Depending which area you look at, change management can be treated differently: say, in the field of information technology (IT), change management is associated with the introduction of small and large IT changes in a productive environment, while from the side of human behavior, the management of changes is characterized using the Kubler - Ross change curve.
What are the most important steps in managing an organizational change?
Before we start talking about the steps of managing changes in an organization, it is important to mention that, if in any change that is desired to be implemented there is at least a drop of changes that affect the organization as a whole, its culture, behavior, must change attitudes, it means that the change will not be from the easiest. So, when it comes to managing changes in the organization, some of the most important steps are really related to the people in the organization:
identify the most sensitive group of people in the organization who can react most to the change
after identifying this group of people, try to pay more attention to them, trying to understand their fears, for which they do not believe or do not want to implement the change in the organization
try to include them as much as possible in the implementation of change so that people feel part of the change
plan appropriate communication channels based on how different departments or teams are affected by changes in the planned organization. The most common mistake is that everyone communicates the same way and through the same channels, thus making the message anonymous and may not reach part of the audience
The main rule of change management in an organization: to understand what kind of people, how they will be affected and what kind of reaction people can have to the change depending on the environment in the organization.