the next, leading to a successful transformation. The Process of Organizational Change: A Step-by-Step Guide 1️⃣ Awareness and Realization Before any change can occur, there must be an awareness of the need for it. This could be driven by market shifts, technological advancements, competitive pressures, or internal challenges. 2️⃣ Planning & Strategy Development Once the need for change is recognized, a plan must be devised. This involves setting clear objectives, determining the resources required, and creating a timeline for execution. 3️⃣ Stakeholder Engagement Engaging with key stakeholders, including employees, leadership, and even customers, ensures everyone is aligned and on board with the proposed changes. 4️⃣ Training & Skill Development Introducing new tools, technologies, or processes often requires upskilling. Training sessions and workshops can be instrumental in equipping the team with the necessary skills. 5️⃣ Implementation This is where the change becomes tangible. Whether it's introducing a new software platform, shifting to a different organizational structure, or adopting a new strategy, this step is about action. 6️⃣ Monitoring & Feedback Collection As changes are implemented, it's crucial to monitor progress and gather feedback. This allows for real-time adjustments and ensures the change process is on track. 7️⃣ Review & Iteration Post-implementation, it's essential to review the outcomes against the set objectives. Did the change bring about the desired results? If not, what adjustments are necessary? 8️⃣ Reinforcement & Celebration Change can be challenging. Recognizing and celebrating milestones and successes along the way can boost morale and reinforce the importance and value of the change. Remember, every organization's change journey is unique. The key is to remain adaptable, seek continuous feedback, and be prepared to make adjustments as needed. Organizational change is an ongoing process that requires commitment, resilience, and a focus on long-term growth and sustainability. Have you been a part of an organizational change journey? Share a key takeaway or lesson from your experience in the comments below! Remember to like and share this post to spread the knowledge. #ChangeJourney #TransformationProcess #BusinessGrowth

As 2024 is a year of personal growth and rebuilding, I’ve been looking at Objectives and Key Results (OKRs) as a way to transform the way teams set and achieve their goals. I recently read an insightful article from the MIT Sloan Management Review Review that highlighted the growing impact of this powerful framework. In today's rapidly changing and increasingly complex world, OKRs offer a clear path for aligning individual and team efforts with broader organizational objectives. By breaking down ambitious goals into smaller, measurable steps, OKRs provide a tangible roadmap for continuous improvement and success. As the article notes, OKRs are not just about setting goals, but also about learning and adapting. This is an essential component of organizational success in 2024 and beyond, as the ability to pivot strategies and adjust quickly to changing circumstances will be critical. I invite you to read the full article and share your thoughts on how OKRs have impacted goal achievement, motivation, and strategic planning in your own organization or team. What challenges have you encountered in implementing OKRs, and how have you overcome them? Join the conversation as we explore the future of goal setting and team performance with #OKRs.

It's 2024....think about that for a moment. It's not 1940s back when the first organizational change model was created. Shouldn't we have a way for people to manage personal change for themselves? As organizations, shouldn't we want change management to be as successful as possible? The answers are YES! There is a new way for you to manage personal change. There is a way for organizations to make organizational change INCLUSIVE of the people expected to enact the change. That way is called SCARED SO WHAT. It's time to stop doing the same old tactics and change how we manage change for ourselves and others. Stop un-necessary fear, worry, stress, anxiety and change exclusion and make the skillset of managing change readily available for you and your employees within your organization. It's time we all learn how to make better decisions and make change for ourselves and the organization and the customers we serve....work! Are you ready? Click my profile link. Visit the website and start today. Scared So What™ Ltd personal change management, certification, app technology, books and more.

Every time your employees experience a change project or initiative, it will influence their attitude when the next one comes along. I think that is one of the most overlooked and under-rated outcomes of leading people through change. The success of change management is often not measured, or not measure using the right metrics. The visual below does a great job in showing the kind of impact that good change management can have, not just on that specific project or transformation, but on future ones as well. #changemanagement #leadingchange #employeeexperience

🤔 Can the Fierce Up Process transform your company? Are you ready to take your organization to the next level? In today's fast-paced business world, transformation is not an option – it's a necessity. Today I’m sharing a quick look at the Fierce Up process. Here’s a hint - no matter where you want to go, step one is just to start! 🌐 Check out the full article here: https://lnkd.in/e8PmAvpt Fierce Up wants to be your trusted partner in navigating the complex journey of transformation. Our post "Navigating Transformation," provides insights into our process and what you can expect while we help your organization thrive in the face of change. 🔑 Key Takeaways: 1️⃣ Embrace Change: Learn how to foster a culture that embraces change as an opportunity for growth, rather than a threat. 2️⃣ Leadership Matters: Discover the crucial role of leadership in successfully navigating transformational journeys - and get the support you deserve! 3️⃣ Adapt and Innovate: Explore strategies for staying agile and innovative in a rapidly evolving business landscape. 4️⃣ Data-Driven Decision-Making: Find out how data-driven insights can guide your transformation initiatives. The Fierce Up process is all about empowering organizations to adapt, thrive, and move from compliance to cooperation in a constantly changing world. It’s easy to get started; the sooner you do, the sooner you’ll feel the benefits in your bottom line. Get in touch and set out on your journey towards transformation excellence. Let's embrace change and make our organizations even stronger! 💪 #Transformation #FierceUp #ChangeManagement #Leadership #Innovation #TeamCoaching https://www.fierce-up.com

