CHANGE

MANAGEME
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PROJECT MANAGEMENT AND CHANGE MANAGEMENT

Current State
Future State
Change Management
Change Management

Transition State Sustained Outcomes

Project Management

Risk Without Change Management 2

CHANGE MANAGEMENT
• Process of planning, organizing, coordinating and
controlling the compositions of the environment,
internal and external; to ensure that the process
changes are implemented according to approved
plans and the overall objectives of introducing the
changes are achieved with as little disruption as
possible.
PROCESS CHANGES
• Responsibility of top management
• Not only have to manage their employees but their whole
environment that’s affected:
• Suppliers
• Customers
• Competitors
• Can be very draining on finances and people involved
STEPS FOR CHANGE:
1) Pre-implementation
• Realize the need for change

• Determine cost/benefit of new change

• Management must support the new change and display

this support to others
• 3 ways to deal with resistance to change
• Ignore it
• End it by preventing it
• Implement crisis management
STEPS FOR CHANGE:
2) Implementation
• Many companies fail before they make it here
• Elect a standing committee
• Composed of all departments affected
• Meet on a regular basis
• Meet when problems arise in order to find solutions

• Should appreciate all stakeholders for their patience

and understanding
STEPS FOR CHANGE:
3) Post-implementation
• Make sure project achieved planned results
• Problems that arise after implemented are found and
dealt with
• May still have resistance due to
• Lack of training
• New culture
MANAGE CHANGES:
The management system should consider the
following:
• Identification of changes
• Categorization, prioritization and emergency procedures
• Impact assessment
• Change authorization
• Release management
• Software distribution
• Use of automated tools
• Configuration management
COMMON TRAPS TO AVOID!
1. Mis-starts
Change is ill-advised and without sufficient commitment.
2. Making change an option
Management asks for change instead of enforcing change
3. A focus only on process
Focus on process not results for initial implementation
4. A focus only on results
Focus completely on the end result with little concern for problems with change
5. Not involving those expected to implement the change
Management decides on change without consulting employees
6. Delegation outside company
Giving outside consultants complete power for change
7. No change in reward system
If you reward employees the same way you will get the same work
8. Leadership doesn't walk the talk
Leadership preaches change, but does not set the example
9. Wrong size
Change is too small or big
10. No follow-through
Management do not clearly define responsibility so Change is not executed properly
CHANGE CONTINUUM
 OBSTACLES TO CHANGE
66% of change initiatives fail to achieve desired business outcomes

0% 40% 80%

Staff Resistance 76%

Communication
Breakdown 72%

Insufficient time
devoted to training 44%

Staff turnover 36%

Costs exceeds budget 32%

Harvard Business Review.

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MANAGING RESISTANCE

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Communication Channels and
• Kick Off Meetings
Vehicles
• Functional Group Kick Off Meetings
• Functional Group Training Sessions
• Manager Meetings
• Standing Meetings
• Focus Groups
• E-mail messaging from leadership to staff
• FAQs/Talking Points
• Mailbox for staff questions
• Newsletters
• Website
• Explainer videos
• SharePoint site
• Town Hall
• Virtual Office Hours
• YouTube, Twitter
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 Summary
• Change is seen as a threat

• Change comes from feeling

• Use the SCARF model as a means to craft up WIIFM

messages
• Perform a communication vehicle analysis to ensure you
leverage or develop the best way to get your message out

A goal of good change management is to coordinate delivery

of the “What's in it for me”, to prevent and manage emotional
reactions within staff to support the change effort.

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SUSTAINING CHANGE
CONTINUOUS
FEEDBACK

Feedback

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Top 10 tips for organizational change success

1. Understand the organization’s culture

2. Develop a case for change
3. Integrate change management into project management
4. Know your stakeholders
5. Have a sponsorship strategy
6. Engage supervisors and managers
7. Communicate what’s in it for me to a variety of audiences
8. Training Effectively: The Cone of Learning
9. Measure the value of the change
10.Have a sustainment plan
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NIH Change Management
THANKYOU!..

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