Change is an indispensable trait for development so it’s an important organ of Project Management. A change effort or initiative must start with a vision.
What is the change? Why should it be given importance? What are the outcomes?
This I will explain through project experience.
- Imaginable – conveys a picture of what the future will look like
- Desirable – appeals to the long-term interests of employees, customers, stakeholders etc.
- Feasible – comprises realistic, obtainable goals
- Focused – clear enough to provide guidance in decision making
- Flexible – General enough to allow initiative and alternative responses
COMMON OBSTACLES TO CHANGE
- Employee resistance
- Communication breakdown
- Insufficient time devoted to training
- Staff turnover during transition
- Costs exceeded budget
- Uncommitted sponsor In one of my projects these characteristics were implemented & a lot of stress given to this. We procured new Extrusion machine & did internal R&D thus increased the production to 6% more than the rated capacity of machine thus with the same amount we were 6% ahead of our competitors in every aspect.
WHERE TO START?
Before embarking on a change initiative, spend some time answering the questions below to assess how you feel about the change. Consider the following questions to help you gauge your preparedness for the initiative:
- Do I know the changes, their impact, rationale and benefits?
- Could I explain them to anyone I work with?
- Do I believe the change is worthwhile?
- How is the change impacting my existing workload?
- How can I communicate the need for change, the first steps, how people will be supported, and when we have achieved quick wins?
- Are there other parallel projects that will have an impact on the changes I’m managing?
- Will the changes impact the same group?
- Can we combine forces and integrate plans and communication?
- What changes will happen and when?
- Has change successfully occurred in these groups in the past?
- Can we learn from what did or did not work well?
- What level of trust exists between groups and how can this be improved?
- When is communication necessary?
- How can I make the messages clear, interesting, and engaging?
In the project which I stated, we have a vision, a team, a clear layout, a plan etc. We compete with market & today we are more efficient than our counterparts.
Thus this way we achieved a brand name by the change management.
Thanking You for giving your precious time, looking forward for your suggestion for improvement.
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