Successful change management requires changes to behaviours, so there is a significant focus on people, culture and behaviours needed to:
- prepare the organisation,
- demonstrate the change,
- encourage buy-in,
- embed new behavioural norms and expectations around the altered conditions.
Organisational change management begins and ends with the individuals involved, requiring an understanding of resistance, organisational defence routines, pervading cultures and the engagement processes required to bring people along.
To ensure that value is created and sustained from organisational change initiatives, benefits have to be managed throughout the entire investment life cycle.
It is important to differentiate change control from the wider discipline of change management. Change management is a structured approach to move an organisation from a current state to a future desired state. Change control is a subset of overall change management and it is useful to not mix up the language.