The change management practitioner has a variety of roles when applying change management on a project or initiative
While much of a change management practitioner’s job revolves around applying a methodology, the change management resource or team also has a significant role as an enabler of the other roles in change management. Here are tips for working through others to make change management and the project more successful.
As the main person or team responsible for applying a change management methodology, a change manager conducts readiness assessments, segments impacted audiences, crafts the change management strategy and builds the customized change management plans that are needed to support the unique change and the specific groups being impacted by the change.
However, while the change management practitioner often creates the key plans of change management, they rarely execute those plans. If the communications plan calls for a town hall meeting kick-off, a senior leader will be the one in front of the room. If the coaching plan calls for one-on-one conversations about objections to the change, middle managers and supervisors will hold those meetings. The change management practitioner is much more like the director of a play, developing plans and enabling the actors to be effective. For changes to be successful and deliver the intended results and outcomes, the change management practitioner must work through these other roles in change management:
In times of change, executives and senior leaders fulfill the role of sponsor. Prosci's benchmarking research indicates that the active and visible involvement by senior leaders is the greatest contributor to overall project success.
What They Need to Do
Three primary responsibilities of executives and senior leaders in times of change:
How to Support Them
In times of change, middle managers and supervisors are the closest to the employees who must adopt and utilize the solution resulting from a project or initiative. This group is a key ally during change and enables the leveraging of change management activities for large-scale change.
What They Need to Do
Research has revealed five primary roles for managers and supervisors in times of change:
How to Support Them
The project team is tasked with designing, developing and deploying a technical solution through a project or initiative. They primarily manage the activities and resources required to install a solution, but they also play a key role in change management.
What They Need to Do
In support of the installation of a change, project teams fulfill the following roles:
How to Support Them
Project support functions provide specific experience and expertise to support a particular facet of change. Change management can provide an overarching framework and individual orientation to enhance the efficacy of these support functions.
What They Need to Do
Project support functions provide the following:
How to Support Them
Working through others is a challenge, but it is critically important for change management practitioners. While they are often the developer of change management plans, it is the managers, supervisors, senior leaders and executives who must be the face and voice of change and execute on those change management plans. This role of enabler is an important perspective for change management practitioners and for the managers and leaders throughout the organization.