What is change management?

Paul : Changes are often required, when an organization undertakes projects or initiatives to improve performance, seize opportunities or solve key problems. For instance, changes in processes, roles, organizational structures, types or uses of technology. However, it is actually the employees of an organization who must ultimately change the way they work. If employees adopt the changes required by the initiative, the expected results will be achieved. Organizations do not change, people change.

Can you give examples of changes?

Paul : Examples of change management may include anticipating changes in demographics. For instance, if a high number of employees are due to retire in a short period, companies must prepare their replacements. Or if two companies merge, the employees of the two organizations, both organizations need to learn to work together, adopt different working methods, and even adapt to a change in premises.

What is the key to good change management?

Paul : Managing change requires understanding how people experience change and what they need to succeed. You also need to know what will help people make the transition: what messages they need to hear where and when, when the ideal time to teach a new skill is, etc. Managing organizational change involves first identifying the groups and people who will need to change as a result of the project and how they will need to change. Organizational change management then involves the creation of a personalised plan, to ensure that the employees receive the awareness, leadership, coaching and training they require in order to succeed and to make a difference.