Improving Project Success Through Organizational Change
All too often, well-intentioned managers get together and decide to begin project initiatives without proactively planning for the organizational changes these initiatives will require. Some senior leaders believe that providing little information to employees reduces fear and speeds up things. However, neglecting to include and properly communicate with employees during initiatives requiring changes to the organization can lead to resistance and project failure. Two recent organizations I worked with, and the change literature, support these assertions. To help ensure project success, senior leaders need to properly plan and meet employee communication requirements, fully engage employees, and address all employee concerns to reduce resistance and increase support for the effort.
Managers, with the best intentions in mind, get together to make decisions impacting departments or, even, an entire company. All too often, they make these decisions without thoroughly evaluating the organizational changes required to help ensure the initiatives are truly successful; in other words, accepted by employees who will need to understand and adapt to the changes. The focus of this article is to help senior leadership and project managers collect, assess, and plan for more than just the technical requirements of major initiatives. As organizational leaders and
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"How much deeper would the ocean be if sponges didn't live there?"
- Steven Wright