3. Change Management

Vocabulary flashcards covering key concepts, models, types of change, change agents, organizational structures, and real-world examples from the Change Management lecture.

Change management

The process of guiding an organization through transitions to adapt to new challenges, improve processes, or evolve culture.

Systems and Models of Change

Frameworks and approaches used to manage and implement change within organizations (e.g., Lewin, Kotter).

Lewin's Change Model

A three-stage process for change: Unfreeze, Change, and Refreeze.

Unfreeze

First stage; prepare for change by communicating the need and addressing resistance.

Change (Lewin's stage)

Second stage; the actual transition where new systems, processes, or structures are implemented.

Refreeze

Final stage; solidify the new state and reinforce new behaviors through training and support.

Kotter's 8-Step Change Model

Eight-step approach to change including urgency, coalition, vision, communication, empowerment, quick wins, building on change, and anchoring in culture.

Create Urgency

Step 1; generate enthusiasm around the need for change.

Form a Powerful Coalition

Step 2; assemble influential stakeholders to lead the change.

Create a Vision for Change

Step 3; articulate a clear desired outcome.

Communicate the Vision

Step 4; ensure everyone understands and embraces the vision.

Empower Action

Step 5; remove obstacles and enable employees to act on the vision.

Create Quick Wins

Step 6; celebrate short-term successes to maintain momentum.

Build on the Change

Step 7; use early wins to drive further change.

Anchor the Changes in Corporate Culture

Step 8; integrate new behaviors into the organization’s culture.

Forces for Change

Internal and external pressures that drive or resist change within an organization.

Types of Change

Categories of organizational change, including strategic, structural, technological, and cultural.

Strategic Change

Changes in the overall direction or strategy of the organization.

Structural Change

Reconfiguring the organization’s hierarchy or workflows (e.g., mergers).

Technological Change

Adopting new technologies to improve processes or products.

Cultural Change

Shifting values, beliefs, and behaviors within the organization.

Microsoft cultural change (under Satya Nadella)

Example of a leadership-driven cultural shift toward growth mindset, learning, empathy, and collaboration.

Innovation

The process of developing new ideas or improvements that drive change and performance.

Organizational Structures

Ways of structuring the organization (e.g., hierarchical, functional, matrix, divisional, flat, network).

Hierarchical

Traditional top-down structure with multiple levels of management.

Divisional

Structure organized by product lines, regions, or markets.

Functional

Structure organized by functions such as marketing, finance, etc.

Matrix

Hybrid structure combining functional and product/divisional forms.

Flat

Organization with few or no management layers and broad spans of control.

Network

Flexible, decentralized structure relying on partnerships and collaborations.

Change agents

Individuals who guide organizations through transitions and ensure successful change.

Communication Skills

Ability to clearly articulate the vision for change and address concerns to foster trust.

Emotional Intelligence

Ability to recognize, understand, and manage emotions in oneself and others during change.

Problem-Solving Skills

Ability to identify challenges and develop practical solutions during change.

Influence and Persuasion

Capacity to gain buy-in from stakeholders and build coalitions for change.

Resilience

Ability to navigate setbacks and stay focused on goals while inspiring others.

Coca-Cola Freestyle case

Example of applying Kotter’s model to launch vending machines; urgency, coalition, vision, and quick wins aided rollout.

Procter & Gamble case

Example of change agents using communication, resilience, and emotional intelligence in sustainability initiatives.

Change readiness

The degree to which employees are prepared and willing to adopt change.

Conclusion of Change Management

Effective change management improves performance, adaptability, and resilience, positioning the organization for future success.