Organisational change: All change is not equal

Organisational change: All change is not equal
Promoted by Organisational change: All change is not equal

Change takes many different forms and yet, traditionally, academics and leaders alike have adopted a ‘one-size-fits-all’ mindset. Unfortunately, change is not that simple.

All change is not equal, and efficient change management requires a more nuanced, context-based approach.

 In this white paper, we delve into the many ways that changes can differ, explore the 5 contextual factors that you need to consider when implementing change, and offer tips on managing the people-side of change and how to make your change a success.

 The 5 contextual factors that you must consider with your change:

 1. Other changes within the business

You need to consider how to manage lots of simultaneous change initiatives. Gone are the days where you could complete one change programme before moving on to the next. Each change will be impacted by, and will impact on, other changes. Be aware of what else is going on and be ready for potential conflicts.

 2. Your organisation’s culture

It’s hard, if not impossible, to make a significant change in your organisation without impacting your culture. Culture is so often forgotten by leaders and can derail even the best made plans. You need to ask yourself two key questions: how will your change shift peoples’ expectations of work? And how are you making an effort to protect your culture through your change?

 3. Your change momentum

Change doesn’t have a set pace or scale. Each change is unique and you must consider your change momentum. By understanding the momentum of your change, you can predict the likely issues and challenges you will face. For example, a slow, large-scale change is often prone to a loss of engagement. And, fast, large-scale changes require you to adopt an “80% is good enough” approach to making decisions.

 4. Your track record with change

Every organisation comes with some ‘change baggage’. How your organisation has responded to previous changes can shape your current change. Emotions, expectations and beliefs can build up over time and you can’t just sweep these away. By acknowledging these emotions and learning from the past, you can help make sure that your current change is a success.

 5. Type of change

There are lots of different types of change and each one brings different considerations. The list is extensive, you might be going through an M&A, an IT system implementation, brining on a new CEO, or perhaps relocating an office. To make your change initiative run smoothly you should consider the characteristics of your change. And be aware of the various enablers and pitfalls that each particular change can bring.


The first step of making your change initiative a success is to consider the context. Managing the people-side of change is, was, and always will be tough. By reading our white paper ‘Organisational change: All change is not equal’, you can be prepared with insight into the contextual factors of change which will help you tackle the challenges before it’s too late.

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