Topic: Organizational change in our complex world

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Organizational change
Organizational change as planned alteration of organizational components to improve the effectiveness of organizations. by organizational components we mean the organizational mission, & vision, strategy, goals, structure ,process or system, technology & people in an organization.
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Forces that drive change today

Social forces Demographic forces Economic forces Political forces Technological forces

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Four change roles found in organizations

1) change initiators 2) change implementers 3) change facilitators 4) change recepients
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Change initiators
Get things moving, take action & stimulate

the system to react.

They are the ones constantly seeking change

to make things better.

Change initiators will learn to take more

effective actions to lever their change programs.

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Change implementers
Effectiveness doesnt come from making the critical decision but rather managing the consequences of decisions & creating the desired results . if change going to be easy , it would already have happened . The change implementer role is important & is needed in our organizations.
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Change facilitators
Change facilitators understand change processes & assist the organization to work through change issues. they have high levels of self awareness & emotional maturity & are skilled in the behavioral arts- using their interpersonal skills to work with teams or groups.
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Change recipients
Change recipients are those who find

themselves on the receiving end of change. Change recipients will understand what is happening to them & will learn how to respond positively.

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Types of organizational change

Tuning Adapting Redirecting / reorienting Overhauling / recreating
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Tuning
Incremental change made in anticipation of

failure events.

Need is for internal alignment . Focuses on individual components or

subsystems.
Middle mgmt role. Implementation is the major task. E.g.. Quality improvement from an employee

committee.
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Adapting
Incremental changes made in response to

environmental changes.

Need is for internal alignment. Focuses on individual components or

subsystems.

Middle mgmt role.

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Redirecting or reorienting
to a new reality.

Need is for positioning the whole organization Focuses on all organizational components. Senior mgmt. creates sense of urgency &

motivates the change .

E.g. , a major change in product or service

offering , in response to opportunities identified.

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Overhauling / re-creating
Response to a significant performance crisis. Need to re evaluate the whole organization

including its core value. optimism.

Senior mgmt creates vision & motivates Focuses on all organizational components to

achieve rapid system wide change.

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Characteristics of a successful leader

enabling change.

They are involved in both driving change &

They recognize that resistance to change is

both a problem and an opportunity.

Good change leadership focuses on

outcomes but is careful about process.

Change leaders recognize the tension
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Thank you.

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