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The History & Future Scope Of Leadership & Change Management

The History & Future Scope of Leadership & Change Management

Leadership and change management is responsible for managing the changes associated with the human resources of an organization. It is a process of systematically managing employee engagement and adoption of changes in order to achieve desired outcomes. In simple terms, it emphasizes on how to help employees embrace, adapt, and efficiently implement changes in their day-to-day operations.

Change Management – How It All Began?

Over the course of years, change management has witnessed various significant transformations. The evolution of this discipline can be understood in four distinct eras including:-

  1. Pre-1990s: Foundations
    This is the era where academics started to understand how humans experience change. It provided valuable insights, research and frameworks for understanding changes.
  2. 1990-2000: On the Radar
    In the second era, change management set foot in the business vernacular. Concepts and guiding principles began to form around the discipline of change management.
  3. The 2000s: Present- Formalization
    This era primarily involved providing formal structuring to the disciplines of change management. In 2003, the first integrated approach towards change management was introduced that harnessed organizational and individual change management processes and tools.
  4. Going Forward
    It involves professional development and enhanced growth of organizational transitions. The present time is marked as a pivotal point that indicates many changes will continue to emerge on various fronts.

 

Future Scope of Change Management:

In the present fast-paced business domain, the ability to adapt to changes is a strong quality that can drive an organization towards success. The requirements of industries are constantly changing and in order to be successful, businesses must be adaptable. This is why change management is considered to be a prominent concept for any organization, notwithstanding size and operational nature.

Often when new changes are introduced in an organization, there are possibilities of resistance from employees towards embracing those changes. Change management strategies can help employees become more open-minded and acceptable to changes. It is a formal way of communicating with personnel. It informs them why certain changes are occurring and how they will eventually benefit them. Keeping employees well-informed from the outset ensures a smooth and quick transition, thereby saving time and resources of a company.

Additionally, by ensuring open communication, companies set a standard. This helps in boosting the trust of employees in the decisions made by the top management. People are apprehensive of the unknown, therefore it is important to build a strategy to eliminate or at least lessen that fear within them. Ensuring a standard for change in the early stages and maintaining consistency can help in creating a more adaptable and innovative working environment.

Evidently, change management plays a critical role in efficient and successful organizational transitions. However, many managers find it challenging to implement change management strategies. Gaining formal knowledge through leadership and change management courses can help them understand the prominent aspects associated with change management in detail and generate the right strategies to ensure seamless transitions.

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