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When we talk about “change management in project management”, the words “resistance” and “tension” often spring to mind.
Consider the resistance to project change management for instance, when two organizations merge, or the fear that employees will feel when a part of their job is automated and some of their skills become redundant.
But the problem isn’t the change itself in spite of the difficulties that it may bring.
To discuss the project change management process with us today I’m very pleased to welcome back one of our favorite interview guests: Susanne Madsen whose book The Power of Project Leadership contains a large section on change management.
She says: Organizational change is vital for any business that wants to survive and thrive in our increasingly competitive and fast paced word. The problem is that many project leaders struggle to fully motivate and engage their teams in the process. They often move too fast, are too outcome driven and not sufficiently consultative in their approach.
This interview was originally published on The PM Podcast.
Abdullah Al MamoonDeputy Managing Director & COO| United Commercial Bank PLCDhaka, Bangladesh
Its an excellent knowledge sharing session through interactive discussions. Thanks and lots of applauds Cornelius and Susanne! This is true that people don't resist change, they resist the fear of unknown. Working on these fear factors/fear points are imperative to drive the implementation of organisational changes. Facing the changes instead of avoiding is also highly critical to change management.
When we talk about “change management in project management”, the words “resistance” and “tension” often spring to mind.