5 Tips for Turning Around a Project in Need of Recovery

In this blog post Change Specialists CEO John Dean outlines his 5 tips for turning around a project in need of recovery,

In the dynamic world of business, projects and programmes sometimes lose their focus. When this happens, swift and strategic intervention is required to realign to achieve desired outcomes.

Conduct a Thorough Diagnostic Assessment 

Start with a comprehensive diagnostic assessment to understand the project’s current status and
identify key issues and risks. Involve all stakeholders to ensure a holistic view.

Re-establish Clear Objectives and Milestones

Clarify, review and, where appropriate, redefine project objectives and milestones ensuring that they are realistic, achievable, and aligned with organisational strategic goals. This provides a clear roadmap and helps measure progress effectively.

Strengthen Leadership

Enhance leadership frameworks to ensure clear accountability and decision making authority. Effective leadership can inspire a team, streamline processes, and foster a culture of accountability.

Enhance Communication and Stakeholder Engagement

Open, transparent communication is vital.
Ensure stakeholders receive regular updates in order to build trust and ensure everyone works towards the same goals.

Implement Rigorous Delivery Assurance

Establish delivery assurance mechanisms to monitor progress, manage risks, and ensure quality. Regular audits, progress reviews, and risk assessments are essential to maintain project health and deliver on promises.

Repairing a troubled project or programme is challenging but achievable with the correct approach and expertise. At Change Specialists, our goal is to supply our clients with the necessary skills and capacity. By applying the 5 tips for turning around a project or programme in need of recovery outlined in this blog post our experts can assist you in delivering a successful project recovery.

If your organisation is implementing changes, please get in touch to discuss how the Change Specialists can support your journey.  

Contact John, or connect with him on LinkedIn.

Follow Change Specialists for further tips to support successful project management.

Understanding and Overcoming Resistance to Change

This blog post explores understanding and overcoming resistance to change.

Change may involve implementing new technology, restructuring, or evolving business strategies – organisations must adapt to remain competitive.

Resistance among staff can hinder these efforts, therefore understanding the top factors causing this resistance and recognising the signs can help organisations devise effective strategies to manage and mitigate it.

Top Factors Causing Resistance to Change 

Fear of the Unknown: One of the most common reasons for resistance is fear of the unknown. When team members are uncertain about how changes will affect their roles, responsibilities, and job security, anxiety and opposition often follow. 

    Lack of Communication: Poor communication or lack of information about the change process can lead to misunderstandings. The team needs to understand the reasons behind the change and how it will benefit them and the organisation. 

      Loss of Control: Change can make team members feel as though they have lost control over their work environment, leading to resistance as they cling to familiar processes. 

        Bad Experiences with Past Changes: Negative experiences with previous changes makes team members sceptical about new initiatives. If past changes were poorly managed or led to negative outcomes, they might resist future changes. 

          Lack of Trust in Management: Trust in leadership is crucial for successful change management. Resistance is likely if the team does not trust management or believe that leaders are not acting in their best interests. 

            Fear of Failure: Team members may resist change because they fear they will not have the skills or knowledge to succeed in the new environment, which is a significant barrier to embracing change. 

              Signs of Employee Resistance

              Decreased Productivity: A noticeable drop in productivity is a sign that the team members are resisting change. This might manifest as missed deadlines, lower quality of work, or a general decline in output. 

              Increased Absenteeism: Resistance to change can result in people taking more sick days or requesting more leave to avoid dealing with the new changes. 

                Negative Attitudes / Low Morale: An increase in complaints and a general drop in morale may indicate resistance. Team members might openly express their dissatisfaction or engage in passive-aggressive behaviour. 

                  Lack of Engagement: Disengaged team members might show a lack of interest in their work, avoid participating in meetings, or stop contributing ideas. adjustments.

                  Strategies to Overcome Resistance

                  Effective Communication: Clear, frequent communication is vital. Ensure your team understand the reasons for the change, the benefits it will bring, and how it will be implemented. Encourage questions and provide honest answers. 

                  Involve the Team: Involvement in planning and implementing change can reduce resistance. When team members feel they have a say in the process, they are more likely to support it. 

                  Provide Training and Support: Offering training and resources alleviates fear of incompetence. Make sure they have the skills and knowledge needed to thrive in the new environment. 

                  Address Feedback: Listen to concerns and take feedback seriously. Addressing issues promptly can prevent small problems from escalating into major resistance. 

                  Lead by Example: Leadership should model the behaviour and attitudes they expect from team members. When leaders are committed to the change, it can inspire similar feelings in the workforce. 

                  By understanding the factors that cause resistance and actively addressing them, organisations can create a smoother transition process. Effective change management is not just about implementing new systems or processes; it’s about leading people through a transition and ensuring they feel supported and valued throughout the journey. 

                  If your organisation is implementing changes, please get in touch to discuss how the Change Specialists can support your journey.  

                  Contact John, or connect with him on LinkedIn