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Topics: Change Management, Organizational Culture
The importance of values during change management
I am about to start a change management program, company-wide, across three Countries.

This is going to be a very transformational one for my company, so I am wondering which values (Respect, Responsibility, Fairness, Honesty) I need to pay attention to, and how.

Do you have any personal experience where the lack of attention to one of these values, damaged your change project?
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Fabio, you listed the four PMI's Code of Ethics and Professional Conduct categories. All of them apply. If I have to choose the most important one with regards to OCM, I would say Respect, because it is key to understand the reasons behind change resistance in the organisation and how to to react on it, where fair and honest communication comes into play.
As Peter mentioned, all factors are important. You will need to pay attention to leadership skills/attributes in addition to values in order to have a smooth transition. Influence, negotiation, EQ, cultural sensitivity, integrity, building relationships, motivating others etc.
I was the leader of this type on endeavors into several companies including the place I am working today. Because the transformation has sense due to move the organizational architecture to Agile then all related to values, style, and so were critical success factor. My recommendation is taking into account the organizational values, something obvious but mostly forgotten. The first thing to do is to analyze the organization as a whole. To do that, and to have a result as soon as possible, we use the Tom Peter´s Seven S model.
Fabio -

In addition to PMI's values from the Code, you also need to consider the values of your company. A transformation project which is going to impact those will have a much greater likelihood of failure than one which respects and preserves those.

Kiron
Good question, Fabio. I agree with Peter about the importance of respect in change management. Many people dislike change, especially when it will negatively affect them. Making people feel you have respected them and listened to their concerns will contribute greatly to your program's success. The need for respect is absolutely crucial in your circumstance, since you're dealing with the cultures and organizational practices of three different countries.
Thanks all for your replies so far.
Any example on how show Respect from our conduct in order to increase the success of the change program?

Thanks in advance
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2 replies by Sergio Luis Conte and Stéphane Parent
Oct 19, 2017 6:24 AM
Sergio Luis Conte
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You have to have it into the organizational values. I am working in Pepsico. I was the lead of the transformation program. If you go to Pepsico´s website you will find the values. Believe me that in this case those values are living and promoting inside the organization. During the transformation program we made a work with change management people to reinforce and to teach about those values. In one case we decide to put in place a specific program by using Covey´s "Speed of Trust" due to it was one of our strategical drivers. In brief, you can not use things like "respect" if it is not one of the organizational values and everybody inside the organization have it as a way or life.
Oct 19, 2017 9:12 AM
Stéphane Parent
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You can live respect when everybody's opinions and comments are welcomed, considered and appreciated.
Oct 19, 2017 6:07 AM
Replying to Fabio Rigamonti
...
Thanks all for your replies so far.
Any example on how show Respect from our conduct in order to increase the success of the change program?

Thanks in advance
You have to have it into the organizational values. I am working in Pepsico. I was the lead of the transformation program. If you go to Pepsico´s website you will find the values. Believe me that in this case those values are living and promoting inside the organization. During the transformation program we made a work with change management people to reinforce and to teach about those values. In one case we decide to put in place a specific program by using Covey´s "Speed of Trust" due to it was one of our strategical drivers. In brief, you can not use things like "respect" if it is not one of the organizational values and everybody inside the organization have it as a way or life.
Hi Fabio, believe me or not but the PMI Code of Ethics and Professional Conduct categories is very pertinent and its point of view is an opinion we project managers must strongly share and adhere. Furthermore, as Peter said, the four PMI values you listed are among the most important, the most fundamental and Respect in my sense is crucial. Without respect, we human beings can achieve nothing valuable and the outcome of whatever endeavor will be defeat.
Oct 19, 2017 6:07 AM
Replying to Fabio Rigamonti
...
Thanks all for your replies so far.
Any example on how show Respect from our conduct in order to increase the success of the change program?

Thanks in advance
You can live respect when everybody's opinions and comments are welcomed, considered and appreciated.
Plausibly, issues in each of these 4 could derail an initiative. Why not start with collecting data? What do you know about the culture of the organization? Would a survey reveal if there are issues relating to any of the four - or perhaps others not considered before? Data from a survey (or town halls, focus groups, etc.) might inspire the what/where/when/how of the initiative, and could help prevent derailers.
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