What is Change Management? *

Prosci,  an independent research company in the field of change management, defines  change management as “the application of a structured process and set of tools for leading the people side of change to achieve a desired outcome.

Change management emphasizes the “people side” of change and targets leadership within all levels of an organization including executives, senior leaders, middle managers and line supervisors. When change management is done well, people feel engaged in the change process and work collectively towards a common objective, realizing benefits and delivering results.”

Why engage in a formal change management process? *

The Change Around Us *

You have heard it over and over again, change is accelerating rapidly and will continue to accelerate in the future.  Organizations, teams, and individuals will have to become ever more resilient, able to bounce back from external and internal changes that challenge our attachment to the status quo. Here are a few examples of rapid change:

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In 2001 Ray Kurzweil, renowned American futurist and inventor, wrote an essay in which he stated that “an analysis of the history of technology shows that technological change is exponential, contrary to the common-sense ‘intuitive linear’ view. So we won’t experience 100 years of progress in the 21st century – it will be more like 20,000 years of progress (at today’s rate).

Planning Elements for Large Organizational Change *

There are many elements one should attend to when sponsoring/managing a large organizational change effort. Whether it’s developing a communication strategy that helps employees embrace this new change or a performance management system change that motivates employee change behaviors, it will pay off immensely if the organization spends quality time developing these change elements.

CM Plng Elements - Slide1


Rita SterlingChange Management