Change Management vs. Change Enablement
Change enablement evolved from change management to better support people through their individual change journeys. It recognises that engaged and empowered employees are a key factor in successful transformations.
Understanding Change Management vs. Change Enablement is a constant factor in any organisation, and managing it effectively is crucial for success. However, there is constant confusion about the differences between the two.
Let’s break it down.
What is Change Management?
Change Management refers to a structured approach to implementing specific changes within an organisation. It involves planning, communicating, and executing changes to ensure their successful adoption by employees. This process typically follows a specific methodology or framework referred to in the changing world as ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement) or Prosci’s 3-Phase Process (Preparation Phase, Pilot Group Phase, Facilitating Adoption). The main objective of change management is to mitigate resistance from individuals who may need to adapt better to new processes or systems. It also focuses on minimising disruption and productivity loss during the transition period.
On the other hand, What is Change Enablement?
In contrast to Change Management, which focuses on controlling or guiding people towards embracing changes, Change Enablement aims to empower individuals with tools, knowledge, and skills that facilitate their own transformation. It prioritises individual readiness rather than enforcing it through top-down approaches. Instead of rigidly following predefined steps like in traditional change management approaches, Change Enablement utilises methods such as coaching, co-design, and human-centred design, as well as training programs and interactive workshops. It promotes employee engagement, collaboration, resilience, and learning agility to confidently embrace change.
Key Differences:
- Approach: Change Management is more process-driven and controlled, while Change Enablement centres around people. On the other hand, change enablement prepares staff psychologically, enhancing emotional intelligence, collaboration skills, and autonomy—crucial elements often neglected despite high stress levels and burnout statistics. This underlines the need for personal growth and development in the face of change.
- Timing: Change Management is typically applied during the execution stage of a change, whereas enablement can occur before, during, and after the change process. As Rugby Union legend John Eales says, “Success is far more dependent on teamwork than most people are willing to admit.
- Tailored to Fit: Embracing change enablement complements rather than contradicts traditional change management. The proper techniques vary based on company size, industry, culture, and project complexity. However, prioritising change enablement ensures a harmonious approach that optimises organisational outcomes.
Change Management and Change Enablement are essential complementary approaches for successful organisational transformations. While Change Management focuses on planning and controlling changes, Change Enablement is a powerful tool that empowers individuals to embrace and adapt to these changes confidently, leading to long-term sustainable transformations.
Organisations play a crucial role in cultivating a culture that promotes proactive and lasting change. By prioritising change enablement and enhancing successful transitions, they can future-proof teams and drive positive change.
