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Practice Areas: Change Management
Creation of Change Management Journey
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My project team has identified change management as a focus for skills development. Do you have any suggestions of change management theories and practices that can be easily explained and implemented by project managers and which are the pitfalls to look out for?
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I was involved into this type of initiative as leading it in the company I am working today. The first thing is to understand what you do mean with change management. If you are talking about to implement organizational change management then you have two or three theories. If you are talking about to implement change management related to one layer of your organizational architecture (business, application, technology, security, information layers) then it could be different. The first thing to do is to understand if what you stated is a situation problem to solve into your organization taking into account that problem is defined as the gap between the desire reality and the perceived reality (so, you can work on the perception, you can work on the desire or you can work on the gap). Time ago I wrote an article that was published by the PMI and the IIBA as "best practice" and perhaps it helps to you (here the link: http://www.pmnetwork-digital.com/pmnetwork...16?pg=73#pg73). On the other side, I published articles into PMI oficial publications but they are in spanish only. My last one was about Newton Laws of Motion explain all needed to understand all related to organizational change.
...
2 replies by Birgitte Sharif and Mark Eckman
May 19, 2017 1:52 PM
Mark Eckman
...
Sergio,

If I am on target, that article posted early last year. It was well written and straight to the point.

The comment you made about changing by evolution rather than revolution hit home with me as my company was going through some of these changes at the time. Now, from experience, I can say that it is definitely beneficial to allow your organization's culture to help dictate the implementation of change.

Thank you for sharing this article with all of us.
May 24, 2017 2:18 AM
Birgitte Sharif
...
Sergio,

Defining the meaning of change management for my team is exactly what is needed as I suppose this will determine the choice of change management method. The changes are needed at project level only, but are contributing to an emergent change in the organization - so perhaps we will need some kind of hybrid...

And thank you for the link to the "best practice" paper, which is very helpful.
Network:831



May 19, 2017 10:33 AM
Replying to Sergio Luis Conte
...
I was involved into this type of initiative as leading it in the company I am working today. The first thing is to understand what you do mean with change management. If you are talking about to implement organizational change management then you have two or three theories. If you are talking about to implement change management related to one layer of your organizational architecture (business, application, technology, security, information layers) then it could be different. The first thing to do is to understand if what you stated is a situation problem to solve into your organization taking into account that problem is defined as the gap between the desire reality and the perceived reality (so, you can work on the perception, you can work on the desire or you can work on the gap). Time ago I wrote an article that was published by the PMI and the IIBA as "best practice" and perhaps it helps to you (here the link: http://www.pmnetwork-digital.com/pmnetwork...16?pg=73#pg73). On the other side, I published articles into PMI oficial publications but they are in spanish only. My last one was about Newton Laws of Motion explain all needed to understand all related to organizational change.
Sergio,

If I am on target, that article posted early last year. It was well written and straight to the point.

The comment you made about changing by evolution rather than revolution hit home with me as my company was going through some of these changes at the time. Now, from experience, I can say that it is definitely beneficial to allow your organization's culture to help dictate the implementation of change.

Thank you for sharing this article with all of us.
...
1 reply by Sergio Luis Conte
May 19, 2017 3:37 PM
Sergio Luis Conte
...
Thank you very much for your feedback Mark. And totally agree with you about company culture. Culture is one of the items inside the Seven S model we evaluate each time we need to put something in place.
Network:831



Birgitte,

Are you looking for theories concerning organizational change management or change management within individual projects? While there are many similarities for both in theory, the answers to implementing tools, methods, techniques, etc... can be quite different.

In Rita Mulcahy's PMP Exam Prep book, she describes the change management process for a project very well in Chapter Four, Integration Management. That basic process combined with established organizational tools, procedures, forms, etc.. is how I have managed change to scope, schedule and costs that occur in the projects I have led.

As far as the pitfalls to implementing change within a project....there are a number of them. Not accounting for additional risks that are created from the change and conducting proper risk management for these new risks is probably one that PMs fall victim to as it is sometimes overlooked or not accommodated.

Please let me know if you do not have access to Rita's book and I will give a more descriptive listing of how I implement change management with my projects.
...
1 reply by Birgitte Sharif
May 24, 2017 2:15 AM
Birgitte Sharif
...
Mark,

I am looking for change management within individual projects. I do have access to Rita Mulcahy's book and will review chapter 4.

I would, however, be interested in learning which are the most used change management theories currently in use.
Network:1161



May 19, 2017 1:52 PM
Replying to Mark Eckman
...
Sergio,

If I am on target, that article posted early last year. It was well written and straight to the point.

The comment you made about changing by evolution rather than revolution hit home with me as my company was going through some of these changes at the time. Now, from experience, I can say that it is definitely beneficial to allow your organization's culture to help dictate the implementation of change.

Thank you for sharing this article with all of us.
Thank you very much for your feedback Mark. And totally agree with you about company culture. Culture is one of the items inside the Seven S model we evaluate each time we need to put something in place.
Network:94



May 19, 2017 2:58 PM
Replying to Mark Eckman
...
Birgitte,

Are you looking for theories concerning organizational change management or change management within individual projects? While there are many similarities for both in theory, the answers to implementing tools, methods, techniques, etc... can be quite different.

