[et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” max_width=”1080px” custom_padding=”||71px|||” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row _builder_version=”4.17.6″ _module_preset=”default” width=”100%” custom_padding=”||9px|||” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”|300|||||||” text_text_color=”#747d88″ text_letter_spacing=”0.5px” text_line_height=”1.8em” header_font=”||||||||” header_text_color=”#465D0D” header_3_font=”||||||||” header_3_text_color=”#465D0D” header_3_line_height=”1.5em” header_4_text_color=”#465D0D” background_size=”initial” background_position=”top_left” background_repeat=”repeat” module_alignment=”center” custom_margin=”||||false|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|tablet” animation_style=”slide” animation_direction=”bottom” text_font_size_tablet=”17px” text_font_size_phone=”17px” text_font_size_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n
At People & Performance, we have worked with leading change processes for 15 years. We therefore know that change places significant demands on you as a leader. Learn to understand what a change process is, and read more about the four phases that make up the journey.<\/p>\n
[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row custom_padding_last_edited=”on|phone” _builder_version=”4.17.6″ _module_preset=”default” width=”100%” width_tablet=”100%” width_phone=”100%” width_last_edited=”on|tablet” module_alignment=”center” custom_margin=”|auto|-39px|auto||” custom_margin_tablet=”|0px||0px|false|false” custom_margin_phone=”|0px||0px|false|false” custom_margin_last_edited=”on|tablet” custom_padding=”||0px|||” custom_padding_tablet=”|0.5rem||0.5rem|false|true” custom_padding_phone=”|0.5rem||0.5rem|false|true” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”|300|||||||” text_text_color=”#747d88″ text_letter_spacing=”0.5px” text_line_height=”1.8em” header_font=”||||||||” header_text_color=”#465D0D” header_3_font=”||||||||” header_3_text_color=”#465D0D” header_3_line_height=”1.5em” header_4_text_color=”#465D0D” header_4_line_height=”2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” module_alignment=”center” custom_margin=”||||false|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|tablet” custom_padding=”3px||21px||false|false” animation_style=”slide” animation_direction=”bottom” text_font_size_tablet=”17px” text_font_size_phone=”17px” text_font_size_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n
A change process is any transition from one situation to a different, altered situation. This could, for example, be the implementation of a new IT system, a shift in the organisation\u2019s value set, or new ways of collaborating.<\/p>\n
When we talk about change management<\/a> and leading change processes, we refer to planned, facilitated processes in which there is a clear initiator (typically top management) and a defined intention behind the change \u2014 usually an expectation of increased value creation through more efficient workflows, reduced costs, or innovation.<\/p>\n We therefore do not work with external changes such as financial crises, climate crises, pandemics, war, or other external factors that certainly create change but are far less planned. Instead, we focus on the change processes that are initiated within and by the organisation. These may, of course, still be triggered by external events.\u00a0<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”|300|||||||” text_text_color=”#747d88″ text_letter_spacing=”0.5px” text_line_height=”1.8em” header_font=”||||||||” header_text_color=”#465D0D” header_3_font=”||||||||” header_3_text_color=”#465D0D” header_3_line_height=”1.5em” header_4_text_color=”#465D0D” header_4_line_height=”2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” module_alignment=”center” custom_margin=”||||false|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|tablet” custom_padding=”3px||21px||false|false” animation_style=”slide” animation_direction=”bottom” text_font_size_tablet=”17px” text_font_size_phone=”17px” text_font_size_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Traditionally, change has been viewed as a planned process with a clear beginning and end, moving through four distinct phases \u2014 for example, when implementing a new CRM system or carrying out an organisational restructuring.<\/p>\n Today, however, change processes increasingly involve transforming the organisation\u2019s culture, values, identity, capacity for innovation, or ways of collaborating with customers and the wider environment. This places entirely new demands on you as a leader and on how you mobilise your employees.