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The Three Levels of Change Management

Change Management

When prompted to define change management, you can provide a formal definition, or you can define change management in the context of the concerns and needs of your audience. For example, you can present change management as applying processes and tools (the technical definition). Or, you can define change management as multi-levelled in achieving the desired results and outcomes or as a vehicle for optimising adoption and usage.

While change management focuses on ensuring that changes deliver intended results and outcomes by addressing the people side of change, in practice, it plays out on three distinct levels.

Three levels of change management

Individual change management

Helping individuals understand and adopt changes. It involves identifying the specific changes individuals need to make, addressing their concerns, providing support and resources, and monitoring their progress throughout the change process.

Organisational change management

A project-level focus on the broader organisational impact of change. Assessing the organisation's readiness for change, developing a plan for implementing the change, communicating the change to all stakeholders, and monitoring the progress and effectiveness of the change over time.

Enterprise change management

An organisational capability and competency focus on developing a consistent approach to managing change across the organisation and establishing a framework for change management that can be applied to any change, creating a culture of continuous improvement and learning, and providing ongoing training and support for change management practitioners and people leaders throughout the organisation.

Change is a multidimensional process affecting people, processes, and systems at different organisational levels. Each level requires a unique approach, methods, and tools to manage change effectively.

Tips for the levels of change management

Individual Change Management

  • Communicate the reasons for the change and the benefits it will bring.
  • Provide early and clear information to individuals about what the change will mean for them.
  • Help individuals understand why their role is important in the change process.
  • Involve individuals in the change process by asking for their input, feedback, and ideas.
  • Offer training and development opportunities to help individuals acquire the skills and knowledge needed to adapt to the change.
  • Celebrate and recognise individual achievements and progress throughout the change process.

Organisational Change Management

  • Develop a clear and compelling business case for the change.
  • Identify and engage all stakeholders who will be affected by the change.
  • Create a communication plan that provides timely and relevant information about the change.
  • Develop a detailed implementation plan that includes timelines, milestones, and accountabilities.
  • Monitor the progress of the change and adjust the plan as needed.
  • Celebrate and recognise successes and milestones achieved along the way.

Enterprise Change Management

  • Establish a change management culture where employees at all levels understand and value the importance of change management.
  • Establish a robust enterprise change management framework and methodology.
  • Provide ongoing training and development opportunities for change management practitioners.
  • Ensure consistency in applying the change management framework and methodology across the organisation.
  • Develop metrics and measures to evaluate the effectiveness of change management.
  • Continuously review and update the change management framework and methodology to keep pace with emerging trends and evolving organisational needs.

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