Change Management vs Project Management: What is Change Management in Project Management?
Change management and project management are two related but distinct disciplines that often work hand-in-hand to deliver organizational change. While project management focuses on the tactical execution of a project, change management deals with the people side of change and helps stakeholders adopt new ways of working.
In this comprehensive guide, we’ll explain the key differences between change management and project management, when they need to work together, and how integrating the two approaches can lead to more successful organizational change and transformation. Read on to gain a clear understanding of change management in the context of project management.
What is Change Management?
Change management refers to the application of a structured process and set of tools for leading people through organizational change and transition. The goal of change management is to help stakeholders across the organization embrace the changes needed to achieve a desired future state.
At its core, change management focuses on the “people side” of change. It aims to help employees understand the need for change, provide them with the necessary training and support, and ensure they can adapt to new processes, systems, organizational structures, job roles, and ways of working.
Some key responsibilities of change management include:
Communicating the reasons for change and the benefits it will bring
Defining and managing reactions, concerns, and objections about the change
Developing training programs to build capabilities and readiness for change
Providing coaching and support throughout the transition period
Celebrating and reinforcing wins and milestones
Overall, change management practitioners aim to facilitate organizational change in a way that minimizes disruptions, promotes adoption, and enables people across the organization to thrive in the new environment.
What is Project Management?
Project management refers to the use of methods, knowledge, skills, tools, and techniques to execute a specific project according to defined requirements and constraints. Project managers focus on the tactical delivery of project outputs like products, services, facilities, applications, or organizational changes.
Key project management responsibilities include:
Developing the project plan, timelines, budget, and quality criteria
Assembling the project team and assigning roles
Managing resources and ensuring the project stays on track
Monitoring risks, issues, dependencies, and changes
Reporting on progress and maintaining stakeholder communication
Delivering the final project outputs on time and within budget
In summary, project management is the discipline of planning, organizing, and managing project resources to achieve a well-defined goal, often within constraints like time, budget, scope, and quality. It focuses on the tactical execution and delivery of a specific project.
Difference Between Change Management and Project Management
While change management and project management are complementary disciplines, there are some key differences between the two:
Focus
Change management focuses on people and adopting organizational change
Project management focuses on executing and delivering project outputs
Goals
Change management aims to drive adoption and usage of change
Project management aims to produce project deliverables
Scope
Change management deals with the entire organization
Project management deals with a specific project
Timeline
Change management continues even after project delivery
Project management ends once project outputs are complete
Responsibilities
Change managers facilitate change and drive adoption
Project managers execute and deliver project outputs
Skills
Change management requires people and communication skills
Project management requires planning, budgeting, and monitoring skills
So in summary, change management takes a wider organizational focus, deals with adopting change, and requires softer people-focused skills. Project management has a narrow project focus, deals with tactical delivery, and requires execution-focused skills.
When are Change Management and Project Management Needed?
Change management and project management play complementary roles in delivering organizational change initiatives. Here are some common scenarios where both disciplines are needed:
Implementing New Systems - When introducing new IT systems like ERP or CRM solutions, project management handles the technical implementation while change management gets people ready to use the new tools and processes.
Business Transformations - For major initiatives like mergers, acquisitions, restructuring, or process reengineering, project management handles the mechanics of change while change management drives adoption across the organization.
Relocations - When moving to a new office location, project management oversees the physical move while change management helps employees work through the personal impact and adjust to a new work environment.
New Processes - When rolling out new ways of working like Agile or Lean, project management implements the methods while change management gets team members onboard.
Culture Change - Shifting culture requires both delivering concrete changes through projects as well as facilitating the human aspects of adopting new mindsets and behaviors.
Learning Initiatives - Delivering training programs benefits from project management to develop materials and sessions while change management promotes participation, application, and behavior change.
In these examples, employing both project management and change management allows organizations to fully cover the technical and human sides of change for superior results.
