Fred Nicols, 2008
Four Basic Definitions
In thinking about what is meant by “change management,” at least four basic definitions come to mind:
1. The task of managing change.
2. An area of professional practice.
3. A body of knowledge.
4. A control mechanism.
he Task of Managing Change
The first and most obvious definition of “change management” is that the term refers to the task of managing change. The obvious is not necessarily unambiguous. Managing change is itself a term that has at least two meanings.
One meaning of “managing change” refers to the making of changes in a planned and managed or systematic fashion. The aim is to more effectively implement new methods and systems in an ongoing organization. The changes to be managed lie within and are controlled by the organization. (Perhaps the most familiar instance of this kind of change is the “change control” aspect of information systems development projects.). However, these internal changes might have been triggered by events originating outside the organization, in what is usually termed “the environment.” Hence, the second meaning of managing change, namely, the response to changes over which the organization exercises little or no control (e.g., legislation, social and political upheaval, the actions of competitors, shifting economic tides and currents, and so on). Researchers and practitioners alike typically distinguish between a knee-jerk or reactive response and an anticipative or proactive response.
To recapitulate, there are at least four basic definitions of change management:
1. The task of managing change (from a reactive or a proactive posture)
2. An area of professional practice (with considerable variation in competency and skill levels among practitioners)
3. A body of knowledge (consisting of models, methods, techniques, and other tools)
4. A control mechanism (consisting of requirements, standards, processes and procedures).
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