HR Terminology Change Management

Complygate has put together a complete list of key HR terms, phrases, acronyms and jargon to assist HR professionals in navigating the extensive, ever-growing HR terminology. We would like to encourage you to read, share and make use of this terminology collection. If you have any suggestions of terms or keywords we have missed, please contact us and we will include them in our next update.

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What are change management and the four principles of change management?

Change management produces different views on various aspects of disciplines., such as:

  • behavioural science,
  • system thinking,
  • psychology, and
  • engineering.

Kotter’s eight-step change model gives a more detailed example whereas Lewin's change management model has three steps in the process. The Lewin's change management model three steps are:

  • unfreeze
  • change
  • refreeze

There are four principles of change management:

  • understand
  • plan
  • implement, and
  • communicate change.

4 principles of change management:

  • Understand change - When wanting to successfully change it is important to understand the reason to change and the way that it will benefit the company in the long run. Not only how it will benefit the company but also how the change will impact your employees, and ask yourself would it bring a positive change.
  • Plan change - In order for change to happen, it is important to plan and manage the process, which varies depending on the company. The amount of action and support being held by sponsorship is something to think about. When planning the change who is the best person to help you, for example, any expertise in that field.
  • Implement change - Here you should think about how you are going to make it happen going back to the different types of models. When implementing change it is key to ensure that everyone involved has a clear understanding of the main goals.
  • Communicate change - Communication is a key factor when it comes to making a change as you need the people involved in the change to have a clear understanding of exactly what the plan includes. They will be required to have knowledge of the goals and objectives. When talking about the change it is important to set the tone right, so that you can connect well with everyone and not come across as overwhelming.
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