Integrating Project Management and Change Management
Given their complementary nature, project management and change management work best when integrated or aligned. Here are some tips for integrating the two disciplines:
Include change management activities in the project plan and timeline. Don’t treat it as an afterthought.
Have project and change managers collaborate in planning the initiative. Get alignment on objectives, timelines, roles, and handoff points.
Establish clear, regular communication between project and change managers to coordinate plans.
Identify points in the project where change management input is needed to support adoption.
Budget appropriately for change management just like other project costs. Don't underresource it.
Leverage project management communications and status reports to reinforce and announce change management activities.
Make sure project team members understand their role in supporting change adoption beyond just project execution.
By taking an integrated approach, organizations can ensure technical changes delivered through projects are supported by the human elements of change management - leading to true organizational transformation.
10 Key Differences Between Change Management and Project Management
To recap the key differences between these two complementary disciplines:
1. Focus
Project management focuses on tactical execution of project outputs.
Change management focuses on facilitating organizational change and people adoption.
2. Outcomes
Project management aims to produce tangible deliverables and results.
Change management aims to achieve adoption, culture change and readiness for change.
3. Scope
Project management deals with a specific project and set of deliverables.
Change management considers the whole organization and how people are impacted.
4. Timeline
Project management generally ends once project outputs are complete.
Change management activities span beyond project delivery into reinforcement.
5. Roles
The project manager oversees project execution and delivery.
The change manager facilitates change across the organization.
6. Responsibilities
Project managers plan, budget, monitor progress, solve issues, and report.
Change managers communicate, train, coach, and support employees through change.
7. Skills
Project management requires technical and execution skills like planning, budgeting, and risk management.
Change management requires people skills like communication, facilitation, influence, and coaching.
8. Methods
Project management utilizes detailed project plans, schedules, budgets, and monitoring tools.
Change management applies ADKAR, stakeholder analysis, change curves, and communication plans.
9. Success Factors
Project management success focuses on on-time, on-budget, and on-spec delivery.
Change management success focuses on adoption, culture change, and embedding change.
10. Collaboration
Project and change managers must collaborate closely to deliver successful organizational change.
Integrating project and change management is key to realizing the human benefits and business results of organizational change initiatives.
How Change Management Helps Project Management
While change management and project management have distinct roles, integrating the two creates positive synergies. Change management in particular can support project management success in the following ways:
Driving adoption - Change management gets people onboard and speeds up usage of project deliverables to realize benefits faster.
Overcoming resistance - Change managers identify and address sources of resistance so project changes can proceed smoothly.
Building support - Change communications help project managers gain buy-in and participation across the organization.
Developing capabilities - Training and coaching from change management equips people with the new skills to use project outputs.
Ensuring sustainability - Reinforcement activities beyond project close help embed the changes so benefits are sustained over time.
Overall, employing change management alongside project management helps organizations execute project changes smoothly while optimizing stakeholder adoption. This accelerates benefits realization, minimizes disruptions, and sustains lasting change.
Tips for Project Managers on Change Management
Project managers can support change more effectively by keeping these change management tips in mind:
Remember the people side and acknowledge emotional impacts of change. Don’t just focus on deliverables.
Build a change narrative and communicate reasons for change to create buy-in. Don’t expect stakeholders to just comply.
Identify resistors early and involve change managers to address concerns proactively.
Factor in the time and activities needed to help people transition effectively beyond go-live dates.
Partner with change managers throughout initiatives to drive adoption rather than throwing solutions over the wall.
Support post-project reinforcement activities rather than closing out immediately after implementation.
Learn basic change management principles and tools to lead stakeholders through change and transition.
Equipping project managers with change management knowledge strengthens their ability to deliver lasting benefits, not just outputs.
Change Management Models and Methodologies
There are a variety of change management models and methodologies that provide structured processes for leading change. Common models include:
ADKAR - Focuses on the goal of individual change in terms of Awareness, Desire, Knowledge, Ability, and Reinforcement.
