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I am currently in a company where Project Management is still a new concept. Very little governance is followed and alot of resistance is forthcoming. I am using procedure to ensure the project rolls out with minimum disruption. My current project is now used as a basis for future projects to be run in a project controlled environment. I am having a lessons learnt meeting after project close-out.
get the support and the involvement from the top management,
I found that the most effective aspect of change management is to manage human expectations from the change. The project impact must be communicated with all humans impacted by it and thier feedback (thier expectations) must be evaluated. The more expectations you can factor into your project plan the better is the chance of a positive change.
Baseline,baseline and baseline.I dont know what exactly your situation is.Do you have a PMO?Variance reporting etc...Remember stakeholders would be having various interests but you as a project manager should make sure things are in place.Well,thats your Job :-).
My approach would be to ask the stakeholders to accept the Risk involved based on who is opposing putting things on place..Note that Risk management is so key.List out the Risk and highlight it as impacting because of not having changemanagement.Have those stakeholders who are opposing the baseline and change request accept the Risk involved and communicate accordingly-ONLY if they agree.I am suremost of them will be reluctant and thats where aPM pulls the trigger and bring in the key stuffs.I have seen it succesful many times.For that matter I have even told I will keep the project on Hold certain times as it was the right decision because of mot having fundamentals in place as it was a project I have to take over.Put the poject on hold for two weeks and delivered on time,scope and cost
.Remember if you are a good PM PMO will definitely support you.Good luck.
Abdul Rahiman
PMP,RMP,SP,ITILv3,CSM
I see a lot of great practical answers especially from Pat, Tamer, Prince, Francisco, & riham.
So only what I can add or summrize after you have the right & legal support from top management :
1- Prepare your change management & share it with other department managers or director to get feedback and you have to visit them at their offices to communicate.
2- Sure you should give a specific time for collecting and sharing feedback (set a time such as1 week)
3- Update your plan from the feedback you received. (I doubt you will get more feedback)
4- start applying your plan
5- Get the lessons learned then update your plan again
Note:
To get more feedback or even to show that you need to apply new changes you have to get some statistics to compare between how the work will enhance before or after applying your plan.
Good Luck
Change is always a strange partner and will be resisted at first short because it disorganises our comfort zones.Generally speaking,people love the familiar,the business as usual,the comfort ''couch''...even in those instances where we know that the current systems are not working.To successful introduce change,the people going to be affected must be involved from the concept of it to its implementation.You must sell the idea to team leaders who are responsible for the overall running of the business.If the vision is well accepted from TOP leadership,you will receive alot of support during the implementation.Secondly,you must sell the idea to the users clearly defining WIFM-What's in it for me... for the end users.This could be time saving meaning,cost cuts,more productivity,higher volumes,Big bonuses,work-life balance, pay rise,less customer complaints etc.Please note that if the end results of the change are negative to the users,they will resist and frustrate it.Lastly,remain positive and lead by example!
هل تحتاج لمساعدة في كتابة سيرة ذاتية تحتوي على الكلمات الدلالية التي يبحث عنها أصحاب العمل؟