Speaker #0Hello everyone and welcome to Projetez-Vous! the podcast series dedicated to project management. I am Mirvet Mtimet, Project Manager Professional with over 10 years of experience as project manager and PMO. Additionally, I hold a project management professional certification and I am actively involved as a volunteer at the Project Management Institute of France, the leading organization in project management. Enjoy sharing my knowledge and assisting you in managing your projects. That's why I coach and train in project management and its related fields. we firmly believe that understanding the intricacies of project management leads to success in all your endeavor whether in your professional or personal life next week we'll explore together in this podcast the various associates and the latest updates in project management i regularly invite professionals to discuss their methods and experience and select experiences and selected topics music management allows us to structure, coordinate, and control our stages from conception to delivery. In this cover, I'll leave with some valuable insights. I invite you to subscribe and follow me for more content on project management. Hello everyone and welcome to a new episode of Projetez-Vous!. I'm Mirvet M Timet and today we're going to lay the groundwork for our upcoming interview with an expert and today we are going to talk about change management we have talked about this in many episodes but i really wanted to address a special episode about project management so let's explore today change management support and organizational transformation in relation to project management are you ready let's dive in it's essential to understand what this term mean in brief trans management is the art of preparing supporting and helping individuals teams and organization to make effective changes organizational transformation is like the big screen version of that just think of it as a large scale changes that affect the entire organization so in a sense change management support can be done on a project scale while once when across the entire company it's called organizational transformation. Examples include adopting a new tool or simply implementing new methodologies like agile at scale such as SAFe. This is the most trendy topic of the moment. Therefore, for all these innovations, change must be accompanied. That means supporting individual teams and organizations. We know very well that change also means resistance to change. So it is our job not to deceive ourselves and say, well, we'll change the software, migrate everything and then let the teams figure it out. No, no, there will be resistance. There will be stage of mourning. You know, like the denial, shock, acceptance, resilience. These stages occur when we mourn an old state to accept the new state. So it will be a mistake for management to decide to change software or change an organization without implementing all the necessary tools to support the change. In fact, we need to be sure to not forget that there are humans behind all change. And the unions don't like change. I think it's very pre-prioristic, pre-historical. And therefore that is a different system that we cannot accept change so easily. So if there are any change, the management level, the project managers, the organization need to really, really work on this change and maybe ask inside companies to help them accept this change. We should be as project manager. we should do is project managers be concerned about this concept because i told you about organization that For me, it implies all levels of the organization. Simply because a successful project is not just about meeting deadlines or staying within budget. It's also about gaining stakeholder buy-in and ensuring that changes are sustainable and effective. For me, project management and change management are closely related, and we'll see at the end of this episode how they're linked. It's not just about making things up for fame. The appropriate objectives behind this initiative that are crucial for any organization is to examine some of these objectives. One of the objectives is to reduce resistance to change. Humans, as I told you, are naturally resistant. This resistance can lead to delays, additional costs, or even project failure. How do we do this? Through communication, training, empathy, and involving employees from... the early stages of the change process another objective is to increase team engagement and those teams are more productive creative and supportive of organizational worlds one way to achieve this is by creating a sense of building by valuing by valuing individual contributions and providing a clear vision of the desired future this is also the time to appoint change ambassadors They need to be maybe the most reluctant ones and inside the teams. Find an ambassador who can make the change within the team. This allows the ambassador to have responsibility and be motivated, but also to convince their colleagues. The main objective is to improve overall organizational performance. The ultimate goal of any change is to improve an existing situation, really in terms of efficiency, profitability, or customer satisfaction. When I have this, it's necessary to clearly define key performance indicator before the start of the project and regularly measure progress. So I haven't told details but change can be seen as a project. Implementing change can be seen as a project. The user's objective is to promote a culture of adaptability. In today's constantly evolving business world, modernization that can adapt quickly to change have a competitive advantage. By encouraging continuous training, rewarding innovation, and promoting a growth mindset within the team, we can foster its ability and its adaptability culture. We as the family's objective is to ensure the sustainability of change. choice that is not fashionable is doomed to fall. The dual instrument shows that the new method and processes are integrated and maintained long-term. It would be a waste of mana and time if it doesn't stay long enough and we go back to the previous state. We can reinforce choice through regular training reminders or by integrating it into the company's culture. The end. These are all avenues to ensure the sustainability of change. It is very important and, as I told you, often neglected. I will tell you a personal example that happened to me. I had just received approval to implement a brand new logistics system. The idea was to improve efficiency, reduce cost, and decrease customer satisfaction through faster deliveries. At first, the team was hesitant. We changed a system that works, some say. So I decided to organize information sessions showing the team how this new system could make their daily work easier and meet the increasing expectations of customers. It took several sessions before 80% of the team got on board. We also organized special training for some team members. We called them Change Champions. They became ambassadors and shared their knowledge enthusiastically with the rest of the team. Early in the implementation, I observed a 20% decrease in logistics efficiency and 15% cost reduction. The system of feedback was more positive than ever. Well, thanks to the successful transformation, I was able to implement an onboarding process for new employees and I helped the ambassadors and other team members who had successfully made this change so that they could gain skills and responsibility. We then followed up the change with a monitoring committee to monitor the new system, identify areas of improvement and ensure continuous adaptation to the changing needs of the company. This shows that with a clear vision, open communication and careful planning, the challenges of change management can not only be overcome but also transformed into opportunities. But we are not alone in facing change management supports. Many people have thought about how to support change within companies, and several methodologies