| Q. 9 |
I have often heard that CCPM requires a “culture change” in the organization, is this true? |
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| Ans. |
We all know how difficult it is to change the culture of an organization; it takes years and plenty of blood, sweat and tears. While some approaches to CCPM may try to change the culture of the organization, or require significant numbers of managers to become "Jonahs", this does not have to be the case. Today, for instance, most companies do not have good information for determining task priorities—especially between tasks on different projects. Imagine how a manager would react to being able to see the relative buffer burn rates for all of his tasks? CCPM provides benefits to everyone involved in projects and everyone who must provide information—their jobs get easier and they are more successful. It is essential to define clearly the precise changes need to take place in your organization, by which people, and to map those changes in advance. By focusing the change process around these essential elements and providing a fast time-to-benefit, the organization can quickly overcome the obstacles to change without the pain of culture change. |
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