Change Management & Business Transformation – Current Trends
September 6, 2017
This last 18 months has been an interesting one for not only our country, but the wider global economy, a lot has happened, the impact of which can be felt on both a professional and personal level.
Many companies and organisations are currently addressing a demand for innovative strategic technology changes, business development and inclusive environments, whilst the ever-increasing demand to be accommodating with constantly evolving regulations, compliance and mandatory change is always looming. Strong leaders are currently needed now, more than ever, to successfully manage these developing mandates, transitions and changes. The connection between Business Change and Transformation and improved results is palpable, in a situation where things literally change at the drop of a hat, or FTSE point, we need change leaders that have experience as well as agility.
A sample of current change demands we are seeing across the UK:
Digital Innovation and enablement
GDPR
Finance Transformation
Brexit readiness
Shared Service Centres
Re-organisations
Mergers & Acquisitions
Product Launch
Supplier Integration
Societal dynamisms continue push forward the need for inclusion, diversity and flexibility; with keen focus on self-development and career management. I can envisage that these two mindsets – diversity and development; will be critical in the next 12 months. This combined with demand for change makes for a very interesting landscape across our sector.
Any Change Management professional I speak with I am now trying to ascertain not only their skills, strengths and ability across change management, but also their ability to bring their stakeholders on the journey. The ability to negotiate, communicate and influence are as important as the ability to scope out, manage and deliver change.
Depending on the organisations, sponsors and stakeholders that they have worked with will ultimately determine their ability to tick off the various elements that make up a Change Management Professional. Invariably you don’t know what you don’t know, until you know it – so I continue to encourage candidates, consultants and contractors to have a good think or, even better, ask for specific feedback from their peers and stakeholders about what they do well and which areas they could improve on.
Can we help?
If you are looking for IT recruitment support, please get in touch with our team of experts.
Hamilton Forth is delighted to be working exclusively with People’s Postcode Lottery to appoint their Data Engineering Manager to help lead the multi-skilled data engineering team; helping design, build and innovate its next-generation data platform.
Hamilton Forth is delighted to be retained by GAP Group to appoint its Head of Technology & Digital, responsible for providing leadership and direction on all technology and digital matters across the business.
Change Management & Business Transformation – Current Trends
This last 18 months has been an interesting one for not only our country, but the wider global economy, a lot has happened, the impact of which can be felt on both a professional and personal level.
Many companies and organisations are currently addressing a demand for innovative strategic technology changes, business development and inclusive environments, whilst the ever-increasing demand to be accommodating with constantly evolving regulations, compliance and mandatory change is always looming. Strong leaders are currently needed now, more than ever, to successfully manage these developing mandates, transitions and changes. The connection between Business Change and Transformation and improved results is palpable, in a situation where things literally change at the drop of a hat, or FTSE point, we need change leaders that have experience as well as agility.
A sample of current change demands we are seeing across the UK:
Societal dynamisms continue push forward the need for inclusion, diversity and flexibility; with keen focus on self-development and career management. I can envisage that these two mindsets – diversity and development; will be critical in the next 12 months. This combined with demand for change makes for a very interesting landscape across our sector.
Any Change Management professional I speak with I am now trying to ascertain not only their skills, strengths and ability across change management, but also their ability to bring their stakeholders on the journey. The ability to negotiate, communicate and influence are as important as the ability to scope out, manage and deliver change.
Depending on the organisations, sponsors and stakeholders that they have worked with will ultimately determine their ability to tick off the various elements that make up a Change Management Professional. Invariably you don’t know what you don’t know, until you know it – so I continue to encourage candidates, consultants and contractors to have a good think or, even better, ask for specific feedback from their peers and stakeholders about what they do well and which areas they could improve on.
Can we help?
If you are looking for IT recruitment support, please get in touch with our team of experts.
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