Edwin Kimemia

Leaders must make tough choices through organisational change

Change is inevitable, competition is cutthroat; shaking the very core of business existence and sustained growth. Increased regulations, constrained micro, and macro-economic factors, as well as increased uncertainty on global factors,  lay heavy demands on businesses prompting radical shifts from the status quo. We have recently witnessed tough calls made in corporations to mitigate the impact of change on business, in order to thrive in a dynamic and volatile environment. The reigning themes being budget cuts, massive layoffs, letting go…

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Maximizing Change Management to Deliver Positive Business Results

Change management is no longer such a new management discipline; however, it continues to evolve significantly. Scholars from across various specialties, ranging from psychology to business and engineering to the social sciences, have contributed to insights on the various ways in which humans and human systems interact with, react to, and overall experience change. Because of the discussions brought on by these insights, change management is a common part of our business vocabulary – so common, in fact, that, we…

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The Role of HR in managing change

Continuous change has become a reality that is unlikely to slow down. This is compounded by the complexity of the changes many organisations are currently facing, the degree of uncertainty and ambiguity of the future and the number of variables associated with the changes. Organisations are in a constant state of change with priorities and strategies continuously shifting to adapt to new market realities, changing consumer demands and needs, and technological, political and economic factors. As constant as change may…

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5 tips to managing resistance to change

Resistance to change is a normal human reaction. We resist anything that removes us out of the familiar into the unknown. If you reflect on this at a personal level, you will observe that anytime there is a change in what is familiar and comfortable you will react. Without an understanding that this a normal reaction and that it is to be expected, leaders responsible for introducing business changes will potentially undermine the very outcomes they desire from the change.…

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Are Boards and CEO’s getting tired of failed projects

Change management seems to be met with quite a bit of scepticism and not sure if this is unique to East Africa or a global phenomenon. Is there really a case for change management, or is it another management fad that has done its time? The shape and form of the scepticism changes dependent on the audience. The hardest to convince on the value of change management are Executive leaders whose primary waking concern is understandably business performance and financials.…

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Critical ways the CBA-NIC merger would benefit from people integration

Recently the Competition Authority of Kenya approved the proposed merger between Commercial Bank of Africa (CBA) and NIC Group Plc (NIC). In some instances when a merger is announced, fear, uncertainty of the future and even scepticism of success can emerge. In this instance however, CBA and NIC Group have made the critical decision to retain all staff for at least one year as they rationalise the process and this will likely alleviate the staff concerns in the interim.

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The Change Management Competency That Is Largely Ignored

In the past, I have shared insights about the most critical ingredients in managing change and achieving successful outcomes and results. This involves adopting a structured transition approach that ensures all employees impacted by the change align, buy-in and adapts to it. The key ingredient for change that cannot be overemphasised or ignored is leadership. A structured change approach without strong and continued leadership engagement and ownership will yield little to no results. Solid project management methodology without strong leadership…

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CREDIT: Getty Images

OBSTACLES TO CHANGE SUCCESS

Organisations are implementing numerous changes each day and the bigger the change, the more challenging it is to implement. Most change initiatives are very well designed and planned for, but they fail to deliver the expected outcomes. Creating successful change is not easy, but having the opportunity to learn from failed changes is critical to finding out why most changes do not work out.

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THE WHAT, WHY AND HOW OF CHANGE MANAGEMENT

In any change initiative, the technical side of the change, mostly referred to as the hard side, usually gets most focus and substantial effort from both leaders and project teams. If it is financial decisions, they must be worked out. In a case of integrating new business systems, systems development will be done.

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Cedar Consulting Ltd is the exclusive provider of open enrolment public Prosci® Change Management certification programs in East Africa (Kenya, Uganda, Tanzania and Rwanda).