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What is change management? It is a structured approach to a transition within an organization. It involves individuals, teams. Change management takes organizations from a current state to a desired future state. The definition of change management includes both organizational change management processes and individual change management models. Together these are used to manage the people side of change.
If you have ever tried to institute any type of change in your organization you know that it becomes a difficult task. People basically do not want to change, they are afraid of change. The reason that they are afraid of change is because it brings about an uncertainty with regard to their jobs within the company, it is a feeling of not knowing what is going on and what the future holds.
Kurt Lewin described change as a three stage process. He called the first stage "unfreezing". This stage involves overcoming and dismantling the existing "mindset". When you mention change people automatically get defensive. This defensiveness has to be overcome. The second stage is where the actual change occurs. This is normally a period of confusion and transition. The old ways are being challenged and there is not a clear picture of what is going to replace them. The final stage is called "freezing", sometimes called "refreezing". The new mindset is initiated and people's comfort level is returning to the previous level. Hughs also adopted this three stage approach in 1991. He makes reference to "exit" (departing from existing state), "transit" (crossing unknown territory), and "entry" (attaining a new equilibrium). Tannenbaum & Hanna (1985) suggest a change process that involves "holding on, dying and letting go, rebirth and moving on." Judson (1991) proposes a linear staged model of implementing a change: 1) analyzing and planning the change; 2) communicating the change, 3) gaining acceptance of new behaviors, 4)changing for the status quo to a desired state, and 5)consolidating and institutionalizing the new states.
People centered implementation was a method developed by Changefirst, which has continued to improve since the 1990's. This technique has been applied in the field of people change management by organization and their change agents in over thirty five (35) countries around the world. PCI says that there are six critical success factors that have to be managed in order to build a commitment to change and create behavior change.
1.Shared Change Purpose, create and share a powerful case for change in the organization
2.Effective Change Leadership, develop strong change leadership for the initiative
3.Powerful Engagement Processes, build and deliver plans to engage people in the change
4.Committed Local Sponsors, build understanding and commitment of middle and front line managers
5.Strong Personal Connection, create commitment and behavior changing actions for front line people
6.Sustained Personal Performance, support people as they learn to adapt, managing their resistance sensitively and empathetically
ADKAR
The ADKAR model for individual and organizational change management was developed by Prosci. There was input from 1000 organizations from 59 countries. This model outlines five required building blocks for change to be accomplished successfully on an individual level. These building blocks are:
1.Awareness - why is the change needed
2.Desire - to support and participate in the change
3.Knowledge - of how to change
4.Ability - to implement new skills and behaviors
5.Reinforcement - to sustain the change
For more information on how to make a change in your organization, you may want to hire a change management firm or you can refer to the article below.
http://en.wikipedia.org/wiki/Change_management_%28people%29
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