Good Strategy. Bad Strategy. Well there are plenty of books on it and they all hint to the same thing - it's hard to come up with a good strategy. So does this mean, most people just cannot think strategically? I came across an article from John Cutler where he puts a different perspective. The problem isn't that people can't think strategically. The problem is that they are disincentives to think strategically. I think this is profound and sadly, this is very true across most orgs, and perhaps this is why most strategy problems are culture problems. Perhaps this is why PMs connect with "Culture eats strategy for breakfast" because they see it everyday. John shares interesting points to support his perspective. 1. Disincentives The problem with strategic thinking in organizations is not that people lack the ability to think strategically, but rather that there are disincentives for strategic thinking. 2. Lack of Time and Space Developing a strategy involves discourse, collaboration, contemplation, and critical thinking, which require time and space. Unfortunately, many organizations prioritize productivity, output, and goal achievement over strategic thinking. 3. Non Action Oriented Aspects of Strategy Many presentations in organizations jump straight into high-level goals and projects without delving into the deeper, non-action-oriented aspects of the strategy. Incentives to explore the non-action-oriented parts of the strategy, such as diagnosis, kernel, and guiding policies, are limited. 4. Interpreting Goals as Strategy People in organizations often equate strategy with actionable goals and priorities because these aspects impact them directly. There's a divide between those who understand the full strategy and those who focus on goals and actions. And finally, John presents 3 theories regarding strategic malpractice: Theory #1 suggests that strategic problems often result from factors like lack of time, fatigue, fear of conflict, and skepticism rather than incompetence. Theory #2 argues that discussing diagnosis, the kernel, and guiding policies is essential even if not explicitly requested. Keeping these aspects private perpetuates skepticism and makes it difficult to change plans if needed. Theory #3 emphasizes the importance of communicating the strategy thoughtfully and publicly to build everyone's critical strategic abilities and promote learning. Overall, he points towards the importance of fostering a culture that values strategic thinking and ways to bridge the gap between strategic theory and action within organizations. #productmanagement Link in the comment.

How will we know we've been successful? Too often, in organizational transformation efforts, the answer to that question is in the eye of the beholder. Rather than arguing about who's perspective is "right", however, it can be useful to think about organizational change success as multi-dimensional. Change is complex, after all. Our measures of it should reflect that reality, without being overly complicated. For me, the three buckets of achievement, completion, and acceptability fit that bill. These come directly from the work of Susan Miller on implementing strategic decisions - please see the comments for a link. ➡ Achievement: Gauge how close you've come to creating meaningful results from the change you are implementing. This helps to ensure you don't mistake activity for outcomes. That said, Rome wasn't built in a day, so it's wise to look for signs of learning first before evaluating performance. ➡ Acceptability: Get feedback on stakeholder satisfaction regarding the change solution and process. People's current experience with change can shape their view of future changes. So, getting better here can bring both short and long-term dividends. ➡ Completion: Assess how well you execute. Bringing about change in organizations can be an intensive and expensive undertaking. Managing schedule, scope, and budget effectively is a critical. Additionally, some research indicates that people's perspectives of a given change are influenced by their belief in the organization's ability to manage it competently. Using defined success dimensions such as these can build shared understanding of different perspectives and enable more robust conversations about the definition of success for any given change. Importantly, developing relevant measures and tracking progress on multiple dimensions can also support more nuanced learning about what aspects of change you are doing well and the best areas to target if you want to improve your organization's approach to change. If change is truly the only constant in organizations today, surely that's something worth knowing. #changemanagement #transformation #transformationalchange #organizationalchange #changeleadership

Navigating organizational change can make you feel like ‘everything is a priority’. If everything is a priority, by definition nothing is a priority.  Adopting a #changemindset during times of change, helps you stay anchored in values, reframe uncertainty for yourself, see growth and learning opportunities, better prioritize, stay focused and become more open.  Experiment with these 6 tips to help yourself get clear on your priorities during times of (organizational) change.    🚫 Identify Your Non-Negotiables: Determine what your non-negotiable activities or goals are. These are tasks or objectives that are critical to your mission, values, and well-being.  They should remain top priorities despite changing circumstances. 🎖 Revisit Your Goals Frequently: In a changing environment, it's crucial to regularly reassess your goals to ensure they align with the current context. Be prepared to adjust your objectives based on new information or changes in your situation. 🚨 Recognize Urgent vs. Important: Use the Eisenhower Matrix to categorize tasks based on their urgency and importance. Urgent tasks require immediate attention, while important tasks contribute to long-term goals and values. This helps you focus on what needs your attention now and what can wait. 📝 List Everything Down: Regularly list all the tasks and responsibilities you believe are priorities. Seeing everything written down can help you better assess and organize your workload.  Don’t fear eliminating tasks and responsibilities that are no longer priorities as a result of the shifting or changing situation. 📆 Evaluate Deadlines: Deadlines are a clear indicator of priority. Tasks with approaching deadlines should typically be higher on your list, assuming they also align with your broader goals and responsibilities.  Further some deadlines are not as firm as we believe, get clarity on how ‘real’ a deadline actually is. 👩🍳 Batch Similar Tasks: Group similar tasks together to complete them more efficiently. This approach reduces the mental load of switching between different types of work and can help you gain momentum. ♻ If you found this valuable, share it with your network. 📧 For more content like this subscribe to my weekly newsletter geared towards helping individuals and leaders thrive during times of (organizational) change: https://lnkd.in/gXCgsECH