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”|300|||||||” text_text_color=”#747d88″ text_letter_spacing=”0.5px” text_line_height=”1.8em” header_font=”||||||||” header_text_color=”#465D0D” header_3_font=”||||||||” header_3_text_color=”#465D0D” header_3_line_height=”1.5em” header_4_text_color=”#465D0D” header_4_line_height=”2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” module_alignment=”center” custom_margin=”||||false|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|tablet” custom_padding=”3px||4px||false|false” animation_style=”slide” animation_direction=”bottom” text_font_size_tablet=”17px” text_font_size_phone=”17px” text_font_size_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Most change processes consist of four overarching phases related to planning and managing the transition. Each phase brings its own challenges and opportunities:<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”|300|||||||” text_text_color=”#747d88″ text_letter_spacing=”0.5px” text_line_height=”1.8em” header_font=”||||||||” header_text_color=”#465D0D” header_3_font=”||||||||” header_3_text_color=”#465D0D” header_3_line_height=”1.5em” header_4_text_color=”#465D0D” header_4_line_height=”2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” module_alignment=”center” custom_margin=”||||false|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|tablet” custom_padding=”3px||0px||false|false” animation_style=”slide” animation_direction=”bottom” text_font_size_tablet=”17px” text_font_size_phone=”17px” text_font_size_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Planning is the preparation stage of a change process. This is where you outline the project, assess the scope of the change, and evaluate employees\u2019 readiness<\/a> for it. It is also where you develop a roadmap for employee involvement and for communication before, during, and after the change.<\/a><\/p>\n The purpose of the planning phase is to be fully prepared to mobilise people as soon as the change is announced \u2014 reducing uncertainty and ensuring momentum from the very beginning.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”|300|||||||” text_text_color=”#747d88″ text_letter_spacing=”0.5px” text_line_height=”1.8em” header_font=”||||||||” header_text_color=”#465D0D” header_3_font=”||||||||” header_3_text_color=”#465D0D” header_3_line_height=”1.5em” header_4_text_color=”#465D0D” header_4_line_height=”2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” module_alignment=”center” custom_margin=”||||false|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|tablet” custom_padding=”3px||0px||false|false” animation_style=”slide” animation_direction=”bottom” text_font_size_tablet=”17px” text_font_size_phone=”17px” text_font_size_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n The kickoff phase is where the change is initiated. This is when you launch the planned activities and respond to what emerges along the way. The purpose of this phase is to help people understand the rationale behind the change and to enable as many as possible to contribute.<\/p>\n Being able to contribute during a change process is one of the most effective ways to prevent resistance to change.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”|300|||||||” text_text_color=”#747d88″ text_letter_spacing=”0.5px” text_line_height=”1.8em” header_font=”||||||||” header_text_color=”#465D0D” header_3_font=”||||||||” header_3_text_color=”#465D0D” header_3_line_height=”1.5em” header_4_text_color=”#465D0D” header_4_line_height=”2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” module_alignment=”center” custom_margin=”||||false|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|tablet” custom_padding=”3px||0px||false|false” animation_style=”slide” animation_direction=”bottom” text_font_size_tablet=”17px” text_font_size_phone=”17px” text_font_size_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n During the acceleration phase, the organisation needs to \u201csettle into\u201d the change. By this point, people may have been reassigned, new processes have been launched, new systems are accessible, and so on.<\/p>\n The purpose of the acceleration phase is to ensure that the new ways of working are implemented effectively throughout the organisation.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”|300|||||||” text_text_color=”#747d88″ text_letter_spacing=”0.5px” text_line_height=”1.8em” header_font=”||||||||” header_text_color=”#465D0D” header_3_font=”||||||||” header_3_text_color=”#465D0D” header_3_line_height=”1.5em” header_4_text_color=”#465D0D” header_4_line_height=”2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” module_alignment=”center” custom_margin=”||||false|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|tablet” custom_padding=”3px||10px||false|false” animation_style=”slide” animation_direction=”bottom” text_font_size_tablet=”17px” text_font_size_phone=”17px” text_font_size_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Integration is the final phase of the change process \u2014 and unfortunately the one most often overlooked. This is the stage where the new system has been rolled out, and your sales team has been trained to use it. In other words, the change is in place, and it is now time for it to demonstrate its value in day-to-day operations.