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| Change Management |
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| The concept of Change Management
describes a structured approach to transitions in individuals,
teams, organizations and societies that moves the target
from a current state to a desired state. Stated simply,
change management is a process for managing the people-side
of change. The most recent research points to a combination
of organizational change management tools and individual
change management models for effective change to take
place. |
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| Theories of Change |
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| The evolution of the change management
field stems from psychology, business and engineering.
Hence, some models are derived from an organizational
development perspective whereas others are based on individual
behavioral models. For this reason, this section is divided
into two sub-categories: Individual Change Management
and Organizational Change Management. Understanding of
individual and organizational change theory is necessary
to implement effective change management processes and
tools. |
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| Individual Change Management |
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An early model of change developed
by Kurt Lewin described change as a three-stage process.
The first stage he called "unfreezing". It
involved overcoming inertia and dismantling the existing "mind
set". Defense mechanisms have to be bypassed. In
the second stage the change occurs. This is typically
a period of confusion and transition. We are aware that
the old ways are being challenged but we do not have
a clear picture to replace them with yet. The third and
final stage he called "refreezing". The new
mindset is crystallizing and one's comfort level is returning
to previous levels.
Some change theories are based on derivatives of the Kübler-Ross
model from Elizabeth Kubler-Ross's book, "On Death
and Dying". The stages of Kubler-Ross's model describe
the personal and emotional states that a person typically
encounters when dealing with loss of a loved one. Derivatives
of her model applied in other settings such as the workplace
show that similar emotional states are encountered as individuals
are confronted with change.
A Formula for Change was developed by Richard Beckhard
and David Gleicher and is sometimes referred to as Gleicher's
Formula. The Formula illustrates that the combination of
organisational dissatisfaction, vision for the future and
the possibility of immediate, tactical action must be stronger
than the resistance within the organisation in order for
meaningful changes to occur.
The ADKAR model for individual change management was developed
by Prosci with input from more than 1000 organizations
from 59 countries. This model describes five required building
blocks for change to be realized successfully on an individual
level.
The building blocks of the ADKAR Model include :
- Awareness – of why the change is needed
- Desire – to support and participate in the
change
- Knowledge – of how to change
- Ability – to implement new
skills and behaviors
- Reinforcement – to sustain
the change
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| Organizational Change Management |
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| Organizational change management
includes processes and tools for managing the people
side of the change at an organizational level. These
tools include a structured approach that can be used
to effectively transition groups or organizations through
change. When combined with an understanding of individual
change management, these tools provide a framework for
managing the people side of change. |
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