Change management is a structured and disciplined approach to transition individuals, teams, and organisations from a current state to a desired future state.
The primary focus of this discipline is the "people side of change". It aims to prepare, equip, and support employees to successfully adopt new processes, technologies, job roles, or organisational structures.
Without effective change management, new initiatives—no matter how strategically sound—often fail or fall short of their intended benefits because the people required to execute them are resistant, confused, or unequipped to perform their jobs in the new way. The core goal is to maximise employee adoption and usage, which in turn maximises the return on investment for the change initiative.

The process of managing change typically follows a series of key stages, often formalised into structured models to ensure a comprehensive and repeatable approach.
Objective planning is crucial to forming a change management plan. There are many models that can be adopted to assist in the process, but the most important consideration is to ensure that all stake holders understand the plan and the process.

Objective planning is crucial to forming a change management plan. Resistance to change is mitigated by incremental steps towards short term goals, that then become the new normal, steering large change through logical corrections.
This resistance can stem from various factors, including fear of the unknown, loss of job security or status, lack of trust in leadership, or simply inertia. Successful change managers use clear, consistent, and multi-channel communication to explain the why behind the change, provide necessary training to build Knowledge and Ability, and offer active support and coaching to help people adapt.

Planning brings success!