Change Management Process
– A Structured Approach

For the best chance of success, take a structured approach to managing and leading change in your organization.


Change Process Phases Overview

If your change initiative is guided by clear and well-articulated change management principles, your program has a solid foundation. Taking a principled approach to change in your organization is without doubt necessary for the long-term success of your initiative. The question arises: "How do you apply these change management principles in practice?" Principles without a clearly defined process for change can lead to endless discussions about interpretation.

Complementing our own five key Change Management Principles, we have developed and use an easy to understand and structured approach to implementing change in organizations. We call our unique process for planning and delivering real organizational benefits the CHANGE Approach™.

Our approach consists of six phases that successful change programs progress through. The phases are not meant to be traversed in a simple linear direction. Organizational change is messy, with change leaders and followers sometimes backtracking to earlier steps. The power of our CHANGE Approach™ lies in its ability to give clear direction and purpose to the many complex change activities that need to occur if the change initiative is to be successful.

The following diagram and table illustrates the six phases contained within our CHANGE Approach™ process and the key purpose for each phase.

Figure 1 – The CHANGE Approach™ Phases

CHANGE Approach six phases diagram
Create tension
Articulate why change needs to happen and why it needs to happen within the planned timeframe.
Harness support
Get on board the key decision-makers, resource holders and those impacted by the change.
Articulate goals
Define in specific and measurable terms the desired organizational outcomes.
Nominate roles
Assign responsibility to specific individuals for the various tasks and outcomes.
Grow capability
Build organizational systems and people competencies necessary for affecting the change.
Entrench changes
Institutionalize the change to make it "the way we do things around here".

For each of the key phases, we ask a set of probing questions. Answering these questions helps you evaluate where you are at in your change initiative and where you could do with some help. Visit the CHANGE Approach™ questions checklist.

Expert View Author: AIMM MAITD

You will be interested in
Managing Change in the Workplace cover

Find out more about how to apply the CHANGE Approach™ to your change initiative. Check out our comprehensive resource kit, packed with practical strategies and exercises designed to lead you through each step of the change process.

Managing Change in the Workplace

Share This

  • twitter
  • facebook
  • linkedin
  • googleplus
  • gmail
  • delicious
  • reddit
  • digg
  • newsvine
  • posterous
  • friendfeed
  • googlebookmarks
  • yahoobookmarks
  • yahoobuzz
  • orkut
  • stumbleupon
  • diigo
  • mixx
  • technorati
  • netvibes
  • myspace
  • slashdot
  • blogger
  • tumblr
  • email
Short URL:


Managing Change in the Workplace

Check out our unique CHANGE Approach™ to managing and leading successful change.

Managing Change in the Workplace

Our guide and workbook feature a variety of tools, techniques and tips for ensuring that your change initiative delivers on its promises.

Buy Now