CH 16

What is Organizational Change?
Organizational changes are those that have a significant

impact on the organization as a whole. Major shifts to
personnel, company goals, service offerings, and
operations are all considered different forms of
organizational change. It’s a broad category.
Before you can design your change management strategy,
it is important to determine the type of organizational
change. This helps execute the right change management
plan for the best possible results. Knowing the type of
organizational change will also help you choose the right
change management tools.
Why is Organizational Change
Important?
Organizational change is a business necessity. Employees
leave, and new employees are hired, new teams and
departments are created as the company grows, and
businesses adopt new technology to stay ahead of the
curve.
The key to successful, productive organizational change is
the way you manage it. It’s vital to keep employees in the
loop and ensure that they understand what the changes are
and how employees will be affected.
Cont…
With effective organizational change management, you can keep the
business running smoothly during the transition. For example,
offering effective training helps employees learn new technology
faster. That way, they fully adopt the technology, and the
organizational change isn’t bogged down by support tickets and
frustrated users.
By identifying the types of organizational change, you will be
implementing, you can make a plan for keeping employees informed.
You can ask for feedback as you implement the change and then
make adjustments to your change management plan so that your
team has the support, they need to maintain high morale and
facilitate the change from their end .
6 Types of Organizational
Change
1. Strategic change
Organizations implement strategic changes to their business to achieve
goals, boost competitive advantage in the market, or respond to market
opportunities or threats. A strategic change includes making changes to the
business’s policies, structure, or processes. The upper management and the
Chief Executive Officer often bear the responsibility for strategic change.
A People‐centric change requires transparency, communication, effective
leadership, and an empathetic approach .

2. People-centric organizational
change
While all changes affect people, people-centric types of organizational

change include instituting new parental leave policies or bringing in
new hires. When implementing a people-centric change, the leadership
must bear in mind that employees will naturally resist change.
Many change management models, such as the Kübler-Ross Change

Curve and Satir Change Model, focus specifically on managing
emotional reactions to change.
Kübler-Ross Change Curve
3. Structural change
Structural changes are changes made to the organization’s structure that might
stem from internal or external factors and typically affect how the company is
run. Structural changes include major shifts in the management hierarchy, team
organization, the responsibilities attributed to different departments, the chain
of command, job structure, and administrative procedures.
Circumstances that lead to structural change include mergers and acquisitions,
job duplication, changes in the market, and process or policy changes. These
changes often overlap with people-centric changes as they directly affect most,
if not all, employees.
4. Technological change
The increasing market competition and constantly evolving technology

lead to technological change within organizations. Technology change
often involves introducing new software or system to improve business
processes. However, technology project goals are often improperly
defined and poorly communicated, which scares and frustrates your
employees and ultimately leads to resistance.
Technology change management is all about identifying new technology
and implementing a digital strategy for improved productivity and
profitability.
5. Unplanned change
Unplanned change is defined as a necessary action

following unexpected events. An unplanned change
cannot be predicted but can be dealt with by effective
change management.
6. Remedial change
 Remedial changes are reactionary. This type of
change occurs when a problem is identified,
and a solution needs to be implemented. As
these changes are designed to address an issue;
they call for immediate action.
Cont…
Reactionary change may not be ideal, but it’s

inevitable. The benefit of the remedial
change is that judging its success is quick
and simple with just one question – was the
problem solved or not?
1. Clear vision and
goals
It’s essential to understand the reasons for the change, how
it will impact the business outcomes, and when it will be
considered successful.
Formulating and sharing a comprehensible purpose,
vision, and goals helps employees and leaders understand
the “why” of the change and is critical for the overall
success of a change’s implementation.
2. Prioritization
It’s impossible to change everything at once, so it is

critical to prioritize the matters you want to tackle first.
For example, implementing three new enterprise
applications one after another, not all at once.
3. Secure buy-in from your entire
organization
It is essential to include all key stakeholders, from
leadership and management to executives, to minimize
an organization’s resistance to change. This helps
employees feel heard, included, and valued – allowing
for any conflicts to be aired early in an implementation
project and quickly resolved.
Cont…
Develop a written communication plan to inform all

stakeholders about the change. The plan must address all
concerns, including what the new business will look like.
The communication must be two-way that provide
employees with opportunities to ask questions and share
their concerns
4. Build a change implementation plan
A successful change implementation requires a detailed plan to
highlight critical milestones systematically. For an effortless
rollout, you must plan all of these aspects – project scope,
integrations, resources, communication, time, cost,
procurement, and risks. A practical implementation plan
accelerates the pace of change implementation by anticipating
and overcoming barriers and resistance to change.
5. Focus on training & support
 On-demand training and support are vital for

reinforcing change. You can implement different
change management tools that provide training, create
knowledge bases, track progress, etc.
Cont…
For instance, implement a digital adoption platform to help users

effortlessly switch from one tool to another. DAPs enable employee
training on any new software or enterprise application via contextual in-
app walkthroughs, balloon tips, videos, written guides, and embedded
knowledge bases
Thank you for you time and
attention

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What is Organizational Change?

Organizational changes are those that have a significant

A People‐centric change requires transparency, communication, effective

leadership, and an empathetic approach .

While all changes affect people, people-centric types of organizational

Many change management models, such as the Kübler-Ross Change

The increasing market competition and constantly evolving technology

Unplanned change is defined as a necessary action

Reactionary change may not be ideal, but it’s

It’s impossible to change everything at once, so it is

Develop a written communication plan to inform all

 On-demand training and support are vital for

For instance, implement a digital adoption platform to help users

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