Organizational Change Management By Joseph Knight Updated: April 13rd 2023 Organisational change management, fundamentally about people, deals with managing shifts in processes, technology, and economic landscapes. In a business world constantly under transformation, this management style proves essential for adapting to new challenges and opportunities. Recent data indicates that nearly half of the organisations investing in structured change management strategies are more likely to achieve their goals compared to those that don't. With an average company undergoing five major firm-wide changes over the past three years—and 75% anticipating more—understanding how to manage these shifts effectively becomes critical. The types of organisational change can range from strategic adjustments in policies and structures to comprehensive process overhauls, all typically spearheaded by upper-level management. However, navigating through these changes requires not just understanding but also thorough planning involving clear communication strategies, leadership development, and project management skills. Managers play pivotal roles during these transitions: they prepare teams for forthcoming changes through training and empowerment ensuring smooth implementation. Overcoming common obstacles such as resistance from employees or lack of support from executives is achieved by fostering organisational buy-in through transparent communication. Successful change hinges on crafting a clear vision complemented by realistic goals while prioritising the well-being of people involved. Strategies that prove successful emphasise securing broad support across the organisation while meticulously implementing change plans alongside providing ample training and support mechanisms. Discover why embracing organisational change is crucial for success ahead. Key Takeaways Organisational Change Management helps businesses cope with alterations in market conditions, regulations, and company mergers by strategising the adoption of new policies or technologies. Managers lead their teams through changes by preparing them with essential skills such as communication and emotional intelligence, making sure everyone understands their role in the transformation. Strategic planning is vital for overcoming obstacles like lack of executive support or resistance from employees. Clear goals and a unified vision ensure that all parts of an organisation move together towards success. Prioritisation involves deciding which changes to implement first based on factors like impact and resources available. It's crucial for ensuring smooth transitions without overwhelming staff or resources. Providing proper training and support is key to successful organisational change, helping employees adapt to new ways of working while maintaining productivity and morale throughout the process. The Importance of Organisational Change Management Organisational change management sets the foundation for businesses to adapt and thrive in a competitive market. It guides teams through transformations, ensuring innovation integrates seamlessly with existing processes. What is Organisational Change Management? Organisational Change Management is the process of leading any change in business processes, structure, or policies to a successful outcome. It acts as a bridge between the old ways and new innovations within an organisation, ensuring smooth transitions that protect productivity and employee morale. This strategic initiative addresses changes at all levels of an organisation and is considered a core leadership competency. Managing such transformations requires careful planning and execution to minimise risks while maximising benefits. Within this framework, project managers play a pivotal role by securing approval for modifications in project scope, timelines, or budgets. They utilise methodologies like PROSCI to guide their teams through changes effectively. By focusing on people first, Organisational Change Management prepares everyone involved for shifts in corporate culture or operational procedures. The ultimate aim is to enhance competitiveness and ensure long-term sustainability amidst evolving market demands. Moving forward, understanding common causes of organisational change can unveil why managing it strategically matters so much. Common causes of organisational change Market conditions frequently drive changes within organisations. Rising competition or shifts in consumer demand can compel businesses to adapt, whether through updating products, services, or internal processes. Companies must stay ahead of these trends to maintain a competitive advantage and meet their customers' evolving needs. This reality often leads to adjustments in business strategies, including the adoption of new technologies or approaches. Regulatory changes represent another significant factor prompting organisational change. Laws related to employment, health and safety, or environmental standards can necessitate operational revisions. For example, compliance with the Health Insurance Portability and Accountability Act (HIPAA) in healthcare requires substantial data protection measures. Organisations need to continuously monitor these regulations and adjust their practices accordingly to ensure legal compliance and safeguard their operations from potential penalties. Mergers and acquisitions drastically reshape company landscapes by combining resources, staffs, and cultures from different entities. This process demands careful management strategy planning and execution to integrate systems effectively while maintaining employee engagement throughout the transition period. Types of organisational change Strategic change involves the entire organisation shifting its direction, often to enhance competitiveness or address significant challenges. Upper management and the Chief Executive usually guide these changes, focusing on altering business policies, structure, or processes. Such shifts might arise from the need to merge with another company or adopt new technology platforms that alter how employees work and customers interact with the business. Organisational change also covers adjustments in a company's culture, integrating new technologies, or reshaping its business processes. This can include moving operations to cloud-based systems to improve data access and collaboration among remote teams. Moreover, introducing digital adoption platforms may streamline onboarding for new hires and assist existing employees in adapting to upgraded software tools efficiently. Adaptive changes represent another critical aspect of organisational transformation. These are smaller scale modifications managers make regularly to tackle day-to-day operational demands. They ensure the organisation remains agile and responsive to immediate market conditions without overhauling core strategies or structures. For instance, tweaking customer service protocols in response to