Key Issues of Change Management (at the Executive Level)

Organization and Change


Best Practices
Jaap de Jonge
Editor, Netherlands

Key Issues of Change Management (at the Executive Level)

The ability to manage organizational change at a high level has become a crucial skill for executives. The times of simply aiming for organizational continuity and predictable earnings growth are gone.
Changes in the external environment, like new technologies and ways of communication, globalization of competition, and also the demand for more transparency and responsibility, are putting a lot of pressure and demand for change on organizations and on their top managers. At the same time, large-scale organizational change is utterly complex and demanding. Academics have developed an impressive list of methods, tools and approaches to manage organizational change on an expert level.
Without diving too deep in the details of these instruments for professionals, what key guiding principles of managing change should executives and top managers always bear in mind?
I recommend executives to focus on the arguably 3 most difficult aspects of organizational change:
  1. PEOPLE. Ultimately organizational change is all about humans. The human component is what makes any organizational change so complex, and will often determine if the change effort is successful or not. So select the very best people for the strategic change program and ensure all human aspects are planned and addressed early, carefully and systematically. Create and maintain involvement, participation and commitment of everyone and of all layers. More on Avoiding Resistance to Change.
  2. COMMUNICATION. Never assume the reasons for the change and the best direction are clear to everyone. Explicitly plan the entire communication effort early on. And communicate and keep communicating regularly on multiple levels, using multiple channels and two-directional (top down and bottom-up). More on Communicating a Strategic Vision.
  3. CULTURE. Company culture has multiple levels: explicit and implicit, visible and underlying. It involves things like shared history, values, beliefs, assumptions, perceptions, attitudes and behaviors. Because of these levels and aspects, culture is notoriously hard to change. That's why analyzing and addressing cultural aspects of the new ways of doing things is critical. Explicitly and continuously. More on Changing a Company Culture.
Source: Jones J., Aguirre D., and Calderone M., 2004, "10 Principles of Change Management - Tools and techniques to help companies transform quickly", strategy+business.


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Key Issues in Change Management

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Prof S P Garg
Management Consultant, India

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In my opinion, for sustainable organizational growth and to ensure the organizational change succeed... Sign up

Niminye Amatus

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The 3 questions outlined by @SAMUEL LUZOBE are very relevant and indeed are the most frequently aske... Sign up

Interim Manager, Belgium

Consistency in Purpose

Everything said is correct. Important for the total process is that there is a consistency of the go... Sign up

Justus Nyangau
Business Consultant, Kenya

Key Issues in Change Management

People determine change. In reality the 3 issues are not independent; they are intertwined. Communic... Sign up

eduardo oliva
Professor, Mexico

From Change Management to Change Promotion

I tend to agree with most of the comments already made by my colleagues. What I would like to emphas... Sign up

Justus Nyangau
Business Consultant, Kenya

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I intend to have a contrary opinion with @eduardo oliva that “change cannot be managed”. You have we... Sign up

Shawna-Lee Lawrence
Entrepreneur, Jamaica

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I think change largely depends on PEOPLE, which has been conveyed through the steps to facilitate ch... Sign up

Maurice Hogarth
Consultant, United Kingdom

Factors Affecting Successful Change

Accepted Jaap. Consider: TECHNOLOGY, particularly AI, will be the key driver of change. PEOP... Sign up


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Organization and Change

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