{"id":7455,"date":"2020-01-17T00:00:00","date_gmt":"2020-01-17T00:00:00","guid":{"rendered":"https:\/\/www.changepartners.ee\/change-management-and-project-management-a-side-by-side-comparison\/"},"modified":"2024-05-16T12:17:37","modified_gmt":"2024-05-16T12:17:37","slug":"change-management-and-project-management-a-side-by-side-comparison","status":"publish","type":"post","link":"https:\/\/www.changepartners.ee\/en\/change-management-and-project-management-a-side-by-side-comparison\/","title":{"rendered":"Change Management and Project Management: a Side-by-Side Comparison"},"content":{"rendered":"

The disciplines of change management and project management are both necessary when executing a project or initiative. Each discipline brings the critical structure needed for effectively implementing change and achieving the results you want. Yet, change management and project management must work together to achieve successful change. Doing so creates a\u00a0unified value proposition<\/a>, which sets the foundation for tactical integration and delivers value across all aspects of the project, including both the people side and technical side.<\/p>\n

EXAMINING THE DISCIPLINES SIDE BY SIDE<\/h4>\n

The paragraphs below juxtapose change management and project management, comparing common aspects of each discipline, including focus, definition, intent, process, tools, scaling factors, measurement of success, and practitioners. Although this list highlights the differences between the disciplines, it\u2019s more important to remember the common objective: to deliver successful change.<\/p>\n

DEFINITIONS<\/h5>\n

Change Management<\/strong>\u00a0\u2013 applying processes and tools to manage the people side of change from a current state to a new future state such that you achieve the desired results of the change (and expected return on investment)
\nProject Management\u00a0<\/strong>\u2013 applying knowledge, skills, tools and techniques to project activities to meet project requirements<\/p>\n

INTENT<\/h5>\n

Change Management<\/strong>\u00a0\u2013\u00a0to ensure that impacted employees embrace, adopt and use the solution associated with the change
\nProject Management<\/strong> \u2013\u00a0to ensure that the solution is designed, developed and delivered effectively<\/p>\n

FOCUS<\/h5>\n

Change Management<\/strong> \u2013\u00a0employees impacted by a project or initiative (those who must adopt and use the change
\nProject Management<\/strong> \u2013\u00a0tasks and activities required to create and implement the technical solution associated with\u00a0a change<\/p>\n

SCALING FACTORS<\/h5>\n

Change Management\u00a0<\/strong>\u2013 characteristics of the change, attributes of impacted organizations, and degree of “people change” required
\nProject Management<\/strong>\u00a0\u2013\u00a0complexity and degree of technical change associated with the particular project or initiative<\/p>\n

PROCESS<\/h5>\n

Change Management<\/strong>
\nI Phase – Preparing for Change
\nII Phase – Managing Change
\nIII Phase – Reinforcing Change
\nSource:\u00a0Prosci 3-Phase Process\u2122<\/a><\/em><\/p>\n

Project Management
\n<\/strong>Initiating
\nPlanning
\nExecuting
\nMonitoring and controlling
\nClosing
\nSource: PMBOK Guide\u00ae – Sixth Edition (2017)<\/em><\/p>\n

TOOLS<\/h5>\n

Change Management
\n<\/strong>Individual change model
\nReadiness assessments
\nCommunication plans
\nSponsor roadmaps
\nCoaching plans
\nTraining plans
\nResistance management
\nReinforcement mechanisms<\/p>\n

Project Management
\n<\/strong>Statement of work
\nProject charter
\nBusiness case
\nWork breakdown structure
\nGantt chart
\nBudget estimations
\nResource allocation
\nSchedule and tracking<\/p>\n

SUCCESS MEASUREMENT<\/h5>\n

Change Management <\/strong>\u2013 measurement focuses on the people side of change elements, including:
\nSpeed of adoption by impacted employees
\nUltimate utilization by impacted employees
\nProficiency of impacted employees
\nAchievement of results and outcomes*
\n*Because results and outcomes depend on individuals adopting the change, this is a primary focus.
\n<\/em><\/p>\n

Project Management<\/strong> \u2013 measurement focuses on the technical side of change elements, primarily:
\nOn time
\nOn budget
\nMeets technical requirements
\nAchievement of results and outcomes*
\n*In some cases, intended results and outcomes take a secondary role behind time and budget targets.<\/em><\/p>\n

WHO PRACTICES<\/h5>\n

Change Management<\/strong>\u00a0\u2013 involves a system of “doers” throughout the organization, not just change management practitioners:
\nExecutives and senior leaders who sponsor the change
\nManagers and supervisors who coach direct reports through the change<\/p>\n

Project Management\u00a0<\/strong>\u2013 typically practiced by a project manager and a project team assigned to a specific project or initiative:
\nProject managers who manage the tasks, activities and resources to execute the technical side of the effort
\nProject team comprising subject matter experts and representatives from the organization<\/p>\n

BETTER TOGETHER<\/h4>\n

Project management and change management each contribute a critical ingredient to successful change. Although they vary in terms of focus and approach, each discipline is essential to moving your project and people from the transition state to the desired future state. Understanding how each discipline works alongside the other is the first step in achieving a unified value proposition<\/a>\u00a0and the strongest foundation possible for your change initiatives.\u00a0
\n<\/strong><\/p>\n

Source: Prosci Article<\/a>, Author: Tim Creasey<\/a><\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

The disciplines of change management and project management are both necessary when executing a project or initiative. Each discipline brings the critical structure needed for effectively implementing change and achieving the results you want. Yet, change management and project management must work together to achieve successful change. Doing so creates a\u00a0unified value proposition, which sets […]<\/p>\n","protected":false},"author":1,"featured_media":18425,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-7455","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-maaratlemata"],"_links":{"self":[{"href":"https:\/\/www.changepartners.ee\/en\/wp-json\/wp\/v2\/posts\/7455","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.changepartners.ee\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.changepartners.ee\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.changepartners.ee\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.changepartners.ee\/en\/wp-json\/wp\/v2\/comments?post=7455"}],"version-history":[{"count":0,"href":"https:\/\/www.changepartners.ee\/en\/wp-json\/wp\/v2\/posts\/7455\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.changepartners.ee\/en\/wp-json\/wp\/v2\/media\/18425"}],"wp:attachment":[{"href":"https:\/\/www.changepartners.ee\/en\/wp-json\/wp\/v2\/media?parent=7455"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.changepartners.ee\/en\/wp-json\/wp\/v2\/categories?post=7455"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.changepartners.ee\/en\/wp-json\/wp\/v2\/tags?post=7455"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}