What is Change Management?

When an organisation decides to go through some change by introducing new technology, processes, organisational structure, or some other change to the way that the organisational functions are done or structured, then change management is used to manage the change itself.  It is the period from which an organisation does a current state analysis through to when the future state has been introduced.

Change management began as a discipline of its own in the 1980’s and early adaptors of this were the Fortune 500 companies in the USA.butterflies and tree and Michele Gennoe and On Purpose Consulting  Through the 1990’s the use of change management expanded into more organisations and by the 2000’s it had become a widespread tool for leading change.

Managing the communication and training for the change is a key part of the management of the change itself.  These activities aim to assist in the acceptance and understanding of the change and to channel the resistance of the change in ways that can be addressed.  This is done to improve the likelihood of success of the change and to increase the return on investment of it.

The change management typically addresses the main four parts of the organisation which are processes, systems, structure and job roles.  The changes to these four areas are done to improve the competitiveness, efficiency and sustainability of the organisation.  By creating an increased competitive advantage in one or all of these areas the organisation is aligning itself for future growth.

The main focus in change management is on the management of staff throughout the change process.  It involves all staff at all levels within the organisation to engage and get on board everyone in the process.  From executives, senior leaders and middle managers down to front line and operational staff everyone is touched and involved in the change.  All working on the common goals of the change and delivering successful results in their own areas of work.