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Four Types of Organizational Change Explained by Project Laneways

To promote their Change Management courses, Project Laneways will use their next few press releases to explain the Four Types of Organizational Change, and this month we examine just what is organizational change, and why it is important.

Recognizing the need for change and knowing how to make that change successful are two very different skills. Strategy is key—but, where to begin? It all starts with understanding what types of organizational change you’re making. The subjects covered over the next couple of months are as follows: 

  • What is Organizational Change? 
  • Why is Organizational Change Management Important? 
  • 4 Types of Organizational Change 
  • Strategic Transformational Change 
  • People-Centric Organizational Change 
  • Structural Change 
  • Remedial Change 

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 would all be considered forms of organizational change. It’s a broad category. Before you can design your change management game plan, determine the type of organizational change you’ll be making. Once you figure that out, you can 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 Management 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.

With effective organizational change management, you can keep the business running smoothly during the transition. For example, offering training options 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.

Project Laneways offer Virtual Classroom Training and Live Interactive Remote Discussion so for more information on change management Sydney, SCRUM courses and agile change please go to www.project-laneway.com.au .