Change management is the process of planning, implementing, and solidifying changes in an organization. It refers to how companies handle modifications, such as implementation of new technology, adjustments to existing processes, and shifts in organizational hierarchy.
Change management is the process of adapting to, controlling, and implementing change. This process can look different based on the type of change you are conducting.
Not all change initiatives will fit neatly into one of the levels of change management. In fact, it’s entirely possible for the levels to overlap. For example, let’s say you are modifying your organizational chart and launching an internal upskilling initiative for existing employees. If you also implement Workday to streamline your human capital management, your change would address all three levels.
Creating a change management plan helps create smoother transitions. You can mandate changes, but if you don’t have a plan for how to implement, monitor, and report on the success of that change, you’re setting yourself up to fail. Regardless of the type of change you want to make, change management gives you more control over the entire process.
Change management allows you to do the following:
All changes, big or small, benefit from well-thought-out change management. Change does not come naturally to people or organizations, so without proper management, you’ll likely hit barriers and waste time and money. Change management is the key to successfully implementing changes that stick.
You can apply different types of change management, depending on the change you are navigating. Think about how you might approach each of these four types of changes:
To implement change management, determine why the change needs to happen in the first place. What are you trying to achieve, and why is that goal so important? How will the change benefit your organization, people, and processes?
Once you’ve settled on the overarching goal for your initiative, it’s helpful to understand what factors often trip up business leaders along their change management journey. Knowledge of the typical missteps can better inform your change management strategy. So, set your change initiative up for success by avoiding these common pitfalls.
The change management process is how you get from Point A (existing state) to Point B (your desired change).
No change initiative is perfect, but you can always learn from the experience. In order to continuously improve upon your change management process, you have to track and analyze each step. During and after your initiative, think about the following questions, and let them guide you toward a more effective process in the future.
Our experience has revealed six key change management principles:
Organizational change management refers to the ways companies handle changes to the people, processes, tools, and systems in their organization. To manage change, organizations need a plan for implementing changes and solidifying those changes as the new norm.
Learn more about the different types of organizational change management by reading 4 Types of Organizational Change, Explained.
A change management plan guides you and your team throughout the transition. These six change management plan templates will help you build the foundation of your change plan:
Templates not only give you a head start, but they also force you to look at the change management process from an outsider’s perspective. Plus, you can use templates to set and monitor specific deadlines, watch out for potential issues, and take note of which parts of your change management plan may need improvement.
Download these six essential change management plan templates for free, and learn how to use them effectively.
Change management models are theories, concepts, and methodologies that serve as guides to successful change. While they do not provide step-by-step instructions, they do create a framework for managing the entire transition.
Before you choose a change management model, think about what you plan to modify. Certain models are better suited to specific types of changes. For example, people-centric changes often benefit from emotion-based change management models, such as the Kübler-Ross Change Curve or the Bridges’ Transition Model.
For changes that focus more on processes and systems, models such as the ADKAR Model or the Enhanced Kotter’s 8-Step Change Model can be very beneficial. Both models are outcome-oriented and provide a framework for accelerating transformations.
The ADKAR Model is built around five key outcomes:
Read more about the ADKAR Model and how to use it.
Kotter’s eight steps guide you to do the following:
Learn more about the enhanced Kotter’s 8-Step Change Model and how to use it.
You can also borrow from multiple change management models to create a framework that is best suited to your initiative. Get started with 10 Proven Change Management Models.
Change management tools include software and apps that support the change process. You can use them to provide training, create knowledge bases, track progress, etc.
The tools you choose will depend on the type of change you are making. For example, if you are implementing Workday as your new human capital management software, you can use a digital adoption platform (DAP) to provide in-app guidance for your employees. The digital adoption tool will support the change by helping users onboard to Workday quickly and easily. Plus, with Whatfix’s DAP, you can provide guidance through a variety of formats, such as step-by-step walk-throughs, balloon tips, videos, and written guides.
You can also use change management tools to track the progress of your initiative and gather feedback from your team. Many organizations use tools like The Change Shop or something as simple as Google Forms to solicit feedback from employees, keep notes on people’s preferences, and adjust plans accordingly.
Take a look at our list of 15 Change Management Tools To Effectively Manage Organizational Change to discover tools that will help your transformation process run smoothly.
Change management can be applied to various industries and functions — anytime you make a significant change to how things work within an organization, you’ll need to manage that change. Here are some examples across industries and functions.
