How do you adapt the change management disciplines for different types of projects?

Change management is a critical discipline in today’s rapidly evolving business landscape, but how do you tailor it to different project types? With 70% of change initiatives failing according to McKinsey, adapting change management strategies is crucial for success. Whether you’re implementing new technology, restructuring departments, or shifting company culture, a one-size-fits-all approach simply doesn’t cut it.

To shed light on this complex topic, we’ve invited change management expert Alan O’Neill to share his insights. As the architect behind Selfridges’ remarkable turnaround and author of “Culture Matters,” Alan brings over 30 years of experience in guiding organizations through transformative change. Let’s explore Alan’s perspective on adapting change management disciplines for various project types.

Alan O’Neill

Alan O’Neill, a renowned change management expert with 30 years of experience and the architect behind Selfridges’ remarkable turnaround, explains how to adapt change management disciplines for different types of projects. According to O’Neill, “The same discipline applies in every single situation, the same four Ds: discover, design, deliver, develop, no matter how big, no matter how small, no matter how varied your organization might be”. O’Neill emphasizes that these four phases of change management are universally applicable, regardless of the project’s scale or nature. Whether implementing a new IT platform, developing new products, entering new markets, or refreshing company culture, the four Ds provide a consistent framework. However, he notes that the depth of engagement with each phase may vary depending on the project’s scope.

Key takeaways for adapting change management disciplines include:

1. Consistently apply the four Ds (discover, design, deliver, develop) across all projects.
2. Adjust the depth of engagement with each phase based on the project’s scale.
3. Don’t overlook any phase, even for smaller projects.

O’Neill stresses, “Don’t be put off by the size of the change management program. If, for example, it looks very small to you, you should still consider the four phases”.

This approach ensures a thorough and adaptable change management process for any project type.

As we explore this topic further, additional expert perspectives may offer complementary insights into adapting change management disciplines. Event planners and decision-makers can leverage O’Neill’s four Ds framework to ensure consistent and effective change management across diverse projects within their organizations.