Lewin’s Change Model - Lewin’s three-stage model of Unfreeze, Transition, Refreeze emphasizes preparing for change, making the change, and solidifying the change.
McKinsey 7S Model - Looks at Soft and Hard elements of Strategy, Structure, Systems, Shared Values, Style, Staff, and Skills.
Kotter’s 8 Step Model - Outlines a method for leading change through eight steps including Create Urgency, Build a Coalition, Communicate for Buy-in, Empower Action, Create Quick Wins, and Anchor the Change.
These and other change models give structure for applying change management strategies and tools tailored to the specific organizational change scenario.
Conclusion and Summary
In today’s rapidly changing business environment, organizations must master both the tactical and human elements of change to succeed. Integrating project management and change management allows companies to reap the full benefits of change initiatives by driving both execution and adoption.
Here are some key points to remember:
Project management focuses on tactical delivery while change management engages people.
Change management supports successful project execution and lasting adoption.
Integrate change management into projects from the start rather than as an afterthought.
Budget adequately for change management activities and resources.
Ensure project and change managers collaborate closely throughout initiatives.
Equip project managers with basic change management knowledge to lead stakeholders.
Continue change management reinforcement even after project delivery.
Mastering both the hard and soft sides of change will accelerate transformation and improve change success rates for your organization.
Change Management vs Project Management: What is Change Management in Project Management?
Change management and project management are two related but distinct disciplines that often work hand-in-hand to deliver organizational change. While project management focuses on the tactical execution of a project, change management deals with the people side of change and helps stakeholders adopt new ways of working.
In this comprehensive guide, we’ll explain the key differences between change management and project management, when they need to work together, and how integrating the two approaches can lead to more successful organizational change and transformation. Read on to gain a clear understanding of change management in the context of project management.
What is Change Management?
Change management refers to the application of a structured process and set of tools for leading people through organizational change and transition. The goal of change management is to help stakeholders across the organization embrace the changes needed to achieve a desired future state.
At its core, change management focuses on the “people side” of change. It aims to help employees understand the need for change, provide them with the necessary training and support, and ensure they can adapt to new processes, systems, organizational structures, job roles, and ways of working.
Some key responsibilities of change management include:
Communicating the reasons for change and the benefits it will bring
Defining and managing reactions, concerns, and objections about the change
Developing training programs to build capabilities and readiness for change
Providing coaching and support throughout the transition period
Celebrating and reinforcing wins and milestones
Overall, change management practitioners aim to facilitate organizational change in a way that minimizes disruptions, promotes adoption, and enables people across the organization to thrive in the new environment.
What is Project Management?
Project management refers to the use of methods, knowledge, skills, tools, and techniques to execute a specific project according to defined requirements and constraints. Project managers focus on the tactical delivery of project outputs like products, services, facilities, applications, or organizational changes.
Key project management responsibilities include:
Developing the project plan, timelines, budget, and quality criteria
Assembling the project team and assigning roles
Managing resources and ensuring the project stays on track
Monitoring risks, issues, dependencies, and changes
Reporting on progress and maintaining stakeholder communication
Delivering the final project outputs on time and within budget
In summary, project management is the discipline of planning, organizing, and managing project resources to achieve a well-defined goal, often within constraints like time, budget, scope, and quality. It focuses on the tactical execution and delivery of a specific project.
Difference Between Change Management and Project Management
While change management and project management are complementary disciplines, there are some key differences between the two:
Focus
Change management focuses on people and adopting organizational change
Project management focuses on executing and delivering project outputs
Goals
Change management aims to drive adoption and usage of change
Project management aims to produce project deliverables
Scope
Change management deals with the entire organization
Project management deals with a specific project
Timeline
Change management continues even after project delivery
Project management ends once project outputs are complete
Responsibilities
Change managers facilitate change and drive adoption
Project managers execute and deliver project outputs
Skills
Change management requires people and communication skills
Project management requires planning, budgeting, and monitoring skills
So in summary, change management takes a wider organizational focus, deals with adopting change, and requires softer people-focused skills. Project management has a narrow project focus, deals with tactical delivery, and requires execution-focused skills.
