Skip links

Meet and connect with our 2024 Winners: Individual Categories

Click on the expander under the selected category for more information.

Individual Categories

BEST CAPABILITY BUILDER - Public Sector

Melanie Charlton

LinkedIn

Judges’ comments

This winner spent time building relationships and trust with all of the different stakeholder groups and forming new ones to drive the end goals. Practical tools and mechanisms were being put in place but so was the sense of a partnership. Using an Away Day as a catalyst for sharing best practice and lessons learned the Business Change Managers felt involved and empowered with a greater level of utilisation by the organisation as a consequence of the consistent upskilling. Clearly demonstrating the power of bringing people together to create a community enhancing change capabilities through collaboration.

Jooli Atkins

LinkedIn

Judges’ comments

The change capability requirement was scoped based on readiness, as opposed to a one size fits all, which was therefore tailored for the organisation as well as the individuals. A full understanding of that gap was undertaken and that learning was then used to design and deliver a plan. This was shared with the change team and tested with scenarios to ensure it was a fully rounded solution. There has been great engagement across the organisation with a large range of people attending training, with positive feedback, and forming an extended change network.

 

Melissa Nash

LinkedIn

Judges’ comments

Using the Prosci® methodology this candidate has driven capability improvements for Sponsor and Practitioner roles but also at Projects themselves. Following this a community and learning culture has evolved leading to formal mentoring and regional meet ups. In addition to this a more informal learning mechanism has also been established through a change network and super users supported with the provision of toolkits.

BEST CAPABILITY BUILDER - Private Sector

Sharon Miecinski

LinkedIn

Judges’ comments

The winner showed a clear demonstration of subject knowledge against the problem and recognition of what was required to build the capability. A range of different factors were taken into account and built into a long-term plan for delivery, following internal engagement and research, showing a real understanding of the organisation and its people. A range of mechanisms were put in place to grow the organisational maturity, both qualitative and quantitative.

Dalia Potrus

LinkedIn

Judges’ comments

The capability was built using a wide range of end-user engagement, different stakeholder forums but also in different methodologies and campaigns such as Viva Engage and weekly quizzes. This approach has led to an increased level of readiness for the adoption for the change as well as resilience, which has now been sustained into their IT Operations.

 

Lucia Ivanova

LinkedIn

Judges’ comments

With a focus on Sponsors as well as Practitioners this candidate built a capability at all levels that supported a sustainable solution using a Framework that can be flexed according to the change. They benchmarked their progress to grow their organisational capability, demonstrating true benefit to the organisation. They have now also built in sharing best practice and lessons learned amongst the community.

BEST CHANGE COACH

Esther Goldsworthy

LinkedIn

Judges’ comments

Organisational readiness was clearly understood and multiple routes agreed upon, based on stage of project and priority need. A shift based on organisational readiness, impact and project lifecycle was undertaken. Learning reflection took place at each stage, although it was not always demonstrated what would be done differently as a consequence.

Julia Caplan

LinkedIn

Judges’ comments

This nominee created a snowball effect through coaching executive sponsors about not just the change that was required but also the impact they could have as advocates for the change. This included coaching on both the role they had to play in communicating about the change to others, and the promotion of a shared vision. The approach taken demonstrated a strong level of trust and engagement at all levels across the project. This strengthened ‘coalition of the willing’ reinforced the importance of the project to other stakeholders who in turn became more active and involved, leading to increased levels of adoption.

 

Jess Tayel

LinkedIn

Judges’ comments

The nominee coached the change team to ensure the project was delivered in a consistent way and, as a consequence, feedback highlighted the level of empathy with which the stakeholders were engaged. This in turn drove a more inclusive and collaborative decision-making approach for the project, and led to a more rounded solution based on open conversations.

BEST CHANGE INFLUENCER - Public Sector

Susan Lovell
Judges’ comments

An outstanding case study of how a change influencer built and delivered a framework to ensure leaders are accountable for culture and behaviours. Also, the profile of values was raised and these were embedded into everyday working practices. This covered translating values into action, partnering on policies and practice, valuing unique teamwork and problem solving. There was an effective approach for building a change network from zero to over 300 and an excellent tool kit was provided for the organisation to effectively drive a cultural organisation change.

Jane Berezynskyj

LinkedIn

Judges’ comments

A key change influencer, who championed and advocated for the development of a bespoke yet transferable change management toolkit. This was developed as a free to use Change Management toolkit, which provided a consistent way of managing change and building a change management community of practice across all of health and care in the organisation. This resulted in the establishment of Change Management services in a Health and Care environment where previously they were non-existent. It also introduced the concept of demonstrating the value, risk reduction and impact achieved by Change Management interventions through the development of interactive Power BI dashboards and a Change Management Return on Investment (ROI) calculator that can be used with new programmes.

