AOE 1. Performance Improvement; Sub section 1.6. Change Management Theory
Learning objective: Describe why change management is important to plan for and manage as it relates to performance improvement initiatives 

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Change Management Considerations:

• Introducing change is not easy and makes many uncomfortable
• Change often disrupts employees environment, expectations, productivity, etc. 
• For real change to happen, employees must feel the need to change and see it as a benefit
• Expect emotional phases for change: fear, anger, resistance, anxiety, sadness, etc.
• Proactively plan for and be prepared to manage the change
• Identify champions for the change at all levels to be successful in managing the changes in the organization
• Expect resistance as change and having to learn a new way of work does not come easy for many; be prepared for barriers to the change

Three other roles that should be used as you plan/manage change initiatives:

1. Change sponsors: individuals/groups with political power/assets and resources to support the intended change
2. Change agents: individuals/groups responsible for implementing or facilitating the specifics of the change 
3. Change targets: individuals/groups who must operate differently, i.e. change

READ: Change Management by MindTools to learn about the objectives and activities for managing change in your organization:

• Sponsorship to Champion Change
• Buy-in for Need/Reasons for the Change
• Planning for Involvement
• Impact for How and When It Occurs
• Communication and Knowledge Sharing 
• Assessing Stakeholder Readiness
• Responsibilities for Change Tasks
• Identifying Success Measures/Indicators

*Stay tuned and subscribe to the Learn/Perform Mixtape podcast for when I talk more about AOE 10 - Change Management … coming soon!