Organizational Change Management
Effective change management balances strategic organizational focus, processes and people. organizational change management (OCM) should begin with a systematic diagnosis of the current situation in order to determine both the need for change and the capability to change. The objectives, content, and process of change should all be specified as part of a change management plan.
Companies today are racing to analyze data for new insights and tapping into employees and customers for innovative ideas to stay ahead of competitors – all resulting in changes that require implementation.
This, plus the rapid evolution of customer requirements, governmental regulation and the business environment requires organizations to adapt quickly, making change management – the systematic approach to the transformation of goals, processes and technologies – a core leadership discipline.
Change management is a term for approaches to prepare, support, and help individuals, teams, and organizations in making organizational change. The most common change drivers include: technological evolution, process reviews, crisis, and consumer habit changes; pressure from new business entrants, acquisitions, mergers, and organizational restructuring.
It includes methods that redirect or redefine the use of resources, business process, 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.
Change management is the process, tools and techniques to manage
the people side of change to achieve a required business outcome
What is an Organization?
I have created a Glossary section to help the reader understand the unique lexicon of organizational change management (OCM). However, there are a few terms that are fundamental to understanding the change management process. First and foremost is understanding the word organization. Before we can change something, we must understand what that something is. A common conceptualization is that organizations are social structures created by individuals to support the collaborative pursuit of specified goals (Handel, 2003, p. 11).
However, there a various ways to describe the form and function of organizations. In the fields of psychology, sociology and political science, the are thousands of books, essays and dissertations written about the distinctions and between the individual and collectives of individuals called organizations. There is no more fundamental aspect of our humanity than what we do together when we form an organization to do something. I am not being flippant when I say that an organization is a bunch of people doing something. From the beginning of humanity's origins, people worked together to meet the basic physiological and safety requirements of Maslow's Hierarchy. They worked together to hunt for food, to create shelter against the environment, and to defend the tribe against existential threats.
In the end, I had to devote an entire page to grappling with the concept and reality of the question “What is an Organization?”