An important component in creating and sustaining new systems and processes is change management. Freezing change is an important of the change management process. Freezing change allows systems and process to be adopted as part of normal practice, it provides time for the users to accept and manage the change and enables the systems to be reviewed and evaluated before more changes are implemented.

What is the purpose of a change management plan?

A change management plan helps manage the change process, and ensures control in budget, schedule, scope, communication, and resources. The change management plan will minimise the impact a change can have on the business, employees, customers, and other important stakeholders
There will be times throughout the year when it’s in the best interest of your business to invoke a change freeze, i.e. a period when changes are minimised, ideally ceased, to protect business operations. This might relate to busy/critical business periods, times such as seasonal holidays when fewer IT staff will be at work, times when major infrastructure changes are already planned, or similar.

Types of change
Developmental change
Developmental changes are those changes related to the improvement of business processes.

• Updating payroll structures
• Automating Leave processes

Developmental change may be your first step to making further changes to your business that will help you meet the demands of your market. Managing these small steps well demonstrates to your team that you are taking a sensible, measured approach to change.

When making developmental changes, it’s important for you to:

• explain to staff your rationale for the changes
• skill your staff to use new processes and technology
• show your staff your commitment to minimising the impacts of change on your business.

Transitional change
Transitional changes are those you make to replace existing processes with new processes. Transitional change is more challenging to implement and can increase staff discomfort.

Examples of transitional change include:

• creating new products or services
• reporting
• implementing new technology
• new devices for staff
  The ‘transitional’ phase of dismantling old systems and processes and implementing new ones can be unsettling for staff.

When making transitional changes, you need to:

• clearly communicate the impacts and benefits you foresee resulting from the changes
• reinforce to staff that there is support and training
• capture the views and contributions of your staff in making your changes
• regularly update your staff on the steps you are taking to support them through the change and train them in new systems
• communicate the reason for the change and the benefits of the changes.

Timing of changes and change freeze
Term time means systems in progress, reporting, marking and teaching, so in general these aren’t great times to be making changes to production systems/services. Thus, by invoking a change freeze, and restricting change, it increases stability by lowering the risk profile.

Outside of term time, there’s still of course a need to understand when IT support teams will struggle to deal with the potential support impact of a high volume of changes.

Document Your Change Freeze Period
Once you know your change-freeze dates, and have agreed them with key business stakeholders, document the dates and times so that you can let people know when it’s happening.

When drafting your change-freeze communications, make them easy to read and understand. If you have a standard IT template for awareness communications, then use it so that it has the same look and feel as all the usual important IT updates.

Finally, when documenting your change-freeze timings don’t forget to call out the date range, if the dates are inclusive, and any time zone differences.
Communicate

Once the change-freeze dates have been agreed, documented, and checked (and ideally sanity checked again). it’s time to communicate it out.
Something as important as an impending change freeze shouldn’t be a one-time thing. So, make sure that you get the message out effectively by using multiple channels and messages. The change freeze will help to establish process and practice and provide some stability to staff who may be overwhelmed with the changes that are taking place in the school – both technology and system related.

The Importance of Leadership in Business

Strong leadership is the cornerstone of every successful business. Effective leaders inspire confidence, build cohesive teams, and create a shared vision that drives progress and innovation. Leadership is not just about managing people — it’s about motivating them to perform at their best and aligning their strengths with the organisation’s goals.

There are many leadership styles, including transformational, democratic, autocratic, and coaching styles. Each approach has its strengths and challenges. For example, transformational leaders inspire change and innovation, while democratic leaders value collaboration and input. Understanding these styles helps leaders adapt their approach to suit different situations and team dynamics.

Knowing your own leadership style is equally important. Self-awareness enables you to leverage your natural strengths, recognise areas for growth, and connect more effectively with others. When leaders understand how they lead — and how their teams respond — they can communicate more clearly, build trust, and create a positive workplace culture.

Jorel Information Services’ Leadership Training Course is designed to help leaders identify their personal style and develop the skills to lead with confidence and impact. Through practical tools, reflection, and guided learning, participants gain deeper insight into their leadership approach — strengthening their ability to motivate teams, manage change, and achieve business success.

The Power of Facilitation: Building Skills for Effective Leadership

In today’s fast-paced workplaces, effective facilitation is one of the most valuable leadership skills a professional can develop. Facilitation goes beyond running meetings — it’s about guiding discussions, encouraging participation, and helping groups reach decisions and outcomes that everyone supports. Strong facilitators create environments where every voice is heard, ideas are explored openly, and collaboration leads to action.

Developing facilitation skills starts with understanding people. Great facilitators listen actively, ask thoughtful questions, and manage group dynamics with empathy and confidence. They know how to balance differing opinions, keep conversations focused, and ensure productive outcomes — whether leading a strategic planning session, workshop, or team meeting.

At Jorel Information Services, our Facilitation Skills Training equips leaders and professionals with practical techniques to enhance their communication, engagement, and problem-solving abilities. Participants learn how to plan and structure sessions, manage challenging situations, and foster positive group interactions.

By building strong facilitation skills, leaders not only improve their team’s effectiveness but also strengthen their own ability to influence, motivate, and lead with clarity. In essence, great facilitators don’t just manage conversations — they create the space where progress happens.