Process and Change Management Collaborators

Welcome to the PCMC!

Project and Change Management Collaborators (PCMC) is a vibrant and responsive peer network at the University of Minnesota. We strive to advance knowledge and foster exceptional results in project and change management.

The PCMC creates opportunities for UMN professionals to:

  •     Share and learn with each other
  •     Highlight existing resources
  •     Encourage personal leadership
  •     Identify ways to overcome inherent challenges of project and change management at the University

PCMC supports University staff taking a project and change management approach to their work as well as those in formal project and change management roles. PCMC recognizes that anyone can benefit from project and change management principles and tools even those without "project management" or "change management" in their job title or description.

Upcoming Programs and Events



December 2014: Leveraging Employee Engagement to Improve Project Success

  • Date: December 2, 2014
  • Time: 2:00 PM to 3:30 PM
  • Location: 325 Education Sciences Building
  • Presenters: Brandon Sullivan, Director of Leadership and Talent Development and Lea Bittner-Eddy, LTD Consultant
Program Description:
We were all recently invited to participate in the University’s annual employee engagement survey. What happens next and how can the data be useful to increasing engagement?  How can we use engagement strategies in our project work? Come learn about tools and and resources to help improve your project and work teams. Small group discussions will focus on how to plan and implement engagement principles into your day-to-day work to facilitate team effectiveness.    

Presenter Bios:
Dr. Brandon Sullivan is the Director of Leadership and Talent Development (formerly Organizational Effectiveness) and leads the University’s employee engagement strategy. Before joining the University, Dr. Sullivan led employee engagement at Target Corporation and worked extensively within the corporation on leadership development and talent management. 

Lea Bittner-Eddy, MSc, is an organizational development consultant specializing in employee engagement in Leadership and Talent Development (formerly Organizational Effectiveness). In this role she provides consulting on capacity building, change management, leadership development, and improving workplace cultures as part of employee engagement action.  Lea also works with HR partners throughout the University to facilitate engagement knowledge and action through sharing of resources and engagement-focused communities of practice. 

Programs and Event Follow Up

November 2014: Integrating a Vendor Into Your Projects

  • Date: November 21th, 2014
  • Time: 9:00AM to 10:30AM
  • Location: Walter Library Room 402
  • Q&A Panel: UpNet, YFI Technologies, and Xylo Technologies

Program Description:   
There just comes a time when you need to ask for external help on your project.  This session will allow you to seek an independent point of view from subject matter experts about technology solutions (software, security, and staffing).

Panel Participants are: 


Heather Noble, U of M Senior OIT Project Initiation Consultant, 


Jennifer Amys, CEO & Fredrick Blocton, President of UpNet, 


Reynaldo Lyles, President of YFI Technologies, and 


Dharani Ramamoorthy, CEO of Xylo Technologies.


Light refreshments provided.

October 2014: Working with Minnesota Nice in your Projects

If you attended the program you noticed the presenters taking notes regarding strategies for working with Minnesota Nice. Those notes have been complied and are listed below: 

Conflict Avoidance
  • Provide information in advance of meeting or discussion.
  • Ask for very specific input.
  • Make it about someone else - “What would X Person say about it?”
  • Mitigate confrontation.
  • Make it impersonal - “How were aspects of the project handled?” instead of “How do you think I handled aspects of the project?”
  • Create a framework for the conversation that starts with niceties - “How are you doing today?”
  • Identify the criteria you would use to evaluate if your project has been successful or not. 
  • Define expectations up front.
  • Establish a personal relationship.
  • Be clear in your documents and plans what you intend to do.
  • Ask for “suggestions” and “opinions” not “feedback.”
Passive-Aggressive Behavior
  • Try to create a safe environment for the passive-aggressive person to share their feelings or thoughts.  
  • Point out person’s behavior directly, when it is present.  Anger/frustration with thorny issues should be recognized in a factual, non-judgmental way.
  • Ask open-ended/safe questions. Try to get person to open up.  Good thing to ask is, “Help me understand what is going on" and “What’s in the way of you doing X?”
  • Try to build relationships with people so they feel safe being direct with you.
  • Being in academia adds an additional layer.  Don’t escalate issues to the boss. Save that if the problem gets really bad.
  • Ask what you can do to help the person.
Resistance to Change
  • In a change situation often the person feels that their work is not being valued.  It’s a personal thing. Make sure it’s clear that you understand that their work has been very valuable.  
  • Sometimes the person is concerned about job security.  Make sure you’ve addressed that.
  • Shift the blame for the changes to someone else. (!)
  • If your relationship with the person who needs to change isn’t a good one, have another person work with them.
  • Understand what they see as good work.  Understand where they are coming from. Often the person just needs to feel heard.
  • Be aware of your own style.  For example, talk about how you may be seen as confrontational or abrasive so it’s clear that you know this about yourself.
  • Think about ways to pull rather than push the changes through.  
  • Understand not from a sympathetic position, but from an empathetic one.
  • Don’t let them off the hook.
  • Say, “Try to help me understand [why they are resisting the change].”

Thanks again to Corey Bonnema and Jerilyn Veldof for taking the extra time to document this for the group. 

More Information

For more information, visit our Moodle site, view our 2009-2010 Annual Report (PDF), or contact us at pcmc@umn.edu.










What members are saying

"A great source of new ideas"

"PCMC has 'de-mystified' much of the project/change management world"

"Extremely helpful in building my skills"

"A great way to connect with experienced project managers"

"At every meeting... I've made a contact that has benefited my work"




Events Calendar

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