Is Change Management the Cinderella of Corporate Projects?

Once upon a time, in the bustling world of corporate projects, a quiet, undervalued figure played a critical role in ensuring success but rarely received the recognition it deserved. This unsung hero—Change Management—works tirelessly behind the scenes to guide employees, teams, and organizations through the often daunting transformation maze. Yet, much like the Cinderella of fairy tales, it is frequently overshadowed by its “flashier” siblings: cutting-edge technologies, sleek processes, and shiny deliverables.

In corporate projects, the question remains: Is Change Management the Cinderella of corporate initiatives? While it may lack the immediate allure of technological breakthroughs or strategic plans, its transformative potential is undeniable when given the resources and attention it deserves.

*Oxford dictionary  [Cinderella  – A person or thing that is deservedly neglected or ignored]

The Case For Change Management

Change management is a structured approach for ensuring that changes are implemented smoothly, and that the lasting benefits of change are achieved. The focus is on the wider impacts of change, particularly on people and how they, as individuals and teams, move from the current situation to the new one.

Organizations are constantly evolving, implementing new technologies, restructuring teams, or entering new markets. Despite these initiatives’ complexity, many companies fail to address the human side of change. 

Unfortunately, you can create the best system, but if people don’t understand and support the change, your project is likely to be doomed. 

According to a study by McKinsey, 70% of transformation initiatives fail to achieve their goals, largely due to employee resistance and lack of support—two key areas addressed by change management. The failure rate is rarely due to the technology not working but instead has more to do with the way in which the change is managed and implemented.

Another study by PROSCI found that projects with excellent change management practices are six times more likely to meet or exceed their objectives than those with poor change management. Yet, despite these compelling statistics, change management often receives less than 15% of a project’s budget, highlighting a significant disconnect between its importance and the resources allocated to it.

According to PROSCI,  successful Change Management program should consist of the following 9 elements:

• Readiness assessments
• Communication and communication planning
• Sponsor activities and sponsor roadmaps
• Coaching and manager training for change management
• Training and employee training development
• Resistance management
• Data collection, feedback analysis and corrective action
• Celebrating and recognizing success
•  After-project review

Why is Change Management Overlooked?

1. Focus on Technical Deliverables: Corporate projects often prioritize the technical or tangible outcomes, such as new software systems or streamlined workflows. While these are important, they are only part of the equation. Even the best technologies can fail to deliver value without addressing how people adapt to these changes.
2. Perceived as “Soft Skills”: Change management is frequently dismissed as a “soft” discipline that lacks measurable impact. This perception undermines its role in driving project success and achieving organizational goals.
3. Short-Term Thinking: Many leaders focus on immediate results, underestimating the long-term consequences of poor adoption. When change management is treated as an afterthought, the organization risks low employee engagement and ineffective use of resources.
4. Misalignment of Goals: Teams working in silos often pursue objectives that don’t align with overarching strategic goals. Change management’s role in ensuring alignment is underappreciated, leaving critical gaps in project execution.

The Hidden Value of Change Management

Change management’s strength lies in its ability to address the people side of change—the often unpredictable element that can make or break a project. Here’s how it adds value:

1. Mitigating Resistance: Resistance to change is one of the most common reasons projects fail. Effective change management identifies the sources of resistance early, engages stakeholders, and builds trust through transparent communication.
2. Accelerating Adoption: Whether implementing a new CRM system or restructuring an organization, change management helps employees understand and embrace new ways of working, reducing the time it takes for the initiative to deliver results.
3. Sustaining Change: Transformation isn’t just about completing a project—it’s about embedding lasting change. By focusing on long-term adoption, change management ensures that new behaviors, processes, and systems become part of the organizational culture.
4. Boosting ROI: According to PROSCI’s benchmarking studies, organizations with strong change management practices realize 143% of their expected ROI, compared to only 35% for those with little to no change management.

Real-World Examples

1. Failure Due to Poor Change Management: A global financial services company invested millions in a new enterprise resource planning (ERP) system. Despite the system’s technical success, employee adoption lagged due to insufficient training and communication. The result? Productivity dipped, and the project failed to deliver its expected ROI.
2. Success Through Change Management: In contrast, a healthcare organization undergoing a digital transformation uses a structured change management framework. By conducting stakeholder analyses, engaging employees early, and providing ongoing support, the organization achieved full adoption within 12 months, reducing patient wait times by 20% and increasing staff satisfaction.

Making Change Management the “Princess”

To elevate change management from Cinderella to a celebrated “princess,” organizations must:

1. Prioritize Leadership Buy-In: Change management initiatives require strong leadership support. Executives must champion the change, allocate resources, and visibly engage with employees.
2. Integrate with Project Planning: Change management shouldn’t be an afterthought. From the outset, it should be embedded into the project lifecycle, ensuring alignment with technical deliverables.
3. Invest in Training and Tools: Equip change managers with the training and tools needed to succeed. Frameworks like ADKAR or Kotter’s 8-Step Process provide structured approaches to managing change.
4. Measure Impact: Establish metrics to assess the effectiveness of change management efforts. Metrics such as employee adoption rates, time-to-adoption, and project ROI demonstrate the value of change management.
5. Foster a Change-Ready Culture: Build a culture that embraces change by promoting continuous learning, encouraging innovation, and rewarding adaptability.

Conclusion

In the fairy tale, Cinderella transforms when she is recognized for her true worth. Similarly, the perception of change management needs a transformation in the corporate world. It’s time to acknowledge that no matter how advanced a solution or strategy may be, its success hinges on people’s ability to adapt, embrace, and sustain the change.

By prioritizing change management, organizations can ensure smoother transitions, greater employee engagement, and higher returns on investment. The question isn’t whether change management deserves more attention; it’s whether organizations can afford to continue overlooking their Cinderella. As the statistics and real-world examples show, the answer is a resounding no.