Change Management Terminology

Core Concepts

Change Management: A structured approach to transitioning individuals, teams, and organisations from a current state to a desired future state. It focuses on the people side of change.
Organisational Change: Any shift in structure, strategy, processes, or culture within an organisation.
Change Initiative: A specific project or effort designed to introduce change within the organisation.
Change Programme: A group of related change initiatives managed together to achieve a broader outcome.
Transformation: A large-scale, often strategic change that significantly alters how an organisation operates.
Transition: The process people go through to adapt to change.
Continuous Improvement: An ongoing effort to improve processes, services, or products over time.
Business Transformation: A fundamental change in how a business delivers value to customers.
Cultural Change: A shift in organisational values, behaviours, and ways of working.
Digital Transformation: The integration of digital technology into all areas of a business.
Operational Change: Changes to day-to-day processes, systems, or workflows.
Strategic Change: High-level changes aligned with long-term organisational goals.

Training Plan: A plan outlining how users will be trained on new systems or processes.
Training Needs Analysis (TNA): A process to identify required skills and knowledge gaps.
Learning & Development (L&D): Activities that build skills and capabilities.
Capability Building: Developing the skills needed to sustain change.
Enablement Strategy: A plan to ensure people can effectively adopt the change.
Knowledge Transfer: Sharing knowledge from one group or individual to another.
User Training: Training provided to end users.
Onboarding: The process of introducing people to new roles or systems.

Change Metrics: Measures used to track progress and success of change.
Key Performance Indicators (KPIs): Quantifiable measures used to evaluate performance.
Success Measures: Criteria used to determine if change has achieved its goals.
Adoption Metrics: Measures showing how widely and effectively change is used.
Benefits Realisation: The process of ensuring expected benefits are achieved.
Performance Tracking: Monitoring outcomes over time.
Return on Investment (ROI): A measure of financial return compared to cost.
Change Effectiveness: How well the change achieves its intended outcomes.

Change Risk: Potential problems that could impact the success of change.
Risk Mitigation: Actions taken to reduce risks.
Impact Assessment: Analysis of how change affects people, processes, and systems.
Change Impact: The effect a change has on the organisation.
Risk Register: A document listing identified risks and mitigation actions.
Issue Management: The process of identifying and resolving problems.
Dependency Management: Managing relationships between tasks or initiatives.

Change Impact Assessment: A structured approach to assessing how change affects stakeholders.
Stakeholder Analysis: Identifying stakeholder needs, influence, and attitudes.
Readiness Assessment: Evaluating how prepared an organisation is for change.
Communication Matrix: A tool mapping stakeholders to communication needs.
Training Matrix: A tool outlining training requirements for different roles.
Feedback Surveys: Tools to collect stakeholder feedback.
Pulse Surveys: Short, frequent surveys to track sentiment over time.
Workshops: Interactive sessions to engage stakeholders.
Change Heatmap: A visual tool showing areas most impacted by change.

ADKAR Model: A model that focuses on individual change through awareness, desire, knowledge, ability, and reinforcement.
Kotter’s 8-Step Change Model: A structured approach to leading change through urgency, vision, and sustained action.
Lewin’s Change Model: A simple three-stage model: unfreeze, change, and refreeze.
McKinsey 7S Framework: A framework that aligns strategy, structure, systems, and other organisational elements.
Bridges Transition Model: A model focusing on the emotional transition people go through during change.
Kubler-Ross Change Curve: A model describing emotional responses to change.

Operating Model: The way an organisation structures people, processes, and technology to deliver value.
Business Process: A set of activities that produce a specific outcome.
Process Optimisation: Improving processes to increase efficiency or effectiveness.
Workflow: The sequence of tasks required to complete a process.
Service Delivery: How services are provided to customers or users.
Customer Experience (CX): The overall experience a customer has with an organisation.
Value Stream: The full set of activities required to deliver a product or service.
Capability: The ability of an organisation to perform a function.
Maturity Model: A framework used to assess the development level of processes or capabilities.

Change Leadership: The ability to guide and support people through change.
Leadership Alignment: Ensuring leaders are consistent and unified in their approach to change.
Vision Statement: A clear description of the desired future state.
Change Narrative: The story that explains why change is happening.
Organisational Culture: Shared values and behaviours within an organisation.
Culture Shift: A significant change in organisational behaviours and mindset.
Leadership Buy-in: The level of commitment from leaders.
Tone from the Top: The influence leaders have on organisational behaviour.

System Implementation: Introducing a new system into the organisation.
Platform Migration: Moving from one system or platform to another.
Data Migration: Transferring data between systems.
Automation: Using technology to perform tasks without manual effort.
Integration: Connecting different systems to work together.
User Experience (UX): How users interact with and experience a system.
Customer Journey: The end-to-end experience of a customer interacting with a service.

ADKAR: A model describing stages of individual change: awareness, desire, knowledge, ability, reinforcement.
CLARC: Defines key roles managers play in change: communicator, liaison, advocate, resistance manager, coach.
KPI: A measurable value used to track performance.
ROI: A measure of financial return compared to investment.
BAU: Refers to normal day-to-day operations.
SME: A subject matter expert with deep knowledge in a specific area.
PMO: A function that standardises project governance.
L&D: Activities focused on developing skills and knowledge.
TNA: A process to identify training requirements.
RACI: A matrix defining roles and responsibilities.