- Gather requirements during the initiating phase to articulate a change management plan as part of the project charter.
- Design a plan that integrates the work activities and drives performance by using a specific approach, such as John Kotter's 8-Step model.
- Engage stakeholders early to gather their expectations and gain their commitment.
- Integrate change needs into risk, scope, budget, communication and human resources plans during the planning phase.
- Identify change leaders as part of the project team, or hire subject matter experts to engage and coach staff and leaders to drive change.
- Execute an integrated communication and change management plan that assesses the culture for change readiness, and communicate new expectations and ways of working in the future to become accustomed to new behaviors.
- Generate quick wins to display the new ways of working as examples of change outcomes. I create a quick list of wins by gathering insights from stakeholder interviews and a review of performance measures. This allows the team to build momentum and credibility for the new work approaches.
- Gather feedback during your monitoring phase to modify approaches and thus continue to drive desired change outcomes. This allows you to evaluate what techniques work well and which ones need to be stopped or tweaked to support the adoption of new behaviors.
- Sustain the change by developing a transition plan to operations that includes trained teams. Make sure a sustainability assessment is conducted at predefined periods, beginning with quarterly reviews, to continue governance.
- Celebrate the team's accomplishment on the internal change that will drive the future of the organization. These celebrations should acknowledge individuals and teams who have adopted the new behaviors--and thus help create successful role models for others to learn from and emulate during adoption.
10 Tips for Sustainable Change Management
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