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Also known as: Organizational Change Management, OCM
A structured approach to transitioning individuals and organizations from a current state to a desired future state to realize outcomes.
DESCRIPTION
Change management addresses the people, process, and technology aspects of change. It uses structured methods for stakeholder engagement, communication, training, and adoption measurement. Frameworks include Prosci ADKAR and ITIL practices that govern approvals and risk assessment for changes. Successful change programs align incentives, manage resistance, and integrate with project and release management. Metrics track adoption, proficiency, and performance impacts to ensure benefits realization.
ALTERNATIVE DEFINITIONS
Prosci
Change management is the application of a structured process and set of tools for leading the people side of change to achieve a desired outcome.
Focuses on people-side and outcome orientation.
Association of Change Management Professionals (ACMP)
Change management is the practice of applying a structured approach to transition individuals, teams, and organizations from a current state to a desired future state.
Professional body definition emphasizing structured transition.
RELATED TERMS
Releasing Configuration Management ITIL Prosci ADKAR Stakeholder Management Change Control Governance Risk Management Communication Plan
COMPETING TERMS
RELATIONS
- Narrower: Change Enablement
KNOWLEDGE AREAS
Transformation Process Collaboration Software Engineering Data Management
TARGET AUDIENCE
Digital Transformation Manager IT Project Manager Enterprise Architect Scrum Master Product Owner Chief Information Officer Solution Architect IT Manager
EXTERNAL SOURCES
- Wikipedia - Change management
- AXELOS - ITIL change enablement practice overview
- PMI - PMI practice guidance on OCM
- OECD - Public sector change strategies
TOP QUESTIONS
What is Change Management and why is it critical?
It ensures people adopt new ways of working so benefits are realized. Without it, projects deliver outputs but not outcomes.
Category: Overview
How does Change Management relate to ITIL’s Change Enablement?
ITIL focuses on managing risks of service changes; organizational change management focuses on adoption and people outcomes. Both should be integrated.
Category: Comparison
What are common Change Management pitfalls?
Underestimating sponsorship, weak communications, late stakeholder involvement, and no metrics for adoption commonly undermine success.
Category: Mistakes
How do you measure Change Management success?
Use adoption, utilization, proficiency, sentiment, and performance KPIs tied to business outcomes.
Category: Metrics
What frameworks support Change Management?
Prosci ADKAR, ITIL practices, Kotter’s 8 steps, and PMI OCM guide offer actionable structures and methods.
Category: Frameworks
When should Change Management start in a project?
At initiation. Early stakeholder analysis and sponsorship alignment reduce resistance and accelerate adoption.
Category: Best practices
How is Change Management resourced?
Dedicated change leads partner with project managers; champions, training, and communications specialists execute targeted plans.
Category: Management
What risks arise from skipping Change Management?
Adoption lags, benefits are not realized, shadow processes emerge, and user resistance grows.
Category: Risks
How do you sustain change post go-live?
Reinforce with performance goals, coaching, measurement, recognition, and continuous improvement loops.
Category: Sustainment