Once the goals for a culture change effort have been put in place, the next most critical task is to clearly identify the sponsors for the program. It must be clear that the appropriate levels of management of both parties are strongly behind the effort and actively involved in making it happen. Memos, e-mails, and statements of support are not sufficient. Active participation is the only approach that identifies to employees that the management team intends for the change to take place and is personally involved in making it happen.

In this case, the head of the IT organization where the project personnel reported made a personal appearance at each class. This person was able to reinforce the importance of the new approach (and indirectly the new culture) by showing enough personal interest and advocacy to take time to address each group of students.

In addition, the new management team was given direction that their group's compliance with the new approach would be used as a measure of their success. While they were given freedom to give input for improvement to the defined processes and training, expectations were clearly set for following the methodology once it was in place.

Reward and recognition played a part in the sponsorship effort as well. When customer ratings improved, and the new methodology was cited as the driver for that improved perception, several forms of recognition were used to reward both the methodology team that defined and deployed the process and the project teams who implemented it.

Project Management Made Easy

Project Management Made Easy

What you need to know about… Project Management Made Easy! Project management consists of more than just a large building project and can encompass small projects as well. No matter what the size of your project, you need to have some sort of project management. How you manage your project has everything to do with its outcome.

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