Change Management (CM) Process

A Change Management (CM) Process is an organizational management process that can be used to create organizational transition systems (that support organizational transformation tasks).

• AKA: Organizational Change Management Process, Change Control Process, Transition Management Process.
• Context:
  • It can typically involve Change Impact Analysis to assess organizational change impact on organizational stakeholders and organizational systems.
  • It can typically include Change Communication Strategy to facilitate organizational change message delivery across organizational levels.
  • It can typically implement Change Readiness Assessment to evaluate organizational change preparedness and identify organizational change barriers.
  • It can typically develop Change Resistance Management Plan to address organizational change resistance and enhance organizational change adoption.
  • It can typically establish Change Leadership Framework to guide organizational change leaders through organizational transformation initiatives.
  • It can often create Change Governance Structure to oversee organizational change implementation and ensure organizational change accountability.
  • It can often deploy Change Training Program to build organizational change capability and develop necessary organizational change skills.
  • It can often utilize Change Measurement System to track organizational change progress and evaluate organizational change success.
  • It can often integrate with Organizational Project Management to align organizational change initiatives with organizational strategic objectives.
  • It can often coordinate with Organizational Culture Management to address cultural transformation aspects of organizational change.
  • ...
  • It can range from being a Tactical Change Management Process to being a Strategic Change Management Process, depending on its organizational change scope.
  • It can range from being a Planned Change Management Process to being an Emergent Change Management Process, depending on its organizational change approach.
  • It can range from being a Directive Change Management Process to being a Participative Change Management Process, depending on its organizational change leadership style.
  • It can range from being a Technology-Focused Change Management Process to being a People-Focused Change Management Process, depending on its organizational change emphasis.
  • It can range from being a Reactive Change Management Process to being a Proactive Change Management Process, depending on its organizational change timing.
  • ...
• Examples:
  • Change Management Process Types, such as:
    • Individual Change Management Processes, such as:
      • Personal Transition Change Management Process for individual psychological adaptation.
      • Skill Development Change Management Process for individual capability enhancement.
      • Career Transition Change Management Process for individual role transformation.
    • Team Change Management Processes, such as:
      • Team Structure Change Management Process for team composition modification.
      • Team Process Change Management Process for team workflow optimization.
      • Team Culture Change Management Process for team norm transformation.
    • Organizational Change Management Processes, such as:
      • Organizational Restructuring Change Management Process for organizational reporting relationship modification.
      • Organizational System Change Management Process for organizational technology implementation.
      • Organizational Culture Change Management Process for organizational value transformation.
  • Change Management Process Models, such as:
    • Lewin's Change Management Process Model with unfreezing, changing, and refreezing phases.
    • Kotter's 8-Step Change Management Process Model for large-scale organizational transformation.
    • ADKAR Change Management Process Model for individual change management.
    • McKinsey 7-S Change Management Process Model for holistic organizational alignment.
  • Change Management Process Contexts, such as:
    • Merger and Acquisition Change Management Process for organizational integration.
    • Digital Transformation Change Management Process for organizational digitalization.
    • AI Implementation Change Management Process for organizational AI adoption.
    • Contract Management Change Management Process for organizational legal process transformation.
  • ...
• Counter-Examples:
  • Digital Transformation Process, which is a broader organizational transformation initiative that requires change management but encompasses additional technology implementation, business model innovation, and digital capability development.
  • Project Management Process, which focuses on delivering specific project outcomes rather than managing the organizational change aspects.
  • Continuous Improvement Process, which implements gradual organizational changes rather than managing significant organizational transformations.
  • Crisis Management Process, which responds to unexpected organizational disruptions rather than planned organizational change.
  • Business Process Reengineering Process, which redesigns specific organizational workflows without necessarily addressing the human transition aspects.
• See: Organizational Restructuring Initiative, Merger and Acquisition Process, Change Control Process, Team Development Process, Organizational Development Process, Organizational Change Strategy, Business Process Transformation, Budget Reallocation Process, Information Technology Implementation Process, Project Management Methodology, Organizational Governance Structure, Organizational Artificial Intelligence (AI) Strategy, AI-Supported Organizational Process Reengineering Project.

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References

2021

• (Wikipedia, 2021) ⇒ https://en.wikipedia.org/wiki/Change_management Retrieved:2021-3-19.
  • Change management (sometimes abbreviated as CM) is a collective term for all approaches to prepare, support, and help individuals, teams, and organizations in making organizational change. Drivers of change may include the ongoing evolution of technology, internal reviews of processes, crisis response, customer demand changes, competitive pressure, acquisitions and mergers, and organizational restructuring. It includes methods that redirect or redefine the use of resources, business process, budget allocations, or other modes of operation that significantly change a company or organization. Organizational change management (OCM) considers the full organization and what needs to change, while change management may be used solely to refer to how people and teams are affected by such organizational transition. It deals with many different disciplines, from behavioral and social sciences to information technology and business solutions. In a project-management context, the term "change management" may be used as an alternative to change control processes wherein changes to the scope of a project are formally introduced and approved.

2020

• https://www.lce.com/Niccolo-Machiavelli-Change-Agent-1272.html
  • QUOTE: ... “…there is nothing more difficult and dangerous, or more doubtful of success, than an attempt to introduce a new order of things…” –-Niccolo Machiavelli, “The Prince”

    Considered by many as the father of modern political science, Niccolo Machiavelli wrote “The Prince” as practical, if not morally ambiguous, advice on what is necessary for a new prince to establish stable rule. In other words, how to create and sustain major change. The following excerpt from his book demonstrates Machiavelli’s awareness of the difficulty of change and the resistance it can provoke.

    “Hence it is that, whenever the opponents of the new order of things have the opportunity to attack it, they will do it with the zeal of partisans, whilst the others defend it but feebly, so that it is dangerous to rely upon the latter.” --Niccolo Machiavelli

2020

• (Byodnem, 2005) ⇒ Rune T. Byodnem. (2005). “Organisational Change Management: A Critical Review.” Journal of Change Management, 5(4).
  • ABSTRACT: It can be argued that the successful management of change is crucial to any organisation in order to survive and succeed in the present highly competitive and continuously evolving business environment. However, theories and approaches to change management currently available to academics and practitioners are often contradictory, mostly lacking empirical evidence and supported by unchallenged hypotheses concerning the nature of contemporary organisational change management. The purpose of this article is, therefore, to provide a critical review of some of the main theories and approaches to organisational change management as an important first step towards constructing a new framework for managing change. The article concludes with recommendations for further research.

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