Change Management vs. Project Management

The core skills of both change management and project management are necessary for implementing projects as each contributes to the crucial infrastructure of change projects.

These two management structures must not only work together but complement each other to achieve harmonious and efficient outcomes.

When you plan and implement projects, you will need to consider what procedures and methodologies will give you the most successful outcomes.

Once you achieve this, the structure is in place for a coordinated and efficient progression that incorporates technical, procedural, and personal factors.

Change-Management & Project-Management: A Side-by-Side Comparison 

We have created a comprehensive, side-by-side comparison table that helps you easily compare those areas of common grounds for each discipline.

While this table draws your attention to those differences between these roles, we must remember that the prevailing purpose is to deliver a successful outcome.

We have also included who can provide you with external support and assistance.

Definitions:

Change-Management – Responsible for the personnel side of change and the smooth and efficient transition from current to future practices and procedures.

Project-Management – Responsible for applying knowledge, skills, tools, and techniques to the project that corresponds with the project requirements.

Intent:

Change-Management – The responsibility for ensuring that all relevant personnel understands and utilizes the necessary changes. Therefore, it is advised to use Change-managers and Coaches.

Project-Management – Responsible for the design, development, and delivery of the project in a timely and efficient manner. Thus, the involvement of Consultants in these disciplines is recommended.

Focus:

Change-Management – The personnel who are specifically impacted by predicted changes. The involvement of change-managers and coaches is recommended.

Project-Management – On procedures and processes identified to establish and implement the project’s technical requirements. Hence, in-house personnel or Consultants need involvement here.

Scaling Factors:

Change-Management – Core structure of the change, attributes of the affected personnel, and scale of personal change training required. Eventually, coaches are required.

Project-Management – Complexity and degree of technical and digital change equating to the proposed project.

Process:

Change-Management 

1. Preparing for Change 
2. Managing Change 
3. Reinforcing Change

Source: Prosci 3-Phase Process™

Project-Management  

1. Initiating 
2. Planning 
3. Executing
4. Monitoring and controlling
5. Closing

Source: PMBOK Guide® – Sixth Edition (2017)

Tools:

Change-Management 

1. Individual change model
2. Readiness assessments 
3. Communication plans
4. Sponsor road maps 
5. Coaching plans 
6. Training plans 
7. Resistance management 
8. Reinforcement mechanisms

Project-Management  

1. Statement of work
2. Project charter 
3. Business case
4. Work breakdown structure
5. Gantt chart 
6. Budget estimations 
7. Resource allocation 
8. Schedule and tracking

Success Management:

Change-Management  

Evaluation determined by the impact of change on personnel including: 

1. Speed of adoption 
2. Eventual utilization 
3. Competence 
4. Realization of results and outcomes* 

 *Because results and outcomes depend on individuals adopting the change, this is a primary focus.

Project-Management  

Evaluation determined on the technical aspects of change with the focus on this being: 

1. On time 
2. On budget 
3. The technical requirements are met
4. Realization of results and outcomes* 

 *In some cases, intended results and outcomes take a secondary role behind time and budget targets. 

Who Practices:

Change-Management  

1. This involves the inclusion of all ‘active’ personnel throughout the organization. Therefore, it is not exclusive to the change manager and coaches 
2. Executive and senior leaders who are sponsoring the change 
3. Managers and supervisors who coach. 

Project-Management  

1. Ordinarily practiced by a consultant and the designated project manager and team. 
2. Project managers who manage the tasks, activities, and resources to execute the technical side of the effort 
3. A project team comprising subject matter experts and representatives from the organization.

Team Work in Change-Management & Project-Management

The project-management and change-management teams’ contributions are vital components to successful outcomes.

Despite having different disciplines and challenges, they are essential in ensuring that your project progresses from development through a transition to a successful outcome.

Greater understanding between the two disciplines and their roles create a strong core structure. Eventually, this new-found knowledge establishes the success of your change projects.

In other words, we strongly recommend the early involvement of a consultant/change-manager and experienced change-management coaches, such as KVP-Solution.

Contact us to learn more about change management and project management.