Simply put, it’s the management of change within a group or organization. Regardless of the Management of change model a company has decided to use, the common denominator between all of them is people.
Successful Management of Change requires frequent and clear communication between an organization and its people. Thus, an essential part of organizational MOC is not only managing all the moving parts but also understanding how people process change.
Management of change and project management work hand in hand to minimize the ripple effects when change comes down the pipeline. Think of them as two sides of the same coin: the technical side and the people side. Project management handles the technical pieces during a change while MOC focuses on people’s reactions to change.
Organizational Change Management
Management of change can ensure standardized methods, processes, and procedures which are used for all changes, facilitate efficiency. Prompt handling of all changes and maintain the proper balance between the need for change and the potential detrimental impact of changes. So why is successful organizational MOC important? Because companies that can efficiently adapt to change outperform their competitors by 3.5 times.
Organizational change management begins with identifying the groups and individuals who will need to change as a result of the project, as well as the methods in which they will need to change. Organizational Management of change thus includes developing a personalized plan to ensure that impacted personnel has the awareness, leadership, coaching, and training they require to successfully adapt.
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Benefits of Change Management
- assess and understand the need and the impact of change.
- align resources within the business to support the change.
- manage the diverse cost of change.
- reduce the time needed to implement change.
- support staff and help them understand the change process.
