Increase Your Project's Success with Change Management

iamchristinejean
May 19, 2022
3 min read

Updated: Feb 19

Change is inevitable. Whether it's upgrading to a new software, shifting team structures, or just figuring out where the coffee machine got relocated, people resist it. And yet, change is what drives progress. The key is making the transition smooth rather than a chaotic free-for-all.

Why is Change Management Important? (And Why You Should Care)

Project managers know that trust, respect, and collaboration are the holy trinity of project success. But you know what else is critical? Getting people to actually change. Yep, that's where change management comes in. Because if people don’t adopt the change, your project is as good as a treadmill collecting clean clothes until it basically becomes a second closet—technically in use, but definitely not as intended.

When done right, change management helps prepare, equip, and support individuals to successfully transition, ensuring that initiatives actually deliver the results everyone is hoping for (and that you don’t spend months on a project that flops harder than a bad reality TV show).

Wooden blocks on a wooden surface spell "CHANGE" in black letters, creating a reflective and motivational mood.

Change is Everywhere (Whether We Like It or Not)

Most initiatives require employees to change—whether it’s processes, job roles, technology, or even who sits in what chair. If employees don’t personally transition to this “new way of doing things,” your initiative is toast. But when employees do embrace the change? That’s when the magic happens.

Project Success Example - The Great Tool Upgrade

Let’s say you’re managing a project to replace an old tool with a shiny new one. Success means people actually using the new tool, right? That means they need the knowledge, skills, and—let’s be honest—a reason to care. Because if they keep clinging to the old tool like a favorite hoodie, your project is going to struggle.

Change Management vs. Communications: Not the Same Thing!

Sometimes people think change management just means sending a bunch of emails. Spoiler alert: it’s way more than that.

Change Management

This is all about the people-side of change—helping folks navigate the emotional rollercoaster and ensuring they adopt and use the change so the initiative succeeds. Think of it as guiding people through the awkward growing pains of change.

Communications

This is about sending the right information, to the right people, at the right time, in the right way. It’s about making sure messages don’t just get sent but actually get understood (which, let’s be real, is not always the same thing).

What Change Management Actually Looks Like

So what does good change management include? I’m glad you asked!

Identifying Stakeholders: Who is impacted? How? What’s changing for them? What happens if they don’t change? If you don’t know these things, your change plan is just throwing spaghetti at the wall and hoping something sticks.
Overcoming Resistance: Because let’s face it—people hate change. (We all have that one relative who refuses to use online banking.) A solid change plan helps ease their concerns and smooth the transition.
Creating a Killer Training Plan: People need the right knowledge, tools, and support to thrive after the change. Otherwise, it’s like handing someone a spaceship and expecting them to figure it out.
Building a Support Network: Sponsors, coaches, and influential champions make all the difference. Change doesn’t happen in isolation!
Listening & Adapting: Change isn’t a one-and-done deal. Allow feedback, create opportunities for discussion, and plan for long-term sustainability.
Executing a Multi-Step Plan: Change doesn’t happen overnight. (Wouldn’t that be nice?) It’s a series of intentional steps, each designed to guide employees through their journey from "What the heck is happening?" to "Wow, this actually works."

Change Management Template (Because Nobody Wants to Reinvent the Wheel)

Change management can feel overwhelming—like trying to assemble IKEA furniture without instructions. So, I’ve created a Change Management Plan Template to get you started.

Follow these steps:

Define the project needs and expected outcomes.
Identify all stakeholders.
Determine what each stakeholder needs to be successful.
Build a plan that includes communication, training, and support.

Expect Some Fails (And That’s Okay!)

Here’s the thing—your change plan will change. Some strategies will work like a charm, while others will crash and burn. (That’s just part of the game.) The key is to keep learning, adjusting, and improving based on what works best for yourpeople.

So, take a deep breath, embrace the chaos, and remember: change management isn’t about forcing people to change. It’s about making the change so good they actually want to.