When we work with Program Managers, we help them conceptualize, assess, plan and implement changes brought about by project results. While no client is the same, starting from different points, different levels of maturity, unique situations, etc. some common themes do appear. Are you struggling with some of these problems with managing the changes brought by your project?
- You have previously attempted to implement changes to the way you do business with mixed results
- Your “customers” are resisting the expected changes to work, tools, roles, responsibilities and authority – and slowing your project; in fact, your project may be failing
- You have begun to consider the changes to your organization or your client’s organization too late in the project to see expected benefits – without schedule slippage or increases in cost
You and your team realize that this aspect of your project/projects was not given adequate attention or the attention was too late.
Critical Components Of A Change Initiative
Your projects need to address critical components of any change initiative and include things like:
- Business drivers (financial, market share, competition, pending organization changes, etc.), staffing plans, new work/business, winding down existing work, etc.
- Leadership commitment to change
- Likely opinion and change leaders
- Prior or current change programs being undertaken
- History of change programs
- Numbers of people affected
- Anticipated changes required (skills, knowledge, processes, organization, proficiency, geographic distribution, culture, etc.)
Putting It All Together
You know these are critical, yet you are not sure how to knit these together into strategies and plans to be successful. Successful organizational change initiatives benefit from a structured methodology to manage change. Needed information and plans include:
- Change Management Characteristics Identification
- Organizational Assessment
- Change Management Strategy
- Change Management Team Development
- Sponsorship Model Proposal
- Communications Plan
- Sponsorship Roadmap
- Change Agents, Support Managers and Supervisors Coaching Plan
- Resistance Management Plan
- Master Change Management Plan
- PPM Responsibility Assignment Matrix
- Feedback and Compliance Presentation
- Corrective Action Plans
- Corrective Action Information and Tools
- Success Celebration Plan
- After-Action Review
- Change Management Transition Plan
- Sustainment, Stabilization and Continuous Improvement Plan
If you are experiencing these problems, then your risk management processes, tools and systems are likely not up to the task of being useful and helpful. Clients we work with on these problems come to recognize that:
- Organization Change Management (OCM) demands a carefully thought out strategy and approach
- A well designed and staffed team of internal and external expert resources makes the difference between success and failure
- Using a proven methodology can reduce the OCM challenges and ensures success – and not having a proven approach often slows the implementation, even to the point of failure
- OCM must be considered at the outset of a project and integrated into the project plans
Where To Next?
Interested in learning more about how we can help you? Call us at 703-910-2600 or email us at: email@example.com.
Click on these links to find out more about our approach and thinking on serving Program Managers like you.
The Different Responses to a Change Initiative – An enterprise project management implementation means big changes for a company. You might not have had a Project Management Office (PMO) before. Even if you did, it may not have had such far-reaching powers or access to the vast amount of data that is now available. The tools you are using to manage projects (and people) have changed.
5 Reasons Why Change Initiatives Fail – At Ten Six, we provide advice and health checks for companies embarking on change initiatives. We also help companies that are struggling with implementing new things. Change initiatives fail more often than business owners would like, but you can stop that from happening to you. Here are five reasons why some change initiatives don’t work out and what you can do to prevent them.
The Underlying Threats To Effective Project Management – The successful implementation or improvement of project management practices requires management to drive change. This is due to the environmental and procedural changes inherent in a transition to a project-based business model. And as with any corporate initiative, management support is essential in setting expectations, measuring improvement, and rewarding successful change.
Descriptions of Ten Six’s Organization Change Management Services can be found at these links: