What is the difference between project management and change management?

Whereas project management focuses on the processes and activities needed to complete a project (such as a new software application), change management focuses on the people affected by those projects (or other changes within the organization).

Can a project manager be a change manager?

Change management and project management are often thought to be the same thing. They aren’t. … It is designed to meet an organization’s project goals, and hopefully overall strategic objectives.

Why is change management important in project management?

Change management is the discipline of helping people move from a current situation to an improved future state. … Change management supports projects by helping teams adapt to new processes. When a company initiates a project, it results in new business processes that impact the way how people have been working.

What is a change manager role?

Change managers focus on the impact of change. They aim to minimise the negative effects and maximise the benefits of organisational change. This often involves focusing on the people side of change – identifying the impact on people, getting them ready for change, and handling any resistance to change.

What are the five steps of change management?

Five steps to successful change

  1. 1) Acknowledge and understand the need for change. …
  2. 2) Communicate the need and involve people in developing the change. …
  3. 3) Develop change plans. …
  4. 4) Implement change plans. …
  5. 5) Evaluate progress and celebrate success.
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What are the benefits of change management?

The benefits of change management allow you to:

  • assess and understand the need and the impact of change.
  • align resources within the business to support the change.
  • manage the diverse cost of change.
  • reduce the time needed to implement change.
  • support staff and help them understand the change process.

What are change management techniques?

Change Management Techniques: Kotter’s Eight-Phase Model

  • Step one: Create a sense of urgency. …
  • Step two: Build a guiding coalition. …
  • Step three: Develop the vision and strategy. …
  • Step four: Communicate the vision. …
  • Step five: Clear obstacles. …
  • Step six: Make short-term success visible. …
  • Step seven: Accelerate the change.