When are Change Management and Project Management Needed?
Change management and project management play complementary roles in delivering organizational change initiatives. Here are some common scenarios where both disciplines are needed:
Implementing New Systems - When introducing new IT systems like ERP or CRM solutions, project management handles the technical implementation while change management gets people ready to use the new tools and processes.
Business Transformations - For major initiatives like mergers, acquisitions, restructuring, or process reengineering, project management handles the mechanics of change while change management drives adoption across the organization.
Relocations - When moving to a new office location, project management oversees the physical move while change management helps employees work through the personal impact and adjust to a new work environment.
New Processes - When rolling out new ways of working like Agile or Lean, project management implements the methods while change management gets team members onboard.
Culture Change - Shifting culture requires both delivering concrete changes through projects as well as facilitating the human aspects of adopting new mindsets and behaviors.
Learning Initiatives - Delivering training programs benefits from project management to develop materials and sessions while change management promotes participation, application, and behavior change.
In these examples, employing both project management and change management allows organizations to fully cover the technical and human sides of change for superior results.
Integrating Project Management and Change Management
Given their complementary nature, project management and change management work best when integrated or aligned. Here are some tips for integrating the two disciplines:
Include change management activities in the project plan and timeline. Don’t treat it as an afterthought.
Have project and change managers collaborate in planning the initiative. Get alignment on objectives, timelines, roles, and handoff points.
Establish clear, regular communication between project and change managers to coordinate plans.
Identify points in the project where change management input is needed to support adoption.
Budget appropriately for change management just like other project costs. Don't underresource it.
Leverage project management communications and status reports to reinforce and announce change management activities.
Make sure project team members understand their role in supporting change adoption beyond just project execution.
By taking an integrated approach, organizations can ensure technical changes delivered through projects are supported by the human elements of change management - leading to true organizational transformation.
10 Key Differences Between Change Management and Project Management
To recap the key differences between these two complementary disciplines:
1. Focus
Project management focuses on tactical execution of project outputs.
Change management focuses on facilitating organizational change and people adoption.
2. Outcomes
Project management aims to produce tangible deliverables and results.
Change management aims to achieve adoption, culture change and readiness for change.
3. Scope
Project management deals with a specific project and set of deliverables.
Change management considers the whole organization and how people are impacted.
4. Timeline
Project management generally ends once project outputs are complete.
Change management activities span beyond project delivery into reinforcement.
5. Roles
The project manager oversees project execution and delivery.
The change manager facilitates change across the organization.
6. Responsibilities
Project managers plan, budget, monitor progress, solve issues, and report.
Change managers communicate, train, coach, and support employees through change.
7. Skills
Project management requires technical and execution skills like planning, budgeting, and risk management.
Change management requires people skills like communication, facilitation, influence, and coaching.
8. Methods
Project management utilizes detailed project plans, schedules, budgets, and monitoring tools.
Change management applies ADKAR, stakeholder analysis, change curves, and communication plans.
9. Success Factors
Project management success focuses on on-time, on-budget, and on-spec delivery.
Change management success focuses on adoption, culture change, and embedding change.
10. Collaboration
Project and change managers must collaborate closely to deliver successful organizational change.
Integrating project and change management is key to realizing the human benefits and business results of organizational change initiatives.
How Change Management Helps Project Management
While change management and project management have distinct roles, integrating the two creates positive synergies. Change management in particular can support project management success in the following ways:
Driving adoption - Change management gets people onboard and speeds up usage of project deliverables to realize benefits faster.
Overcoming resistance - Change managers identify and address sources of resistance so project changes can proceed smoothly.
Building support - Change communications help project managers gain buy-in and participation across the organization.
