This section aims to review the key steps in overcoming, as much as possible, the common mistakes stated in the introduction. It also aims to help you plan the essential measures to facilitate the adoption of a change by the affected employees. A few proven tools will also be presented.

Together, they paint a picture of how to manage the human impact of change.

Of course, the depth and breadth of change management should be commensurate with the scope and complexity of the change and its impacts on stakeholders. The simpler it is, the smaller the impact, and the lighter your interventions will be – and vice versa. What is proposed is generic. It is up to you to adjust your efforts according to your context.

In addition, your involvement in each of the stages depends on your role in the change. Are you the instigator? Are you part of the team that will develop the solution? Or will you benefit (or suffer?) from the change along with your team members?

 Whatever the case, having a comprehensive understanding of the process will certainly allow you to ask the right questions and act effectively.