Explore the reason change management is so important for today's businesses and organizations and how to effectively plan for changes.
Changes are necessary for businesses to grow and stay competitive in today's changing market. However, change isn't always easy, and employees may need to adapt to a new environment or organizational structure quickly, so a change management team or change management consultant needs to focus on how to transition smoothly to meet the organization's objectives.
Learn about important change management principles that can help a business or organization restructure.
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Change management refers to any adjustments to company operations; it can be as simple as employee promotions or major as a merger. Change management deals with the “people” side of making changes within a business. The process, techniques, and tools to achieve a desired business goal vary by company and may depend on the type of business goal. Some examples of change management include company mergers or acquisitions, implementation of new technology, changes in management, rebranding, expanding into new markets, or adapting to changes in the market.
Change management can occur circumstantially or planned and introduced slowly. The goal is to transition smoothly and efficiently. Plan for these changes to avoid disruptions and employee resistance.
A primary focus of a change management plan is helping employees understand and adapt to a new way of working so that they can achieve the desired business outcome.
A company typically implements a change plan to remain competitive. Organizations need to prepare for the future to keep pace with technological changes, the economy, and other factors that can contribute to success.
A change management plan helps address previous changes that failed to meet goals and objectives and can result in more successful outcomes.
Identify and implement changes early so employees can adapt quickly for best results. Some employees resist change, so the sooner they're made aware of what to expect, the smoother the transition.
Planning organizational changes can ease potential anxiety from employees and prevent costly disruptions. Some steps to take to alleviate your employees' concerns are:
Communication: Communicate and motivate employees so that they embrace change. Good communication allows for better adaptability.
Impact: Be upfront with employees so that they know how the changes will affect them and their responsibilities.
Planning: Planning is important to be prepared and expect the unexpected. Create a plan with resources, a strategy, and specific measures to ensure success.
Employ some core principles framed to the organization's objectives to prepare for change. To increase the chances of success, engage key stakeholders so they can support the adjustments. Maintaining an open line of communication will help set expectations and keep change management plans moving forward with transparency. Consider employing these additional principles to keep the change plan on track.
Identify and determine the reason for the change and the proper process for it. Once you’ve identified the problem, establish the overall goal. Gather data on why the change is necessary and why the current plan or model is no longer working. Clarify the issue to create a solution and set company goals to solve the problem. Consider stating goals using specific action words such as “reduce,” “establish,” “update,” or “reposition.” The next step is to involve management or work with a change management consultant. Gather data and create a plan.
At the planning stage, the change management consultant will reach out to all employees to get feedback. Gathering this type of data addresses concerns early in the process. Communicating and engaging with the entire organization and stakeholders may help the change management consultant better understand how the changes will impact everyone at each level of the business.
Creating a plan involves choosing a process or model to enact change. Research popular and effective models such as the Kotter 8-step or Prosci ADKAR models. Choose the model that best suits the goal and organization. Once you determine the process/model, develop a plan to take the business to the end goal. Use the model as the implementation guide.
When developing a plan, the change management consultant will likely create a change management team to oversee the stages of change and ensure proper implementation.
Implement change slowly to give employees time to adapt. Ideally, everyone should be on board and know their new responsibilities. Consider holding regular meetings to allow everyone to voice concerns, make suggestions during the transition, ask questions, and offer input.
As changes begin, offer ongoing support to employees so they know they are essential to the plan's success. Employees need to know they are vital to the organization's success. Give individual and team recognition to boost morale and offer support. Recognizing effort and modeling what it looks like to embrace change provides ongoing support.
Assess the plan moving forward to make unanticipated changes while ensuring the business achieves desired results. Be prepared to handle any problems, and keep communication open with all employees. Remember, change management is an ongoing process that may require adjustments along the way.
When an organization is ready for change, a change management consultant typically forms a team. Change management consultants may work for management consulting firms or other public or private organizations or be self-employed. They are key players in the overall plan to implement improvements.
Change management consultants earn an average hourly wage of $41.54 CAD [1]. Hours wages vary by location, with the highest earners making upwards of $69.23 CAD, and the lowest wages at $25.96 CAD.
A change management consultant is responsible for leading the change management plan and ensuring strategic, effective, and organized communication. The consultant also assesses and identifies risks and mitigation procedures. A managing consultant in this role typically collaborates with project managers and project teams to set up change processes while overseeing change requests and the adoption period.
In some cases, certification may be a requirement to work as a change management consultant. Depending on the industry, employers may require change management consultants to get certification from a provincial management consulting association or gain certification as a quality auditor. For change management consultants working in health care, the Canadian Health Information Management Association (CHIMA) offers a certificate in health informatics for change management consultants who may want to learn more about change management and the ways to implement it.
Change management software programs track everything needed for a smooth transition and provide tools for tracking changes and gathering data. An ideal software program should be user-friendly, with a centralized platform for easy viewing and managing all changes over the process's lifecycle. Look for robust reporting features and helpful tools such as a critical event calendar and built-in templates.
Some change management tools include Gantt charts, work logs, ADKAR analysis, Kotter's model, Prosci Change Management model (PROSCI), and Lewin's change model. Commercial change management software programs include Whatfix, Wrike, and IdeaScale.
Change management is an essential aspect of any successful organization. By understanding the key principles of change management and obtaining the necessary certifications and experience, you can position yourself as a valuable asset to businesses navigating the complexities of transformation. Embrace the opportunities that come with being a change management consultant, and you’ll be well-equipped to drive meaningful and lasting change in business.
If you're interested in change management as a career, consider earning certificates to boost your resume. These courses provide the necessary skills and knowledge you'll need to have a successful career in change management. Earn a Professional Certificate in Google Project Management or take the Leading Transformations: Manage Change course offered by Macquarie University on Coursera.
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Most professionals who work in business management consulting or change management have a bachelor's or master's degree in business administration, commerce, or a relevant subject. According to the Government of Canada’s Job Bank labour market information, a bachelor’s degree is often but not always a requirement, with many individuals working in the field of business management consulting holding a bachelor’s degree.
Change management consultants typically need professional business experience that build skills such as project management, leadership, and organization. Working in entry-level jobs in different departments can help you learn about how various roles impact a company.
Government of Canada. “Job Bank: Change Management Consultant in Canada, https://www.jobbank.gc.ca/marketreport/wages-occupation/295847/ca.” Accessed January 21, 2025.
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