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What are the Principles of Change Management?

What are the Principles of Change Management?

What are the Principles of Change Management

Change management is a critical process in any organization, as it helps to ensure that goals are met and that progress is made towards the achievement of objectives. The eight principles of change management are a useful framework for understanding how to manage change effectively. These principles include clear purpose, logical and creative planning, prioritized action, gathering feedback, adaptive change in response to negative feedback, and continuous improvement.

1. Clear purpose.

Clarity of purpose is essential for ensuring that everyone in the organization understands what needs to be achieved and how it will be achieved. Setting clear goals and communicating them effectively is a key aspect of this principle.

By improving our ability to communicate, we can make ourselves more easily understood, and this will help to ensure that everyone is working towards the same objectives.

2. Logical and creative planning.

This principle involves developing our ability to formulate logical and creative plans that describe how we intend to achieve our goals. By planning in this way, we can ensure that we are taking the most effective course of action and that we are making the best use of our resources.

3. Prioritized action.

This principle involves implementing our plans in an intelligent way by correctly organizing and prioritizing our work. By doing this, we can become more efficient and more effective in achieving our goals.

4. Gathering feedback.

Feedback is a key concept in change management, as it allows us to evaluate the results of our recent actions and to make adjustments where necessary. There are two kinds of feedback: positive and negative.

Positive feedback denotes progress, praise, winning, and achievement, whereas negative feedback denotes setbacks, criticisms, defeats, and failures.

5. Dealing with negative feedback.

Negative feedback is not always easy to handle, but it is an essential part of the change management process. We must develop special communication skills that allow us to convey negative feedback in a positive way, and this is a key determining factor in whether we ultimately succeed.

By learning how to give, receive, and learn from negative feedback, we can make the most of this valuable feedback and use it to make progress.

6. The identification of negative feedback, and analysis of its causes.

The sixth principle of change management is the identification and analysis of negative feedback causes. Negative feedback can be difficult to handle, but it is an important aspect of the change management process.

This principle involves developing communication skills to convey negative feedback in a positive manner, which is crucial for achieving success. The key learning point for this principle is understanding how to give, receive, and learn from negative feedback.

7. Adaptive change in response to negative feedback.

This principle involves analysing negative feedback messages and using them to create progressive change. Negative feedback can drive adaptive change, but only if it is communicated and received well.

This principle also involves learning how to correctly phrase negative feedback messages.

8. Continuous improvement.

This principle is based on the belief that further improvement is always possible. Change management requires continually looking for creative ways to improve products and services, ensuring that progress is being made towards goals.


In conclusion, change management is a critical process that helps organizations achieve their goals and objectives. The eight principles of change management provide a useful framework for understanding how to manage change effectively. By following these principles, organizations can ensure that they are working towards the same objectives, making the most of their resources, and making progress towards their goals.

Learn how to implement these principles on our Change Management course.

About the Author: Chris Farmer


Chris Farmer is the founder of the Corporate Coach Group and has many years’ experience in training leaders and managers, in both the public and private sectors, to achieve their organisational goals, especially during tough economic times. He is also well aware of the disciplines and problems associated with running a business.

Over the years, Chris has designed and delivered thousands of training programmes and has coached and motivated many management teams, groups and individuals. His training programmes are both structured and clear, designed to help delegates organise their thinking and, wherever necessary, to improve their techniques and skills.

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Further Reading in Change Management

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  • Change Should be an Evolution, Not a Revolution
    People find it hard to accept change. But for organisations and ourselves to adapt and improve, change is necessary. Change doesn't have to be revolutionary, it can in fact evolutionary. Well organised and well paced.
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