2TABLE OF CONTENTSiCover page1iiIntroduction: Change Management Defined3iiiThree levels of Change Management3ivModel of Strategic Change: ADKAR Model4vSources of Resistance to Change4viLewin’s Model of Change5viiChange Management Initiatives Proposed/Implemented6viiiBibliography9
3IntroductionChange Management is defined as a systematic approach which guides an organization on how to deal with transition and/or transformation of its’ goals, processes and/or technologies. The purpose behind adopting change management is to implement strategies for effecting and controlling as well as helping people/employees adapt to that change. Change management provides a structured approach to helping people move from their current state to an improved future state.Three Levels of Change ManagementThe 3 levels of change management are individual change management, organizational change management and enterprise change management capability. Lets’ look at each in turn;1.Individual Change Management is a change that occurs within the system and is all abouthow people react to change and what they need to successfully embrace change. If an organization changes its systems and processes but does not consider the people working in it then its change process won’t be successful. Individual change management requires an organization and its leaders to know what is required to help people make a successful transition and how to make changes stick.2.Organizational Change Management involves changes in the system itself. Even though change happens on a person by person basis it is near impossible for a project team to management all employees and/or team members on an individual basis. Here we must first identify the groups or teams that need to change and in what ways they will need to change. Organizational change management complements project management where thelatter ensures that an organization’s project solution is designed, developed and delivered while the former ensures that the project solution which was initially developed is effectively embraced as well as adopted and used.3.Enterprise change Management Capability is an organizational core competency that provides an organization the ability to effectively adapt to the ever-changing business world through competitive differentiation. The result of enterprise change management isthat the employees of the organization embrace change effectively, the organization itself can respond quickly and effectively to ever-changing market conditions. (Murphy, 2016, p.1)
4Model of Strategic Change – ADKAR ModelADKAR Model is based on the idea that successful organizational change can only occurwhen each person affected by the change is able to transition successfully and it consists of 5 steps which are as follows; 1.Awareness of the need to change: For any type of change to be successful, one must first understand why the change is necessary.