<\/p>\n As a leader, you must drive the development of the right culture, behaviours, and practices to ensure that the new systems and workflows deliver the intended benefits. This is also the phase where adjustments are made \u2014 for example, if a new system doesn\u2019t integrate well with an existing one, or if workflows that looked good on paper don\u2019t quite fit reality.<\/p>\n The purpose of the integration phase is to refine the change so that it supports efficient, sustainable daily operations. This is the phase that truly creates long-term success and value.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”|300|||||||” text_text_color=”#747d88″ text_letter_spacing=”0.5px” text_line_height=”1.8em” header_font=”||||||||” header_text_color=”#465D0D” header_3_font=”||||||||” header_3_text_color=”#465D0D” header_3_line_height=”1.5em” header_4_text_color=”#465D0D” header_4_line_height=”2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” module_alignment=”center” custom_margin=”||||false|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|tablet” custom_padding=”0px||21px||false|false” animation_style=”slide” animation_direction=”bottom” text_font_size_tablet=”17px” text_font_size_phone=”17px” text_font_size_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n The four phases of the change process are linked to Change Management and are essential to understand in order to master the part of change that can be \u2018controlled\u2019.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”|300|||||||” text_text_color=”#747d88″ text_letter_spacing=”0.5px” text_line_height=”1.8em” header_font=”||||||||” header_text_color=”#465D0D” header_3_font=”||||||||” header_3_text_color=”#465D0D” header_3_line_height=”1.5em” header_4_text_color=”#465D0D” header_4_line_height=”2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” module_alignment=”center” min_height=”1047.4px” custom_margin=”||-26rem||false|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|tablet” custom_padding=”3px||0rem||false|false” animation_style=”slide” animation_direction=”bottom” text_font_size_tablet=”17px” text_font_size_phone=”17px” text_font_size_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n It is important that, as a leader, you bring yourself into the change process. A successful change requires that the leader also learns \u2014 and that you dare to be open about not knowing exactly what the end result will look like.<\/p>\n Major changes are often known and decided by top management long before leaders and employees hear about them. As a result, many leaders feel left to themselves when they must handle increasing complexity at an ever-faster pace.<\/p>\n An additional challenge is that you, as a leader, are expected to be a positive and active supporter \u2014 even a flag-bearer \u2014 for the change, helping to mobilise employees, while you yourself have had very little time to adjust.<\/p>\n This is why it is crucial that you are able to mobilise yourself. You can develop strong self-mobilisation strategies through a combination of:<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.4″ _module_preset=”default” text_font=”|300|||||||” text_text_color=”#747d88″ text_letter_spacing=”0.5px” text_line_height=”1.8em” header_font=”||||||||” header_text_color=”#465D0D” header_3_font=”||||||||” header_3_text_color=”#465D0D” header_3_line_height=”1.5em” header_4_text_color=”#465D0D” background_size=”initial” background_position=”top_left” background_repeat=”repeat” module_alignment=”center” min_height=”87.2px” custom_margin=”||||false|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|tablet” custom_padding=”3px||||false|false” animation_style=”slide” animation_direction=”bottom” text_font_size_tablet=”17px” text_font_size_phone=”17px” text_font_size_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n For a change process to succeed, it requires active change management. Read our article on change management to learn more about how you, as a leader, can navigate a change process safely and effectively.<\/p>\n You are also always welcome to contact us to hear more about how we can support you in driving the next major change process in your organisation.