Developing capabilities - Training and coaching from change management equips people with the new skills to use project outputs.
Ensuring sustainability - Reinforcement activities beyond project close help embed the changes so benefits are sustained over time.
Overall, employing change management alongside project management helps organizations execute project changes smoothly while optimizing stakeholder adoption. This accelerates benefits realization, minimizes disruptions, and sustains lasting change.
Tips for Project Managers on Change Management
Project managers can support change more effectively by keeping these change management tips in mind:
Remember the people side and acknowledge emotional impacts of change. Don’t just focus on deliverables.
Build a change narrative and communicate reasons for change to create buy-in. Don’t expect stakeholders to just comply.
Identify resistors early and involve change managers to address concerns proactively.
Factor in the time and activities needed to help people transition effectively beyond go-live dates.
Partner with change managers throughout initiatives to drive adoption rather than throwing solutions over the wall.
Support post-project reinforcement activities rather than closing out immediately after implementation.
Learn basic change management principles and tools to lead stakeholders through change and transition.
Equipping project managers with change management knowledge strengthens their ability to deliver lasting benefits, not just outputs.
Change Management Models and Methodologies
There are a variety of change management models and methodologies that provide structured processes for leading change. Common models include:
ADKAR - Focuses on the goal of individual change in terms of Awareness, Desire, Knowledge, Ability, and Reinforcement.
Lewin’s Change Model - Lewin’s three-stage model of Unfreeze, Transition, Refreeze emphasizes preparing for change, making the change, and solidifying the change.
McKinsey 7S Model - Looks at Soft and Hard elements of Strategy, Structure, Systems, Shared Values, Style, Staff, and Skills.
Kotter’s 8 Step Model - Outlines a method for leading change through eight steps including Create Urgency, Build a Coalition, Communicate for Buy-in, Empower Action, Create Quick Wins, and Anchor the Change.
These and other change models give structure for applying change management strategies and tools tailored to the specific organizational change scenario.
Conclusion and Summary
In today’s rapidly changing business environment, organizations must master both the tactical and human elements of change to succeed. Integrating project management and change management allows companies to reap the full benefits of change initiatives by driving both execution and adoption.
Here are some key points to remember:
Project management focuses on tactical delivery while change management engages people.
Change management supports successful project execution and lasting adoption.
Integrate change management into projects from the start rather than as an afterthought.
Budget adequately for change management activities and resources.
Ensure project and change managers collaborate closely throughout initiatives.
Equip project managers with basic change management knowledge to lead stakeholders.
Continue change management reinforcement even after project delivery.
Mastering both the hard and soft sides of change will accelerate transformation and improve change success rates for your organization.
Change Management vs Project Management: What is Change Management in Project Management?
Change management and project management are two related but distinct disciplines that often work hand-in-hand to deliver organizational change. While project management focuses on the tactical execution of a project, change management deals with the people side of change and helps stakeholders adopt new ways of working.
In this comprehensive guide, we’ll explain the key differences between change management and project management, when they need to work together, and how integrating the two approaches can lead to more successful organizational change and transformation. Read on to gain a clear understanding of change management in the context of project management.
What is Change Management?
Change management refers to the application of a structured process and set of tools for leading people through organizational change and transition. The goal of change management is to help stakeholders across the organization embrace the changes needed to achieve a desired future state.
At its core, change management focuses on the “people side” of change. It aims to help employees understand the need for change, provide them with the necessary training and support, and ensure they can adapt to new processes, systems, organizational structures, job roles, and ways of working.
Some key responsibilities of change management include:
Communicating the reasons for change and the benefits it will bring
Defining and managing reactions, concerns, and objections about the change
Developing training programs to build capabilities and readiness for change
Providing coaching and support throughout the transition period
Celebrating and reinforcing wins and milestones
Overall, change management practitioners aim to facilitate organizational change in a way that minimizes disruptions, promotes adoption, and enables people across the organization to thrive in the new environment.
What is Project Management?
