One aspect of change that everyone knows about is communication. Change usually requires preparing people, managing expectations, explaining what’s happening and why’s it’s happening, building coalitions and consensus and encouraging involvement. All of these are based on communicating between people.
Change management isn’t just communicating, but it’s a very big element of it.
This might seem an odd title for an article by someone who makes their living building change capabilities in organisations, and who spends a lot of time talking about, thinking about and working with Change Management.
The point I want to emphasis is not that Change Management is no thing or nothing, it is quite definitely something! It is not a thing, because it is many things.
A contentious title? Some people may disagree with my thoughts here - let’s see if we can generate a good debate.
A lot of commentators bemoan the lack of flexible working in many organisations. Most of us, at least some of the time, want a degree of flexible working. By “flexible working” I mean the freedom to choose where and when to work. This covers a spectrum from the odd Friday worked at home, through to those modern global citizens who base themselves in some desirable beach location and in between bouts of surfing work as and when they want.
There’s a common behaviour when programme managers act as “big” project managers. This builds on the view that a programme is just a big project. There’s no doubt that many good project managers go on to become good programme managers – but it is not a given.
Sometimes very good project managers go on to become terrible programme managers. Having been such good project managers, they assume that becoming a successful programme manager means doing more of the same.
I want to return to the topic of my last post, prioritisation, and I’m going to extend some of the thinking from it.
I briefly highlight this point to raise one of the major challenges with prioritisation. It is not the activity deciding of what you are going to do, but the decision not to do something. These may simply seem to be the inverse of each other. Perhaps. But psychologically it seems easier to say “yes I’ll do this”, than “no I will not do that”.
If you are the sort of person who follows my posts, here or elsewhere, the chances are that you are interested in organisational change. The chances are also fairly high that you have been involved in several change initiatives. I expect that at many times your organisation has struggled with change.
I feel confident enough to say, if you have never struggled with change, then that’s because you have never been involved in a change of any complexity.
Predominantly, I have published business books. If you follow me or are a friend on Goodreads you’ll see that my interests in reading and writing are much wider. Business books are part of my professional life and how I earn a living. Whether I always like them or not, reading business books is part of the day job for me.
As an author I occasionally write a post for Goodreads. Most of my blogs and posts go on my own website (www.changinghats.co.uk) or on LinkedIn. I don’t include them here as they are mainly about business and professional matters which may be of limited interest to the wider audience of readers on Goodreads. However, occasionally a topic comes up which crosses between then – in this case about professional writing, more specifically swearing in professional writing.
I’ve been interested for a long time in the relationships and differences between delivery and change. One way of exploring this is in the relationships and differences between project and change managers, a subject that always seems to generate a 100 different views from 100 different commentators. In this post I want to look at one specific aspect of that difference – working out the scope of an initiative.
Scope is a fundamental concept in the delivery of projects and change. Scope can seem a pretty simple concept to gets ones head around. I think scope has different meanings depending on the role one performs.
A couple of years ago I started looking for a way to help more people gain an understanding of project management. Not everyone wants to buy one of my books, and seminars have a limited number of places. A contact in the publishing industry had the great idea of connecting me up with Totem Learning. Totem Learning are a leading, award winning developer of simulations and serious games, (see www.totemlearning.com). It was a great relationship to build, and some months later the result of our join work was Unlock: Project Management.
I was in a conversation a few days ago, and I was reminded about an old phrase my grandfather used to say: look after the pennies and the pounds will look after themselves. (I’m sure there is an equivalent phrase for other currencies).
I thought about this phrase sometime after listening to a speaker talking about the way they ran projects. They were strongly espousing a view that we should worry more about delivery and less about deliverables.
I want to talk about some words – specific words, but in order to do this I’m going to start with a big generalisation.
The important thing about words is that they have meanings. Because words have meanings we are able to communicate about all sorts of objects, ideas, concepts and whatever other entities, things or stuff we want to talk about.
What makes successful project managers?
I have been interested in the way the best project managers think and behave for a long time. Back in 2005 I wrote the first edition of my first book The Project Manager, Mastering the Art of Delivery. The genesis of this book was an observation made from roles I had running large teams of project managers. The observation? There is limited correlation between how well qualified someone is as a project manager, and how good they are at project management.
As its coming into the summer break for many of my regular readers, I thought I would write on something different.
What seems like a very long time ago, I studied for degrees in Mechanical Engineering and Economics. I have never worked as an engineer or an economist. Much of what I learnt has been discarded to the dim recesses of my mind. But this does not mean studying was in vain. The approaches from each discipline still influence my way of thinking. I think this is more useful than any specific facts or ideas from studying a subject.
I seem to have come full circle with my writing. For those of you unfamiliar with my works, which is the vast majority of the world, I am a fairly minor author. So far, my published books are mostly business and management books. I am well known in my niche, but not much beyond. To give an idea of scale - good sales for me are over 20,000 copies of a book. Bad sales are a few thousand copies.
I have been involved in projects and programmes for a long time. Long enough that I sometimes think I can smell the state of a programme when I am first engaged on it. By smell of course, I really mean pick up certain small aspects of behaviour that give me a feeling of confidence or concern.
I have just sent back the corrected proofs for the second edition of my book Project Management Step-by-Step. This is one of my best sellers, and even though it is 10 years old – quite an age for a professional book – it still sells a few thousand copies a year. Perhaps not the huge sales of a best-selling novel, but for a niche writer like myself, pretty respectable for a book of that age.
Imagine you are working on a project and it is going to finish late. It is a scenario that many of us will be familiar with. Is the project a failure? That depends. There are many situations in which a project is late. There are many situations in which a project – or at least a properly defined and well run project looks late, but isn’t. This happens when we confuse aspirations with plans.
We’ve all heard the joke: a consultant is someone who borrows your watch to tell you the time. What makes the joke funny, in the way Dilbert is funny, is that we know there is some truth in it. I don’t want to tar all consultants with the same brush, but some consultants really do just borrow your watch to tell you the time. To be fair, many don’t and even when they do, sometimes it’s what the client asked for.
In the UK TV comedy Dad’s Army, Corporal Jones was a character who at regular intervals would run around shouting “Don’t panic! Don’t Panic!” The joke was he was always panicking.
It feels like this on many of the projects I am involved in. There is some pretence about being calm, but there are many signs of panicking. And what is everyone panicking about? Usually, time and money.
There are many reasons projects and programs get in trouble. Problems we are all familiar with include: poorly defined goals, lack of sponsorship, ineffective prioritisation and access to resources, and when there is no drive to make progress. I have been involved in lots of projects in my career, and I’d love to say every one of them was a success, but it would be a lie. Quite a big lie. I have been in projects with every one of these problems, sometimes all of them.
Not long ago I published a post titled "what's the point of change management?" (you can find it on this site). In this article I want to do the same sort of thing for project management. I aim to write a third article contrasting project and change management.