What’s the Difference between Change Enablement and Change Management?



Change Management is a commonly used term, but today, the term Change Enablement has become much more widely known. But where did this “new” term come from? And what differentiates the two? Are they the same? The simple answer is no, they are not the same.


Change Management and Change Enablement both have the same end goal of helping organizations navigate through change, but their core focus is vastly different. Firstly, it’s important to acknowledge that Change Enablement evolved from Change Management to better support people through their individual change journeys. Many people believe that it’s one versus the other, however, the truth is that they are both needed in organizational change.


The Original Flavour


You could say that Change Management is the original form of dealing with change in your organization. Change Management takes a top-down approach, and it’s within these frameworks that good practices were developed. These tried structures are still useful and very much necessary to this day. However, Change Management is just that—a framework. It does not account for the development of the world and people around. Ironically, Change Management has not adapted to the changes in workplace culture, especially in the New World of Work. But, the bones of Change Management can be supported by new practices, which is where Change Enablement comes in.


Evolving from Change Management to Change Enablement


A top-down approach seems logical, but upon further consideration, it simply doesn’t account for all the levels of an organization. Many people in an organization, such as line workers for example, may be resistant to change; they’re being told to change the way they do things without knowing why. They aren’t included in project discussions, and don’t see what’s in it for them.


Nowadays, we understand much more about human psychology, and people