Awareness
Of two types- illustrating the connection of individual work, task and effort to the overall goals (best end state) of the project and showing an understanding of the difficulties of change. What is the true intent of this project? Starting with effect on you, what are the things that will happen that slow your regular work down, bother you or force you to look at things differently? As the “overlapped” CM, address those in your interaction and communication.
Skills and Competencies
Put extra effort into making sure that the work for the project is given to the person best suited for the role. Each time you get a precise fit acknowledge that expertise in the individual. You can do that personally and/or include kudos in your communications.
The effect of the organization
Your company will have guidelines, measurement and processes that will inevitably get in the way of change. Each of those will be owned, have been designed by (or both) a person. They will be a stumbling block for you unless the change can make sense to them in some way. Take the time to connect and find that sensibility.
The effect of the culture
As with organizational processes there will be certain ways to get things done. Those “ways” will not be written down. If you are an employee they will be engrained in your approach to work. If you are an employee they could be invisible to you or you might acknowledge them and think they are no big deal. They are.
When it comes to culture you have to walk a fine line between getting things done (if it is change it is new and it probably does not fit into the old mold) and honoring. You will have to show how to do things differently thus skirting cultural issues. Or you will have to call out those patterns and get consensus on trying things differently. Or you will simply have to honor them and double your time frames.
If you are puzzled by this change management thing, but placed in a position to either be responsible for it or feel the need to layer it in keep this in mind in your approach-
Change means something new; new means doing things differently; guide stakeholders through that. Use yourself as a model and you will make a difference in the transition for the people involved and your business.
