4 Change Management Tips for Project Managers
From the Voices on Project Management Blog
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Date
By Christian Bisson, PMP
For project managers, change is constant—inseparable from day-to-day life. And if you work in IT, the pace of change is only getting faster. Unfortunately, human nature makes us reluctant to change. So for project managers and others who want to make change happen, here are a few tips:
1. Help people adapt
No matter the type of change—whether it’s a new technology, a new process or a new methodology—the steeper the learning curve, the fewer people who will be onboard.
Help people adapt to the change with these approaches:
- Build tutorials: Any guide whatsoever will simplify the learning process. It can be very simple or more elaborate, depending on the size of the change. Avoid anything long and tedious. Aim for quick and simple to use, like cheat sheets or interactive tools.
- Offer help: Let people know that you (or someone else) are available to help them. Obviously, make sure it’s true, and appropriate help in a timely manner.
- Plan the change: People should be introduced step by step to the change instead of forced into it all at once. Going at a more reasonable pace will greatly reduce the fear.
2. Show how it’s helping THEM
This tip may not apply for all the changes we want to execute. But let’s say you want to change a tool that a team uses for projects. The team’s initial reaction might be skepticism or resistance.
You want to make sure that people are aware of how the changes are good for THEM—not you or management. In my example above, you could tell team members it’s going to make their overall work easier. They will have a more efficient tool that will quickly give them access to the information they need.
By focusing on that when you brief the others, they will also focus on that while they are juggling their emotions toward the change. As they fight their reluctance, they can remind themselves how the new tool will help them.
3. Ask “Why?”
This tip can be applied once reluctance is detected. It’s easy to insist on something or even to force it on people. But by simply asking why they are reluctant, you may learn that it’s because of simple reasons that can be mitigated. You may even find out that your idea is not as good as you thought, and you can adjust accordingly.
By asking why, rather than assuming you know how the other people feel (or trying to guess), you’ll receive valuable feedback.
Once a colleague was annoyed by new software we were using just because he was receiving too many notifications. I simply guided him toward the notifications preferences, and it made all the difference for him.
4. Don’t give up
Stay positive, and keep it up. The tips above should be repeated as needed.
Share your tips and stories! I’m certain a lot of you are facing challenges with changes inside your teams.
Posted
by
Christian Bisson
on: April 15, 2016 07:57 PM |
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Comments (6)
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Suresh MK
Consultant - Transformation| Freelancing
Bangalore, Karnataka, India
Thanks for sharing ! It is more important to address why of a change upfront
Thank you for sharing. I think one challenge is to invoice for change. Ideally, change works should not start before it is formally approved. But, often times, to catch deadline client requested works to start immediately and "administration" to follow. Unfortunately, without establishing the administration, invoice cannot be paid.
Thanks Benyamin, I couldn't agree more and glad others are in the same boat!
Invoicing changes is often tricky (at least in IT), it's important to consider the budget of course, but it's also important to consider the client relationship, which can be more beneficial long-term.
In terms of the "administration", I agree that it can be put aside to prioritize the deadline. One thing that can help is ask for a written approval of the added cost (in an email), so that this mail can be referred to when the administration is done afterwards.
Cheers.
Stéphane Parent
Self Employed / Semi-retired| Leader Maker
Prince Edward Island, Canada
While I agree that affected people should be aware, it is even better if you can involve them in the change - make them change agents.
Stéphane, fully agree!
Far too often people are not involved and then imposed changes out of the blue.
Involving them early can help them accept the change, but also help you while you are planning it.
Thanks.
Jorge Espinoza
Cybersecurity Lead| Growth Acceleration Partners
Heredia, Costa Rica
Also important the adaptability to a change from the project team''s perspective. More specifically when they have to learn a new approach to do things, a new technology or even better, to develop new skills. It can impact the expected result.
Nice post. Thanks
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