Change Management : Leadership or Management


When your organisation introduces a new business process, policy or a technology system, it is a trigger for you to get people to do things differently ~ you need to get employees to change the way they behave or perform their jobs on a day-to-day basis. Change Management is all about helping people rationalise, adapt, accept and transition to the new environment and proactively dealing with the emotional responses that change brings with it.

But managers are good at planning, budgeting, organising and solving problems ~ the type of skill needed to run departments and projects. They’re not necessarily the right skills to introduce and lead change, which requires skills more closely aligned to leadership attributes such as establishing vision, direction, aligning, motivating and inspiring people to produce change. John Kotter notes that producing change is about 80% leadership and 20% management.

At Presence of IT we believe that having good change management skills on your project allow project managers to do what they do best – manage the project, whilst the change manager ensures the impacted resources follow a more rational process of moving towards commitment, rather than an emotional response that includes anger, bargaining and withdrawal –all reactions that the project manager is often unaware of and underestimates the ensuing impact.

If one considers the typical issues organisations face whilst implementing change, a hefty 62% of these issues relate to People. Process, Technology and Knowledge Assets are largely insignificant in comparison.

Top Issues Organisations Face During technology Implementations


The most well designed and built system will not be successful without a strong people management program to support it. A program which focuses not only on the impacted employees, but also the Senior Leadership, Managers and Process Owners as well as the Project Team.

At Presence of IT we have identified a number of key risks that we can help you mitigate on your projects. Our purpose built approaches will help you deal with:

  • Key Influential members not believing the project results will be positive to themselves
  • The project being seen as an IT piece of work and real business requirements are not addressed
  • Project resources not feeling comfortable making timely decisions and causing delays
  • Project team members not understanding that end users resistance results in a less than optimal solutions
  • End users feeling insufficiently engaged and not trusting the final solution
  • Stakeholders believing that the project consultants will deliver everything needed

Next Steps

Our Change management team are ready  to engage in a discussion with you about mitigating your project risk and ensuring a success project from a people perspective. Contact us for a discussion