Shifting the Spotlight for Career Growth
Project vs Change. That, my friends, is a clickbait heading for any post or newsletter. Experienced project and change managers alike know there’s no competition, only collaboration towards a shared goal, and a mutually beneficial partnership with two people or teams setting each other up for success.
In many organizations, the project manager (PM) is seen as the star player. If the project’s a success, it’s the PM who gets the high-fives and the spotlight at the town hall. Meanwhile, the change manager (CM) is working hard behind the scenes, making sure the people side of things goes smoothly, ‘providing the cupcakes,’ doing the ‘comms and training.’
Project Managers: Wearing All the Hats
When budgets are tight, it’s not unusual for PMs to manage both the project and the change side. They’re expected to handle the schedules, budgets, and risks, but also keep everyone happy, get teams on board, and smooth out resistance. The PM’s job description quietly absorbs change management tasks, and nobody bats an eye. If the project goes well, the PM gets the glory for both roles.
Change Managers: Stuck on the Sidelines
But while PMs regularly dip into the CM world, it rarely works the other way around. Change managers are rarely given the chance to take on project management duties, even if they have the skills and interest. This keeps them boxed in, missing out on bigger responsibilities and recognition. It’s frustrating, especially when stepping into those project activities could help CMs earn more respect, become trusted leaders, and move up the career ladder. The PM career easily progresses to program lead, then head of projects, perhaps head of transformation. Rarely the CM.
Why Does This Happen?
Visibility: PMs are front and center, so their wins are easier to see and celebrate.
Assumed Capability: Organizations often expect PMs to handle change, but don’t see CMs as capable of running projects—even if they could.
Missed Opportunities: CMs stay in supporting roles and aren’t offered the chance to manage timelines, budgets, or deliverables.
How Change Managers Can Step Up
If you’re a CM and want to break out of the box, here’s what you can do:
Volunteer for More: Ask to take on project tasks or lead a workstream. Show you’re ready for more.
Grow Your Skills: Take a course or get certified in project management to prove you can handle both worlds. A LinkedIn course will get you started.
Share Your Successes: Don’t be shy—make sure leaders know what you’ve achieved, especially if you’ve helped deliver a project win.
Want to start small? Slightly shift the language, visuals, and content of your presentations and playbooks. You might be surprised to find little tweaks help you be taken more seriously in meetings and can end up with more visibility to senior leaders.
Focus on the business case.
Report in benefit realization metrics.
Call out scope creep.
Be less accommodating; set up a formal change request process.
Talk deliverables, KPIs, RACI, and governance.
To build on this, Sharon Connolly and Gavin Wedell are hosting a ChangePlan webinar designed to help you step up and change the narrative.
Essential Project Management Skills every Change Manager Needs
📅 Date: October 15, 2025
⏰ Time: 9AM AEST
🔗 Reserve your spot: Register here
Together, Sharon and I will share how you can:
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Elevate your visibility with senior leaders
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Position yourself to be part of key leadership decisions
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Use project management terms and frameworks to increase your credibility
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Unlock career pathways beyond the traditional change role
