Leading Organizational Transformation

The theme of Change Management has never been as relevant in organizations as in recent years. Millions of dollars in failed investments in digital transformation projects have shown us that every endeavor, to be successful, requires high engagement and as little resistance as possible from stakeholders.The human factor has entered the core of the organizational transformation process, meaning changing organizations alongside people, through people, and not despite people.Organizational Change Management has been classically defined as the discipline that supports individuals and organizations in transitioning from the current state to a future state.Heraclitus of Ephesus said 2,500 years ago that ''''nothing is permanent except change.'''' Reflect for a moment and you''ll probably realize that the way changes are managed and led in the 21st century has also changed. Perhaps it no longer makes sense to handle organizational changes as we did in the past millennium.The competence in managing and leading changes has been gaining ground in organizations at an impressive pace. Since the 5th edition of the PMBOK® (Project Management Body of Knowledge), a new area of knowledge began to be considered, at that time called Stakeholder Management.Subsequently, the PMI® (Project Management Institute), considered the greatest authority on the planet in projects aimed at change, launched new studies and guides specifically addressing this subject. In August 2021, PMI® released the 7th edition of the PMBOK®, this time directly addressing Change Management among its principles and performance domains.While we have evolved significantly in management activities, we still have much to advance when it comes to leading changes.