The Economist Guide To Change And Project Management: Getting it right and achieving lasting benefit

Change is a powerful force that can be directed to have a positive outcome. Effective project management is essential to deliver transformation, but many projects have failed to deliver the expected results. The revised and expanded third edition of this guide provides principles and techniques for change and project management to help leaders and managers use projects to deliver change and realize its benefits.

Format: Paperback / softback
Length: 448 pages
Publication date: 05 November 2020
Publisher: Profile Books Ltd

Change is a potent force that requires careful direction
direction if it is to yield positive and intentional results. It can be molded to suit the needs of an organization, whether it involves expansion, contraction, responding to competition or threats, or simply keeping up with the ever-changing world around us. Effective project management is widely recognized by leaders and managers as the key to achieving the transformation they seek. However, numerous projects have fallen short of their sponsors' expectations, resulting in the development of unused apps, buildings, processes, products, and services that serve as a costly reminder that projects can just as easily lead to failure as they can to success.

The revised and expanded third edition of this highly acclaimed guide delves into the principles and techniques of change and project management. With its clear and structured approach, it serves as an invaluable handbook for empowering leaders and managers to gain the necessary knowledge, equip themselves with the necessary tools, and develop the confidence to utilize projects as vehicles for driving change and reaping its benefits.

Change management is a multifaceted process that involves assessing the current state of an organization, identifying the desired future state, and developing a plan to transition between the two. It requires a collaborative effort from all stakeholders, including employees, managers, customers, and suppliers. The first step in change management is to create a vision for the future that is clear, compelling, and achievable. This vision should be communicated to all stakeholders and should serve as a guiding force for the entire change process.

Once the vision is established, the next step is to develop a change plan that outlines the specific steps that will be taken to achieve the desired future state. This plan should include a timeline, a budget, and a list of resources that will be required. It is important to ensure that the change plan is realistic and achievable, and that it is aligned with the organization's values and culture.

Once the change plan is in place, it is essential to implement it effectively. This involves training and development of employees, as well as providing ongoing support and guidance to ensure that the change is successful. It is also important to monitor and evaluate the change process regularly to ensure that it is on track and that any adjustments are made as needed.

One of the key challenges of change management is resistance to change. Employees may be resistant to new processes, technologies, or systems, or they may have concerns about the impact of the change on their job security or job satisfaction. It is important to address these concerns and to provide employees with the training and support they need to adapt to the change.

Another challenge of change management is maintaining momentum. Change is a continuous process, and it is important to ensure that the organization remains committed to the change and that it continues to evolve and adapt as the world around it changes. This requires a culture of continuous improvement and a willingness to embrace new ideas and technologies.

In conclusion, change is a powerful force that requires careful direction.direction if it is to have a positive and calculated outcome. Effective project management is widely recognized as the key to achieving the transformation leaders and managers seek. However, numerous projects have fallen short of their sponsors' expectations, resulting in the development of unused apps, buildings, processes, products, and services that serve as a costly reminder that projects can just as easily lead to failure as they can to success. The revised and expanded third edition of this highly acclaimed guide delves into the principles and techniques of change and project management. With its clear and structured approach, it serves as an invaluable handbook for empowering leaders and managers to gain the necessary knowledge, equip themselves with the necessary tools, and develop the confidence to utilize projects as vehicles for driving change and reaping its benefits. Change management is a multifaceted process that involves assessing the current state of an organization, identifying the desired future state, and developing a plan to transition between the two. It requires a collaborative effort from all stakeholders, including employees, managers, customers, and suppliers. The first step in change management is to create a vision for the future that is clear, compelling, and achievable. This vision should be communicated to all stakeholders and should serve as a guiding force for the entire change process. Once the vision is established, the next step is to develop a change plan that outlines the specific steps that will be taken to achieve the desired future state. This plan should include a timeline, a budget, and a list of resources that will be required. It is important to ensure that the change plan is realistic and achievable, and that it is aligned with the organization's values and culture. Once the change plan is in place. place, it is essential to implement it effectively. This involves training and development of employees, as well as providing ongoing support and guidance to ensure that the change is successful. It is also important to monitor and evaluate the change process regularly to ensure that it is on track and that any adjustments are made as needed. One of the key challenges of change management is resistance to change. Employees may be resistant to new processes, technologies, or systems, or they may have concerns about the impact of the change on their job security or job satisfaction. It is important to address these concerns and to provide employees with the training and support they need to adapt to the change. Another challenge of change management is maintaining. Change is a continuous process, and it is important to ensure that the organization remains committed to the change and that it continues to evolve and adapt as the world around it changes. This requires a culture of continuous improvement and a willingness to embrace new ideas and technologies. In conclusion. Change is a powerful force that requires careful direction. direction. direction. direction. Effective project management is widely recognized as the key to achieving the transformation leaders and managers seek. However, numerous projects have fallen short of their sponsors' expectations, resulting in the development of unused apps, buildings, processes, products, and services that serve as a costly reminder that projects can just as easily lead to failure as they can to success. The revised and expanded third edition of this highly acclaimed guide delves into the principles and techniques of change and project management. With its clear and structured approach, it serves as an invaluable handbook
handbook.book for empowering
empower
powering leaders and managers to gain the necessary knowledge, equip themselves
themselves with the necessary tools, and develop the confidence to utilize projects as vehicles for driving change and reaping its benefits. Change management is a multifaceted process that involves assessing the current state of an organization, identifying the desired future state, and developing a plan to transition between the two. It requires a collaborative effort from all stakeholders, including employees, managers, customers, and suppliers. The first step in change management is to create a vision for the future that is clear, compelling, and achievable. This vision should be communicated to all stakeholders and should serve as a guiding force for the entire change process. Once the vision is established, the next step is to develop a change plan that outlines the specific steps that will be taken to achieve the desired future state. This plan should include a timeline, a budget, and a list of resources that will be required. It is important to ensure that the change plan is realistic and achievable, and that it is aligned with the organization's values and culture. Once the change plan is in place, it is essential to implement it effectively. This involves training and development of employees, as well as providing ongoing support and guidance to ensure that the change is successful. It is also important to monitor and evaluate the change process regularly to ensure that it is on track and that any adjustments are made as needed. One of the key challenges of change management is resistance to change. Employees may be resistant to new processes, technologies, or systems, or they may have concerns about the impact of the change on their job security or job satisfaction. It is important to address these concerns and to provide employees with the training and support they need to adapt to the change. Another challenge of change management is maintaining. Change is a continuous process, and it is important to ensure that the organization remains committed to the change and that it continues to evolve and adapt as the world around it changes. This requires a culture of continuous improvement and a willingness to embrace new ideas and technologies. In conclusion, change is a powerful force that requires careful. direction. Effective project management is widely recognized as the key to achieving the transformation leaders. Leaders and managers seek. However, numerous projects have fallen short of their sponsors' expectations, resulting in the development of unused apps, buildings, processes, products, and services that serve as a costly reminder that projects can just as easily lead to failure as they can to success. The revised and expanded third edition of this highly acclaimed guide delves into the principles of change and project management. With its clear and structured approach, it serves as an invaluable handbook. Handbook