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|tablet” _builder_version=”4.18.0″ _module_preset=”default” background_color=”#f4f4f4″ background_enable_image=”off” custom_margin=”2rem|-140px|2rem|-140px|false|true” custom_padding=”3rem||3rem||false|false” custom_padding_tablet=”1rem|1rem|1rem|1rem|false|true” custom_padding_phone=”” saved_tabs=”all” locked=”off” global_colors_info=”{}” transform_styles__hover_enabled=”on|hover” transform_scale__hover_enabled=”on|hover” transform_translate__hover_enabled=”on|desktop” transform_rotate__hover_enabled=”on|desktop” transform_skew__hover_enabled=”on|desktop” 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text_text_color=”#747d88″ text_line_height=”1.8em” header_font=”||||||||” header_2_font=”|700|||||||” header_2_font_size=”38px” header_3_font=”|900||on|||||” header_3_text_color=”#465D0D” header_3_font_size=”13px” header_3_letter_spacing=”1px” header_3_line_height=”2em” header_4_font_size=”24px” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” max_width=”700px” max_width_tablet=”” max_width_phone=”” max_width_last_edited=”on|tablet” module_alignment=”center” custom_margin=”0rem||5px|17px|false|false” custom_margin_tablet=”0rem|0px|0px|0px|false|false” custom_margin_phone=”” custom_margin_last_edited=”on|tablet” custom_padding_tablet=”0px|0px|0.5rem|0px|false|false” custom_padding_phone=”” custom_padding_last_edited=”on|tablet” animation_style=”slide” animation_direction=”bottom” hover_enabled=”0″ locked=”off” global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n [\/et_pb_text][et_pb_text content_last_edited=”off|phone” _builder_version=”4.27.4″ text_font=”Lato|300|||||||” text_letter_spacing=”0.5px” text_line_height=”1.8em” header_font=”Lato||||||||” header_text_color=”#000000″ header_2_font=”Lato|700|||||||” header_2_text_color=”rgba(0,0,0,0.83)” header_2_font_size=”38px” header_2_letter_spacing=”1px” header_2_line_height=”1.4em” header_3_font=”Lato|900||on|||||” header_3_text_color=”#1EAEE2″ header_3_font_size=”13px” header_3_letter_spacing=”1px” header_3_line_height=”2em” custom_margin=”0px||-5px||false|false” custom_padding=”0px||0px||false|false” animation_style=”slide” animation_direction=”left” hover_enabled=”0″ text_orientation_tablet=”left” text_orientation_phone=”” text_orientation_last_edited=”on|phone” module_alignment_tablet=”left” module_alignment_phone=”left” module_alignment_last_edited=”on|phone” locked=”off” global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n People & Performance has worked with Change Management for over 15 years, and in this guide we provide an overview of what lies behind the concept and answer some of the most relevant questions about Change Management.<\/p>\n We work hands-on with both Danish and international companies, training their leaders to navigate and manage change effectively.<\/p>\n [\/et_pb_text][et_pb_button button_url=”https:\/\/www.pphr.dk\/en\/from-change-management-to-leading-change\/” button_text=”Guide: From Change Management to Change Learning” button_alignment=”center” button_alignment_tablet=”” button_alignment_phone=”” button_alignment_last_edited=”on|tablet” _builder_version=”4.27.4″ custom_button=”on” button_text_size=”12px” button_text_color=”#FFFFFF” button_bg_color=”#465D0D” button_border_width=”12px” button_border_color=”#465D0D” button_border_radius=”3px” button_letter_spacing=”2px” button_font=”|900||on|||||” button_icon=”E||divi||400″ button_icon_color=”#FFFFFF” custom_margin=”2rem||||false|false” hover_enabled=”0″ button_text_color_hover=”#edbb5f” button_letter_spacing_hover=”1px” global_colors_info=”{}” button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”on|hover” button_text_color__hover=”#FFFFFF” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”on|hover” button_letter_spacing__hover=”2px” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off” theme_builder_area=”post_content” sticky_enabled=”0″][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Do you know what a change process is? PPHR has 15 years of experience in change processes in companies. Read about the 4 phases of the change process here.<\/p>\n","protected":false},"author":11,"featured_media":243041,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","inline_featured_image":false,"footnotes":""},"categories":[31,44,33,45,14],"tags":[],"class_list":["post-243037","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-all-en","category-alle-da-en","category-articles-en","category-artikler-da-en","category-uncategorized"],"acf":[],"yoast_head":"\nThe Changing Nature of Change<\/h2>\n
The Four Phases of Change<\/h3>\n
\u00a0<\/h4>\n
\u00a0<\/h4>\n
\u00a0<\/h4>\n
1. Planning
2. Kickoff
3. Acceleration
4. Integration<\/h4>\nThe Planning Phase<\/h4>\n
The Kickoff Phase<\/h4>\n
The Acceleration Phase<\/h4>\n
The Integration Phase<\/h4>\n
How Do You Maintain Yourself During Change?<\/h2>\n
\u00a0<\/h4>\n
\u00a0<\/h4>\n
\u2022 Personal mental coping strategies (creating vision, setting boundaries, balancing obligations, etc.)
\u2022 Deliberate use of physical activity as a release
\u2022 Building trusted spaces where you can share concerns without consequences
\u2022 Awareness of which leadership activities serve as self-mobilisation<\/h4>\nLeading Change Processes<\/h2>\n
Would you like to read more about Change Management?<\/h4>\n