Project management refers to the use of methods, knowledge, skills, tools, and techniques to execute a specific project according to defined requirements and constraints. Project managers focus on the tactical delivery of project outputs like products, services, facilities, applications, or organizational changes.
Key project management responsibilities include:
Developing the project plan, timelines, budget, and quality criteria
Assembling the project team and assigning roles
Managing resources and ensuring the project stays on track
Monitoring risks, issues, dependencies, and changes
Reporting on progress and maintaining stakeholder communication
Delivering the final project outputs on time and within budget
In summary, project management is the discipline of planning, organizing, and managing project resources to achieve a well-defined goal, often within constraints like time, budget, scope, and quality. It focuses on the tactical execution and delivery of a specific project.
Difference Between Change Management and Project Management
While change management and project management are complementary disciplines, there are some key differences between the two:
Focus
Change management focuses on people and adopting organizational change
Project management focuses on executing and delivering project outputs
Goals
Change management aims to drive adoption and usage of change
Project management aims to produce project deliverables
Scope
Change management deals with the entire organization
Project management deals with a specific project
Timeline
Change management continues even after project delivery
Project management ends once project outputs are complete
Responsibilities
Change managers facilitate change and drive adoption
Project managers execute and deliver project outputs
Skills
Change management requires people and communication skills
Project management requires planning, budgeting, and monitoring skills
So in summary, change management takes a wider organizational focus, deals with adopting change, and requires softer people-focused skills. Project management has a narrow project focus, deals with tactical delivery, and requires execution-focused skills.
When are Change Management and Project Management Needed?
Change management and project management play complementary roles in delivering organizational change initiatives. Here are some common scenarios where both disciplines are needed:
Implementing New Systems - When introducing new IT systems like ERP or CRM solutions, project management handles the technical implementation while change management gets people ready to use the new tools and processes.
Business Transformations - For major initiatives like mergers, acquisitions, restructuring, or process reengineering, project management handles the mechanics of change while change management drives adoption across the organization.
Relocations - When moving to a new office location, project management oversees the physical move while change management helps employees work through the personal impact and adjust to a new work environment.
New Processes - When rolling out new ways of working like Agile or Lean, project management implements the methods while change management gets team members onboard.
Culture Change - Shifting culture requires both delivering concrete changes through projects as well as facilitating the human aspects of adopting new mindsets and behaviors.
Learning Initiatives - Delivering training programs benefits from project management to develop materials and sessions while change management promotes participation, application, and behavior change.
In these examples, employing both project management and change management allows organizations to fully cover the technical and human sides of change for superior results.
Integrating Project Management and Change Management
Given their complementary nature, project management and change management work best when integrated or aligned. Here are some tips for integrating the two disciplines:
Include change management activities in the project plan and timeline. Don’t treat it as an afterthought.
Have project and change managers collaborate in planning the initiative. Get alignment on objectives, timelines, roles, and handoff points.
Establish clear, regular communication between project and change managers to coordinate plans.
Identify points in the project where change management input is needed to support adoption.
Budget appropriately for change management just like other project costs. Don't underresource it.
Leverage project management communications and status reports to reinforce and announce change management activities.
Make sure project team members understand their role in supporting change adoption beyond just project execution.
By taking an integrated approach, organizations can ensure technical changes delivered through projects are supported by the human elements of change management - leading to true organizational transformation.
10 Key Differences Between Change Management and Project Management
To recap the key differences between these two complementary disciplines:
1. Focus
Project management focuses on tactical execution of project outputs.
Change management focuses on facilitating organizational change and people adoption.
2. Outcomes
Project management aims to produce tangible deliverables and results.
Change management aims to achieve adoption, culture change and readiness for change.
3. Scope
Project management deals with a specific project and set of deliverables.
Change management considers the whole organization and how people are impacted.
4. Timeline
Project management generally ends once project outputs are complete.
Change management activities span beyond project delivery into reinforcement.
