Paraphrasing Heraclitus here to introduce Change Management concept, as a set of tools and techniques to manage people-side of change process.

In times of change, as current ones worldwide, the natural human reaction is to resist: changes introduce the unknown. They take us out of a place we know and are comfortable with and force us into something new. We don’t know what to expect, so we anticipate all kind of unpleasant events to occur.

The approach needed to face up an organizational change should take into account three main actors:

• Self: individuals have to see changes as new opportunities and challenges to face, thinking outside of the box, defining personal goals and professional growth to achieve.
• Team: nowadays teams share the responsibility and the resources for getting things done and should learn and change together.
• Organization: change processes are initiated by either individuals or small teams, but the focus of change is one which goes beyond that small unit. It is directed towards the entire organization, or towards other organizations. It is important to understand such social systems, and how to plan and implement change.

Once we have seen what are the threats to neutralize and the main actors to align towards a successful change process, we should face change management as an important project to perform: to truly deploy change management in an organization, someone must begin thinking about the deployment as a project that must be managed, involving both a “technical” side and a “people” side:

1. Adopting a common change management methodology for the organization
2. Forming a Change Management Office
3. Requiring change management plans on all new initiatives
4. Selecting key projects and training the project team
5. Institutionalize change management into the training curriculum

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