changemanagement

Change management is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state. It emphasizes the people side of change—acceptance, adoption, and usage of new processes, technologies, or organizational structures—so that benefits are realized and disruption is minimized.

A typical change management effort includes defining the change strategy, conducting stakeholder analysis, developing a communication plan, designing training, and establishing sponsorship and governance. It is commonly integrated with project or program management and can be scaled from a single department to enterprise-wide initiatives.

Common frameworks and methods include Prosci's ADKAR model (Awareness, Desire, Knowledge, Ability, Reinforcement) and Kotter's eight-step process for leading change. Other approaches use change impact assessments, resistance management, and benefits realization tracking to guide activities and measure progress.

A typical process involves identifying the need and envisioning the future state; assessing readiness and impact; planning the change management approach; executing communications, training, and user support; monitoring adoption, addressing resistance, and adjusting as needed; and reinforcing changes to sustain outcomes.

Key roles include a sponsor who champions the change, a change manager or team responsible for execution, and collaboration with project managers, human resources, and communications professionals. Success is usually evaluated through adoption metrics, user proficiency, stakeholder engagement, and realized benefits.