 

Vicky Parry
Judges’ comments

A complex, immense, long-term digital transformation of 7m+ paper-based transitions annually, encompassed technical, process, cultural and organisational transformation, as well as public-facing changes. Such transformations require outstanding influencers. This change influencer worked with stakeholders to complete a detailed package of impact assessments, leveraging technologies such as teams, Mural, Confluence and Slack. This ensured the changes would land successfully, impacting approximately 1000 operational staff, each needing to undertake a 4-week training and consolidation period ahead of Go-Live.

BEST CHANGE INFLUENCER - Private Sector

Robin Ridgley

LinkedIn

Judges’ comments

An excellent account of the replacement of an Enterprise Business System, demonstrating adept management of complex activities and resources, both domestically and internationally, showcasing an impressive ability to influence internal change with a variety of stakeholders. This included impressive interaction with overseas sponsors and the use of well-considered, specific and scalable resources to address both language and cultural barriers. Navigating through challenging environments and the skilful execution of key change strategies should also be commended.

Ali Juma

LinkedIn

Judges’ comments

A very well-conceived and executed digital transformation project that has successfully influenced change within the intricate landscape of higher education. The strategic approach to engaging key stakeholders through thoughtful communication plans and interactive workshops was particularly noteworthy. Overall, the submission details an impressive culminating enhancement of the institution's future sustainability, resilience, and internal knowledge base.

 

Isolde Kanikani

LinkedIn

Judges’ comments

This influencer showcases an impressive blend of community engagement and the completion of extensive published research, disseminated through an array of channels in the space of organisational change maturity. The work not only demonstrates its influence on the broader sector but also actively contributes to enhancing the effectiveness of change leadership.

BEST INDEPENDENT CONSULTANT

Juliet Hubert

LinkedIn

Judges’ comments

This is a representation and reminder of what so many organisations had to go through during the first few weeks and months of Covid. In this case the task was to ensure over 4,200 team members in more than 30 countries could keep operating whilst keeping colleagues safe and connected. The mantra adopted was ‘get it done in hours and days’. Within 9 weeks all employees were enabled with Teams Chat and Meet, over 200 laptops were issued, and new cyber-security protocols were put in place to ensure the company continued to run factories, close the books and deliver on customer promises. During the early days of Covid, many organisations didn't get it right and struggled, those with great Change Leaders did get it right. Also, this change leader used the situation to build a sustainable ongoing change management capability. This is an outstanding example of being the Best Independent Consultant.

Phillip Feingold

LinkedIn

Judges’ comments

The ambition of the project was to rapidly introduce new technologies (AI) to deliver a global vaccine solution across more than 100 countries. The organisation is a global pharmaceutical company who at the time of this work was focused on delivering a life-saving vaccine. This Independent consultant worked with regulators, customers, and patients, understanding their concerns, fears, resistance and developed a multifaceted and globally/culturally diverse plan to address these concerns. Putting the human at the centre of the change and focussing on the outcomes (rather than transactions), successfully launched the new solution across 100+ markets, working closely with local regulators, ensuring the vaccine was available on a global basis to support the Covid pandemic.

 

Sohil Kara

LinkedIn

Judges’ comments

The task was to support the largest European M&A programme in the organisation’s history, with a scope of thousands of employees across the business likely to face impact. This was ultimately a change to an entire business unit operating model, organisational design and ways of working. This independent consultant authored and led the implementation of reorganisation central change management strategy into segments utilising the Prosci® change management framework. Due to the excellent change work delivered, the programme went on to achieve their target milestone for announcing the changes to wider associates and this provided a significant amount of confidence to leadership that the time and effort invested in change management proactively was the right decision.

FUTURE INSPIRATION - Public Sector

Sarah Morrison

LinkedIn

Judges’ comments

A significant change across a large organisation, moving to a new way of working. Identification of a gap in change management led to the creation and implementation of a toolkit to assess the impact of change across stakeholders. There followed a clear and concise assessment of training needs and development of a bespoke training solution to optimise programme success and embedding. A well thought-through and logical approach, delivering business value.

Jane Hunter
Judges’ comments

A solid example of a change in ways of working, utilising stakeholder input and feedback to develop the most appropriate solution. Regular check-ins with stakeholders were held to maintain progress. This is a great example of how keeping close to stakeholders builds trust and is a key component to successful organisational change. A real step change for this organisation.

 

Gerad Collingwood

LinkedIn

Judges’ comments

A good example of how listening to your stakeholders, understanding their concerns and applying lessons learned, can help develop a successful change approach. The individual connected the impacted stakeholders to the program, driving significant improvements in engagement, awareness and ultimately a successful go-live.

