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Planning Tactics for Organizational Culture Change
Joe Wynne is a versatile Project Manager experienced in delivering medium-scope projects in large organizations that improve workforce performance and business processes. He has a proven track record of delivering effective, technology-savvy solutions in a variety of industries and a unique combination of strengths in both process management and workforce management.
One way to make major strides in your ability to manage a project that will be useful for the foreseeable future--other than receiving some kind of blackmail photo package involving project stakeholders--is to be able to plan correctly for culture change. In well-managed organizations, culture change is managed from the top whenever necessary and not left to the project managers to deal with. You may experience a different “leadership style” in your own organization, however. If so, you don’t have to suffer if you have a few planning tricks up your sleeve.
More Projects Affected Than You Think
Many projects now include organizational culture change, but may not be integrated into larger culture change efforts. For instance:
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Major application replacements that require users to change their daily work
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Installation of self service Web functionality (IT or HR, for example) to replace previous person-to-person contact
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New monitoring and tracking applications that are expected to spur better performance based on new data
Never underestimate the inertia of the current culture to stall your project. Conversely, don’t underestimate the power of effective planning to maximize your positive and constructive influence on the culture. Even without control over the leaders, you can get results working …
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"Hard work never killed anybody, but why take a chance?" - Charlie McCarthy (Edgar Bergen) |