At it’s core, Change Management is a framework for helping yourself and others successfully transition from the current state to the future state.

The key elements are:

• Knowing what is changing (Strategic Change Analysis)

• Identifying who is affected by these changes (Stakeholders)

• Understanding how the stakeholders are going to be affected (Impacts)

• Designing, tracking, and measuring the effectiveness of interventions to support your stakeholders (Tactics)

It’s really having a plan, implementing the plan, measuring the effectiveness of your plan, and making changes when / if needed.

When you are creating or evolving your business strategy, it’s inevitable that your organization will change. Whether you are planning changes to your goals and targets, organizational structure, business model, target market, technology, culture, or leadership and management practices, it’s critical to manage the people side of your business strategy.

What’s the difference between Strategic Change and Change Management?

• Strategic Change is the purposeful evolution of your organization’s direction, goals, structure or culture. It is:

• Visionary

• Big-Picture

• Planned (or having a play for the unexpected)

• Change Management is focused on implementing the Strategic Changes successfully. It is:

• Structured

• Focused

• Action-oriented

One way to think of it is that Strategic Change tells us why we are changing and what is changing, while Change Management tells us how we will accomplish the changes