What is Change Management? Earn an MBA to be a Change Manager!

One of the most challenging aspects of leadership is managing people. Employees are the heart and soul of a business, the ones who keep the wheels turning day-to-day. But people are also complex beings, and many of them do not like change.  

So, as a leader, how do you handle implementing change in the workplace? A process called change management can help.

What is Change Management?

Change management is a structured process that organizations follow to implement change effectively. This process typically encompasses five key steps: preparing the organization for change, planning, implementation, embedding the change, and review.

The goal of the change management process is to minimize resistance to change among stakeholders to ensure a smooth transition and achieve the desired outcomes. When applied correctly, these steps can ensure your organization remains resilient, competitive, and compliant with both external and internal pressures.

This process can be used to respond to change in a wide variety of situations. Improving business outcomes, adapting to customer needs and/or market dynamics, and embracing innovation and technological advancements are all situations in which change management can be effective, along with adjusting operations to comply with regulatory changes, going through a merger or acquisition, or responding to a crisis.

Breaking Down the Change Management Process

Let’s take a closer look at the five stages of the change management process, which are designed to guide organizations through the transformation from the current state to the desired future state:

Preparing the Organization for Change

During this first stage, the leader communicates the upcoming change to affected employees. They must articulate a clear and compelling case for change, explaining why it is necessary and how it aligns with the organization’s vision and goals. Building a coalition of support – champions who can influence and garner support across the organization – can further help the organization to prepare for the change initiative, as will sharing a strategic vision that provides a clear direction and end goal.

Planning

Once the leader has laid the groundwork for change, they must prepare a detailed roadmap that sets clear objectives, timelines, and roles, as well as strategies to manage employee feedback and possible resistance. Updating or creating new policies and procedures to support the change is essential, as is allocating the necessary resources, such as time, budget, and personnel. It’s also important that the leader assess potential risks and develop contingency and communications plans. A robust change management plan will enhance the likelihood of a successful outcome.

Implementation

In this step, the plans from the previous step are put into action. This phase is often the most challenging as it involves moving from theory to practice. As changes are implemented, it’s crucial to monitor and assess their impact on the organization and adjust course as needed. Continued open communication with all stakeholders is vital to keep everyone informed; consider regular updates which can help maintain engagement and manage expectations. However, the focus during this phase is on achieving the desired outcomes of the change initiative, ensuring that the new ways of working are adopted and that the organization transitions smoothly to the new state.

Embedding the Change

For change to be lasting, it must become ingrained in the organization. This involves strengthening new behaviors, integrating them into company culture, and aligning them with existing processes and practices. It may require ongoing training and support, along with positive reinforcement, such as recognizing and rewarding individuals and teams that exhibit the desired behaviors. To ensure that the changes are clearly understood and accepted as standard practice within the organization, leaders should update job roles, performance criteria, and even the organizational structure to align with the new ways of working.

Review

The final step in the change management process is to evaluate your outcomes against the objectives set during the planning phase. Leaders should reflect on what worked well and what didn’t, make any necessary adjustments, and document lessons learned. Continuous monitoring helps sustain the change and builds a foundation for future changes.

These five steps are cyclical and iterative, ensuring the change management process is dynamic and responsive to the organization’s needs and external influences.

What is the Role of a Change Manager?

A change manager ensures that organizational projects and initiatives achieve their objectives efficiently and effectively. This role closely collaborates with senior leaders and project teams to manage the people side of change, including changes to business processes, systems, and technology. 

They are responsible for developing strategies that facilitate change, managing the change process from conception through to execution, and ensuring that the changes achieve their intended outcomes without disrupting the organization’s operations. 

To be successful, a change manager needs a blend of specific skills. Strong leadership and communication skills are paramount, as the role involves coordinating with various stakeholders, from top management to the employees affected by the change. The ability to manage and mitigate resistance to change is also critical, as is the skill to articulate the benefits and reasons for the changes to all involved parties. 

Additionally, change managers must be strategic thinkers who can anticipate potential challenges and devise effective solutions. Their role is not just to oversee the change but to ensure that it aligns with the organization’s overall strategy and goals, thereby enhancing its performance and competitiveness in the market.

Earn an MBA to be a Change Manager

One way to effectively prepare to be a change manager in the business world is by obtaining a Master of Business Administration (MBA) degree. An MBA program equips students with the comprehensive knowledge, skills, and mindset they need to excel as effective change managers in today’s dynamic business environment. 

UoPeople’s MBA program is perfect for working adults who want to prepare for leadership positions. Our curriculum includes strategic management, operations, finance, and marketing. This broad perspective ensures that when graduates become change managers, they will consider the implications of change across the entire organization and align change initiatives with the company’s strategic objectives.

UoPeople’s courses in leadership and organizational behavior hone the interpersonal and leadership skills essential for managing and leading change. Additionally, our coursework emphasizes critical thinking and problem-solving skills via hands-on learning. Case studies, projects, and discussions mimic real-world business challenges to help future change managers anticipate challenges, think strategically, and devise effective solutions.

Benefits and Challenges of Change Management

The biggest benefit of the change management process is arguably the improvement of overall organizational efficiency. Effective change management streamlines processes, enabling an organization to adapt to new changes, which in turn leads to improved operational efficiency. 

In addition, a change management process that effectively manages employee feedback and mitigates resistance will result in more engaged employees. Going forward, your employees will be more likely to embrace change, contribute to the smooth transition of processes, and drive the organization toward achieving its objectives with greater zeal. 

Of course, no change process comes without challenges. Some of the difficulties that could arise during a change initiative include a lack of executive support, communication issues, and difficulty implementing new technology. Any of these roadblocks can effectively derail a change process, so the change manager must use the five steps listed above to ensure a smooth process.  

Change, the only constant, is inevitable in the business world, and companies must have strong leaders with the skill set necessary to lead change processes. An MBA will prepare change managers to lead initiatives that address the complexities of business and human dynamics. 

UoPeople students are equipped with the necessary tools to lead and implement change successfully. As these graduates step into the world, they carry with them the vision to foresee change, the strategy to plan for it, and the fortitude to see it through. Thus, an MBA from UoPeople is not merely a degree; it is a commitment to future-oriented leadership in an ever-evolving business world.