Change management behavior – trust is critical

Project management is rational…change management is emotional…

Though this is an overstatement it helps make a point about a key difference between the two practices. Project management designs a plan that scope, budget and timeline. Change management is about executing that plan and understanding the inevitable emotional and behavioral impacts.

Let’s look at one…trust. Leaders and team members need to feel comfortable that hand-offs will go smoothly and work will be completed at high level. There is second trust behavior which is just as important…perhaps even more than the first. Trust is also feeling comfortable with others and being able to admit mistakes and ask for help in a safe environment.

This type trust sounds obvious but it’s difficult to achieve…particularly today. In a completive work environment, it takes courage to ask for help or admit you’re wrong. This can be interpreted as showing weakness in front of peers. However it’s exactly the sort of behavior and courage that allows one to be successful in assessing and adjusting action. Change is fluid and frequently reactive. You need to trust in each other to allow for rapid course correction without the worry of perception and finger pointing.