handbook

handbook for empowering leaders and managers to gain the necessary knowledge, equip
themselves with the necessary tools, and develop the confidence to utilize projects as vehicles for driving change and reaping its benefits. Change management is a multifaceted process that involves assessing the current state of an organization, identifying the desired future state, and developing a plan to transition between the two. It requires a collaborative effort from all stakeholders, including employees, managers, customers, and suppliers. The first step in change management is to create a vision for the future that is clear, compelling, and achievable. This vision should be communicated to all stakeholders and should serve as a guiding force for the entire change process. Once the vision is established, the next step is to develop a change plan that outlines the specific steps that will be taken to achieve the desired future state. This plan should include a timeline, a budget, and a list of resources that will be required. It is important to ensure that the change plan is realistic and achievable, and that it is aligned with the organization's values and culture. Once the change plan is in place, it is essential to implement it effectively. This involves training and development of employees, as well as providing ongoing support and guidance to ensure that the change is successful. It is also important to monitor and evaluate the change process regularly to ensure that it is on track and that any adjustments are made as needed. One of the key challenges of change management is resistance to change. Employees may be resistant to new processes, technologies, or systems, or they may have concerns about the impact of the change on their job security or job satisfaction. It is important to address these concerns and to provide employees with the training and support they need to adapt to the change. Another challenge of change management is maintaining. Change is a continuous process, and it is important to ensure that the organization remains committed to the change and that it continues to evolve and adapt as the world around it changes. This requires a culture of continuous improvement and a willingness to embrace new ideas and technologies. In conclusion, change is a powerful force that requires careful. Effective project management is widely recognized as the key to achieving the transformation. Leaders and managers seek. However, numerous projects have fallen short of their sponsors' expectations, resulting in the development of unused apps, buildings, processes, products, and services that serve as a costly reminder that projects can just as easily lead to failure as they can to success. The revised and expanded third edition of this highly acclaimed guide delves into the principles and techniques of change and project management. With its clear and structured approach, it serves as an invaluable handbook.

handbook for empowering leaders and managers to gain the necessary knowledge, equip
themselves with the necessary tools, and develop the confidence to utilize projects as vehicles for driving change and reaping its benefits. Change management is a multifaceted process that involves assessing the current state of an organization, identifying the desired future state, and developing a plan to transition between the two. It requires a collaborative effort from all stakeholders, including employees, managers, customers, and suppliers. The first step in change management is to create a vision for the future that is clear, compelling, and achievable. This vision should be communicated to all stakeholders and should serve as a guiding force for the entire change process. Once the vision is established, the next step is to develop a change plan that outlines the specific steps that will be taken to achieve the desired future state. This plan should include a timeline, a budget, and a list of resources that will be required. It is important to ensure that the change plan is realistic and achievable, and that it is aligned with the organization's values and culture. Once the change plan is in place, it is essential to implement it effectively. This involves training and development of employees, as well as providing ongoing support and guidance to ensure that the change is successful. It is also important to monitor and evaluate the change process regularly to ensure that it is on track and that any adjustments are made as needed. One of the key challenges of change management is resistance to change. Employees may be resistant to new processes, technologies, or systems, or they may have concerns about the impact of the change on their job security or job satisfaction. It is important to address these concerns and to provide employees with the training and support they need to adapt to the change. Another challenge of change management is maintaining. Change is a continuous process, and it is important to ensure that the organization remains committed to the change and that it continues to evolve and adapt as the world around it changes. This requires a culture of continuous improvement and a willingness to embrace new ideas and technologies. In conclusion, change is a powerful force that requires careful. Effective project management is widely recognized as the key to achieving the transformation. Leaders and managers seek. However, numerous projects have fallen short of their sponsors' expectations, resulting in the development of unused apps, buildings, processes, products, and services that serve as a costly reminder that projects can just as easily lead to failure as they can to success. The revised and expanded third edition of this highly acclaimed guide delves into the principles and techniques of change and project management. With its clear and structured approach, it serves as an invaluable handbook.

