What is Change Management?

 In Change Management

What is Change Management?

coursedetailsManagement of change is the application and use of structured processes and tools to lead the people in achieving the desired outcome.

Although every change is unique and each person is unique, decades worth of research has shown that there are steps we can take to help people make their transitions. The structured approach of change management is a way to support people within your organisation and help them transition from their current state to their future.

Effective change management can be used for both small and large-scale projects. There are many reasons why this is important. It is expensive to ignore the people side of organisational change. The likelihood of success increases with change management.

There are three levels of change management

1. Individual Change Management

Individual change management involves understanding how people feel change and what they require to succeed. You must also know how to support them in this transition. What messages are people looking for? They should be sent when and from whom? What is the best time to teach someone new skills? How can you coach people to adopt new behaviour? What makes the changes in someone’s life “stick?” Individual change management uses neuroscience and psychology to provide actionable frameworks for individual change.

Although it is a normal psychological and physiological human response to resist change, our resilience is remarkable. We can be extraordinarily adaptive and successful when we are supported during times of change.

istockphoto x2. Organisational or Initiative-based Change Management

First, you need to identify the people and groups that will be affected by the project. Then you need to determine the best ways to help them change. The next step in organisational change management is to create a plan that will ensure affected employees have the leadership, coaching, and training they need to succeed. The central focus of organisational change management activities should be to facilitate successful individual transitions.

Your project management efforts can be enhanced by organisational change management. Project management ensures your project’s solution has been designed, developed, implemented, and delivered. The management of change ensures that your solution is effectively adopted, used, and engaged by people. When integrated effectively, the two disciplines create a Unified Value Proposition When managing change at the organisational/initiative level, the process should bridge the gap between individual change management and organisational change management.

All change occurs at the individual level. However, it’s often difficult for project teams to manage change person-by-person. We can use organisational change management to guide us through the steps and actions we need to take the initiative or project level to support the thousands or hundreds of people who are affected by a project.

3. Capability for Enterprise Change Management

Enterprise change management is an organisational core competency. It provides competitive differentiation and allows for effective adaptation to the constantly changing world. Enterprise change management means that your organisation has the ability to effectively manage change. This capability is integrated into your organisation’s structures, processes and projects. Effective change management is applied consistently to all initiatives. Leaders and people managers are skilled in guiding their teams through changes, and employees are able to know what to do to ensure that they succeed.

An enterprise change management capability can result in people and teams being able to adapt quickly to change of any size and shape. These organisations respond faster to market changes and embrace strategic initiatives. They also adopt new technologies quickly with less productivity impact. They make change a part of their organisation’s daily operations. This capability is not something that happens by accident. It is a significant investment to build enterprise change capability. This requires a strategic approach as well as an intentional process for embedding change management throughout the organisation.

How to implement change management

  • Secure commitment by identifying management sponsorship
  • Develop implementation plan including metrics.
  • If possible, implement the changes in stages.
  • Analyse and collect data.
  • Find the gaps and figure out what is causing resistance.
  • Modify the plan as necessary and return to the implementation step.

How change management works

It’s important to understand the principles and tools of change management by applying them to specific areas of your business.

Six important factors in change management

  1. Scope: To determine the impact on project scope, it is necessary to evaluate change requests.
  2. Schedule: To determine how changes will affect the project schedule, you must evaluate all requests for change.
  3. Costs: All change requests should be evaluated in order to determine their impact on project costs. The largest expense in a project is labor. Overages on project tasks can lead to changes in project costs.
  4. Quality: All requests for changes must be assessed to determine how they affect the project’s quality. Quality can be affected by changes to the project schedule. This is because rushed work may lead to defects.
  5. Human resources: To determine if additional or special labor is needed, change requests must be assessed. Project managers may lose important resources to other projects if the project schedule is changed.
  6. Communications: All approved change requests should be communicated to all relevant stakeholders at the right time.


The likelihood of success increases with change management. An increasing number of data points shows the positive impact of effective change management on project success.

This means that projects with great change management were six times more likely than those with poor management to achieve their objectives. The most interesting thing about this research is the correlation between poor change management and greater success than those with good change management.

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