Change management is basically a structured approach to transition individuals, teams, and organizations from the current state to a future state. It is in fact a process during which the alteration within a system are implemented in a controlled and defined manner. Prior to implementation, pre-defined framework or models are established to ensure clarity and consistency. In the context of project management, change management process refers to formal introduction and approval of alteration to the project. This process gained popularity in view that organizations are composed of people and behaviors play a very important role towards determining organizational success.

There are a few types of organization changes. This includes technological alteration, structural changes, strategic changes, and multidisciplinary changes. Basically, the aim for a change is to align groups’ expectations and integrate teams. It also seeks to communicate ideas across with deep clarity and involves the participation of leaders in terms of communication and perceived need for difference. This is important in order to design accurate strategies to avoid change failures. Changes are necessary to certain aspects of business to increase its performance.

Changes must first take place within the mindset and thinking of people before it can be translated successfully to outer, visible changes (job, place, or product switch). It involves a deeper psychology and must be tackled carefully to prevent triggering a panic amongst employees. They should feel assured that company is doing its best to increase the overall performance of people. To help ease change, many people often apply a few techniques (i.e. diagnose change, detailed planning, managing, and making the change). Often, people find it easier to accept change when it’s measurable, reliable, and beneficial.

Change management and change management process needs to be handled delicately and with transparency. That way, people will open up to change.

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