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Change Management
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What is Change Management?


The term "Change Management" encompasses all measures aimed at promoting both functional and structural changes to achieve cross-departmental reorganization within a company. Therefore, Change Management refers to the process of a substantively profound transformation within a company.


The origins of Change Management can be traced back to studies conducted in the 1930s in the USA. Kurt Lewin, known as the founder of group dynamics, continued to research how performance could be enhanced. A research group at that time discovered that employees' commitment and performance depended more on the attention given to them than on the objectively experienced working conditions.

Change Management leverages this finding by effecting structural and functional changes within the organization through changes in employee behavior.


  • Transformation Management

Additional interesting facts

Definition and Purpose

Change Management is not limited to structural changes; it aims to alter both individual and organizational behavior to enhance a company's effectiveness. It encompasses a range of activities, methods, skills, and tools to successfully design and implement change at all levels of the company.

Models and Methods

Various models and methods exist in Change Management, including Kurt Lewin's 3-Phase Model (Unfreezing-Change-Refreezing), John P. Kotter's 8-Step Model, and Prosci’s ADKAR Model. These models provide different approaches and tools for diagnosing, planning, implementing, and consolidating changes.

Importance and Challenges

Change Management is crucial in times of uncertainty and rapid change induced by technological advancements, market dynamics, or organizational restructurings. One of the significant challenges in Change Management is employees' resistance to change, invoked by fear, uncertainty, or mistrust. Successful Change Management thus requires clear communication, employee involvement, and leaders who drive and support the change.

Application Areas

Change Management is applicable in various contexts, including:

  • Mergers and Acquisitions: Integrating different corporate cultures and structures.

  • Organizational Development: Creating new forms and structures of organizations.

  • Process Management: Improving and optimizing business processes.

  • IT Projects: Introducing new technologies and systems.

  • Cultural Change: Developing and promoting new values, norms, and behaviors.

Human Aspects

A central component of Change Management is considering the human aspects of change. It involves developing the skills, attitudes, and behaviors necessary to support and implement changes. Employees need to be empowered to understand, accept, and actively shape the change, and a supportive corporate culture is crucial in this regard.

Role of Leadership

Leaders play a pivotal role in Change Management. They must act as role models, communicate visions, build trust, and guide employees through the change process. Their role includes setting goals, motivating employees, and ensuring that the changes are sustainable.

Measuring Success

The success of Change Management can be measured by various criteria, including achieving set goals, employee satisfaction and engagement, the sustainability of the changes, and contribution to achieving corporate goals.

Training and Certification

Numerous training opportunities and certifications in Change Management can help professionals expand their knowledge and skills and increase their effectiveness in designing and implementing changes.