Change management is a structured approach to shifting individuals, teams as well as organizations from a current state to a desired future state and it can be referred to as organizational change. It is also an organizational process that is aimed at empowering all the employees in order to accept and embrace changes in their current business environment. It can also be defined as a project management process where changes to a project are formally introduced as well as approved. There are several examples of organizational change and this will include:
Strategic changes
Missionary changes
Technological changes
Operational changes that will include structural changes and
Changing the attitudes and behaviors of personnel.
Organizational change is supposed to begin with a systematic diagnosis of the current situation in order to be able to determine both the need for change as well as the capability of change. The objectives, content as well as the process of change should be specified as part of the plan of organizational change. Organizational change processes may also include creative marketing to enable communication between change audiences but also deep social understanding about leadership styles as well as group dynamics. Organizational change management aligns groups' expectations, communications as well as integrates teams and manages people training. It also makes use of performance metrics such as financial results, leadership commitment, operational efficiency, and communication effectiveness as well as the perceived need for change in order to design appropriate strategies and thereby avoid change failures or solve troubled change projects. For organizational change to be successful there should be several inclusions that will ill include:
Providing personal counseling to alleviate any change related fears.
Devising an effective education or skills upgrading scheme for the organization.
Effective communications which informs various stakeholders of the reasons for the change, the benefits as well as the details for change and this will include when, where, who and how.
Counter resistance from employees of companies and align them to overall strategic direction of the organization.
Benefits management and realization to define measurable stakeholder's aims where assumptions, costs, risks, return on investment, dependencies, dis-benefits and cultural issues that will affect the progress of the work.
Monitoring of the implementation and fine-tuning as required.
Most people define organizational change as a set of processes that is employed in order to ensure that significant changes are implemented in an orderly, controlled as well as systematic fashion to effect the changes. One of the main goals of organizational change is about the human aspects of overcoming resistance to change in order for members to buy into change and achieve the organization's goal of an orderly as well as effective transformation. The AKDAR model has played an in important role in organizational change, this model has five specific stages that must be realized, and they will include:
Awareness - Where an individual or an organization must know why the changes are being carried out.
Desire - Where the individual or organization must have the motivation as well as desire to participate in the changes.
Knowledge - Where the individual or organization must know how to change.
Ability - where individuals should implement new skills and behaviors to make the changes happen.
Reinforcement - Where individuals and organizations must be reinforced to sustain any changes making them the new behavior.
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This article touched the basics of the topic. I have 2 more resources related to the above. They are change management and what is change management . They are worth a read.
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