Category: Change Management


Once Upon IM: How to Tell (and Sell) the Story – Systemscope’s IM Dragons’ Den at ARMA’s Spring Workshops 2017

Systemscope Presents: IM Dragons' DenWhat IM is selling, business isn’t buying. Information Management (IM) in the Government of Canada is often viewed as a burden exercise focused only on compliance rather than building a valued partnership with the business.  Most times, the problem is the message – or the “pitch” – to make senior execs stand up, take notice, and get behind making the right investments in IM. read more

The Case for Business Process Management

We’ve seen a clear trend on many of our service design projects. Everybody is talking about the importance of adopting a client-centric approach. It makes sense, after all, to position the client at the centre of our service design efforts.  But doesn’t it also make sense to include Business Process Management (BPM) in our early planning activities? read more

Data-driven decision making: To value or not to value – that is the question

The topic of performance measurement is on everyone’s mind these days.  Government departments are being asked to adopt data-driven decision making, and in response I bear witness to organizations striving to respond to this call for action.  I also see those same organizations struggling to understand how to respond.

What does data-driven decision making mean? read more

Reflecting on Change Management + 2016 best practice

Think back to when you were a teenager. Would you have been excited about the future if your parents told you they were moving the family to a different city and you were leaving all your friends, switching schools and starting over…but they didn’t seem thrilled at the idea, couldn’t tell you why you were moving, or what the long-term prospects were? Would you have been able to see why the move was important to the whole family? Parents are the leaders of families, and we instinctively look to them for guidance. In this case, they set you up to be worried, upset and anxious from the start by not being effective sponsors of change.

A similar dynamic exists in organizations if leaders are ineffective change sponsors.

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