What is Change Management

Change management is usually used for all approaches to prepare, support, and deploy/ help individuals, teams, and organizations in making organizational change. Drivers of change may include strategic realignment, ongoing evolution of technology, internal reviews of processes, crisis response, customer demand changes, competitive pressure, market changes, acquisitions and mergers, and organizational restructuring. 

It includes methods and skills that redirect or redefine the use of resources, business processes, budget allocations, or other modes of operation that significantly change a company or organization. Organizational change management (OCM) considers the full organization and what needs to change, while change management may be used solely to refer to how people and teams are affected by such organizational transition. It deals with many different disciplines, from behavioral and social sciences to information technology and business solutions.

In a project-management context, the term “change management” may be used as an alternative to change control processes wherein changes to the scope of a project are formally introduced and approved.

In consideration of ever evolving market, change management is considered to be one of the critical skillset for today’s leaders, they need to have an understanding how these changes will impact them personally and how their organizations can better utilize opportunities created by these market factors.

Why Change

Globalization and constant innovation of technology result in a constantly evolving business environment. Technologies such as social media and mobile adaptability have revolutionized business and the effect of this is an ever-increasing need for change, and hence change management. The growth in technology also has a secondary effect of increasing the availability and therefore accountability of knowledge. 

With the business environment experiencing so much change, organizations must then learn to become comfortable with change as well. Therefore, the ability to manage and adapt to organizational change is an essential ability required in the workplace today. However, major and rapid organizational change is profoundly difficult because the structure, culture, and routines of organizations often reflect a persistent and difficult-to-remove “imprint” of past periods, which are resistant to radical change even as the current environment of the organization changes rapidly.

Even though, every organization knows, they need to adapt on constant basis, but usually modern organizational change is largely motivated by exterior innovations rather than internal factors. When these developments occur, the organizations that adapt quickest create a competitive advantage for themselves, while the companies that refuse to change get left behind. This can result in drastic profit and/or market share losses. Organizational change directly affects all departments and employees. The entire company must learn how to handle changes to the organization. The effectiveness of change management can have a strong positive or negative impact on employee morale.

In BARYA, Our change management services including trainings work both with organizations and individuals on their change management capacities, with organization’s we deploy different change management approaches and methodologies to help them stay competitive.

As for individuals, we both mentor them on how deploy changes in their respective areas of responsibilities and also provide training to attempt and pass globally recognized (Certified Change Management Professional) certification.