At the start of every programme, you need to identify the different projects that is required for the programme to succeed. Depending on the programme, you might need to line up your projects in tranches so that you can achieve them as their dependencies require.As with any kinds of project coordination, you will need to identify not just the project to achieve but also the objective of that project. Does a particular project serve a real purpose and what does it mean for the programme if it is completed?
Part of project coordination also requires that projects are constantly being defined and redefined as needed, whether a project needs to be accelerated or slowed down or perhaps even terminated. Interdependencies between projects and business-as-usual will need to be evaluated and managed carefully. As part of your transformation programme, Invicta will be your point contact for the entire project management process.
Change management is the discipline that guides how we prepare, equip and support individuals to successfully adopt change in order to drive organizational success and outcomes. It is complementary to programme management and often, businesses fail to take into mind that people are the source of any change in an organisation and do not set a strategy in managing change in people, not just systems. Every business transformation is unique, but the one thing that is constant is that valid business objectives should be met to ensure real benefits and not just a transformation because of the need to tick a box. Change management provides a structured approach for supporting the individuals in your organization to move from their own current states to their own future states during a transformation.
At Invicta, we can help you tailor your change management strategies to ensure that the benefits of the transformation is defined and aligned to your business objectives and ensure that your team is equipped with the training, leadership and resources needed for a positive impact.
Businesses are made of people and people work better as a team when clear objectives are communicated to them and they have a shared goal to work towards together. Often, businesses implement new initiatives, systems or processes expecting these things to radically change the business and expecting a massive ROI and what happens? Absolutely nothing. Very little uptakes and very little adoption by the team. At best, they ignore it and at worst, they abhor the new system/process and an air of mistrust develops around this new implementation.
At Invicta, we believe that communicating any changes to your employees is extremely important. It is important all the time but none more so than at a time of a business transformation. Relationships and communications must be cultivated and nurtured across all stakeholders. Not just management and certainly not just specific users. One main thing to bear in mind is that although the continuous championing and adoption of new processes is up to the leadership team; the true marker of success is dependent on the team’s rate of adoption plus the benefits that it brings to the business.