The goal of this article is to offer practical strategies that will help you manage change effectively. The background and examples in this document have an IT bias, because the author took many ideas and examples from recent experiences managing change for 2 years in a $US20 million dollar database migration project. This project had it all-extended duration, large number of critical business intelligence applications in scope, two external vendors, and several other "critical" projects taking place in the same time frame. Change had to be managed or change would have devoured the project.
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The author’s team conducted a business process review to analyze a large database of changes. The benefits from the resulting change management system outlined in this article, including reduced change order processing times, better definitions of team member roles, and empowerment of the people closest to the action, contributed to improved project quality.
What is the minimum amount of information that an effective change request should include and why is it needed? What do established change management systems usually require? This article looks at the change management process defined by the Information Technology Infrastructure Library (ITIL), a methodology used in many service management groups in IT organizations.
The best way to get people to change is for them to see it in action. Actions express priorities, and people-centered design facilitates this by focusing not just on what will change but how and why. It is a collaborative, visual change model that encourages questions and addresses the values and behaviors that fuel real change.
A methodology developed by SAP in partnership with the University of Applied Sciences and Arts of NW Switzerland addresses the challenges of complex business transformations through an integration of strategy, value and risk management.
Change management typically takes a back seat to the technical aspects of most projects, often with dire consequences. Here is a four-step blueprint for improving the change capabilities across your organization, focusing on four building blocks: structure and governance; methodology; tools; and resources and competency.
Organizational culture is made up of the attitudes, values, beliefs, and behaviors of its employees and underlying assumptions. If an organization’s culture is not supportive of project management, project management tends to be viewed as an additional burden and interference to the daily work. If there is no effective project management office and no standard processes, procedures, measurement, and organization culture across projects, projects will operate differently from one project to the next as well as from one department to the next. Project culture within an organization can essentially can make or break the projects undertaken by that organization.
Changes, even when they are for the better of your project, come at a price. But it can be difficult to measure the true cost. Let’s look at five types of hidden costs that change can bring to a project, from the schedule to team performance, and what we as project managers can do about them.
When aware of the different hidden costs of change, project managers can positively influence those costs — and minimize the disruption to their teams, creating a project environment where change becomes a force for good, rather than something to avoid or resist. Here are three best practices that will help.
A quality-driven program is essential to good project management. This article features the chairman of Tata Quality Management Services (Mumbai, India) discussing how his organization meets global standards for business excellence with a quality-driven program. It details the organization's use of the Tata Business Excellence Model (TBEM) across its companies to measure how each is performing. It then provides an example of Tata's approach to project management using its US$4.5 billion, 4,000-megawatt power plant project in Gujarat, India. The article also explores the organization's approach to innovation noting that intuition and entrepreneurship can take precedence over process. It examines how quality processes help companies better manage their projects. It concludes by suggesting ways companies can make quality part of their project management process.