Change management cannot be relegated to an isolated work stream, or can it be tacked on as an afterthought when execution falters and a “fix” is required. Not only is such an approach doomed to failure, but it breeds enduring cynicism in your workforce. Helping people deliver on the business objectives of the change in terms of moving to new responsibilities, capabilities, and behaviors should not take a backseat to the more straightforward rollout of process and technology changes. To succeed, people issues need to be identified and incorporated in project management plans from the start and then revisited again and again throughout the implementation process to ensure the desired strategic outcome.