Change management
Updated at: 24 January 2025
"Change is the only constant in life," Herodotus said. In the context of modern business, the profound phrase of the ancient thinker acquires a special meaning. Change management is becoming a prerequisite for strategic planning in companies and organizations.
Understanding the principles of reasonable change management allows to reduce risks. At the same time, interaction between members of the same project team improves, hence increasing the chances of obtaining predictable results in the implementation of concepts.
In this context, we will elaborate on the basic aspects, methods of change management, familiarize ourselves with their types. The article will allow you to assess the importance of such activities in the field of information technology, as well as - get acquainted with the classic models and methods of assessing the success of change. As a result, the reader will consider the advantages and disadvantages of methods, ways to eliminate them.
Change management is a process that enables organizations to adapt to new conditions, implement new strategies, technologies, and optimize internal processes.
The English-language name of this process is change management. It is a complex process that covers all aspects of planning, implementation, analysis of changes in the organization in order to adapt and achieve strategic goals.
There are three main types of change management, which we will familiarize ourselves with:
- Standard: predictable changes that occur according to established procedures.
- These include software updates, regular preturbations in business processes.
- Normal: occur in response to certain external/internal factors - e.g., changes in consumer demand, legislative regulations.
- Emergency: involves urgent actions necessary to prevent serious problems. These include shutdown of a critical system, data breach.
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Management activities involve planning, implementing, analyzing changes. A prerequisite is working with the human resource involved in these processes.
Why is IT change management important?
Change management in information technology is a critical process. This assessment is due to the ability to ensure the security, stability, productivity of systems.
Let's look at a few examples to understand the significance of such actions.
The need for periodic software updates - allows you to prevent vulnerabilities while maintaining the relevance of significant functions.
Implementation of innovative cloud solutions, process automation require careful change management. This is necessary to minimize the impact on current operations.
Shifting user demands: when this happens, systems/processes need to be adapted to ensure customer satisfaction.
How to manage change (basic steps)
Change management is a multi-step process that requires a clear, thoughtful, rational approach. The basic steps involve this sequence:
- Change Identification.
- Answer the question, "What change is needed and why?
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- Impact Analysis.
- Assess how the change, innovation will affect the organization.
- Planning.
- Develop a change management plan, including strategies, resources.
- Implementation. Implement the planned strategy. Important: Provide training for employees so they can adapt to the innovation.
The final step is evaluation, feedback: after completion, evaluate the success of your activities, gather feedback.
When should change management be applied?
Thechange management process needs to be engaged in a variety of situations - let's look at an example:
- Introduction of innovative technologies;
- Transformation of processes, structures;
- Reaction to the dynamics of market conditions;
- Elimination of shortcomings, problems.
Timely rational change management allows minimizing negative consequences, thus ensuring a smooth transition.
Classical models of change management
Change management models are a structured approach for implementing certain transformations in organizations. A change management model is a graphical or textual tool that helps to understand the process, dividing it into stages. They are used for planning, organizing, evaluating changes. Below we will familiarize ourselves in detail with some of the most popular models.
ADKAR model
The ADKAR model is a methodology designed to manage change at the individual level. It consists of 5 key elements: awareness of the need for change; willingness to engage in change; knowledge of how to change; ability to ensure implementation; and support in the transformation process.
ADKAR is developed by Prosci. It is a structured approach based on understanding the human aspect of change. The name is an acronym where each letter corresponds to a key element:
Awareness - the need for change is recognized by all those involved in the process.
Desire - people must have the desire to support innovation.
Knowledge - information should be provided on how to make the change/ what tools are needed.
Ability - participants should be able to put what they are doing into practice.
Reinforcement - measures need to be put in place toreinforce, preventing relapse into old habits.
ADKAR works well in situations where a focus on people and their perceptions is needed. It is useful in situations that require support, involvement of staff - introduction of new technologies.
Kotter's model
Kotter's model is an eight-step model that creates a step-by-step plan for successful change management. The list of steps includes: creating a sense of urgency; building a coalition that supports innovation; developing a vision for the future; communicating to discuss the vision; and putting the vision into practice.
The model created by John Kotter is suitable for major organizational changes: if it is necessary to create broad support, to ensure the manageability of the process. It is relevant for mergers, major restructuring, and large-scale innovation projects.
Levin's model
Levin's model includes 3 stages: "unfreezing", "change" and "freezing". First, it is necessary to realize the current situation, thereby creating the need for change. The next step is directly transformational. All that remains is to reinforce the new behavior to ensure long-term results.
Suitable for situations where it is necessary to completely change a structure or process, to minimize resistance to change. The model emphasizes the need to prepare people - a kind of protection for new processes against rollback. It is simple, intuitive, and easy to implement.
How do you measure the success of change?
When planning an activity, you always want to get the expected result. How to evaluate the success of your strategy? The procedure for evaluating changes includes several aspects:
- Comparison with the goal: assess whether the results have been achieved.
- Feedback: gather opinions and feedback from employees about the process of innovation.
- Analyzing key indicators: measure the indicators - e.g. productivity, customer satisfaction - that have resulted from the change.
Consider the above as an example of an organization that has implemented a new management system. Success can be measured in terms of improved user experience, reduced turnaround time; increased rates of positive customer experience.
Common mistakes and how to fix them
While managing change in an organization, you may encounter various mistakes. To avoid them, follow some simple guidelines and pay attention to some nuances.
Lack of communication. Often what is happening is not explained to employees. Make sure everyone understands what is changing and why.
Ignoring resistance. Neglecting resistance is a common reason that leads to failure. Participate in discussions, incorporate employee input.
Lack of an evaluation system. Without clear success criteria, it is difficult to determine whether results have been achieved.
Change management is a complex but necessary process for the productive work of any organization. Application of the above models, methods allows to actively modify the activity, ensuring the success of the chosen strategy. Organizations that understand and apply change management have a better chance of survival, growth, prosperity in a dynamic economy where change is a constant reality.