“Treatments are available, but nearly two-thirds of people with a known mental disorder never seek help from a health professional. Stigma, discrimination and neglect prevent care and treatment from reaching people with mental disorders, says the World Health Organization (WHO). Where there is neglect, there is little or no understanding. Where there is no understanding, there is neglect.”(Oct 2018).
It didn’t stop there…
This theme continued through the conference in different guises. Kat Turner from ITSM Zone talked about the need for mentoring, not only to support staff but also to retain much needed talent. She introduced us to Think Nation, a movement focused on humanising the impact of technology on young people. The movement connects young people to some of the most accomplished thought leaders in technology, the arts, sport, academia, and business; and empowers them to ask and tackle BIG questions. The Think Nation mentors share their insights and expertise with young people.
Rebecca Ulyatt from Blue Sky talked about how we can successfully transition people through change, and she introduced us to three Cs:
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Tony Price from Virtual Clarity co-presented with David D’Agostino from NexThink and their presentation was entitled “Experience Level Agreements: Kicking the KPI Habit”. Although the title didn’t explicitly refer to people, David continually stressed the fact that he believed that organisational change management would be the key to the future for service management professionals. It’s a skill that every service management professional will need to possess in the future.
And then there was me…
My presentation was the last on Day One and entitled “Change is Constant. Game On!” I discussed that we’re now living in a world in which change is volatile, uncertain, complex and ambiguous. It’s also constant. In this environment we cannot rely on a handful of organisational change management professionals within the organisation to manage the people side of change. Change has to be everyone’s business. I described the three roles that I believe we need today to build a resilient workforce that thrives in the face of constant change. I used a soccer analogy and introduced the roles of managers, coaches, and players in an organisational change management perspective.
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