Change management describes exactly what its name suggests – the management of change.
It is an inevitable catalyst that propels us into new territories with innovative ideas and forward thinking, or at least we hope change will instil a positive effect in our workgroups.
Traditional Change Management
These two words describe the changes of organizational strategies, approaches and initiatives both within the organization at large as well as the groups and departments within. It is most commonly associated with improving work performance and internal relations, which doesn’t really become a topic to talk about until there are visible cracks that need mending.
What this means is that change management has usually been seen as something that needs to be paid attention to when it gets to a critical point demanding something needs to change and improve, instead of an ongoing activity which encourages innovative thinking and a proactive approach to projects, problem-solving and personal, as well as team, growth.
To continue reading and find out what the three key aspects to change management are,