Change Management Strategy is shaping organizational roadmaps


Where do Change Managers sit in the corporate pecking order?

Over the years, we’ve heard from many Change Managers who have lamented their positions, feeling as though they were merely overpaid administrators. Many found themselves reporting to the Project Manager or Subject Matter Experts (SMEs). Some even recalled when they were asked to organize snacks and morning teas! How does this address your Change Management Strategy?

Thankfully we’re seeing things changing.

Here are the five ways Change Management is increasingly seen as a crucial part of organizations’ strategic roadmap… and our recommendation to continue this trend.


Change Managers now work alongside Project Managers

It’s now more common to see Change Managers working alongside project managers, with both roles equally recognised for their critical contributions to the Project. Although there will always be some overlap between the Project Manager and Change Manager, their focus and often thought process will be very different, and they work well together. A savvy Project Manager will be delighted to find they have a strong Change counterpart, as they know their Project is much more likely to run smoothly and succeed.

Change vs Project Managers, change management strategy

Change managers

  • Project adoption/uptake
  • Speed to user proficiency
  • Benefit realisation
  • People risk mitigation
  • Minimise impact on business-as-usual

Project managers

  • Costs
  • Scope management
  • Schedule & timeline
  • Risk management
  • Quality assurance

Change Managers bring great ideas

The Change Managers often introduce new learning and communications channels and create attractive Project SharePoint sites. Quality artifacts get noticed, and Change delivered well in one Project raises the bar and expectations for other projects.

Change Managers start to be seen as valuable contributors with a wealth of ideas and experience beyond booking the meeting rooms and creating quick reference guides.

They bring ideas like:

  • Using multiple communication channels
  • Considering the impact of multiple projects on audiences
  • Ensuring project sponsors are adequately involved
  • Considering the long term sustainability of project success
  • Bringing emotional intelligence
  • Understanding the impact on organizational culture

Change Managers set up Communities of Practice

As an organisation becomes more Change-mature with an established project management office and standard delivery frameworks, they typically set up Change Communities of Practice.

A Change Community of Practice ensures consistent delivery and standards of Change Management across the organisation, elevating the role of Change within the organisation.

We’ve seen that Change Communities of Practices and Change Management Offices are among the biggest adopters of our platform, ChangePlan, as it brings them a real-time, organisation wide view of Change. Having a true single view of change highlights possible change collisions, employee fatigue and often duplications and conflicting priorities.

Change Managers create metrics

Well-researched and presented Change metrics deliver more significant insights on change resistance and fatigue, time spent away from BAU activities and adoption.

Data-rich Change dashboards interest senior leaders who value insights that prevent burnout and save money.

From Change Management to Organizational Transformation

As Change Management becomes more visible, positions are created inside the organisation to exploit the possibilities for good organisational and Project Change. A career-minded Change Manager can now set their sights on the Head of Transformation, where Change Management becomes planned and strategic rather than tactical firefighting.

See our article on the different roles in change management.

Conclusion: Change Managers need to keep leaning in

Every Change Manager has a part to play in the evolution of organizational Change. To elevate their career and Change as a sought-after discipline, every Change Manager needs to consider how they measure success and prove the value of Change.

Our previous blog article discussed the importance of turning data into information and the insightful information provided on ChangePlan dashboards.

Proving Change is valuable and successful is an essential rung on the change career ladder.


We’d be delighted to share how ChangePlan is the true single view of Change, bringing Change Managers to the senior strategic table. Click here to book your demonstration.

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