Change Management: What it Is and How It Works

Change management is an integral part of every business. To maintain efficient and cost-effective business processes, businesses and organizations must continuously adjust their practices to keep up with technology and regulations.

Change management professionals plan, implement, and manage these changes. It takes excellent problem-solving skills, workplace skills, and a sense of challenge to work in change management. It can be a satisfying career choice with multiple career options and a promising career trajectory. Therefore, the following sections of this post will determine what change management is and its purpose. Let’s get started. 

What is Change Management?

The word “organizational change” implies that a business adjusts or changes a significant aspect of its structure. The critical elements here could be company culture, internal processes, the infrastructure or technology supporting the company, or the hierarchy within the company.

Change management is about guiding organizational change to completion, from the earliest stages of planning and preparation, through implementation, and, finally, to completion. Change processes begin with conditions and end with a functional outcome. Processes in between are dynamic and unfold in stages.

What Does a Change Manager Do?

The roles and responsibilities of change management vary according to the organization and the change implemented. The following are the critical responsibilities of a change manager:

  • Managing resistance with staff and relevant parties 
  • Establishing a change strategy and timeline
  • Establishing a culture of change through training materials
  • Implementing change and navigating resistance for managers
  • Budget management
  • Supporting the process of change by monitoring and coordinating any activities

How Does Change Management Work?

Here are the steps to take for a change management process:

Get the Organization Ready For Change

A successful change implementation requires both logistical and cultural preparation by an organization. Before diving into logistics, cultural readiness is necessary. The manager assists employees in recognizing and understanding the necessity for change during the preparation phase. 

During these meetings, they raise awareness of the organization’s various challenges and how they act as forces of change. Implementing the change in employee buy-in can remove friction and resistance in the future.

Develop a Change Plan and Vision

Once the organization is ready to embrace change, developing a comprehensive and realistic plan for bringing about change is imperative. The program should include:

  • Strategic goals — In what ways does this change benefit the organization?
  • Key performance indicators — What are the metrics for measuring success? Should you move any metrics? What is the current state of affairs?
  • Project stakeholders and team — Who will oversee the implementation of change? What are the critical stages, and who needs to approve them? Who will be accountable for performance?
  • Project scope — Will the project include any discrete steps or actions? In what areas does the project go beyond its scope?

The plan should also address how you will need agility and flexibility to overcome any unknowns or roadblocks during the implementation process.

Put the Changes Into Practice

Implementing the necessary change is as simple as following the steps outlined in the plan. Based on the specifics of the initiative, you may change the company’s structure, systems, processes, strategy, employee behaviors, or other aspects.

Change managers must empower their employees to achieve the initiative’s objectives during implementation. It is also crucial that they anticipate roadblocks and take steps to prevent, remove, or mitigate them as soon as they identify them. Communicating the organization’s vision repeatedly throughout the implementation process is critical to reinforcing the reasons for implementing change. For effective change management, it is also essential to stay abreast of the latest methodologies and strategies. Change management courses available, can help managers navigate complex organizational transformations with the right tools and techniques. Professionals in the field can gain invaluable insights from these courses, which cover topics such as leadership in change, stakeholder engagement, and organizational culture.

Integrate Changes Within the Company Culture and Practices

Upon completion of the change initiative, change managers must ensure that the status quo does not revert to the previous state. Organizational change is fundamental when it involves processes, workflows, culture, and strategies. Employees may fall back into the “old ways” of doing things without an adequate plan, especially during transitory periods.

Incorporating changes into the company’s culture and practices will make it more challenging to backslide. To ensure that change sticks, it is essential to consider new organizational structures, controls, and reward systems.

Evaluate Progress and Analyze Results

Completing a change initiative does not necessarily mean it was successful. Business leaders can analyze and review a change initiative to determine whether it was successful, failed, or mixed. Furthermore, it can provide valuable insights and lessons for future change efforts.

Consider questions such as whether the project met its goals. If so, can you replicate this success elsewhere? Where does the problem lie, if not?

Example Roles in Change Management

Depending on the business, the change management team can consist of various employees. In smaller companies, just one or two people may handle these responsibilities, while in larger companies, we may assign multiple employees. The following are examples of specific job titles devoted to change management:

  • Change management analyst
  • Change manager
  • Organizational development consultant
  • Organizational consultant
  • Organizational change manager

What Does it Take to Be a Change Manager?

You’ll need experience, a bachelor’s degree, and additional qualifications to be a change manager. You’ll have to undergo an in-depth study with the help of online course materials to help you complete your coursework. For instance, you can learn about the key terms and concepts for quiz on Leadership and Change course here. You will need a bachelor’s degree in a business-related field, such as business, business administration, human resources, or organizational psychology, to start your career in change management.


Change is part of our lives, and businesses aren’t left behind. However, it always shocks business customers that always needs to be addressed. Fortunately, this post provides the significance of change management, who it is for, and how it works.