Change Management Glossary

It stands for Awareness, Desire, Knowledge, Ability, and Reinforcement.

An approach that integrates agile methodologies with change management practices to adapt to rapid changes.

Examples include ADKAR assessments and stakeholder analysis.

The process by which individuals and groups accept and fully utilize new changes in their work.

A leadership approach that emphasizes flexibility and adaptability in guiding organizations through complex change.

A structured evaluation process conducted after completing a change initiative to identify lessons learned and areas for improvement.

The use of artificial intelligence and machine learning to enhance change management processes and decision-making.

The use of AI-powered chatbots, virtual assistants, and automation to support employees through change in real-time.

Comparing an organization's change management practices to industry standards or best practices to identify areas for improvement.

A document that outlines the rationale, benefits, and costs of a proposed change initiative.

A risk during change initiatives, where employees experience exhaustion due to prolonged stress or overwork.

Proven methods, techniques, or processes that have consistently shown superior results in change management.

The process of modifying employee behaviors to align with new ways of working.

An individual responsible for facilitating and promoting change within an organization.

A person who advocates for and promotes the benefits of change to others.

Based on Elisabeth Kübler-Ross's work, it includes stages such as denial, resistance, exploration, and commitment.

A process to evaluate how a change will affect people, processes, and systems.

Change management encompasses the processes, tools, and techniques used to manage the people side of change to achieve required business outcomes.

A structured document outlining the strategy, activities, and resources required to manage a change initiative.

Includes assessment of current capabilities, resources, and willingness to embrace change.

A strategy for delivering consistent and timely messages to stakeholders during a change initiative.

An ongoing effort to improve processes, products, or services, often integrated into change management practices.

The ability of an organization and its people to absorb and adapt to multiple changes simultaneously.

The exhaustion and disengagement that occurs when people experience too many changes simultaneously or in rapid succession.

The ability to influence and guide others through organizational change while maintaining momentum and engagement.

Frameworks and methodologies used to understand and manage organizational change processes.

The overarching approach and plan for achieving desired organizational changes.

The process of evaluating an organization's current culture and its readiness for change.

The process of transforming the shared values, beliefs, and behaviors within an organization.

Developing skills and competencies necessary for employees to adopt and sustain change.

Often referred to as the "as-is" state, it serves as the baseline for measuring change impact and progress.

A compelling narrative that explains why change is necessary and how it will benefit the organization and its stakeholders.

A structured approach that emphasizes five key elements necessary for successful organizational change.

Includes formal and informal channels such as emails, meetings, intranets, social media, and face-to-face communications.

The interconnected network of people, processes, and technologies that influence and support organizational change.

A framework for assessing and developing an organization's change management capabilities and effectiveness.

The coordinated management of multiple change initiatives to optimize resources and minimize change saturation.

The use of narrative techniques to communicate change vision, progress, and impact in a compelling and relatable way.

The mental state when employees face too much information or too many changes simultaneously, reducing their ability to adapt effectively.

An ongoing approach to gathering employee feedback and insights throughout the change journey.

A collaborative approach where stakeholders actively participate in designing and implementing change initiatives.

Gathering ideas, solutions, and feedback from a large group of employees or stakeholders to support change initiatives.

A visual representation of change impact and readiness across different areas of an organization.

The integration of digital technology into all areas of a business, often requiring significant change management efforts.

Examples include technology changes and market shifts.

Using data and analytics to inform and guide change management strategies and decisions.

Applying design thinking principles to create human-centered change solutions and experiences.

Software tools that provide in-app guidance and support to help users adopt new digital technologies and processes.

The level of commitment and involvement employees have toward their work and the organization, critical for successful change adoption.

The active support and involvement of senior leaders in driving and sustaining change initiatives.

The overall perception employees have about their organization, which influences how they respond to change.

Embedding change management as an organizational capability rather than a one-time initiative.

Employees who actively support and promote change initiatives within their networks and spheres of influence.

A change management approach that prioritizes employee experience and journey throughout the transformation process.

A process for gathering and incorporating feedback from stakeholders to improve change initiatives.

A tool for identifying forces that support or hinder a change, helping to develop strategies to address resistance.

Often referred to as the "to-be" state, it represents the vision of what the organization aims to become.

The framework of policies, processes, and roles that ensure effective decision-making and accountability during change initiatives.

A diverse group of influential leaders and stakeholders who drive and support change throughout the organization.

The application of game-design elements and principles to engage employees in change initiatives.

Examples include combining Agile and Waterfall methodologies.

An approach that prioritizes the employee experience, emotions, and psychology in change initiatives.

Adapting change management practices for organizations with hybrid or remote work environments.

Tailoring change communications, training, and support to individual employee preferences and needs using data analytics.

A process to identify and assess the effects of a change on people, processes, and systems.

A detailed roadmap for executing a change initiative, including timelines, resources, and responsibilities.

The process of creating and implementing new ideas, methods, or technologies to drive organizational improvement.

Contrasts with transformational change by focusing on continuous improvement rather than radical restructuring.

The network of resources, relationships, and conditions that support continuous innovation and change.

Allows employees to practice new behaviors and processes in a safe environment before actual implementation.

Leverages informal networks and peer influence to accelerate change adoption.

A tool used to understand and improve the experience of stakeholders by mapping out their interactions, emotions, and needs throughout the change process.

Providing training and support materials exactly when employees need them during the change process.