FUTURE INSPIRATION - Private Sector

Rose Jacobson

LinkedIn

Judges’ comments

An excellent example of a large, complex, global ERP implementation clearly demonstrating the positive impact of effective change management. A wide range of change techniques and interventions were applied, supporting impacted colleagues throughout the change journey to ensure adoption and embedding of the new ways of working.

Brogan Louise Scott

LinkedIn

Judges’ comments

A solid example of how technology was used to benefit both customers and employees. Effective use of the “Know Your Audience Packs”, creating stakeholder personas to map out their respective change journeys, culminating in a successful go-live.

 

Daniel M. Summers
Judges’ comments

A truly inspirational example of developing the next generation of change management professionals through a structured, robust, well-conceived approach. Great examples of how the individuals’ development journeys were managed closely, increasing their business exposure and responsibility over time.

LARGE-SCALE TRANSFORMATION - Public Sector

Claire Crompton

LinkedIn

Judges’ comments

This Senior Change Analyst took a challenge and focussed on strengthening the Communications and in particular engagement approach to address this challenge. A new process was put in place to address a particular problem, which required a large-scale range of adoption and buy-in. The winner established a range of Subject Matter Experts and coached a broader range of people to help with resilience and potential resistance, and then put in place a large engagement plan. There are clearly demonstrated benefits from the work that has been completed, which continues to progress.

Lesley McKay
Judges’ comments

This transformation had a real impact on vulnerable patients and staff, with a tangible benefit to improve the quality of care provided. To bring this to life, the impacted people were invited to be part of the process and design. They were given tours and walk-throughs so they could interact with the new settings and ask questions in a live environment but before going live, giving a unique opportunity to gain trust and resolve any blockers.

 

Natalie O’Sullivan

LinkedIn

Judges’ comments

The candidate for this category clearly showed their experience in delivering and managing change for rolling out new technology capability, right through from effective collaboration, stakeholder management, understanding the impact of the change, embedding the change journey into the project governance, ensuring deployment and utilisation was being effectively driven. Communications were tailored throughout for maximum effect and benefits.

LARGE-SCALE TRANSFORMATION - Private Sector

Catriona Toner-Johnson

LinkedIn

Judges’ comments

This winner brought to life not only the clear scope of the technology and purpose of the change but also the impact to the end users. This was then translated into the new operating model. Using the team around them, they were able to articulate this in a way that was relevant to all parties, not just from a practical perspective but also a cultural one. With effective sponsorship support and an improved change capability they enacted a plan with a common purpose, goal and benefits. There was also a good demonstration of learning, humility and feedback. The winner demonstrated how to manage the complexity in large transformation programmes and followed a clear principle – "pace over perfection" – to create quick wins and momentum.

Jag Johal

LinkedIn

Judges’ comments

This candidate led an ambitious transformation programme that truly changed their way of working and recognised this would need underpinning by an effective change approach. To enable this, they engaged with people at all levels starting with the why and how they needed to get involved to make it happen. This started to drive the snowball effect of the change of behaviour. Clarity was provided where it was lacking and a coaching approach was adopted to support those who needed it. The candidate has learnt a lot from the experience that they will now be able to take with them to their next exciting opportunity.

 

Rochelle McCosker

LinkedIn

Judges’ comments

The approach to this transformation shows well documented steps, captures the activities that were required and prioritised, based on the transformation needs and available resources. The candidate recognised both the needs of the team and the impact on the team, as well as the change. All these were effectively managed - the good, bad and the ugly! The programme was effectively delivered to that benchmark.

TECHNOLOGY IMPLEMENTATION

Raveena Kohli

LinkedIn

Judges’ comments

This change project shows a combination of people and delivery complexity and a multifaceted approach to managing it. The change elements are both technical and people-centred, providing a balanced combination of approaches to the change challenge. The lessons being learned acknowledge the most challenging elements that have had to be overcome, including a recognition that cultural change, training and adoption are difficult to fit into a structured timescale.

Stephanie Chandler
Judges’ comments

Employing an effective change management methodology, the applicant has applied a framework for her leadership role and structured stages of the change. She has also applied a range of tools and techniques to manage engagement in the technology implementation. Evidence of having engaged the sponsors and senior leadership is clear, along with establishing their role of engaging staff in the change. This application provides a good example of experience, methods, flexibility and collaboration being used to influence positive outcomes, even at an early stage of a change programme.

 

Sarah Newitt

LinkedIn

Judges’ comments

The leadership approach to this change is both technically and humanly balanced, providing change knowledge and skills in coordinating and leading the change. Having the COO jointly deliver the approach and outline to the impacted colleagues demonstrated visible sponsorship and direction from the leadership. This is a particularly good example of investing in the development of change networks. The nominee showed a creative and positive approach to building change agent trust, collaboration, and buy-in, providing more personal support to the end users who were making significant changes to their way of working. This seemed an effective and person-centred approach.

