I am an intrapreneur, period. I do not like neither to take advantage of opportunities nor involve my mind in new projects unless I feel identified with the cause. When everybody tells me I have initiative, my comments always explain that the initiative is to reform and to upgrade what already exists, and make it acquitable for the organisation I am working for.

I am not an entrepreneur, period. I reject the merely idea of taking baby steps while I am thinking in the big picture. For me, projects and tasks were made to be performed with a companion by your side. I need complementary opinions or ideas that take me to the next level of thinking and imagination to solve issues. If there is a big project in mind, then big actions need to be taken, and many skillful individuals will be ideal to join the project in order to lively recreate an idea.

In this idea of mine about innovation, I believe change is a vital element. Change represents metamorphosis, a concept about how the current Order of elements needs to be re-arranged for a new functionality. Change always acts as a nexus between two instances, an initial order and a destination order. Change would never appear between the Chaos and the Order: creation is what transforms chaos into order; change always operates betweens Order structures.

I always find interesting how we conceive the notion of Change as thrilling or dangerous. For some reason, we believe a modification could alter our mere existence. There should not be any panic regarding our status when change exists. There will still be a person, and there should always exist the same person, with its attitude and behaviour. The only re-definition will be the role that this person should lookto accomplish in this new structure.

Change represents metamorphosis, a concept about how the current Order of elements needs to be re-arranged for a new functionality.

For that, I sustain Change Management is a vital management instance when we assume a new project whose goal is to redefine new objectives and procedures for an organisation. Change Management is about the people; the information they posses and communicate and; the way these two factors can interact along with an innovation cycle. Yes, Change Management takes the elements from Staff or Talent Management, Knowledge Management and Innovation Management.

In a technological world where products and services are submitted to a continuous improvement process; so there could be a focus on the constantly evolutionary customer needs; innovation demands knowledge, and its implementation requires the experience to apply a change process.

When we talk about starting a change, there should always be a focus on the final product, material or not, and the resources involved in this operations. Even when the resources are limited or non, time and people availability must be considered. Even thou you have not established one, there is a due date for this change to be implemented based on the expectations and the needs. Also, there is a certain grade of involvement and compromise from the people to the change according to the opportunity/threat they understand from the modifications. For example, not everybody sees a role new definition or a responsibility assumption as the same. It could represent a defying chance to improve your career or an element which could take you out of your comfort zone and into a stressful situation.

Relocating staff into new tasks demands knowing the skills needed for the task as the skills which the staff already posses. New abilities will be required, as old skills need to be replaced or their value gradually modified. This has to do with the Scope (misunderstood as reach, under various circumstances) of the project.

As you can see on this videos for Project Management, I have named all three elements which define the development of a project in its own limits. But its not the limits where we should focus about; its rather the core of a project where the interesting dynamics happen: quality-orientation activities, performance-ruled integration and focus on the team.