Integrating MOVE into the Organization
The MOVE framework is not limited to individual projects — it can be embedded into organizational project management (OPM), governance, HR processes, leadership culture, and sustainability strategies.
Integration into PMO and Project Governance
Organizational Project Management (OPM) defines how projects are initiated, executed, monitored, and closed. Leadership style — and the culture it reflects — directly influences OPM effectiveness.
Ways to embed MOVE into governance frameworks:
Project management processes → Add emotional frontloading and emotional check-ins to lifecycle stages, reviews, and stage-gate evaluations.
Competency frameworks → Incorporate the MOVE Competency Model into leadership expectations and staffing criteria.
Knowledge repositories → Document best practices for needs-focused leadership to ensure consistent application.
Guides and tools → Translate MOVE competencies into practical, everyday leadership recommendations.
PMOs play a key role in making this real: They set governance standards, maintain talent pools, and mentor project managers. For MOVE to take root, PMO leaders must fully understand and advocate for needs-focused leadership, guiding others in its authentic application.
The Role of HR
HR is pivotal in embedding needs-focused leadership across the organization.
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Select leaders whose traits and skills align with MOVE principles.
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Offer targeted training, coaching, and supervision for needs-focused skills.
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Include leadership behaviors in evaluation criteria, using stakeholder feedback to assess impact.
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Incentivize consistent application of needs-focused leadership.
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Develop high-potential leaders who embody MOVE values, while reassigning those who lack critical traits.
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Align roles, competencies, and culture-building initiatives with MOVE principles.
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Highlight needs-focused leadership in the Employee Value Proposition (EVP) to attract new talent.
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Integrate MOVE into organizational change processes to address stakeholder needs proactively.
Organizational Culture and Leadership Development
Projects shape culture, but they also reflect it.
Introducing needs-focused leadership can initially meet resistance from leaders accustomed to traditional, task-driven management styles. Success depends on:
Senior leadership advocacy → Executives must understand and actively promote MOVE’s benefits.
Psychological safety and trust → These are prerequisites for open, authentic collaboration and must be reinforced at the cultural level.
Conflict management → Align expectations and mitigate clashes between different leadership styles.
When embedded, MOVE can positively influence corporate culture — improving both collaboration and organizational health.
Linking MOVE to Change Management & Transformation
Organizational change often triggers resistance when stakeholder needs are threatened or ignored.
MOVE directly supports Organizational Change Management (OCM) by:
Providing a process for identifying and addressing needs
Equipping leaders with competencies to engage stakeholders effectively
Strengthening trust and openness during transitions
This alignment makes MOVE a valuable tool in transformation initiatives, from system rollouts to cultural change programs.
The “Social” element of ESG (Environmental, Social, Governance) focuses on diversity, well-being, inclusion, and social responsibility.
MOVE supports these goals by:
Promoting empathy, trust, and psychological safety
Creating inclusive, supportive work environments
Enhancing employee engagement and satisfaction
Contributing to long-term social sustainability and UN Global Compact commitments