Change management training for project- and program managers

A large organization in the technology sector undertakes numerous internal projects and programs each year, focusing on areas such as digitization, HR, process improvement, and logistics. Many of these projects ultimately aim to change how people work within the organization. However, the change aspect is often insufficiently addressed within the project approach, leading to delays, increased hiring costs, and disappointing outcomes. Involve was asked to facilitate a training on change management for all individuals leading these projects. Reinier Mak, senior consultant at Involve, is one of the driving forces behind this training.

Reinier Mak: “This change management training is tailored to everyone responsible for projects with a significant change impact. This includes project leaders and program managers, as well as HR and communication professionals, those responsible for quality and safety, and ICT professionals. By ‘change impact,’ I mean that people will ultimately need to think and work differently due to the project. It’s not only about the project’s content but also about encouraging behavioural change. In our client’s case, this aspect was often considered too late, and employees perceived the project as being ‘thrown over the wall.’ Their reactions were then labelled as resistance that needed to be overcome. That is not very productive and incredibly frustrating.”

Change management training for project- and program managers

Participants of the training indicated that the challenge usually lies not in the content of the project but in how to get people in motion to realize the change. Or how to get leaders in the line organization on board and empower them to share the change narrative and take action. “When people need to work differently, that change happens within the teams, not in the projects,” says Reinier Mak. “This is often overlooked. Line managers tend to outsource the change to the project team because they are already overwhelmed with their responsibilities. But that doesn’t work and as a result, the change collapses like a soufflé. Maintaining momentum after delivering results requires consistent leadership, as otherwise, people will find all kinds of ways to go back to their familiar routines.”

An important element of the change management training is the mindset of those in a project- or program role. Project managers often focus on technical implementation and delivering results for the client. Reinier Mak: ‘We have to make it easy for the business, they say. In itself a noble goal. But you can’t take ownership of behavioural change on behalf of someone else—not from employees and not from their managers who guide them through it. The people involved must be willing to make that change themselves. However, project managers can facilitate this by engaging in stakeholder management to place line organization staff in the right roles and by supporting them in the responsibilities that those roles demand. That requires a different repertoire of skills and knowledge to exert influence. You have to involve not only the end user but also the system of managers and support services around them.

Practical in-house

With practical in-house training, we provide a set of tools and insights tailored to your specific context. This includes effectively identifying relevant stakeholders: what are their interests and what is the actual impact of the change? And for whom? And how do you properly conduct the conversations to find out? In addition, we provide insight into behavioural change, an alternative view of resistance, the influence of culture and how to involve and equip managers to take responsibility for the change. Because ultimately, they have to carry it.’

In less than six months, the training provides the organisation with a pool of internal talent skilled in managing the change side of projects. These individuals can then support and inspire each other to develop in the field of change management. The result: more grip on the effectiveness and throughput time of projects and less external hiring.

Would you like to know more about our Change Management Training?

Then contact Reinier Mak, specialist for organisational change or send a message to info@involve.eu.