FAQs

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It is easy to think of change management and project management as two disparate functions and whilst they are their own specialisations, what is critical is how the people facing change take this view their end.  So, those interacting, shouldn’t see change and project process as two different things and I feel this is where change needs to continue to focus.  By integrating change throughout project practices it just becomes part of the methodology – ‘how we do things around here’. It is much easier to mandate change as part of project practice, for example ensuring business cases have appropriate change thinking or proceed criteria includes behavioural change components. Integrating the two is often the easiest way to start the change maturity journey for an organisation so playing together in the same sandpit is super critical.

However, organisational wide change maturity will not increase if we think that change is just for projects and doesn’t include business as usual or strategic initiatives that create value – the basic reason the organisation exists. Change needs to take an holistic enterprise-wide view which includes prioritising well to ensure there is both the capacity and capability to succeed. This requires cohesive leadership and end to end system thinking.

End to end means starting from the inception of a change which is often the idea phase which starts with the problem you are trying to solve, and being part of strategy and business planning here is key.  That flows right through to full implementation of the change to ensure that the organisation can be fully productive in any new world and sustain business benefits. And we know that change management has a big part to play in those realisation of benefits, especially when change success is based on people thinking, feeling or doing things differently.

As change professionals we are perfectly positioned to enable the adoption of new technologies and digital transformation – Artificial Intelligence (AI) capabilities in particular, being a key focus area for many of us.

Now more than ever, emphasis is placed on the benefits of digitisation and AI in general – the speed of both is increasing in pace, which is only expected to accelerate.

As change professionals, equipped with effective change management capabilities and competencies, we have a unique advantage, to supporting our people in embracing these changes successfully.

Current research shows that digital transformation and AI have the ability to change the nature and scope of the jobs people do – low value, time heavy tasks can now be automated, which enables people to switch focus and spend more time on tasks that require human decision making, creativity, and most importantly, empathy. 

Change Management plays an important role in helping people understand what AI is, and the context in which AI capabilities will be used for their unique needs.

It is essential to ensure people are equipped with the knowledge and confidence of how, when and why to use AI capabilities successfully.

As we continue to advance and trust in digital and AI capabilities, change professionals are well-positioned to ensure the right understanding, collaboration, and engagement. By providing the necessary support, tools, and techniques, we empower people from the outset to succeed in this evolving landscape.