Change Management has come a long way. Will it continue?

Today is Global Change Management Day! Kudos to ACMP for starting this tradition.

Except, it marks a time when change management may well be at the crossroads. Change management as an industry, has grown amazingly in the last 30 years. That is to be celebrated. However, just in the last few weeks, there have been comments from at least two prominent politicians, across different continents, suggesting change management does not offer value. Those politicians will remain nameless but their comments sent shockwaves for those who heard them. Aren’t we the rising stars of the working world? Well it seems that after 30 years, not everyone thinks so.

I recall my first change project. It was over 30 years ago. It still ranks today as one of my best change management efforts. Except ‘change management’ as a term, hadn’t even reached the vocabulary at that time. What made it good? That project took people from a very manual paper-based process to a fully automated one. It changed processes, technology, structure and roles and inadvertently, culture. Fortunately, we realized it was a big change to the way people worked and required significant transition support. I remember some people had never used a computer mouse. So when you gave them one, there were some interesting maneuvers with it in hand. This was one of the smaller changes identified that were given a simple but fun change management solution. An addictive game called Boa on the PC. You needed to drive the mouse around screen whilst a snake-like line started to follow you and got faster. It did the trick and we were able to crown a Boa champion for each day whilst increasing mouse skills.

Fast forward to today. We have two recognized world industry bodies (that I’m aware of) with published standards on change management. Certifications and qualifications in the field. A plethora of courses. How many change management practitioners there are around the world is anyone’s guess, but it is a major global industry.

I look at the commentary from practitioners, over many different mediums, about change management. Discussion on the various merits of one approach versus another, the science based findings feeding the knowledge and guiding practical application of change management. The introduction of technology and tools to support the work in a more efficient and effective manner. All good things to progress the industry. The only thing is, I’m not sure we are all pulling in the same direction.

I read articles about how the old ways of change management are dated and we need to use the newer approaches. Change management as a name is apparently outdated and needs to change. It is not a linear process and you don’t need a big plan I’m told. So does John Kotter no longer know what he’s talking about in 2025? Does a large and complex change not need detail when analyzing change impacts, stakeholders, and in designing change management solutions for them? I’ve read how change management should be experimental in its application. Ok but most change occurs in the context of projects which have cost and time restrictions to deal with. So I like the debate and thought. Not the divisiveness that sometimes comes with it.

My own work experiences and through listening to people’s experiences on many training courses I’ve run has illustrated that tick the box change management is alive and well despite our 30 years of development. That sometimes change management is given lip service and change managers are still brought in later than they should. Leaders and managers running change initiatives still don’t understand the essence and principles behind change management. It’s training and communication, isn’t it?

The good news is, the positives have far outweighed the negatives. There’s no doubt change management has made enormous strides. I think it’s wonderful how it has grown in 30 years. But is it in danger of sabotaging itself? For two leaders in different countries to make the statements I referred to earlier, it serves as a reality check.

Have we gotten drunk on our own self-importance? Have we made change management confusing to the outside world? Made it look more complex than it needs to be? All those different opinions make great debate and help to improve the industry. But for people to apply change management, and that means all of the people involved, not just the specialist change managers, it must be understandable. Otherwise it confuses and pushes people away.

So here are my thoughts to continue powering on as an industry supporting change in organizations:

Simplify: To engender support for change management from the organizational decision makers, we must keep change management conceptually and practically simple. They must be able to understand it if they are to use it. That also applies when addressing practitioners.

Unify: Having many approaches is a good thing but fighting amongst ourselves over which is better, is not. We can present a somewhat fragmented industry to those outside or new to the profession. To progress further, we need to unify to the extent that presents a consistent industry picture, whilst allowing our varied kit bag. Our industry bodies are doing that and maybe people can help them to do that.

Clarify: Change managers aren’t jacks of all trades. If you are then you are confusing the picture of change management for people. We help people transition to the new way. If you have to do other tasks that don’t fit that role, then make sure you make it clear you are wearing another hat. That way you clarify the role for people which helps them understand change management.

Happy Global Change Management Day! #GlobalCMDay