Levels of Change Management – level 3

Change management’s purpose is clear – to ensure that changes deliver intended results and outcomes by addressing one of the most critical elements of successful change, the people side of change.

Employee adoption and usage are the bridge between a great solution and ultimate results. In practice, change management plays out on several different levels within the organisation.

To provide clarity to this rapidly emerging and evolving discipline and to understand how it is practiced within organisations, Prosci and the Change Management Learning Center are releasing a tutorial series on the Levels of Change Management. This series will examine change management on three distinct levels:

  1. The Enterprise Level – as an organisational capability and competency
  2. The Project Level – as a benefit realisation and value creation measure applied on particular initiatives
  3. The Individual Level – as an approach for enabling one person to change successfully

Read the tutorial on change management at the individual level and/or attend the free one-hour webinar (today or tomorrow) via this link.

 

 

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The three levels of change management

How do you define change management to project leaders and senior leaders?

When prompted to define change management, you can provide a formal definition, or you can define change management in the context of the concerns and values of your audience. You can present change management as the application of processes and tools on a particular initiative (the technical definition). Or, perhaps you can define change management as a benefit realisation tool, a way to ensure achievement of results and outcomes, or as a vehicle for optimizing adoption and usage.

In the second tutorial of the Prosci series, learn about Project Level Change Management including:

  • What change management is at the Project Level
  • Four tips for applying change management at the Project Level
  • Levels of Change Management – Module 2: Project Level

This tutorial from Prosci and the Change Management Learning Center continues a series examining the three levels of change management. While change management has a singular focus – to ensure that changes deliver intended results and outcomes by addressing the people side of change – in practice it plays out on three distinct levels – the Enterprise Level as an organisational capability and competency, the Project Level as a benefit realisation measure, and the Individual Level as an approach for enabling employees to embrace, adopt and use a change.

For the published overviews and key outcomes of all the “Levels of Change Management” webinar series, visit the Prosci webinar site.

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Which project methodology should you choose? Waterfall or Agile?

Following up from Allegra Consulting’s recent seminar and networking event focusing on the how change management fits with the different types of project management methodologies, we found a great article summarising the key differences.

Titled “Agile or Waterfall? 8 Tips to Help You Decide” and written by Susanne Madsen, a leading UK project management coach, and the author of The Project Management Coaching Workbook, the article helps you decide which approach is best suited in your situation, taking into consideration eight key aspects. The questions posed will help you decide how flexible your methodology needs to be on a scale from very flexible (agile) on the one hand, to very rigid (waterfall) on the other.

Read the article here.

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Participate in global study of Change Management!

Prosci is conducting a worldwide change management benchmarking study focusing on managing the people side of change. All practitioners are invited to participate. The opportunity to share your experiences closes in one week!

If you participate, you can look forward to receiving a complimentary copy of the resulting 2014 edition of Best Practices in Change Management, a journal-style report valued at $300 (USD).

If you have not yet participated in the study and are a change management professional, project leader, project team member or have experience working on a change initiative, we encourage you to contribute your insights to the largest body of knowledge on change management. The study closes on May 10, 2013.

Learn more about the study, download the prep guide, or participate via the Prosci website.

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“Change is easy if you use your brain”

Dr Jeffrey Schwartz, author of almost 100 scientific publications in the field of neuroscience and psychiatry will be speaking in Melbourne at the Park Hyatt on Monday, March 25.

  • Refreshments: 2-2.30pm
  • Presentation: 2.30-4pm
  • Venue: Park Hyatt, 1 Parliament Place, East Melbourne

Cost $65.  Click here for more information and booking details

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Change Management Global Conference

The JW Marriott in Los Angeles is the chosen venue for this year’s Association of Change Management Professionals (ACMP) Global Conference – touted as being the largest gathering of professionals focused on revolutionising results from changes in their organisations and environments.

There are more than 60 sessions scheduled over the four-day event from April 14-17, 2013.

The blurb from their website says: “You will hear new ideas on how to change habits, understand the human brain at work and identifying organisational belief systems that impede progress. You will come away from this conference with new ideas for success and relationships with colleagues that share your passions for influencing change!”

Experts from across the globe will present ideas and case studies on key topics such as:

  • Culture
  • Emerging trends
  • How-to/best practice
  • Industry
  • Insightful ideas
  • Measuring change
  • Neuroleadership
  • Organisational Change Management

To learn more about the speakers, sessions, workshops and registration, visit the ACMP website.

 

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Attend a free webinar – “Five Levers of Change Management”

Learn tips and best practices for creating each of the five change management levers: communications plan, training plan, sponsor roadmap, resistance management plan, and coaching plan. A fantastic introduction for new practitioners or a great refresher for certified practitioners.

Friday, March 1 – 8am Melbourne/Sydney time

Prosci open enrollment Change Management Webinars are an exciting forum to learn from change management experts, share your own experiences and discuss cutting edge change management issues with peers. The webinars are a great first step toward effectively managing change.

Register online

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Project management methodologies – is there a winner?

Organisational change is usually delivered through the implementation of a project or series of projects and shared milestones identified in a project plan. Like change management, project management has grown and strengthened as a discipline over the past 20 years and there are a number of methodologies organisations can use to plan, manage and execute projects. The three most widely adopted methodologies are PMBOK (Project Management Book Of Knowledge), PRINCE 2 and Agile.

So what are the key strengths of each methodology? Is one really better than the other? To better understand the pros and cons, we have examined a series of expert reviews to bring you this summary.

Definitions from Wikipedia

1. PRINCE2 (an acronym for projects in controlled environments, version 2) is a project management methodology. It was developed by a UK government agency and is used extensively within the UK government as the defacto project management standard for its public projects. The methodology encompasses the management, control and organisation of a project.  PRINCE2 is widely adopted throughout the UK and Europe as the preferred project management methodology.

