Understanding Changes and Their Impacts: How They Fit Into Change Management

Hey there! I’m Christy, and after over 20 years in organizational change management, I can tell you that when it comes to change, understanding the what and the how is only part of the equation. It’s also about recognizing the impacts—both big and small—that the change will have on your team, your processes, and even your organization’s culture. Today, I want to dive into how understanding changes and their impacts can make all the difference in your change management strategy.

The Change: What Are We Actually Changing?

Let’s start with the basics: the change itself. When I work with organizations, I always encourage them to get crystal clear on what they’re changing. It might sound simple, but you’d be surprised how often change initiatives start with only a vague idea of the end goal.

Are you adopting a new technology? Restructuring departments? Changing a core process? Whatever it is, define it. This is the foundation of your change management plan because it helps you map out everything else. When you have a clear view of the change, you can better understand its ripple effects—and that’s where the real magic happens.

The Impact: Why Understanding It Matters

Once you’ve nailed down what’s changing, it’s time to explore the impact that change will have. Think of impact as the ways this change will alter the day-to-day lives of the people it touches. It’s the “what happens next?” after you implement the change.

Impacts can take many forms:

• People Impact: Who will be affected by this change? Will roles shift, and if so, how? Will people need new skills or training?
• Process Impact: How will current workflows be affected? Will certain steps be removed, and will new ones be added?
• Cultural Impact: How will the change fit within your organization’s culture? Does it align with your core values, or will it introduce new norms?

Understanding these impacts is crucial because it allows you to anticipate challenges and address them before they turn into roadblocks. Change management isn’t just about implementing something new—it’s about helping people adapt to the new, and the only way to do that is by understanding the impact.

How Changes and Impacts Fit into the Change Management Process

In the world of change management, understanding change and its impact is the backbone of a successful strategy. Here’s how they fit into the bigger picture:

1. Defining and Planning the Change

This is the blueprint stage. You’re not just asking, “What are we changing?” but also, “How will this change impact our team, our workflows, and our customers?” During this phase, you’re mapping out the change with as much detail as possible and then analyzing the impact. Think of it as plotting out every twist and turn before you take the journey. I have gone into a “scary” level of detail on defining the change in my blog post Halloween Themed: How to Definite Your Change Objective.

2. Communicating the Change and Its Impacts

When it’s time to communicate the change, don’t just share the what—share the how and why, too. People need to understand how this change will impact them personally. The more transparent you are about the anticipated impacts, the more prepared people will be to face them. Clear communication around the impact helps reduce anxiety and build trust. For more about the value of creating a communication plan, check out my blog post Communication Planning for the WIN!

3. Providing Training and Resources

If the impact of the change requires new skills, processes, or knowledge, that’s your cue to provide training and resources. I often tell leaders to think of this as equipping people for the journey. When you provide what’s needed for people to adapt, they feel more confident and capable. Training is especially important for people whose roles will be directly impacted by the change—it helps them feel supported rather than blindsided.

4. Supporting People Through the Transition

Here’s where the real change management work happens. As the change is rolled out, you’ll likely see the impact playing out in real-time. This is where leaders need to be available to support, address questions, and handle concerns as they arise. Anticipating impacts means you’ll already have some solutions ready, but it’s also about being flexible and responsive as new challenges come up.

5. Evaluating and Adjusting

Finally, as the change settles in, take a close look at the actual impacts versus what you anticipated. Did things go as planned, or were there surprises? Evaluate what went well and where adjustments are needed. I encourage leaders to keep gathering feedback from people impacted by the change, as they often provide insights you won’t see from a distance. This reflection helps you fine-tune your approach and prepares you for future changes.

The Power of Empathy in Managing Impact

One of the most important things I’ve learned is that empathy is essential for effective change management. Understanding the impact of change is more than just a business exercise—it’s about considering the human side of things. People experience change in very personal ways, and by understanding the impact, you can make the experience as smooth and positive as possible.

So, as you define your change objective and analyze its impact, put yourself in your team’s shoes. Ask yourself: “How would I feel if I were in their position?” When you take the time to consider their perspective, it helps you create a change process that feels supportive, not disruptive.

Final Thoughts

Change management isn’t just about deciding to make a change; it’s about thoughtfully navigating your team through the process. By understanding both the change and its impacts, you’re setting the stage for a successful, meaningful transformation that supports your organization’s goals while respecting your team’s experience.

So, next time you’re preparing for a change, remember to ask two key questions: What are we changing? and How will this impact our team? With these insights, you’ll be well-equipped to create a change plan that doesn’t just implement something new, but also helps people feel confident and prepared along the way.