Change Management

Integrating Project, Process & Change Management to Maximize Business Value

Integrating Project, Process & Change Management to Maximize Business Value 2880 1622 StrategicFront

Last week StrategicFront’s Farzad Khan attended ProjectWorld*BusinessAnalystWorld Conference in Toronto to deliver a presentation on integrating Project, Process and Change Management to maximize business value. You can view the full presentation on our Youtube Channel or check out the highlights and the slides below!

Why Projects Fail

Statistics indicate organizations’ concern of project failure:

  • 97.5% of companies fail to complete all their projects successfully
  • 37% of the projects failed to achieve business objectives
  • 17% of IT projects go so badly, they threaten the existence of the company

Projects fail because organizations take a silo approach to three key interconnected ingredients that optimize business value: Project, Process & Change.

Common reasons for adopting an isolated approach:

  • Task Merging – considering process and change management as sub tasks of a project
  • Missing the Big Picture – failing to realize the importance of processes and the magnitude of its impact
  • Failure Within Success – too focused on project delivery, ignoring objectives of the organization
  • Ignoring Behavioural Aspects – failing to recognize the two different sides of a project: technical and human Side

Value of Project, Process & Change

Integrating project, process and change management results in success of your initiative. Successful project leaders follow an integrated approach for executing projects.

Maximizing business value through a strong integrated foundation of:

  • Project Management:
    • Maturity Assessment
    • Agile Project Management
    • Program & Project Delivery
  • Process Management:
    • Maturity Assessment
    • Business Process Design
    • Process Digitization & Automation
    • Robotic Process Automation
  • Change Management:
    • Change Assessment
    • Change Planning
    • Change Delivery

Results of an integrated project management approach:

  • Organization Objectives Met
  • Improved Human Experience
  • Project Execution Risk Minimized
  • Financial Targets Achieved
  • Delivery within assigned Timeline

Are you looking for project management help? Let’s talk!

Effective Change Management Approach

Plan, Execute, and Sustain – a 3-Step Approach to Effective Change Management

Plan, Execute, and Sustain – a 3-Step Approach to Effective Change Management 1350 900 StrategicFront

In a recent article, we shared the 5 Factors to Successful Change Management Adoption. And while adoption is definitely a critical factor of change implementation, there are several prior important steps that one needs to consider to successfully implement any change initiative.

3 Stages of the Change Management Process

Effective change management is a combination of planning, executing, and sustaining the change initiative. Each stage has significant value in the change process and we examine each stage from a perspective of leading with the head, hand, and heart.

Plan Change with Your Head

The planning stage for Change Management starts concurrently with Project Planning. During this stage we are laying out the foundation for a successful change initiative by evaluating the readiness, resources, scope and plan. During the Plan Change stage, we want to ensure we’re covering the following:

  • Change Readiness Assessment
  • Change Scope Identification
  • Develop a Presentation of Detailed Plan

Planning change with your head means thinking through the impact of your decision and creating a roadmap from start to finish. Its about seeing the BIG picture and having a vision of the end goal and the impact it will create on your initiative.

Execute Change with Your Hand

The execution stage is where the rubber meets the road – each of the Change Components defined below is addressed during the Execute Change stage:

  • User Involvement: Ensuring user and people involvement in defining the change
  • Leadership Commitment: Obtaining effective sponsorship and leadership engagement
  • Training: Delivering appropriate training programs
  • Coaching: Developing change champions and providing hands on support to users
  • Organizational Performance: Defining organizational functions and performance standards
  • Communications: Developing and delivering appropriate communications messages
  • Metrics and Measurements: Defining and tracking metrics for benefits realization

Executing with the ‘hand’ means having a defined plan of action that will result in less missed deadlines and avoiding getting side tracked by other activities.

Sustain Change with Your Heart

Finally, change efforts needs to be sustained throughout the long-term existence of the organization – that means making change stick! Ongoing reinforcement of the change and evolution of the Desired Future Stage is managed in this final Control Change stage.

Sustaining change with the heart means having a people first approach and focusing on the human aspect of change. By mobilizing people to be on your side and seeing the impact of change as a positive benefit for them, the change initiative becomes easier to implement and has lasting adoption.

Finding a Balance

Change doesn’t happen overnight and it takes time to learn team dynamics and company culture. Most people within an organization rarely see change coming and often hear about it through un-ideal mediums such as email for the first time.

Therefore, ensuring you have a solid plan that combines planning, execution and sustainment, will help you successfully navigate your change initiative.

How can we help?

StrategicFront offers a unique approach by integrating Project, Process, and Change Management to deliver on client’s business goals. Our team of highly skilled and experienced practitioners have led successful projects across all areas including: banking, technology, retail, and professional services.

Do you have a special initiative that may need support? We’d be happy to speak with you! Email us at info@strategicfront.com to get in touch.

Successful Change Management Adoption

5 Factors to Successful Change Management Adoption

5 Factors to Successful Change Management Adoption 1100 733 StrategicFront

People have a natural tendency to revert to what they are familiar and comfortable with – hence Adoption is critical to success of any change management initiative. Yet, because adoption steps come later in the change process, they are often neglected.

As a business innovates and enables new ways of working, employees often need support and education to adopt new methods. Consider the following principles when implementing your next change initiative.

5 Factors to Successful Change Adoption

1. Shared Vision: When starting any change effort, it’s the change leader’s job to deliver the vision of the future state, and inspire others to move towards it. People are more committed to work towards the change when there is a clear vision or a ‘a unified reason for change’.

2. Accountability starts at the TOP!: Leadership accountability is a critical factor when it comes to gaining buy-in for the change. Participation, communication, resource commitment, sharing the vision early and often—each one of these actions demonstrates leadership’s commitment to the change.

3. Stakeholder Involvement: Change Leaders must not only understand who the stakeholders are, but also the level of support each has for the change effort and the degree to which each can affect it (positively or negatively). Understanding, supporting and establishing two-way communication with stakeholders is critical to successful adoption of change.

4. Enabling Behaviour: Individuals respond differently to change, so change leaders need to provide support, training and coaching to keep the change effort moving forward without alienating stakeholders. Successful change leaders must recognize and reinforce desirable behavior by celebrating small wins, providing ongoing feedback on the progress of the change, and remembering that each individual moves along the change curve differently.

5. Measure Metrics: Metrics are critical to measuring adoption success. Whether your metrics track process, personnel or financial performance, change requires leaders to examine and realign the current measurement systems to support the change effort in each area. Too often, contradictory metrics exist, driving old behaviors and eroding support for the change.