What the experts say about PRINCE2:

  • Theme “business case” and focus on product delivery help focus on delivering value.
  • Stages provide a mechanism to incorporate iterations in the lifecycle.
  • Thorough explanation of how roles other than the project manager contribute to the project.

2. Agile management or agile project management is an iterative method of determining requirements for engineering and information technology development projects in a highly flexible and interactive manner, for example agile software development. It requires empowered individuals from the relevant business, with supplier and customer input. Although developed in the US, Agile Management has gained significant worldwide popularity over the traditional “waterfall” project management methodology

What the experts say about Agile:

  • The iterative nature of agile makes it an excellent alternative when it comes to managing development projects, especially software projects.
  • It promotes adaptive planning, evolutionary development and delivery, a time-boxed iterative approach, and encourages rapid and flexible response to change.
  • Tasks can be broken down into smaller stages and this allows for substantial risk reduction through earlier assessment, testing and analysis.
  • An emphasis on team and individual initiative.

3. A Guide to the Project Management Body of Knowledge (PMBOK Guide) was first published by the Project Management Institute (PMI) as a white paper in 1983 in an attempt to document and standardize generally accepted project management information and practices. The PMBOK Guide is process-based, meaning it describes work as being accomplished by processes. PMBOK is widely adopted throughout the US as the preferred project management methodology.

What the experts say about PMBOK:

  • Scrupulous planning
  • Rigorous project control
  • Clearly defined roles
  • An emphasis on communication
  • Clear and validated deliverables

In summary, PMBOK and PRINCE/PRINCE2 are project management methodologies for use across a wide range of projects (software, building, major events etc.); Agile is a software development methodology that can be applied to some projects.

Each of the three methodologies have a central theme in common – they provide a set of tools, techniques and templates for managing projects – avoiding the need for re-invention.

They each aim at tackling common and problematic project characteristics:

  • Accelerated change
  • New or unique deliverables
  • Limitations on resource or budget
  • Delineated timescales.

All three methods also seek to reduce the risks inherent in undertaking projects: unsatisfactory deliverables; overspend; schedule slippage.

What are the main differences?

In some of the literature we reviewed, many felt that rather than compete, PMBOK and PRINCE2 actually complemented each other with PMBOK providing the information on what a project manager needs to know while the PRINCE2 methodology demonstrates how to apply this knowledge in a structured and consistent manner.

The key difference between PMBOK/PRINCE2 (predictive methodologies) and Agile (reactive methodology) is that the PMBOK/PRINCE2 focus on analysing and planning the future in detail and cater for known risks. They involve a large amount of “upfront” documentation. Reviews of these methodologies suggest predictive methods rely on effective early phase analysis and if this goes very wrong, the project may have difficulty changing direction. Predictive teams will often institute a change control board to ensure that only the most valuable changes are considered.

In contrast, the Agile methodology is more flexible, making it better able to produce deliverables without the need for substantial changes and reworking. Tasks can be broken down into smaller stages and this allows for substantial risk reduction through earlier assessment, testing and analysis. This makes it ideal for IT based projects and software development where a full set of requirements cannot always be known upfront and are further refined during the iterative build/test phases.

It is difficult to do justice to a full analysis of these methodologies in such as small amount of space, but perhaps in summary we can safely say that PMBOK, PRINCE2 and Agile methodologies have each gained popularity with large numbers of practitioners around the world because each offer compelling methods for dealing with the administration and management of projects. It therefore seems likely that best practice will eventually be defined as an adaptive hybrid of all three schools of thought.

We would love to hear your thoughts on this much debated topic via our blog.

References and sources:

CIO: PMBOK vs. PRINCE2 vs. Agile project management What are the pros and cons

Hilogic Project and Programme management

Bruno Collett: Comparing PMBOK and Prince2 in 1000 words

Andreski Project Management: Agile, Prince2 and PMBOK

wikipedia.com

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Allegra Consulting welcomes Natalie Reed as General Manager

As Managing Director of Allegra Consulting, I am delighted to introduce change and project industry expert Natalie Reed who joins the company as General Manager.

Natalie comes to Allegra with an exceptional set of credentials and experience and will be managing Allegra’s business operations.

An accomplished business leader with extensive experience delivering outstanding results in change and project management, Natalie is excited to be joining the Allegra team.

I would like you to join me in welcoming Natalie who brings to Allegra Consulting excellent communication skills, a genuine interest in nurturing talent and a proven ability to build and maintain long-lasting relationships. It’s a real coup to have Natalie on board as she has an excellent understanding of the change management discipline.

Years of experience in the project management environment at large corporate organisations means Natalie is well-suited to further extending Allegra’s project management consulting and recruitment services to our valued clients.

Natalie’s mobile number is 0409 405 638 or she can contacted via the usual office number 9614 1616 or via natalie@allegraconsulting.com.au

Helen Haley
Managing Director
Allegra Consulting

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“Employee’s Survival Guide to Change”

The third edition of the Employee’s Survival Guide to Change has been published by Prosci. Written to speak directly to employees, this book answers frequently asked questions to provide an understanding about why change is happening and how to control it.  Employees learn that the decisions they make throughout the change process have a direct impact on their own success during the transition, how they perform and how they are perceived at work.  The newest revision of the Survival Guide provides practical examples of actions employees can take to be successful, respected leaders among their peers and managers.

The Employee’s Survival Guide to Change helps employees become participants in change rather than victims or targets of change. Employees now can take control and discover how to survive and thrive in today’s changing workplace. This book is available from Prosci at http://www.change-management.com/survival-guide.htm.

 

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