Change management principles are the guiding practices business leaders should follow to effectively manage change. No single methodology fits every organization, but there is a set of practices, tools, and techniques that can be adapted to a variety of situations when it comes to managing and ensuring change.

Here are the top five principles for change management that you can use as a systematic, comprehensive framework, to understand what to expect, how to manage your own personal change, and how to engage the entire organization in the process.

Principle 1: Address the Human Side Systematically

Transformation creates “people issues.” Dealing with these issues reactively puts speed, morale, and results at risk. A formal approach for managing change — beginning with the leadership team and then engaging key stakeholders and leaders — should be developed early, and adapted often as change moves through the organization. 

Principle 2: Start at the Top

When change is on the horizon, all eyes will turn to the organization’s leadership team for strength, support, and direction. As such, leaders themselves must embrace the new approaches first, both to challenge and to motivate the rest of the institution. They must speak with one voice and model the desired behaviors.

Principle 3: Involve Every Layer

Changes affect different levels of the organization. While change efforts require leaders, the plan should ultimately be to push the responsibility for design and implementation down, so that change “cascades” through the organization. This approach is also a great way for identifying the next generation of leadership.

Principle 4: Make the Formal Case

The articulation of a formal case for change and the creation of a written statement are invaluable opportunities to create or compel alignment. First, articulate a convincing need for change. Then, demonstrate faith in the future and the capabilities of those leading the change. And finally, provide a road map to realize the change.

Principle 5: Create Ownership

Ownership is often best created by involving people in identifying problems and crafting solutions. Make sure you monitor them, keep them informed, and satisfied with the progress. You can also reinforce ownership by incentives and rewards, which can be tangible or psychological.