BEST CHANGE SPONSOR

Sarah Churchman

LinkedIn

Judges’ comments

This Sponsor engaged a change manager early in the initiative, gave autonomy to members of the change team and stood with them as an emotional champion throughout. She was 100% supportive of the change strategy, investing significant resources to help the change manager drive it and supporting it with regular and targeted communication. This Sponsor was willing to disrupt the status quo and did not shy away from challenging commercial milestones where these were inappropriate. She also supported the change manager in difficult discussions with the supplier. Treating the whole initiative as a people-focused transformation, she remained innovative and curious, adapting as we went along, demonstrating the ‘art of the possible’. Her approach created a seismic shift towards adopting a more outcome and benefits-driven approach.

Cristina Duran

LinkedIn

Judges’ comments

This Sponsor maintained an engaging approach, bringing energy, enthusiasm and motivation to the change. She is an active and visible Sponsor who invited involvement and championed Change Management, remaining an excellent role model throughout. The people affected by the change, together with the change team, found the empathy of this Sponsor exceptional. She always listened to concerns, showing belief, faith and confidence in the team. This generated an atmosphere of great psychological safety in which people could challenge her and create even better outcomes. People felt that there was someone ‘at the top’ who genuinely cared about them. She promoted excellent two-way feedback, celebrating and recognising people doing a great job. This change Sponsor was committed and highly influential with stakeholders, helping them see the change as crucial to the success of their work. Throughout, she drove sustainable behavioural change, creating a significant shift of mindset for the organisation.

 

Angela Lewis

LinkedIn

Judges’ comments

This Sponsor challenged the way the organisation used to work and succeeded in getting Change onto the agenda. Focusing on building change capability, she established a change management community and culture champions. Her approach throughout was genuinely inclusive, not based on hierarchy; she is an exemplary role model. She uses a wide range of rich communications including small groups and forums, always listening with empathy, stimulating reflection and learning. As a Sponsor she shows a sustained commitment to change through ongoing conversations about culture and change. She continues her own development, keen to remain up to date with Change Management best practices.

LIFETIME AWARD

April Callis-Birchmeier

LinkedIn

Judges’ comments

This Lifetime Award-winner has had a sustained and profound influence on businesses, Change practitioners and the Change Management profession for well over 25 years. Since working as Organisational Change Management lead for the University of Michigan in 1997, her leadership and visionary thinking have transformed organisations. She has developed organisational change teams for Fortune 100 companies, becoming recognised as a top 30 global guru for organisational culture. Throughout her career she has shown an unwavering commitment to excellence and innovative approaches. She has placed a global emphasis on advancing change practitioners, working as a Change Management strategist, practitioner and educator. Her influence on developing the Change Management profession and its future has also been highly significant. She has developed a change agent programme that has been sustained for 25 years, working throughout the development of the ACMP examinations, including the development of the CCMP® exam simulator. She created the Change and Innovation Summit which was attended by over 3000 people.

Deborah Feakins

LinkedIn

Judges’ comments

This candidate for the Lifetime Achievement Award has consistently sought to build capability in others and through her career has promoted the Change Management Profession in a variety of ways. She has developed her own unique approach to Change Management, not wedded to any one methodology but drawing on the merits of many, aligning them to the needs of her clients, context and situation. When working with clients her aim is always to build organisational capability. She works to upskill her clients’ internal change managers to ensure that once an initiative is over, they have the skills to flourish in any future organisational change. Beyond her client work, she consistently helps others to learn and to flex their skills. She also inspires the next generation of professionals through her talks to A-level students. Working with the Government, she is a ‘Teal Book’ critical friend on the UK Government functional standard change management content. She received a fellowship from the International Centre of Complex Projects. She is a Change Management Institute accredited Master Practitioner and chaired the Institute in the UK, generating significant growth in membership through her period of office.

 

Ron Leeman

LinkedIn

Judges’ comments

This candidate for the Lifetime Achievement Award, who has worked over many years with both the Project Management Institute and APMG, first became interested in organisational change in 1974! He spent over 20 years in various public and private sector roles developing that interest before establishing an independent consultancy in 1996. He has undertaken many change-related projects across the UK, Europe, the USA and the Middle and Far East, where his research helped shape Change Management practice. In 2012 he received the “Change Leader of Tomorrow Award” from the World HRD Congress. Now widely known as a Change Management Trainer and Consultant, he has become a trusted and highly-rated advisor to individuals and corporations. He has written consistently and widely on Change Management and Digital Transformation, with over 40 online articles including comparisons of project and change management and challenging the idea that “70% of changes fail”. His YouTube channel on change and digital transformation has generated over 7,500 video views and his webinars have been widely shared through PMI and APMG platforms influencing a generation of Change Managers.

This website uses cookies to improve your web experience.