Change Impact and Change Import
"We're drowning here, guys - every day there are requests from your project for more time.... Our BAU stakeholders are getting frustrated at the delays while we deal with your project and my team are stressed" - sound familiar?
I see a root cause for this issue lies in the failure of most projects to look at change impact AND change import (I know, another term, right! But one worth getting to know... I came across it in a recent CMI webinar and found it really captured the issues I have seen, so I have adopted it )
Change Impact refers to the actual effects and outcomes that a change initiative has on an organisation and its stakeholders. This includes both the intended and unintended consequences that result from implementing the change. Understanding change impact is crucial for effectively managing the transition, as it allows you to anticipate challenges and opportunities.
One the other hand, Change Impost refers to the perceived burden or cost of a change on the organisation and its stakeholders. It involves the psychological and emotional responses that individuals experience as a result of the change. Unlike change impact, which focuses on measurable outcomes, change impost is about the perceived challenges and resistance to the change. Its the cumulative impact of the many streams of a large project or multiple concurrent projects coming together to put a big strain (or impost) on key resources.
Key aspects of change impact include:
Scope of Change: Identifying which areas affected, such as processes, systems, people, or culture.
Stakeholder Analysis: Understanding how different groups will be impacted, e.g. employees, customers, and partners.
Resource Allocation: Assessing the resources needed to support the change, including time, budget, and personnel.
Risk Assessment: Identifying potential risks & mitigations.
By evaluating the change impact, you can plan more effectively, communicate more clearly, & support stakeholders through the transition.
Whereas, key aspects of change impost include:
Resistance to Change: Understanding the reasons why individuals or groups might resist the change, such as fear of the unknown or perceived threats to job security.
Emotional Responses: Addressing feelings of anxiety, frustration, or skepticism that may arise during the transition.
Communication and Engagement: Ensuring that stakeholders are informed and involved in the change process.
Support and Training: Providing the necessary support and resources to help individuals adapt to the change, such as training programs and counseling services.
By addressing the change impost, you can reduce resistance, improve morale, & foster a positive attitude toward the change.
So here's the deal - we need to understand who is impacted and how, but we also need a comprehensive view of all project demands on the business to ensure receivers have the capacity for the activity burden of our changes.