Riyan AlKharboosh’s Post

Navigating Change Management: Balancing Budget, Timeline, and Scope 🔄 Change is inevitable in any project, but managing it effectively is what ensures success. Change management is not just about responding to shifts – it’s about balancing them with the project's key constraints: budget, timeline, and scope. Every change, no matter how small, can have a ripple effect on resources and schedules. A well-managed change process evaluates the impact on budget, ensures that adjustments to the timeline are feasible, and keeps the scope clearly defined. Without this balance, projects risk cost overruns, delays, or even scope creep. Essential steps for effective change management: - Evaluate the impact on budget 💰 - Adjust the timeline where necessary ⏳ - Keep scope under control to prevent deviations 📋 #ChangeManagement #ProjectManagement #PMP #BudgetControl #TimelineManagement #ScopeManagement #Leadership #RiskManagement

Are you seeking Installation or Realization? This white paper is a great read that emphasizes the importance of both project management and change management in realizing the full potential of important initiatives within organizations. It highlights how many organizations focus solely on the logistics of implementation while neglecting the human and cultural aspects of change. The human landscape within organizations, composed of both inert and human components, plays a crucial role in the success or failure of change initiatives. It further explains the four possible outcomes when introducing change: early termination, meltdown, installation, and realization. My Key Takeaways Are: 1. Many organizations fail to realize the full potential of their initiatives because they focus solely on the logistics of implementation and neglect the human and cultural aspects of change. 2. Change management, focused on addressing human dynamics, is as essential as project management in introducing important changes within organizations. 3. The human landscape within organizations, comprising both inert and human components, is critical to the success of change initiatives. 4. Leaders must understand the importance of managing the human landscape to ensure the support and commitment necessary for successful change. 5. There are four possible outcomes when introducing change: early termination, meltdown, installation, and realization. Only realization leads to the intended impact and value of the change effort. Thanks for sharing Jill Thompson, CPA. #LeadFromTheFront #ChangeMangement #Titan100

Change Request Chaos? Not Anymore! Managing global programs can be a daunting task, filled with unique challenges and complexities. I want to share with you a questioning framework that will help you navigate change requests and ensure success in your global endeavors. Let's dive in! 1️⃣ Impact Assessment: When evaluating change requests, it's crucial to analyze their potential effects on various aspects. Consider the impact on goals, schedule, budget, resources, stakeholders, and legal/compliance requirements across different regions. By understanding these implications, you can make informed decisions and mitigate potential risks. 2️⃣ Feasibility and Alternatives: Always explore alternative solutions! Take a deep dive into the cost-benefits, technical feasibility, risks, and contingency plans associated with the proposed change. By doing so, you'll be able to identify the most viable options and ensure a smooth implementation process. 3️⃣ Global Considerations: Remember to adapt to diverse cultural contexts and address logistical challenges that may arise in various regions. Monitor the effectiveness of your program across different locations and provide necessary training and support to ensure its success. 4️⃣ Additional Questions: To fully understand the change request, dig deeper! Ask about the source, timeline, and approval process for the request. This will help you gather crucial information and ensure that all stakeholders are aligned and informed throughout the process. By implementing this comprehensive questioning framework, you'll promote informed decision-making, minimize risks, and maximize success for your global program change requests. Now it's your turn! Have you faced any unique challenges while managing global programs? How did you navigate change requests? Share your experiences and insights below! Connect with me on #programmanagement #transformation #leadership  #projectmanagement #changemanagement #customerexperience

Here is the #3 Top PMO Challenge - Resistance to change. I hope you find it helpful. All comments / feedback is welcome. Next Week [May 16, 2024]: #2 Enough time / resources for strategic activities #Change #ResistanceToChange #GovernanceBoard #CriticalChain

If you’re a senior leader or business owner you know that change is the only constant, particularly over the last few years. For some I suspect it would be nice to ignore but if you do, you risk stifling the business and I don’t know anyone who ultimately wants that. If your business model and/or customers have changed due to various forces, the delivery of your service/product must also change to suit - that’s often where problems creep in. Sometimes, the source is not easy to define because if you’ve worked within a business for a while, you’re most likely too close to be objective.  And that’s if you have the time in the first place. But it’s possible the problems aren’t where you think they are anyway, with the solutions most likely easier than you imagine. Careful discussions, stakeholder engagement, project planning and going through a clear change management process can alleviate many of the concerns you have. It may also be far quicker than you thought leaving you with a more efficient, profitable business. If the above resonates with you, please contact me for an informal discussion #changemanagement #stakeholderengagement #efficiency

Alignment does not not necessarily mean agreement. Not everyone will like or agree with every change and that’s ok. What’s important is that stakeholders are aligned with the cause and purpose case for the change. While you might not agree with or like the change, alignment requires that you can support the change even if you don’t agree with it. Not everyone will like every change and that’s ok. What’s important is that stakeholders are aligned with the cause and purpose case for the change. In change, agreement is a nice-to-have. Alignment is a must-have. #change #changemanagement #projectmanagement

Alignment is key!

Change management is now in the era of entanglement and complexity. All organizations are complex adaptive systems in which everything and everyone is interconnected in ways we can't fully understand. The entanglement inherent in complex system leads to behaviour that is often non-linear (inputs ≠ outputs) and emergent (unplanned). The old paradigm of change management being about moving people and organizations from point A to B is no longer relevant. Fixed points A and B don't exist. The context is constantly changing and emerging. Points A and B are entangled with all other points. Navigating change in complex adaptive systems requires change agents to widen their perspective to consider the system they are operating in. Viewing change through the lens of complexity is, in our view, the most important concept for change management in the 21st century. What do you think? #change #changemanagement #projectmanagement

The journey from “A - B” involves every other letter in the alphabet (and a few numbers as well) 😂 IdeaLeap #change #changemanagement

If we are talking about management, then with a scientific approach there is nothing complicated . The task of science is to make complex things simple, including in everyday life. At the beginning of the 18th century, modern science appeared, and already at the end of the 18th century there was a technological and industrial explosion. The same thing will happen with management. As soon as a Scientific Theory appears, there will be an explosion in the field of management. The very concept of "Change management" will lose its meaning. However, it is already visible now. With the advent of the "General Theory of Management", the purpose and meaning of "Change management" has changed radically. Now the task is not to carry out work with an unclear end goal, with unclear means and with even more vague deadlines. Now the task is to bring the current organization to a state close to the state of the "Ideal Organization". This work is simple, understandable and limited to a 6-month period during which the organization receives a whole set of management technologies. It gets the meaning of the existence of each department and each position that is understandable to all employees. It gets an understandable Super Task (Stanislavsky) of Managers and Technical Specialists. The main thing is that this work does not require extra expensive specialists, it is so simple. One consultant is enough. The rest of the work will be done by the employees of this organization.   P.S. An electrician who knows "Ohm's law" is qualitatively different from an electrician who does not know "Ohm's law". For the latter, everything is very difficult.