In Rita Mulcahy's PMP Exam Prep book, she describes the change management process for a project very well in Chapter Four, Integration Management. That basic process combined with established organizational tools, procedures, forms, etc.. is how I have managed change to scope, schedule and costs that occur in the projects I have led.

As far as the pitfalls to implementing change within a project....there are a number of them. Not accounting for additional risks that are created from the change and conducting proper risk management for these new risks is probably one that PMs fall victim to as it is sometimes overlooked or not accommodated.

Please let me know if you do not have access to Rita's book and I will give a more descriptive listing of how I implement change management with my projects.
Mark,

I am looking for change management within individual projects. I do have access to Rita Mulcahy's book and will review chapter 4.

I would, however, be interested in learning which are the most used change management theories currently in use.
Network:94



May 19, 2017 10:33 AM
Replying to Sergio Luis Conte
...
I was involved into this type of initiative as leading it in the company I am working today. The first thing is to understand what you do mean with change management. If you are talking about to implement organizational change management then you have two or three theories. If you are talking about to implement change management related to one layer of your organizational architecture (business, application, technology, security, information layers) then it could be different. The first thing to do is to understand if what you stated is a situation problem to solve into your organization taking into account that problem is defined as the gap between the desire reality and the perceived reality (so, you can work on the perception, you can work on the desire or you can work on the gap). Time ago I wrote an article that was published by the PMI and the IIBA as "best practice" and perhaps it helps to you (here the link: http://www.pmnetwork-digital.com/pmnetwork...16?pg=73#pg73). On the other side, I published articles into PMI oficial publications but they are in spanish only. My last one was about Newton Laws of Motion explain all needed to understand all related to organizational change.
Sergio,

Defining the meaning of change management for my team is exactly what is needed as I suppose this will determine the choice of change management method. The changes are needed at project level only, but are contributing to an emergent change in the organization - so perhaps we will need some kind of hybrid...

And thank you for the link to the "best practice" paper, which is very helpful.
...
1 reply by Sergio Luis Conte
May 24, 2017 4:31 AM
Sergio Luis Conte
...
You are welcome Birgitte. I will write about we did in the organization we are working today When you think in change management process for projects environments do not foget something that is closey related: Project configuration management. The PMI has an standard published but it is not consistent in my personal opinión. So, my recommendation is going for IEEE standards related to change management and configuration management. Both help us a lot to define the related process. To move up one level we use ITIL to define our change mangement process at application and technology levels integrating it with Project change management. When we tried to move one level up (whole organization) then we have to consider other type of things. Mainly because "intangible" things like culture creates a hugh impact at this level. For each movement we use the method I wrote into the paper to understand where we are and what we need to achieve where we define to be tomorrow.
Network:1161



May 24, 2017 2:18 AM
Replying to Birgitte Sharif
...
Sergio,

Defining the meaning of change management for my team is exactly what is needed as I suppose this will determine the choice of change management method. The changes are needed at project level only, but are contributing to an emergent change in the organization - so perhaps we will need some kind of hybrid...

And thank you for the link to the "best practice" paper, which is very helpful.
You are welcome Birgitte. I will write about we did in the organization we are working today When you think in change management process for projects environments do not foget something that is closey related: Project configuration management. The PMI has an standard published but it is not consistent in my personal opinión. So, my recommendation is going for IEEE standards related to change management and configuration management. Both help us a lot to define the related process. To move up one level we use ITIL to define our change mangement process at application and technology levels integrating it with Project change management. When we tried to move one level up (whole organization) then we have to consider other type of things. Mainly because "intangible" things like culture creates a hugh impact at this level. For each movement we use the method I wrote into the paper to understand where we are and what we need to achieve where we define to be tomorrow.
...
1 reply by Birgitte Sharif
May 29, 2017 4:37 AM
Birgitte Sharif
...
Thank you, Sergio, this is very helpful information.
Network:23



Hi Brigitte, Q1: What made the team realize this need? Because of market pressure, stakeholders pressure and requirements or new product... whichever one, I would review each team members roles and responsibilities and discuss with them, new task that might have been added. Follow the 8 steps of change you cannot go wrong.
Pitfalls - keep in mind you have various cultures, ages and genders, office space - having team buildings and then implementing what ever changes happening makes the transition easier to accept.
Face to Face actions shows better results than memorandums, circulations etc..
Hope it helps and good luck.
...
1 reply by Birgitte Sharif
May 29, 2017 4:43 AM
Birgitte Sharif
...
Hi Amorette, and thank you for your suggestions, which are helpful. To reply to your question: The team is newly formed with members brought together from different parts of the organization, using different methodologies and having very different cultures. Thus we have been working on creating a common way of working for the team, establishing their individual roles, creating a pm career path and looking at the skills of each project manager in the team as part of a competence development journey. When presenting the team with the result of the skills analysis with the gap areas specified and looking at what the team is entasked to do going forward, it was decided to make change management a focus area, giving us both the skills and a common language (methodology).
Network:1074



Sergio - thank you for linking your article. I enjoyed it.
...
1 reply by Sergio Luis Conte
May 24, 2017 9:30 AM
Sergio Luis Conte
...
Thank you very much Craig.
Network:1161



May 24, 2017 7:24 AM
Replying to Andrew Craig
...
Sergio - thank you for linking your article. I enjoyed it.
Thank you very much Craig.
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