5. Roles
The project manager oversees project execution and delivery.
The change manager facilitates change across the organization.
6. Responsibilities
Project managers plan, budget, monitor progress, solve issues, and report.
Change managers communicate, train, coach, and support employees through change.
7. Skills
Project management requires technical and execution skills like planning, budgeting, and risk management.
Change management requires people skills like communication, facilitation, influence, and coaching.
8. Methods
Project management utilizes detailed project plans, schedules, budgets, and monitoring tools.
Change management applies ADKAR, stakeholder analysis, change curves, and communication plans.
9. Success Factors
Project management success focuses on on-time, on-budget, and on-spec delivery.
Change management success focuses on adoption, culture change, and embedding change.
10. Collaboration
Project and change managers must collaborate closely to deliver successful organizational change.
Integrating project and change management is key to realizing the human benefits and business results of organizational change initiatives.
How Change Management Helps Project Management
While change management and project management have distinct roles, integrating the two creates positive synergies. Change management in particular can support project management success in the following ways:
Driving adoption - Change management gets people onboard and speeds up usage of project deliverables to realize benefits faster.
Overcoming resistance - Change managers identify and address sources of resistance so project changes can proceed smoothly.
Building support - Change communications help project managers gain buy-in and participation across the organization.
Developing capabilities - Training and coaching from change management equips people with the new skills to use project outputs.
Ensuring sustainability - Reinforcement activities beyond project close help embed the changes so benefits are sustained over time.
Overall, employing change management alongside project management helps organizations execute project changes smoothly while optimizing stakeholder adoption. This accelerates benefits realization, minimizes disruptions, and sustains lasting change.
Tips for Project Managers on Change Management
Project managers can support change more effectively by keeping these change management tips in mind:
Remember the people side and acknowledge emotional impacts of change. Don’t just focus on deliverables.
Build a change narrative and communicate reasons for change to create buy-in. Don’t expect stakeholders to just comply.
Identify resistors early and involve change managers to address concerns proactively.
Factor in the time and activities needed to help people transition effectively beyond go-live dates.
Partner with change managers throughout initiatives to drive adoption rather than throwing solutions over the wall.
Support post-project reinforcement activities rather than closing out immediately after implementation.
Learn basic change management principles and tools to lead stakeholders through change and transition.
Equipping project managers with change management knowledge strengthens their ability to deliver lasting benefits, not just outputs.
Change Management Models and Methodologies
There are a variety of change management models and methodologies that provide structured processes for leading change. Common models include:
ADKAR - Focuses on the goal of individual change in terms of Awareness, Desire, Knowledge, Ability, and Reinforcement.
Lewin’s Change Model - Lewin’s three-stage model of Unfreeze, Transition, Refreeze emphasizes preparing for change, making the change, and solidifying the change.
McKinsey 7S Model - Looks at Soft and Hard elements of Strategy, Structure, Systems, Shared Values, Style, Staff, and Skills.
Kotter’s 8 Step Model - Outlines a method for leading change through eight steps including Create Urgency, Build a Coalition, Communicate for Buy-in, Empower Action, Create Quick Wins, and Anchor the Change.
These and other change models give structure for applying change management strategies and tools tailored to the specific organizational change scenario.
Conclusion and Summary
In today’s rapidly changing business environment, organizations must master both the tactical and human elements of change to succeed. Integrating project management and change management allows companies to reap the full benefits of change initiatives by driving both execution and adoption.
Here are some key points to remember:
Project management focuses on tactical delivery while change management engages people.
Change management supports successful project execution and lasting adoption.
Integrate change management into projects from the start rather than as an afterthought.
Budget adequately for change management activities and resources.
Ensure project and change managers collaborate closely throughout initiatives.
Equip project managers with basic change management knowledge to lead stakeholders.
Continue change management reinforcement even after project delivery.
Mastering both the hard and soft sides of change will accelerate transformation and improve change success rates for your organization.