Background – Today’s world is in constant change, demanding organizations to change accordingly. Competencies of both change management and project management are crucial in change adaptation, and leaders need to be aware of how to manage change resistance and enhance employee commitment. Projects in complex industries involve a high level of complexity and need to ensure change-ready project teams to enable smoother change implementation. 

Purpose – The study aims to explore the management of unplanned change in projects and specifically to investigate how projects in complex industries handle unplanned changes to enable change-ready project teams. 

Methodology – The study uses a qualitative research design where a deductive research approach has been followed. The study includes an embedded single case study where interviews and a focus group have occurred as data collection methods. 

Findings – The result showed that several types of unplanned changes are occurring in projects in complex industries, and that unplanned change is more common than planned changes. Five factors were identified to influence the management of unplanned change in projects, and they are its operating industry, leadership, communication, change resistance, and organizational culture. Some possible improvements that can be made are to make sure the project is understood and has a suitable strategy, have clear communication regarding changes, create a feeling of belonging and involvement in the project team, and enhance cross-functional understanding. 

Implications – The study has theoretical implications where it contributes to the limited research concerning how change in projects should be managed, and to the research field of change management. Practical implications include the findings which highlight several important considerations for project leaders and organizations aiming to strengthen change readiness in complex and dynamic industries. 

Keywords 

Change, Projects, Project Management, Complex Industry, Integration, Leadership, Change, Resistance, Communication, Organizational Culture