Change Management WalkMe TeamUpdated December 8, 2021

The 5 Change Management Approaches To Understand

The 5 Change Management Approaches To Understand

The following are some approaches to change management that all business organizations, regardless of their size, should make use of. Until now unprecedented market transparency , international capital flow, immediate communication and unparalleled labor mobility have completely obliterated the comfort zone most organizations previously occupied. This is particularly evident when it comes to long term strategic planning.

Increased worldwide competition has also forced virtually every firm to face an issue that they before afforded to steer clear from; which is change. Successful business establishments now need to implement a culture that just keeps evolving to efficiently adapt to the new challenges of running their operations. Organizations now don’t just focus on strategic and tactical planning, but also have to pay attention to the human facet of change management. This quite simply means aligning their core values, culture and staff to bring about the expected results of change.

Organizational change management planning by itself has never been known to bring about any values worth talking about. Values can only be effected by the collective output of an organization’s employees in designing, analyzing and adapting to a changing market field. Long term organizational change management integrates 4 key components, which are scope, magnitude, duration and strategic relevance of the change itself. Despite this, firms can only realize the boons of change, when it happens at the individual employee level.

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The 5 Approaches To Change Management To Understand

1. Attempt to systematically address the human angle of change

Most major organizational changes will certainly give rise to “people” challenges. New leaders will be required and job descriptions will have to be modified. While new skills must also be developed to properly adapt to change. All these factors can naturally make a majority of the staff apprehensive and even hesitant to take up the new tasks assigned to them. Tackling such teething problems in a reactionary manner can threaten the speed, morale and efficiency of workers.

Organizational approaches to change management ought to start at the top and modified appropriately as the change transcends down the organization. This necessitates a lot of data gathering and evaluation, which usually culminates in the redesigning of strategies, systems as well as processes. Organizational change management should be incorporated into program design as well as an organization decision making. It should include a comprehensive evaluation of a firm’s history and capability to adapt to change.

2. Change management should be implemented at every level of an organization

As changes come to effect they can either negatively or positively influence all the different levels of an organization’s hierarchy. All efforts to enforce change management should include pinpointing leaders all through, and place suitable responsibility on them for the designing and implementation downward. This way change can be able to cascade throughout the entire organization and bring about the desired results.

At every level, leaders need to be installed, and trained to align themselves and their subordinates with the company’s vision. They should be equipped with the right resources to carry out their duties , and also motivated to effect the forecasted change.

3. Start by making a formal case of change management

Quite a large number of individuals in an organization reflexively rationalize, and will definitely question just what extent of change is necessary in such an entity. To effectively deal with this detrimental trend, the top brass of an organization need to articulate a formal case for change management. This should in essence be a written vision statement that should include 3 critical components.

First of all, the organization should come to grips with reality, and put forward a feasible reason for the change that they wish to effect. Secondly, it should offer its optimism concerning the projected benefits of effecting the change in question.

Finally, it should go on to formulate a feasible roadmap to steer all its employees in the right behavior, and also offer the right guidelines for all the necessary decisions to be made.

4. Leaders should foster a suitable sense of ownership

One of the most practical approaches to change management that any business organization could make use of is its leaders leading by example. This connotes their working as hard or even harder than their subordinates at the exact level they may be placed at.

This should be particularly evident at the initiation of the particular change processes the organization has chosen to bring about into its various operations. All employees vested with power must cheerfully accept newer and more responsibilities for bringing about change in all areas that they are responsible for. To this very end, ownership can be properly effected by identifying the right employees in leadership posts who can pinpoint all the challenges that organizational change management will bring about.

While at the same time taking effectual steps to fully empowering them to be in a position of developing viable solutions for all the problems they encounter in their day to day activities. The positive results of the same should be suitably lauded with tangible incentives and rewards that will motivate such employees to work even harder to bring about the desired change.

5. Firms should take the necessary time to effective communicate the message of change management

It is rather unfortunate that most individuals who have leadership roles in business organizations err by incorrectly assuming others employees understand change management issues. Or those beneath them in the organization’s hierarchy are as eager as them to move in the new direction they have charted out for the good of the company.

One of the most viable approaches to change management in this particular circumstance is that the management should not get tired of reiterating the core message of change. More importantly they should always be at hand to offer frequent, appropriately timed and practical advice to their subordinates.

As most individuals would readily appreciate, communication in an organization flows from the bottom and spurts out at the top. Hence leaders in organizational change management should offer the right information at the ideal moment. While taking the necessary time to solicit for feedback and input from their workers when needed.


Implementing all of these approaches can be just the doctor ordered for business organizations to adapt to change. Not only will they assist such organizations in establishing a systematic response to change among their employees. But they will also place them in an excellent position to fully exploit the many benefits of streamlining their business processes and systems with much better alternatives. Hope these organizational approaches for change management have been insightful.

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