This document discusses the challenges of managing organizational change through projects. It notes that while most projects relate to organizational change, three-quarters of change projects fail due to people's resistance to change, inadequate project management approaches, and confusion between change and product delivery. The document explores the various forms of and reasons for resistance to change at the individual and group level. It argues that a classical project management approach may not be best suited for change projects and that organizational development tools are more appropriate. The keys to success include recognizing diversity, building trust, involving people, and sharing knowledge.
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RICS APM Project Leadership Conference Feb 2016Donnie MacNicol
Slides used in a highly interactive session using materials from Project Leadership 3rd Edition. Delegates were provided with the opportunity to walk between rooms and discuss the questions.
These slides highlights the importance of positive leadership in project management. It covers the definition of leadership, impact of leadership on the organization, leaders vs. managers and the role of leadership during the project life cycle.
The Why and How of Effective Strategic Planning Scott Patchin
What is strategic planning? Do I need one? How do I do it? Here is what you need to know and some practical first steps to building and executing your plan.
Developing Project Management Leadership,
It just doesn't happen, it takes planning, it takes devotion and above all it takes people care.
See how to:
Define the core competencies of an effective Project Manger/Project Leader
Introduce ideas and techniques that will assist the Project Leader in enhancing the capabilities of the entire Project team
Provide a framework for developing a personal leadership development plan
Promote teamwork and collaborative leadership
Managing change in today\'s topsy turvey business climate -- practical tips in this eBook produced in association with Interaction Associates. More info is at: www.interactionassociates.com
Managers, at one point or another, will have to make changes in some, if not all aspects of their workplace. These changes refer to organizational change, which is any alteration of people, structure, or technology. Most often, changes are initiated and coordinated by a manager within the organization. However, the change agent could be a non-manager – for example – a change specialist from the HR department or even an outside consultant whose expertise is in change implementation.
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Organization development (OD) is a deliberately planned, organization-wide effort to increase an organization's effectiveness and/or efficiency and/or to enable the organization to achieve its strategic goals.
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6. The vast majority of projects
is related to organizational
change
Some projects are proactively
turned towards organizational
change.
Others are reactively related to
change.
7. … but ¾ of all organizational
change projects fail
13. Resistance and Adaptation
Changes necessity changes
in the of adaptation in living
environment to environment beings
The change comes from outside:
the reference is the environment.
14. Resistance and Adaptation
Changes
in the congruency
environment Internal adjustments with the
until self-conservation changes
is reestablished in the
Self- environment
conservation
The change comes from inside:
the reference is the living being.
17. Groups are fundamental
elements of organizations
They are links between the
individual and the organization.
Generate more identity than the
organization as a whole.
Allow to share perceptions and
visions.
18. Groups are also a critical
element of change
Facilitate to “organize” resistance,
without exposing the individual.
Suggest the impression that the
collective is stronger than the sum
of the individuals.
Change tends to stimulate the
competition between groups.
27. Change should be strategic – that is
rather a program's issue.
PM’s main purpose is to deliver products
– change is different.
Its structure is temporary – change has to
be permanent.
It does not include some important tools
and techniques - organizational
development does.
32. Development Projects
Provoke behavioral changes,
intangible, but relevant.
Are strongly influenced by
organizational, social, cultural
and economic aspects.
33. Development Projects
Have to deal with a high degree
of uncertainty for planning and
implementation.
Beneficiaries are not
commercial clients of the project.
34. Example Project Management Office
PMO is to At the same
introduce time, the
change and establishment
promote of a PMO is a
development development
within the project.
organization.
35. More explicit Challenges
Obtain sponsorship and resources.
Demonstrate the value of the PMO.
Have qualified staff.
Have the responsibilities well
defined.
“Culture” (whatever that means).
39. Recognize the diversity of people.
Build up trust.
Orient the pace of change towards
people, not technology.
Reveal the value for the people, not
only for the organization.
Involve people actively.
Create, use and share the
organizational knowledge.
41. ... but all should comply efficiently
with their mission and be a pleasant
place to work!
42.
43. Some resources used:
• Bauer, Ruben (2009): Conhecimento e cognição. Apresentação no SBGC no Rio
de Janeiro.
• Bregman, Peter (2009): How to Counter Resistance to Change.
http://blogs.harvardbusiness.org/bregman/
• Burke, Wyatt Warner (2007): Organization change. Theory and Practice. Los
Angeles: Sage Publications.
• Friess, Peter M. (2000): Systemische Konzepte für das Management von
Organisationsprojekten. www.gpm-ipma.de/docs/
• Neumann, Donald/Baureis, David/Stock, Torsten (2009): Capacidade de
Transformação: Gestão Ágil de Projetos em Estruturas Organizacionais
Transformáveis. In: Revista MundoPM, nº 26.
• Nicolette, Dave/ Kosekla, Lasse (2008): Overcoming Resistance to Change.
http://submissions.agile2008.org/node/1655
• Pfeiffer, Peter (2005): Gerenciamento de Projetos de Desenvolvimento.
Conceitos, Instrumentos e Aplicações. Rio de Janeiro: Brasport.
• Pfeiffer, Peter (2006) Facilitação de Projetos. Conceitos e técnicas para alavancar
equipes. Rio de Janeiro : Brasport.
• Schlichter, John (2009): Transformando a Cultura através do PMO e OPM3. In:
Revista MundoPM, nº 27.
• www.flickr.com