6 Considerations for organizational adoption

For those organizations adopting PRINCE2, the considerations are:

• tailoring PRINCE2 to create an organization’s method

• embedding the tailored method within the organization.

6.1 Tailoring PRINCE2 to create an organization’s method

Apart from the PRINCE2 principles, all other elements of PRINCE2 can be tailored to fit with the organization’s existing governance arrangements. Before creating a project management method, it is important to understand why the organization wants to do this. By understanding the drivers and objectives, it is more likely that the method created will meet the needs of the organization.

The extent to which an organization can tailor its project management method will be influenced by:

• the rules or guidelines that are applicable to the organization

• the degrees of freedom that each role holder is allowed

• who ‘approves’ the tailoring

• who can advise people on tailoring.

6.2 Embedding the tailored method within the organization

Embedding the tailored method within the organization’s working practices and ensuring its widespread use involves changing the way that people work, so that the outcome (widespread use) can be realized, leading to a higher project success rate and enhanced business performance.

Current approaches to change management combine the psychological and engineering views of the world to create repeatable change methods, drawing on a wide range of tools and techniques. The application of different change methods has implications for the way organizations and their leaders regard change, the way they manage change and even the effectiveness of any change initiatives. At the heart of most change models is gaining the support of those who are required to change their ways of working.

To gain stakeholder support, change management approaches should not just involve training, but may also include coaching, mentoring, stakeholder engagement, marketing and communications activities to embed a real understanding of the need for the change and the resulting benefits. Change is as much about managing people’s expectations and perceptions as managing facts.