handbook for empowering leaders and managers to gain the necessary knowledge, equip
themselves with the necessary tools, and develop the confidence to utilize projects as vehicles for driving change and reaping its benefits. Change management is a multifaceted process that involves assessing the current state of an organization, identifying the desired future state, and developing a plan to transition between the two. It requires a collaborative effort from all stakeholders, including employees, managers, customers, and suppliers. The first step in change management is to create a vision for the future that is clear, compelling, and achievable. This vision should be communicated to all stakeholders and should serve as a guiding force for the entire change process. Once the vision is established, the next step is to develop a change plan that outlines the specific steps that will be taken to achieve the desired future state. This plan should include a timeline, a budget, and a list of resources that will be required. It is important to ensure that the change plan is realistic and achievable, and that it is aligned with the organization's values and culture. Once the change plan is in place, it is essential to implement it effectively. This involves training and development of employees, as well as providing ongoing support and guidance to ensure that the change is successful. It is also important to monitor and evaluate the change process regularly to ensure that it is on track and that any adjustments are made as needed. One of the key challenges of change management is resistance to change. Employees may be resistant to new processes, technologies, or systems, or they may have concerns about the impact of the change on their job security or job satisfaction. It is important to address these concerns and to provide employees with the training and support they need to adapt to the change. Another challenge of change management is maintaining. Change is a continuous process, and it is important to ensure that the organization remains committed to the change and that it continues to evolve and adapt as the world around it changes. This requires a culture of continuous improvement and a willingness to embrace new ideas and technologies. In conclusion, change is a powerful force that requires careful. Effective project management is widely recognized as the key to achieving the transformation. Leaders and managers seek. However, numerous projects have fallen short of their sponsors' expectations, resulting in the development of unused apps, buildings, processes, products, and services that serve as a costly reminder that projects can just as easily lead to failure as they can to success. The revised and expanded third edition of this highly acclaimed guide delves into the principles and techniques of change and project management. With its clear and structured approach, it serves as an invaluable handbook.

handbook for empowering leaders and managers to gain the necessary knowledge, equip
themselves with the necessary tools, and develop the confidence to utilize projects as vehicles for driving change and reaping its benefits. Change management is a multifaceted process that involves assessing the current state of an organization, identifying the desired future state, and developing a plan to transition between the two. It requires a collaborative effort from all stakeholders, including employees, managers, customers, and suppliers. The first step in change management is to create a vision for the future that is clear, compelling, and achievable. This vision should be communicated to all stakeholders and should serve as a guiding force for the entire change process. Once the vision is established, the next step is to develop a change plan that outlines the specific steps that will be taken to achieve the desired future state. This plan should include a timeline, a budget, and a list of resources that will be required. It is important to ensure that the change plan is realistic and achievable, and that it is aligned with the organization's values and culture. Once the change plan is in place, it is essential to implement it effectively. This involves training and development of employees, as well as providing ongoing support and guidance to ensure that the change is successful. It is also important to monitor and evaluate the change process regularly to ensure that it is on track and that any adjustments are made as needed. One of the key challenges of change management is resistance to change. Employees may be resistant to new processes, technologies, or systems, or they may have concerns about the impact of the change on their job security or job satisfaction. It is important to address these concerns and to provide employees with the training and support they need to adapt to the change. Another challenge of change management is maintaining. Change is a continuous process, and it is important to ensure that the organization remains committed to the change and that it continues to evolve and adapt as the world around it changes. This requires a culture of continuous improvement and a willingness to embrace new ideas and technologies. In conclusion, change is a powerful force that requires careful. Effective project management is widely recognized as the key to achieving the transformation. Leaders and managers seek. However, numerous projects have fallen short of their sponsors' expectations, resulting in the development of unused apps, buildings, processes, products, and services that serve as a costly reminder that projects can just as easily lead to failure as they can to success. The revised and expanded third edition of this highly acclaimed guide delves into the principles and techniques of change and project management. With its clear and structured approach, it serves as an invaluable handbook.

Weight: 546g
Dimension: 143 x 215 x 36 (mm)
ISBN-13: 9781788166034
Edition number: Main