Benefits Realisation

12Implementing the Benefits Realisation Method in Your Organisation

The best start to implementing the benefits realisation method is to remember that it does not simply happen by introducing a set of new tools.

It is mostly a change in behaviour for the managers in the steering committees and for project managers. It is a change in the way we see projects and our development efforts. And it is a change where we park some of our current ideas and practices.

Through the first three parts of the book, you have gained a practical and case-based guide on how you and your organisation can get more out of your change projects. This forms the core of a new way of looking at and working with projects to create the change that ensures you realise the potential benefits. The key points are summarised here:

• Benefits realisation is created in a process based on cause-and-effect relationships. If benefits, the need for new behaviour, competencies, or technical deliverables change along the way, it will have consequences for the rest of the project.
• Design the project the right way. Use the benefits realisation workshop to clarify how the project will create value and what change it requires.
• Change projects have three tracks: the benefit track, the change track, and the technical track. Benefits realisation results from the work and interaction between these three tracks throughout the duration of the project.
• Successful change requires a structured analysis effort in the same way that ...