Change Management Process: Six C’s for Effective Change Management

Change management process

Change management process is the sequence of steps or activities that a change management team or project leader follow to apply change management to a change in order to drive individual transitions and ensure the project meets its intended outcomes. The below elements have been identified from research as key elements of a successful change management process.

Phase 1: Preparing for Change (Preparation, assessment and strategy development).

Phase 2: Managing Change (Detailed planning and change management implementation).

Phase 3: Reinforcing Change (Data gathering, corrective action and recognition).

It is important to note what change management process is and what change management is not, as defined by the majority of research participant. Change management is not a stand-alone process for designing a business solution. Change management is the process, tools and techniques for managing the people-side of change. Change management is not a process improvement method. Change management is a method for reducing and managing resistance to change when implementing process, technology or organizational change.

Change management is not a stand-alone techniques for improving organizational performance. Change management is a necessary component for any organizational performance improvement process to succeed, including programs like; six Sigma, Business process Re-engineering, Total Quality Management, Organizational Development, Restructuring and continuous process improvement. Change management is about managing change to realize business results.

Six C’s for Effective Change Management

  1. Commitment: Empathy and support from the top levels with the ability to persevere through the inevitable resistance to change. The willingness to assign good personal and the time money required for the improvement effort.
  2. Communication: The skill to communicate to the entire workforce on how, when and why change is going to occur, combined with the ability to gain their input, ownership and buy-in. Clear and frequent communication is the key to dissipate uncertainty and fear.
  3. Consensus: An agreement on the best path to take forward for success. Involvement of the people concerned to create ownership and alignment of vision. The greater the connection to the change the greater the willingness to change will be.
  4. Consistency: People need to understand that this is not just a fad that will pass, but that you are serious about sticking to it. Repeated desirable thinking, behaviours, and practices form the basis of an organization’s culture.
  5. Cultivation: Encourage and foster learning and teaching at all levels in the organization. Refine the culture of the organization as needs and opportunities change. Make the change relevant to everyone within the organization.
  6. Constantly: Regular uninterrupted activity is required for all people in the organization for all the C’s above. Always looking to improve all aspects of what we do add value and eliminate waste.

The effective of change (E) is the product of the quality of change (Q), time the acceptance of change (A): E=Q*A.