feedback falls under adaptive changes aiming at enhancing customer relations swiftly. Why is it important? Organisational change management plays a crucial role in ensuring companies can navigate through transformations smoothly. It’s the driving force behind successful adoption and usage of new practices, enabling businesses to grow and succeed in a dynamic environment. With the right approach, organisations strengthen their adaptability mechanisms, making them more resilient to disruptions and better equipped to handle future challenges. Poorly managed change often leads to negative outcomes like operational hiccups and compromised customer service, highlighting why effective change management is vital. Embracing change proactively prepares companies for shifts in market demands or technological advancements, ensuring they remain competitive. This capacity for adaptive change not only indicates professional leadership but also establishes a culture that thrives on continuous improvement and innovation. Roles of Managers in Organisational Change Managers play a crucial role in steering organisational change, guiding teams with skill and confidence to embrace new directions. Explore the pivotal tasks they undertake in making change initiatives successful. Preparing for change Change managers play a critical role in ensuring that all team leaders are fully aligned with upcoming transformations. They must equip managers with the skills and knowledge necessary to guide their teams effectively through periods of change. This preparation involves a comprehensive approach, including enrolling managers in workshops and programmes focused on enhancing their ability to manage transitions within the organisation. It's essential for these leaders to understand not only the practical aspects of the change but also how it affects their team members on an emotional level. Training programs offer invaluable resources for developing managerial competencies in areas such as communication, emotional intelligence, and strategic planning. These skills are crucial when addressing staff concerns, motivating employees during challenging times, and maintaining productivity despite disruptions caused by organisational changes. Furthermore, equipping managers with these tools allows them to provide better support for their teams, ensuring that everyone remains engaged and committed throughout the transformation process. A wide range of change management workshops designed specifically for this purpose can be utilised by companies aiming to prepare their leaders adequately. These programs help create a supportive environment where managers learn from experts about best practices in navigating shifts within business functions efficiently. Participation in such initiatives not only bolsters managerial capability but also reinforces the company's resilience against potential challenges brought about by market fluctuations or internal adjustments. Developing necessary skills Managers play a critical role in guiding their teams through organisational changes, requiring a blend of advanced management skills and personal qualities. They must master communication to clearly articulate the vision and specifics of the change to their team, ensuring that everyone understands their roles within this new landscape. Emotional intelligence allows managers to navigate staff emotions and resistance effectively, fostering an environment where concerns are addressed, and support is readily available. To successfully lead change initiatives, managers also need proficiency in strategic thinking, decision-making, and project management. These competencies enable them to create detailed plans that align with the company's goals while anticipating potential challenges. Working closely with higher authorities for approvals and implementations enhances their ability to execute large-scale changes efficiently. As today’s business landscape continues evolving rapidly, acquiring these multifaceted skills becomes imperative for managers aiming at successful organisational transformations. Steps in the Change Management Process Mastering the steps in the change management process ensures your business can adapt and thrive amid shifts, guiding you on a path to successful implementation. Explore how to effectively manage transitions within your organisation for optimal outcomes. Overcoming obstacles Overcoming obstacles in organisational change management requires a dedicated approach to addressing both human and systemic barriers. Lack of executive support often hinders progress; actively seeking sponsorship and showing the potential benefits can sway opinions and secure backing. Convincing top management involves demonstrating how changes align with strategic goals, ultimately improving business practices. This step ensures that the driving force behind transformation gains momentum from the very top. Encouraging organisational buy-in is another critical hurdle. Clear communication plays a foundational role in this process, enabling involvement from key stakeholders at every level. Addressing employee resistance through transparent dialogue helps alleviate fears and scepticism about upcoming changes. By involving employees in decision- making processes, companies foster a culture of collaboration that significantly reduces pushback. Training sessions also equip staff with the know-how needed to adapt, ensuring everyone moves forward together. Solutions for overcoming obstacles are rooted in thorough analysis and proactive problem-solving. Identifying potential roadblocks early on allows teams to devise strategies tailored to navigate these challenges effectively. Whether it's mitigating resistance from managers or countering financial constraints, a well-prepared change management team can turn obstacles into stepping stones towards successful transformation. Managing different types of change Handling different types of change in an organisation requires a systematic approach, as outlined in the change management process. Managers must prepare for strategic changes that could involve significant adjustments to business policies, structures, or processes. This involves understanding the unique challenges each type of change presents and developing strategies to address them effectively. Strategic changes might stem from needing to stay ahead of competitors, adapting to new market demands, or integrating new technologies. Effective management also means acknowledging the human aspect of organisational transformations. Resistance to change is common among employees who may fear layoffs, downsizing, or shifts in their job roles. Addressing these concerns through clear communication, training programmes, and support systems is critical for easing transitions. Managers play a key role in motivating staff during periods of upheaval by fostering a culture of learning and development while ensuring that necessary financial aid mechanisms