Change Management encompasses measures which are used to change an organisation extensively and measures which accompany those changes.
In comparison with Organisational Development, Change Management deals with larger and more profound changes which are most often also visible from the outside, for example the merging of two companies. Change Management also involves more revolutionary processes whereas Organisational Development refers to evolutionary changes.
Usually change processes do not involve employees to the extent that they should be involved in matters of organisation development simply because it is not possible. Thus, it is the more important to inform employees as well as possible.
I have experience supporting organisations facing the following change management topics:
Strategic Planning of Information
Lack of information during change processes causes frustration and falling morale in the employees, which in the worst case may cause the whole change process to fail. Often this crucial point is forgotten due to full concentration on strategic and operational planning, or too little attention is paid due to unawareness of its importance. Moreover, there is often highly sensitive information involved which should not leak to the wrong people at the wrong time.
Get support in your change processes at the very least in planning when, where, how and which employees you inform!
Succession Planning for Family Businesses
The senior is planning his or her retirement. The junior partner is expected to slowly but surely assume leadership. Clear and precise allocation of responsibilities and their gradual delegation along a time schedule, together with an information plan for stakeholders (employees, customers, suppliers, business partners) has proven to be very helpful in these situations.
Establishing a New Management Level
Planning of assignments, accountabilities, responsibilities, and framework
Deduction of requirement profile
Search for the appropriate person (internal or external personnel), search strategies; assessing need for information or further qualifications for the new manager
Strategy of informing the employees
"The secret of change is to focus all of your energy, not on fighting the old, but on building the new."