Future Performance Training
Change Management is a Process that follows a repeatable cycle and uses a holistic set of tools, and a competency, because it enables change and creates a capability to increase organizational effectiveness.
When your organization undertakes projects or initiatives to improve performance, seize opportunities or address key issues, they often require changes; changes to processes, job roles, organizational structures and types and uses of technology.
To better understand how Change Management manages the people side of change and what it is, we need to establish the Prosci® 5 Tenets for Change Management, as presented by Jeffrey M. Hiatt and Tim J. Creasey in their book Change Management - The People Side of Change.
We change for a reason
We are changing to achieve a future state that involves a specific and desired outcome. Reasons for change vary from cost reduction to customer satisfaction improvement.
The need for change is always driven by an opportunity or a problem to solve.
Organizational change requires individual change
New tools or processes are not enough to achieve organizational change, you need individuals in the organization to adopt new values and begin working in new ways.
Organizational outcomes are the collective result of individual change
Change is an individual event, so there are human factors to take into account. That means the more adoption an organization gets from employees, the closer it is to achieving the desired outcomes.
Change Management is an enabling framework for managing the people side of change
Resistance to change is the norm in organizations, especially in change-saturated environments. Managing the people side of change drives a higher speed of adoption and an improved proficiency.
We apply Change Management to realize the benefits and desired outcomes of change
Change Management primary objective is to drive and support the realization of the desired future state and the achievement of the expected outcomes.