ITMPI FLAT 002
Main Menu
Home / Project Management / Bracing for Change as the Project Manager

Bracing for Change as the Project Manager

see the futureIn the eternal quest toward better project management, we want to be able to introduce changes to improve our processes, but understanding in advance how those changes will be received by the team can take some effort. Saira Karim at PMI writes in a blog post how we can best brace for change without having to consult the local mind reader at the county fair. The first thing to do is to communicate with everyone affected by the change, perhaps by hosting meetings to explain the need for the change. The reasons should make practical sense, because everyone hates change for the sake of change, especially in a workplace. Plan for time to collect and acknowledge reactions to the proposed changes by being ready to hear and answer questions. Whether in meetings or anonymously, create channels where people can voice their concerns. As Karim says, you need to be able to recognize adjustments: In the case of my colleague, the majority of individuals in his department had been with the organization for over 15 years. That means they probably formed the present systems and culture, and therefore it was expected that this group would be more skeptical toward change. In this sort of situation, describe how and what type of training and support can or will be provided. Identify who will be responsible for managing the change and how the process will take shape (i.e., the immediate first steps). Changes often mean new sources of stress, and for that, you should attempt to be emotionally supportive of team members as they adapt. If possible, take your team members to other departments who have made similar changes to demonstrate how they have taken to it. Offering rewards and incentives is another way to perk your people up to embracing change. All in all, approach the change like a project to be managed. Use risk assessment and stakeholder analysis to monitor the change. Ensure that the change is being executed by the entirety of the team, squashing any vocal dissenters in the process, and when the changes are complete, celebrate with the team and move on. It does not require psychic powers or clairvoyance to know how well a change is going to be received. Good sense and smart practices will take you most of the way.

About John Friscia

John Friscia is the Editor of Computer Aid's Accelerating IT Success. He began working for Computer Aid, Inc. in 2013 and continues to provide graphic design support for AITS. He graduated summa cum laude from Shippensburg University with a B.A. in English.

Check Also

How People with Different Conflict Styles Can Work Together

Everyone falls under one of two categories when it comes to their approach to conflict: …

Leave a Reply

Your email address will not be published. Required fields are marked *