"Be the change you want to see in the world" - Mahatma Gandhi (1869-1948)

"It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change" - Charles Darwin (1809-1882)

Change is in our lives everyday at work and home. Our ability to cope and manage change drives us forwards and onwards. The more adept we are at managing change the greater our chances of achieving our goals and ambitions.

Change management refers to a project management process where changes to a project are formally introduced and approved

Kotter defines change management as the utilization of basic structures and tools to control any organisational change effort. Change management's goal is to minimize the change impacts on workers and avoid distractions.

Linda Ackerman Anderson, co-author of Beyond Change Management, described how in the late 1980s and early 1990s top leaders were growing dissatisfied with the failures of creating and implementing changes in a top-down fashion. They created the role of the change leader to take responsibility for the people side of the change.

February 1994 is the unofficial beginning of the Change Management Industry, with the publication of the first "State of the Change Management Industry" report in the Consultants News.

McKinsey consultant Julien Phillips first published a change management model in 1982 in the journal Human Resource Management, though it took a decade for his change management peers to catch up with him.

Marshak credits the big 6 accounting firms and management consulting firms with creating the change management industry when they branded their reengineering services groups as change management services in the late 1980s.

Examples of organisational include

1. Mission and visionary change
2. Strategic changes
3. Operational and tactical changes (including Structural changes)
4. Technological and systemmic changes
5. Changing the attitudes and behaviours of personnel and human resources

Successful change management is more likely to occur if the following are included

1. Benefits management and realization to define measurable stakeholder aims, create a business case for their achievement (which should be continuously updated), and monitor assumptions, risks, dependencies, costs, return on investment, dis-benefits and cultural issues affecting the progress of the associated work.
2. Effective communications that informs various stakeholders of the reasons for the change (why?), the benefits of successful implementation (what is in it for us, and you) as well as the details of the change (when? where? who is involved? how much will it cost? etc.).
3. Devise an effective education, training and/or skills upgrading scheme for the organisation.
4. Counter resistance from the employees of companies and align them to overall strategic direction of the organisation.
5. Provide personal counselling (if required) to alleviate any change-related fears.
6. Monitoring of the implementation and fine-tuning as required.



Transformation Associates will embark with you on your journey and provide support and guidance to compliment your organisation's existing communications and change infrastructure.