Updated: Dec 4, 2021
A comprehensive change management glossary that contains more than 200 terms providing clear and simple descriptions to boost your organisational change management knowledge. This glossary pertains to the Leadership of Change®. Please feel free to utilise our a2B Change Management Glossary below. If you find it useful, please consider buying our paperbacks and electronic books.
Please feel free to utilise our a2B Change Management Glossary below. If you find it useful, please consider buying our paperbacks and electronic books. It is a comprehensive change management glossary that contains more than 200 terms providing clear and simple descriptions of organisational change management concepts.
Change Freeze: The point at which scope changes to a programme are no longer permissible.
Change History Assessment© (CHA©): This can be used to assess and review the outcomes of earlier change programmes and initiatives. It provides organisational insights that may increase the likelihood of successful implementation through the analysis of lessons learned, mitigation of previous weaknesses and enhancement of future success.
Change Impact: How employees, processes, systems and the organisation are affected during the transition from the current ‘a’ state to the improved future ‘B’ state.
Change Initiative: The name given to an organisational change programme or improvement project.
Change Leadership: Is about being a proactive growth mindset employee who has the knowledge, skills and ability to successfully transition an organisation from the current state ‘a’ to the future ‘B’ state, ensuring adoption and benefits realisation. This transition involves planning the change, executing the change so that the organisation and its employees sustain the change or transformation.
The change leader has three key responsibilities for the successful leadership of change, they are ‘Articulate’, ‘Model’ and ‘Intervene’.
Change Management: A field of management focused on organisational change which is the practice of applying a structured approach to transition an organisation from the current ‘a’ state to the improved future ‘B’ state to achieve change adoption and the expected benefits.
Change Management Framework: See ‘a2B Change Management Framework’.
AMI® Change Leadership Model: This model outlines the three critical leadership responsibilities to implement change: Articulate the vision, Model the new way and Intervene to ensure sustainable change.
Articulate: The first element of a leader’s role in organisational change. Leaders are expected to ‘Articulate’ the organisation’s change vision.
AUILM® Model: This model outlines the five key life cycle stages the employee goes through in the change transition from the current ‘a’ state to the improved future ‘B’ state. AUILM® is an acronym that represents: Awareness, Understanding, Involvement, Learning and Motivation.
Backfire: The tendency of some leaders and employees to resist accepting evidence that conflicts with their beliefs. It causes people to strengthen their support for their original stance.
Peter consults, speaks, and writes on the Leadership of Change®.
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