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.
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It’s frustrating to work on projects when the client or the customer keeps moving the target you're trying to hit--whether that be requirements, a date or even the vision for the project. How does a project manager fight this moving target and still deliver on time?
Not every project failure is the result of inadequate performance by the project team. Sometimes the fault lies outside the project, with misplaced or moving targets. But if we want more successful projects, there are some simple techniques we can use to ensure that we hit the target first time, every time.
Protecting project scope in the face of budget constraints isn’t fun, and can get downright ugly. The tug-of-war between individual stakeholders’ desires and overall objectives is often contentious, but project leaders can win respect, if not a popularity contest, when they combine disciplined change management procedures with interpersonal skills.
Project managers who lose sight of the big picture eventually lose control of their projects. The key is developing a strategy to manage your project that is iterative and accounts for competing demands, from risk to priorities to durations. Here’s an example of how to build Agile benefits into your non-Agile processes.
How fast is your organization capable of changing to continue to remain relevant and successful in the marketplace? The world is changing at an accelerating pace. Companies are rising to global scale faster, while large, successful companies are disappearing faster--leading to the need for agile change.
Organizations have been forced to demonstrate a lot of agility in the last few weeks, with more to come. Many of those organizations have found they aren’t as agile as they thought. So how do they improve?
The article talks about the myth that you must have strong pre-existing relationships to drive the key changes necessary to transform an organization. What truly helps attain success is having crucial conversations with one and all—one at a time.
Change is happening everywhere, all the time. It is often uncomfortable and project teams need help through it. They need leaders to illuminate and facilitate, to guide them toward a target and make it stick. They need a coach. But as a coach what do you need to succeed?
Transformation in government agencies often comes up against bureaucratic hurdles. Employing a crucible, consisting of four elements (do more with less; lean project management; phasing; and consistency), paired with Kotter’s eight-step change model enabled a government team to successfully complete a difficult consolidation effort.