I often get asked by leaders – so what does that mean? Why are these things important to my business? How are the alike and how are they different? And how can they help me create a high performance organization?
Well…let me explain the executive summary (OK well the sort of executive summary)…
“If you want to truly understand something, try to change it.“
– Kurt Lewin
WHAT IS CHANGE MANAGEMENT?
The definition of change management varies. Many exist, some simple, some complex. I’ll refrain from getting overly scholarly (you’re welcome). To synopsize for the busy executive, change management can be defined as a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. It can be applied to situations such as downsizing, growing organizations, or even adding new technology. It is an organizational process aimed at helping employees to understand, commit to, and accept and embrace changes in their current business environment. A part of change management is also managing transition – and though related, change and transition is not the same thing. Some definitions go even further to define differences between change management and change leadership. In my experience I see them interrelated – one referring to the tools and technologies and the other referring to those individuals utilizing such tools, technologies and frameworks to lead change efforts.
Why is change management important – how can it help my business?
Minimize resistanceIncrease engagementImprove performanceReduce costsEnhance innovation
What would you add to the list?
So, if changes are occurring in your organization – strategic changes, tactical changes, leadership changes, technology changes