have been created. We will go through them now. We will now go through them. I will talk about some of the most recognized ones and how they can be applied in the context of project management. The most well-known is the ATCOM methods. It is a nickname that represents the five-year-old concept. objectives that an individual must achieve for success change. This dimension will closely resemble the five stages of CRAVE. A stands for awareness, awareness of the need to change. D for desire, desire to participate in and support the change. K for knowledge, understanding how to change. E for knowledge, understanding how to change. for ability, abilities to implement required skills and behavior. And then this letter, and the last letter, L. L is for reinforcement, reinforcing the change to sustain it. When implementing a new system, for example, a project manager could use ADCAP to ensure that each team member is aware of why the change is needed, motivated to adapt it, and to assess the necessary knowledge. perfect is the necessary language and skills and finally the change is reinforced through feedback and real and rewards another method is called the eight step process the river the rapid value gene cutter in eight steps it begins by establishing a sense of urgency and ends by entering new behaviors in the company's culture suppose you have a project to redesign a website this step include raising the team's awareness of the urgency raising the team awareness of the urgency to remain competitive in the market creating a clear vision of the final site frequent communication of the benefits of the new design and finally anchoring this new set in how the company operates on a daily basis and the last methodology i will present is lewin's change management model This model developed by Kurt Lewin is based on three steps, Enfreeze, Change and Refreeze. Imagine the project to move offices for example. The Enfreeze step will involve showing the team why the current office no longer meets the needs. The Change step will be the actual moving, installage and installation in the new office. And the Refreeze step will involve normalizing the new processes and routines in this new space. Method is its advantages and is better suited to certain situations than others. But whatever tool or methodology you choose, the important thing is to have a structured and thoughtful approach to change management. At first glance, project management and change management may seem like two different disciplines. One focuses on planning, coordinating and executing projects, while the other aims to facilitate and support change within an organization. However, upon closing inspection we realize that they are intrinsically linked. Let me explain. A successful project often requires change in how individuals or teams work. Similarly, the successful implementation of change requires effective project management. While each discipline has its own methodologies, we need tools and techniques such as communication, training and stakeholder engagement. Whether through project execution or change facilitation, the goal is always to create value for the organization. Whether in terms of profits, efficiency or product satisfaction. Ultimately, whether you are a project manager or change management professional, we all work toward a common goal. helping our organization evolve, adapt and thrive in a never-changing environment. Let me give you another... personal experience that perfectly illustrates the symbiosis between project management and change management a few years ago it was i was tasked with overseeing the deployment of a new collaborative platform for an entire organization the game was filmed to improve internet communication and collaboration among these past teams understood i believe that was no longer just a technological issue it was an important to transform how we work, collaborate and innovate. During the initial presentations I faced some resistance. Many wondered why we needed a new tool when emails work just failed. This is where Change Management came in. It organized workshops and training sessions not only on how to use the platform but also on why it is crucial for our future. I shall demonstrate examples of how this platform works. could solve daily problems, facilitate collaboration and unleash creativity. Over time, something incredible happened. Chairs began to see this platform not as a concept but as an opportunity. Today, this platform is at the heart of how they work. When started as a sample project, it became a catalyst for cultural exchange within the organization. You might feel like you know this story indeed during COVID, that's what happened. That is all companies, all companies start to implement teleworking. All companies start to implement working from home fairly quickly and have the tools quickly. That's why there is an explosion, for example, of Microsoft Teams, part of the O365 suit. But not only that, there is of course Skype, which was competitive, all other tools that have emerged, Teams like Slack or Discord, or other tools that have emerged since like Slack or Discord. As we approach the end of this episode, I want to highlight some key points we've covered and their importance. I want to highlight some key points we've covered and their importance for each of us, whether we're project managers, team leaders, or simply change agents in our organization. Firstly, send management is not just a series of actions to check effect. of a list it's a preformed transformation an invitation to see beyond processes and tools to understand the head and school of an organization really is not a chance really meant inextricably inextricably linked we provide the structure the other provides the meaning we provide the plan the leader ensures by in my professional journey we've informed that the most successful projects We've even found that the most successful projects were those where the disciplines were harmoniously integrated. It would be a fatal mistake, as I mentioned at the beginning, to think that change without support is a successful project. Let's never forget that change is a constant in our modern world. Technology is advanced, customer expectations too. If you want not only to survive but also to maintain, but instead remain competitive, we must embrace change. That's why all these methods exist. They absolutely must be applied. There are so many certified organizations, certifications and teams that do this very well. So if you have a significant change in your company, Either certify yourself and apply the methodology, or hire a service provider who will accompany you through this change. So if you have significant change in your company, either certify yourself and apply the methodology, or hire a company that will do it. Before I let you go, I invite you to reflect on your own experience with change. How can you become a change champion in your own field. How can you help your organization navigate successfully through sometimes turbulent waters? Thank you for joining me today on Preachez-vous. Stay tuned for our next episode where we will have an exciting conversation on project management. Until then, take care and keep projecting your dreams into reality. Project management is an exciting and challenging field and I hope the project group tests will bring you valuable knowledge and practical advice to improve your project management skills. We will deliver you an experienced project manager or just starting out in this field, you'll find relevant information and concrete examples here to guide you to project success. Thank you for joining me on this exciting journey. I invite you in the next episode of Projetez-Vous!. You'll find in the notes of this episode some interesting links, especially if you want to delve deeper. Feel free to contact me, you'll find all my training on this podcast and on my website. I am also active on social media and enjoy discussing topics related to project management and career development.