Emphasizes urgency, vision, and empowerment through eight critical steps for successful organizational transformation.

The systematic process of sharing critical information and skills between employees during change initiatives.

Ensuring that leaders at all levels are aligned and committed to the change initiative.

Securing commitment and support from leaders at all levels to ensure the success of a change initiative.

Focuses on minimizing waste and maximizing value in change initiatives.

Insights gained from past change initiatives, used to improve future projects and avoid repeating mistakes.

Key areas or factors within a system where small changes can lead to significant impacts.

The stages a change initiative goes through, from planning and implementation to sustainability and evaluation.

Examples include surveys, focus groups, and other feedback collection methods.

Ensuring that changes are maintained and integrated into the organization's culture and operations over time.

Early signs that suggest whether a change initiative is on track to succeed.

A significant point or event in a change initiative, used to track progress.

A change in attitudes, beliefs, or behaviors required for successful adoption of a change.

Key performance indicators (KPIs) used to track the effectiveness of change management efforts.

Strategies used to sustain energy and engagement throughout a change initiative.

Delivering change-related training and information in small, focused, easily digestible segments.

The smallest change initiative that can deliver meaningful value and learning opportunities.

Understanding and applying brain science principles to improve change management effectiveness.

Using subtle interventions to influence behavior and decision-making during change initiatives.

Culture plays a crucial role in change management as it can either facilitate or hinder change initiatives.

The ability of an organization to adapt and thrive during change or disruption.

A systematic evaluation of an organization's capabilities, culture, and readiness for change.

Mapping and analyzing informal networks and relationships to better understand and influence change adoption.

A virtual simulation of an organization's workforce and operations, used to predict the impact of change before implementation.

A systematic approach to gathering and analyzing employee feedback across multiple channels and touchpoints.

A small-scale test of a change initiative before full implementation, used to identify and address issues.

Includes tools like ADKAR and the Change Management Maturity Model.

The discipline of planning, executing, and closing projects, often integrated with change management.

Creating an environment where employees feel comfortable expressing concerns and adapting to change.

Used in change planning to better understand and address the needs, concerns, and motivations of different stakeholder groups.

Using data analysis to understand and improve employee behavior, performance, and engagement during change.

Managing multiple change initiatives at an enterprise level to optimize impact and minimize disruption.

A formal evaluation conducted after change implementation to assess outcomes and identify improvements.

Using data and statistical methods to forecast change outcomes and identify potential risks or opportunities.

Short, frequent surveys to gather real-time feedback on change initiatives and employee sentiment.

Strategies and actions to address and reduce resistance to change.

Includes recognition, rewards, and feedback to maintain changes.

The process of identifying, analyzing, and planning for potential risks in a change initiative.

The process of identifying, assessing, and mitigating risks associated with change initiatives.

A structured approach to identifying, addressing, and mitigating resistance to change.

A measure of the financial and non-financial benefits realized from a change initiative compared to its costs.

Continuous monitoring and analysis of change progress, adoption rates, and employee sentiment.

The active and visible support of leaders to drive and sustain change initiatives.

A process to identify and understand the needs, interests, and influence of individuals or groups affected by a change.

Ensuring that changes are maintained and embedded into the organization's culture and processes over the long term.

The threshold at which employees or an organization experience too many simultaneous changes, reducing effectiveness.

Large-scale transformation efforts that align with an organization's long-term business objectives.

A detailed roadmap outlining how sponsors will actively support and promote a change initiative.

Includes the current state (as-is), future state (to-be), and the transition state between them.

Used to identify key stakeholders and develop targeted engagement strategies.

Digital tools and resources that allow employees to access change-related information and support independently.

A group of senior leaders responsible for providing direction and oversight to change initiatives.

Fundamental changes that affect multiple interconnected parts of an organization's structure and operations.

Using technology to analyze and understand employee attitudes and emotions toward change initiatives.

Informal networks of employees who influence change adoption outside the formal organizational structure.

The spread of change adoption through social networks and peer influence within an organization.

The ongoing effort to maintain and reinforce changes after initial implementation.

A strategy for equipping employees with the knowledge and skills needed to adopt a change.

The process of guiding individuals and organizations through the emotional and logistical aspects of change.

The process of implementing and integrating new technologies into an organization's operations.

A centralized team responsible for driving and overseeing enterprise-wide change efforts.

Often involves radical shifts in strategy, processes, and ways of working, contrasting with incremental change.

A critical phase where organizations and individuals navigate between old and new ways of working.

Quick assessments to gauge stakeholder sentiment and readiness during change initiatives.

Change initiatives driven primarily by technological innovation or digital transformation.

The moment when change adoption reaches critical mass and becomes self-sustaining.

Often emphasized in Kotter's model as a crucial first step.

The process of ensuring employees effectively use new systems, processes, or technologies introduced through change.

The process of helping employees let go of old habits, behaviors, and ways of working to embrace new ones.

Designing change initiatives with a focus on making new processes, tools, and systems intuitive and user-friendly.

A clear and compelling description of the desired future state, used to inspire and align stakeholders during a change initiative.

The process of ensuring that a change delivers its intended benefits to the organization.

A structured approach to collecting employee feedback to guide change initiatives.

Using digital platforms and AI-powered tools to provide personalized guidance and support during change.

Ensuring that employees understand their roles and responsibilities in relation to the change initiative.

A communication strategy that highlights the benefits of change for individuals to increase buy-in.