Lisa* is an industry veteran. With a Master’s in industrial engineering and over 15 years of experience leading production teams, her colleagues and superiors deem her competent and capable. And she is. Which is why she was appointed Head of Project Management Office (PMO) for a voluntary internal reorganization at Bosch*.

When I met Lisa, I, too, was impressed by her business credentials and acumen. She was also hands-on and approachable, two qualities that made her relatable and likable. This ideal balance of tangible expertise and affability might make Lisa seem like the perfect choice to steer a large-scale transformation project.

However, change management involves both rigorous project management and a strategic approach to change communication. Unfortunately, Lisa lacked insight in both these pivotal aspects of successful change management. Having never engineered a complex project, she was unfamiliar with PMO methodology. And equally critical, she was little aware of the human aspect.

Anyone who has ever led or even experienced big transformation knows that business and managerial skills will only get you so far. KPIs (key performance indicators) and frameworks are great tools for setting the stage. But it’s the performers who will make or break your performance. And they can represent an erratic variable. Because change unleashes an unpredictable and broad range of emotions, from fear to anger, and excitement to hope. Knowing how to navigate these emotions is an essential skill for any Change Manager. Thankfully there are a plethora of change tools to do so.

In Lisa’s case, this meant being able to rein in her colleagues’ concerns, fears, and resistance when faced with the unknown, while simultaneously tapping into their enthusiasm and excitement. Unaware of the human aspect, she struggled. Ultimately making her more insecure and diluting her colleagues’ trust in her ability to rise to the challenge. What Lisa needed was a comprehensive guide for maneuvering her way around the complex nature of the human response to change. That is what I have created.

Get a clu! The Change Handbook for Managing People and Processes Like a Pro is the first book to delve into the human aspect of change management. It offers a fresh perspective by illustrating how traditionally undervalued people and stakeholder management, combined with rigorous project management office (PMO) skills, can turn any dreaded transformation into a win. When change theory and frameworks hit a breaking point, taking the human factor into consideration is the ultimate recipe for success. 

* I have changed the name of my client and the company for privacy reasons.