THE THREE LEVELS OF CHANGE MANAGEMENT ACROSS YOUR ORGANIZATION
Regardless of the timing of your change management initiative, all successful change projects will span the breadth of your organization across three levels:
INDIVIDUAL CHANGE MANAGEMENT
While it is the natural psychological and physiological reaction of humans to resist change, we are actually quite resilient creatures. When supported through times of change, we can be wonderfully adaptive and successful.
Individual change management requires understanding how people experience change and what they need to change successfully.
It also requires knowing what will help people make a successful transition: what messages do people need to hear when and from whom, when the optimal time to teach someone a new skill is, how to coach people to demonstrate new behaviors, and what makes changes “stick” in someone’s work.
Individual change management draws on disciplines like sociology, psychology, and neuroscience to apply actionable frameworks to individual change.
ORGANIZATIONAL/INITIATIVE CHANGE MANAGEMENT
While change ultimately happens at the individual level, it is often impossible for a project team to manage change on a person-by-person basis. Organizational or initiative change management provides us with the steps and actions to take at the project level to support the hundreds or thousands of individuals who are impacted by a project.
Organizational change management then involves creating a customized plan for ensuring impacted employees receive the awareness, leadership, coaching, training and feedback they need in order to change successfully. Driving successful individual transitions should be the central focus of the activities in organizational change management.
Organizational change management is complementary to your project management. Project management ensures your project’s solution is designed, developed and delivered, while change management ensures your project’s solution is effectively embraced, adopted and used.
ENTERPRISE CHANGE MANAGEMENT CAPABILITY
Enterprise change management is an organizational core competency that provides competitive differentiation and the ability to effectively adapt to the ever-changing world. An enterprise change management capability means effective change management is embedded into your organization’s roles, structures, processes, projects and leadership competencies.
The end result of an enterprise change management capability is that individuals embrace change more quickly and effectively, and organizations are able to respond quickly to market changes, embrace strategic initiatives, and adopt new technology more quickly and with less productivity impact.
This capability does not happen by chance, however, and requires a strategic approach to embed change management across an organization.