January 2012

I think Michael Lewis is one of the most gifted financial writers there is.  His articles on Vanity Fair are essential reading if you want to try and understand the global world of finance and the current madness.



I was in a project zone workshop today where a group of IT project managers asked about how to ensure their system implementations were successful for the end users.  Well, that required a rather lengthy answer! In a nutshell though, I think it comes down to confidence and trust.

Each person needs to feel confident that they have the required skills and knowledge to effectively use the system from day 1 and they also need to trust that its robust and accurate in its operation.

I find the best way to help build trust and confidence is by involving people at various stages along the development path. People often resist change simply because they were not part of the decision-making or implementation design process. And then, using every communication channel to engage and involve people in the project.

John Kotter’s 8-Step Process for Leading Change remains a great approach for ensuring buy-in and success for a project. Here is a summary for you:


The Young Garvan committee is looking forward to a fantastic 2012. Our first event of the year sees us setting sail for Treasure Island for a special summer party on Saturday 25 February 2012.

Come celebrate the last days of summer on board “The Island”, a luxury floating entertainment palace on Sydney Harbour. This unique five star fundraising event is in aid of the Young Garvan Fellowship, which supports young scientists at the Garvan Institute of Medical Research.

Plus you get to dress up in in your favourite pirate costumes for a fun day of fine wines, food and entertainment.

There’s lots of surprises in store and plenty of treasure in our fundraising raffle. DJ, fashion parade and some special guests will be announced soon for this epic 7 hr party.

Location: The Island,AtholBay(near Taronga Zoo),SydneyHarbour.

Registration details

The Australian Financial Review had a great article on Australian stereotypes in their December 2011 holiday edition.  I was particularly amused by the all too true ‘Happy Whinger’ character.

A great article in Forbes magazine, looking at the seven habits unsuccessful executives…and how to avoid them.

Forbes Magazine (Jan 2012)


We all know the saying that “Organisations don’t change, individuals do”. The success of any project ultimately lies on each employee doing their work in a different way, multiplied across all of the employees impacted by the change in the organisation. Effective change management requires an understanding of how one person makes a change successfully.

One of the best models for understanding personal change is the Prosci model of individual change called ADKAR – an acronym for Awareness, Desire, Knowledge, Ability and Reinforcement.

In a nutshell, the model explains that for a successful change an individual needs:

Awareness of the need for change
Desire to participate and support the change
Knowledge on how to change
Ability to implement required skills and behaviours
Reinforcement to sustain the change

Because it outlines the goals or outcomes of successful change, ADKAR is an effective tool for:

Planning change management activities
Diagnosing gaps
Developing corrective actions
Supporting managers and supervisors

When an organisation undertakes an initiative, that change only happens when the employees can say with confidence, “I have the Awareness, Desire, Knowledge, Ability and Reinforcement (Support) to make this change happen.”