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Topics: Change Management
Leading Change - Your Challenges?
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I am working on my next book on leading organizational change. Would love to hear your challenges in working on change projects. Would also be interested in learning how you solved the challenge. Thanks!
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One of the issues we've encountered is the Overtime which was at some point going on in all projects so we have to take action and stop this overtime culture as it is a money drain and at the same time not good health wise to the workforce.

In the beginning, everyone was frustrated but we managed to replace the overtime culture with a good rewards and incentive scheme. In 3 months time, we were able to achieve great results productivity and cost wise.
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Thanks for your thoughts Rami. Did you find this overtime was due to not understanding the change initiative and its complexity? Due to lack of sufficient resources or not ensuring enough time for the change project?
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You're welcome Gina. The overtime was the issue that should be changed and sometimes it was due to lack of reseources but at somepoint it became a habbit and workers won't do a good job if they dont get overtime so we had to take a change initiative and change this culture before it is too late.
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1 reply by Gina Abudi
Feb 19, 2016 10:53 AM
Gina Abudi
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Thanks Rami!
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My recent project involved delivery of an enhanced version of a telecom product . We faced multiple changes after the beta version was delivered. This was primarily due to gap between the marketing team of the product and the IT team. Changes which seemed like minor cosmetic changes for the marketing team ended up being complex for the IT delivery team.

Though we did have regular demo's to the marketing team, they did not realize that their ' cosmetic changes ' could involve large code changes! For instance, instead of links on the left menu of the web page they wanted to convert into tabs. Marketing felt this was minor....well, it wasnt!
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1 reply by Gina Abudi
Feb 19, 2016 10:54 AM
Gina Abudi
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Thanks for your thoughts Amrita.
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I can’t think of any good example of organizational change project which I was involved in to answer your question. But based on past experiences you would be surprised how common it is among organizations to initiate changes, which will have huge impacts on their business, without proper or any plan in place. Sometimes multiple changes at the same time. I was surprised that such things happen in modern organizations. Changes like introducing a new line of product, expansion, relocation, ERP upgrade. Making these changes all at the same time “without planning” breaks down any organization.
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1 reply by Gina Abudi
Feb 19, 2016 10:56 AM
Gina Abudi
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This is so true Ayat. I had one client who called me in late in the stage of a change project concerned that nothing was moving forward and employees were disengaged and discouraged. No upfront engagement of employees happened at all and, from employee perspective, the changes were a "big surprise!" Thanks for your comment.
Network:2270



Feb 19, 2016 8:47 AM
Replying to Rami Kaibni
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You're welcome Gina. The overtime was the issue that should be changed and sometimes it was due to lack of reseources but at somepoint it became a habbit and workers won't do a good job if they dont get overtime so we had to take a change initiative and change this culture before it is too late.
Thanks Rami!
Network:2270



Feb 19, 2016 9:48 AM
Replying to Amrita Joshi
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My recent project involved delivery of an enhanced version of a telecom product . We faced multiple changes after the beta version was delivered. This was primarily due to gap between the marketing team of the product and the IT team. Changes which seemed like minor cosmetic changes for the marketing team ended up being complex for the IT delivery team.

Though we did have regular demo's to the marketing team, they did not realize that their ' cosmetic changes ' could involve large code changes! For instance, instead of links on the left menu of the web page they wanted to convert into tabs. Marketing felt this was minor....well, it wasnt!
Thanks for your thoughts Amrita.
Network:2270



Feb 19, 2016 10:52 AM
Replying to Ayat Rezaeifar
...
I can’t think of any good example of organizational change project which I was involved in to answer your question. But based on past experiences you would be surprised how common it is among organizations to initiate changes, which will have huge impacts on their business, without proper or any plan in place. Sometimes multiple changes at the same time. I was surprised that such things happen in modern organizations. Changes like introducing a new line of product, expansion, relocation, ERP upgrade. Making these changes all at the same time “without planning” breaks down any organization.
This is so true Ayat. I had one client who called me in late in the stage of a change project concerned that nothing was moving forward and employees were disengaged and discouraged. No upfront engagement of employees happened at all and, from employee perspective, the changes were a "big surprise!" Thanks for your comment.
Network:110



I was assigned to an organizational change project that initiated discovery on reasons for employee disengagement through an anonymous survey. The sponsor then opted not to share /acknowledge the results and disregarded the information totally in executing the change initiative. In truth management only wanted the appearance of input and involvement, refusing to encourage discussion and engagement, This translated as a failure to follow through, decreased morale and made the disengagement worse. Lack of trust and acceptance was the end result.
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1 reply by Gina Abudi
Feb 19, 2016 1:24 PM
Gina Abudi
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Oh that is a problem; thank you for sharing Adrienne. I have known of a number of organizations that conduct employee engagement surveys and then do nothing with the information. Over time, they wonder why employees will no longer participate.
Network:2270



Feb 19, 2016 1:15 PM
Replying to Adrienne Bitoy Jackson
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I was assigned to an organizational change project that initiated discovery on reasons for employee disengagement through an anonymous survey. The sponsor then opted not to share /acknowledge the results and disregarded the information totally in executing the change initiative. In truth management only wanted the appearance of input and involvement, refusing to encourage discussion and engagement, This translated as a failure to follow through, decreased morale and made the disengagement worse. Lack of trust and acceptance was the end result.
Oh that is a problem; thank you for sharing Adrienne. I have known of a number of organizations that conduct employee engagement surveys and then do nothing with the information. Over time, they wonder why employees will no longer participate.
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