A Simple Guide to Change Management

Download this informative and fun one-pager!



English | Not-for-profit
Arabic | دليل مبسط لإدارة التغيـيـر
Dutch | Een eenvoudige leidraad voor CHANGE MANAGEMENT
French | Un guide simple pour le MANAGEMENT DU CHANGEMENT
Hebrew | מדריך פשוט לניהול שינוי אירגוני
Italian | Guida facilitata al CHANGE MANAGEMENT
Polish | Prosty przewodnik ZARZĄDZANIA ZMIANĄ
Portuguese | Um guia simples para GESTAO DE MUDANCAS
Russian | Краткий гид по Change Management
Slovak | Jednoduchá príručka RIADENIA ZMENY
Spanish | Una guía sencilla para la Gestión del Cambio

Use it to promote a better understanding of:

  • the reasons organizations change
  • how individuals differ in their responses to change
  • the importance of communicating the need to change
  • how to prompt action, not despair
  • how to cultivate change resilience

How to make the most of it:

  • Share it with colleagues who are undergoing organizational change (or are about to).
  • Print it, laminate it and place it on your organization’s wall to remind managers (and others) of the need to manage emotions during change.
  • Use it as a handout for your change management program, course or training session.

Sharing & copyright information:

Creative Commons Attribution-NoDerivs 3.0 Unported License

A Simple Guide to Change Management

  • Organizations must continually adapt due to shifting market conditions, customer demands, technologies, input costs, shareholder expectations and competition. 
  • They must adapt to these shifts in the environment or risk becoming irrelevant, uncompetitive or eaten up.
  • The challenge for organizations is to help their people move from alarm to action without falling into despair or cynicism.
  • Four typical responses to change are the critic who vocally opposes the change, the victim who panics, the bystander who avoids getting involved and the change navigator who is resilient and able to adapt to the new circumstances.

To create change navigators in your organization:

  • keep explaining why we are changing
  • where possible, involve your team in decision making
  • minimize uncertainty
  • engage your legacy system & process experts early
  • be as transparent as possible
  • create learning opportunities for your team
  • communicate the threat of not changing
  • keep listening to your people’s concerns
  • celebrate shifts towards the desired state

©2013 Better Business Learning