Award for Best New USA Business Book 2012

Proud to announce that HR Strategic Project Management SPOMP (ISBN 978-0-9828779-0-6) was awarded finalist in the “Best New Business Book” category of the 2012 USA Best Book Awards!

A complete list of the winners and finalists of The 2012 USA Best Book Awards are available online at http://www.USABookNews.com. For more information, free excerpts, and links to retailers, please visit http://www.SeduceStakeholders.com.

Free PDF: Strategic Project Management SPOMP

As an experienced internal consultant, project manager, program manager, change agent, or change manager, you are responsible to implement strategic change in your organization. How to create support and buy-in for the organizational change that you want to realize? How to deal with resistance to change?

Download now this crisp nine-page PDF summary of the bestselling business book “Strategic Project Management SPOMP” and learn how to successfully implement a program, project, or policy, from the inside out. It introduces five new SPOMP strategies that will help you to “seduce” stakeholders into change. You will be challenged to:

   S    - use office politics and networking as a means to stakeholder management
   P    - plan and design internal communications to influence people
   O   - let the steering committee work for you
   M   - use project marketing to sell your change ideas
   P    - prove project success with KPIs

A SPOMPed project means a successful organizational change, an effective implementation, a shorter project duration, more enthusiastic project team members, and for you as an internal consultant an even more successful image within your organization.

Click on one of the icons below to download this executive summary for FREE now. Discover for yourself how you can SPOMP your project and successfully “seduce” stakeholders into change. Find out in everyday practice what SPOMP can do for you and how it will boost your career as an internal consultant!

Relationship between Project-, Team-, and I-marketing

Stakeholders can only be seduced into organizational or behavioral change if they have a positive perception of the change that you want to realize. Therefore, it is imperative to communicate positively about the project at every communication moment (project marketing). This means, for example, to convince stakeholders that your approach to the project is the right one.

In addition, you have to communicate positively about the project team at every communication moment (team marketing). Explain which qualities each project team member possesses and what positive influence this has on the change that you want to realize.

Lastly, you have to communicate positively about your own role at every communication moment (I-marketing), by convincing stakeholders that you are the right person to successfully manage this change.

If trust is lacking at one of the three levels (See figure above), it will become difficult to seduce stakeholders into change. For example, if the project team is perceived as mediocre, then stakeholders will have little trust in the quality of the project and will not put much value on the output of the project team. As a consequence, communicating the advantages that your project holds for the organization will not be received well. In this case, stakeholders will not be seduced into the intended organizational or behavioral change.

The same is applicable to you as manager of the change project. If stakeholders have the perception that the project team is led by an average project manager, then they will have little trust in the project’s progress. In that case stakeholders have a negative perception, and this will foster resistance.

In other words, you will have to influence the stakeholders’ perception at all three levels in order to create trust. Relatively speaking, most consideration in this respect should be given to the project marketing because by promoting your project, you automatically promote the project team and yourself.

Interesting ideas or tips on Project-, Team-, and I-marketing? Please share your thoughts.

How to prove the potential success of your project

The challenge of the fifth and last SPOMP strategy is to prove during the project that your project will be successful in the end. The goal is to create a positive attitude from stakeholders regarding the organizational change that you want to realize. If you can convince stakeholders of this potential success, then it becomes much easier to seduce them into change. “HR Strategic Project Management SPOMP” describes how to seduce stakeholders by proving the potential success of your project.

How to use marketing to sell your ideas

Just as a manufacturer uses marketing to seduce customers into purchasing a product, you can use marketing to seduce stakeholders into change. Therefore, you need to view your ideas or change initiative as a product that you want to sell to stakeholders. “HR Strategic Project Management SPOMP” describes how to sell your ideas by marketing your project, the capabilities of your project team, and yourself as the orchestrator of the change.

How to use office politics as a positive force?

Courtesy of G. Arnould

Office politics always plays a major role when you want to realize change in your organization. Politics is often viewed as a negative force on the project, but you can turn it into a positive. To use politics as a positive force, you need to carefully select the stakeholders who are able to influence others to favor your project.

But how to determine which stakeholders need to be selected in order to use office politics to your advantage? Get your copy of “HR Strategic Project Management SPOMP” here.

#86 in Amazon’s bestsellers list

Proud to announce that “HR Strategic Project Management SPOMP" has reached #86 position in the category Organizational Behavior, just 2 weeks after its launch. Thank you for your support and reviews.

http://www.amazon.com/author/leonhielkema