The Past Present and Future of Change Management – Part 1

July 24, 2018

The evolution and growth of change management as a discipline has seen a meteoric rise over the three main eras of the definitive past, evolving present and the formalized and expanding future. The foundational years before the 1990’s saw academics beginning to define and understand the very basics of change management and systems experiencing, reacting and learning to adapt to change.

The next decade saw change management being formally installed as a useful tool in business management leading to its codification, structural analysis, and formalization of change management as a beneficial business practice.

Since the early 2000’s the emphasis was on creating a base of individual change leaders and thought processes to enhance organizational growth through successfully implanting the thought and change leaders into the structure of corporate growth and the emergence of enterprise maturity.

The decade of 1990-2000 saw practitioners applying the structure of repetition and change tools to change management to support sustained applications. Organizations began asking the focus on change initiatives and specific job roles for its initiation. Finally, the resourcing functions and structure for applications saw implementation in the form of Center of Excellence and such and the emergence of Change Management Institute and the Association of Change Management Professionals who formalised the development of change management as an interlinking and essential discipline.

The last decade has seen the codification, application, understanding, exploration and an understanding of the entire discipline as change management became the central focus. Imarticus Learning has remained involved and believed in the meteoric rise of the subject of leading change from within.

Your involvement according to research, learning and experience will see multiple results across as many fronts in the next decade.

Related disciplines will continue aligning, incorporating and collaborating

An approved study result suggests the integration of change and project management happening at various levels. Imarticus Learning and its Prodegree features enhanced by SAP system incorporate changes at the transitional initiative level by doing just that. At the organizational level, the use of integrative methodology and increased PMOs and CMO collaboration should allow mature change management. Use of tangible assets like social media, technology and such and intangible assets like focused learning built around the neurosciences, organizational texts and such will effectively contribute to change management and its very definition.

Organizational change capability will see an increased building on

Structured and intentional efforts can build change leadership by embedding successful change practices and competencies within the organization structure and fabric. These will form the seeds and pivot from within allowing change management to root and flourish through early adaptations and implementations effectively. The concept of changing inside out and going beyond the initial embedding level will take effect and begin to grow into changing and infiltrating the organization at all levels leading to effective enterprise change management.

Change leaders and professionals will see professional development

From inception through growth, change management has seen thought leaders rise through the ranks of an organization. The focus shall ever be on individual learning, change facilitation, leading, implementing and adapting early through an environment that uses real-life situations and case studies to role-based training within organizations to build active and sustained growth both at the organizational and individual levels. An up-skilling and constant change will lead to increased competencies and successful embedding of change from within outwards.

Why Your Organization?

The discipline of change management is at evolutionary crossroads and with increasing opportunities to choose the path of your development and successively the organizational way of growth you can be the early adapter and change into a subject expert. This adaptation means you will be the focus in setting the standards of change for yourself and the entire organization that relies on you to take the lead in strategic change management leading, embracing and implementation. With practice and newer emerging foci on the results of change, you will be the centre stage of growth, innovation, and efficiency which are the just results of change management.

References:

  • https://conversationsofchange.com.au/the-past-present-and-future-of-change-management-part-1/
  • https://www.koganpage.com/article/the-future-of-change-change-management-emerging-thoughts-for-change-leaders#
  • https://conversationsofchange.com.au/want-change-act-now/
  • https://conversationsofchange.com.au/the-10-year-retro/
  • https://conversationsofchange.com.au/5-qualities-change-leaders-need/
  • https://www.prosci.com/change-management/thought-leadership-library/history-and-future-of-change-management

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