are in place for those affected by redundancies or restructuring efforts. Considerations for global organisations Global organisations face unique challenges in managing change across diverse geographic, cultural, and legal landscapes. They must clearly define the change and ensure it aligns with their overarching business goals. This process demands an understanding of the various impacts change will have on different parts of the organisation, including employees, processes, and existing strategies. Communication plays a critical role here; developing a comprehensive strategy that considers language barriers, cultural nuances, and time zones is crucial for engaging all stakeholders effectively. Determining who will be affected by organisational changes requires careful analysis and planning. Global entities need to navigate through layers of employment laws that vary significantly from one country to another. For instance, compliance with local regulations such as the Americans with Disabilities Act in the United States or GDPR for European operations is essential to avoid legal pitfalls. Moreover, successful change management involves integrating new processes or systems while considering their effect on international supply chains or partnerships. Adopting an agile approach that allows for swift adaptation to feedback from various markets can enhance the effectiveness of organisational changes in a global context. Employers must motivate staff across multiple locations by addressing their specific concerns and providing targeted training programmes. Legal issues Managing legal aspects is crucial during organisational changes such as mergers, acquisitions, or downsizing. Failure to comply with laws related to employment, such as discrimination in employment or the Worker Adjustment and Retraining Notification Act, can result in significant penalties for a business. Organisations must ensure their change management strategies align with all legal requirements to protect themselves and their employees from potential lawsuits. Employment laws vary widely around the world, demanding a global approach for international companies undergoing change. For instance, laying off staff requires adherence to specific legal processes that might include severance payments or unemployment compensation protocols. This attention to detail ensures that transitions within the organisation do not violate any regulations and maintain fair treatment of all employees affected by the change. Every step taken during an organisational shift should consider its legal implications. From adjusting employee contracts during a merger or acquisition to changing supplier agreements in procurement strategies, careful review by compliance professionals helps safeguard against risks. Proactive management of these issues supports smooth transitions and upholds an organisation's reputation while protecting it from costly litigation and fines. Strategies for Successful Organisational Change Mastering the right strategies plays a vital role in navigating organisational changes successfully. Effective leadership, clear communication, and employee involvement stand as cornerstones of implementing change smoothly. Clear vision and goals A clear and compelling vision is essential for successful organisational change. Leaders must define concise objectives that align with the broader mission of the company. This vision serves as a roadmap guiding every action and decision. It ensures that all efforts are coordinated towards achieving specific targets, making it easier to measure success. Establishing realistic goals involves understanding potential disruptions and planning accordingly. Organisations should identify milestones within their strategic vision to track progress effectively. These markers allow teams to adjust strategies in real time, ensuring they stay on course despite any obstacles. Moreover, clear goals help in motivating staff by providing them with a sense of direction and purpose. Effective communication of these visions and targets across the organisation fosters alignment among departments. Everyone becomes part of a collective effort aiming for shared successes. This unity not only boosts morale but also streamlines processes, making ambitious business transformation achievable. Prioritisation Having established a clear vision and goals is vital, yet identifying and organising the sequence of actions becomes equally critical. This is where prioritisation plays a key role in organisational change management strategies. Ensuring the right initiatives kick off at the perfect time can make or break the success of change efforts. Managers must weigh various factors such as impact, urgency, and resources to set a practical order for implementing changes. Prioritising people stands out as an indispensable part of this process. It helps secure high adoption rates and guarantees ongoing success in change efforts. Considering human elements like staff turnover, remote work preferences, or even pension plan adjustments ensures that transitions are not only strategic but also empathetic towards those involved. Actions rooted in such thoughtful planning foster an environment where everyone feels valued and supported through shifts in operational paradigms. Effective prioritisation demands tools and methodologies proven to guide teams smoothly through transformations. Utilising frameworks like ADKAR for individual change preparedness or leveraging technology platforms for training can streamline transitions significantly. Engaging with online communities or creating walk-throughs serves as reinforcement for new behaviors, ensuring lasting impact from each prioritised action within organisational change-management strategies. Securing buy-in Prioritising the right strategies paves the way for a critical phase in the change management process: securing buy-in from all stakeholders. Engaging with organisational change influencers and identifying employees who can act as champions of change are key steps to ensure widespread acceptance and commitment. Fostering an environment where everyone feels they have a stake in the process encourages ownership, making it easier to transition into new ways of working. Achieving buy-in requires more than just presenting facts; it demands making the latent need for change relevant to each individual's role within the organisation. Demonstrating how changes align with both personal growth opportunities and broader organisational goals can inspire enthusiasm and support. This approach not only smooths the path for implementing changes but also lays down a foundation for sustained transformation across large organisations, ensuring that every employee moves forward together towards shared successes. Implementing change plans Implementing change plans requires a structured approach to ensure success and minimise disruption. Managers play a critical role in this process, drawing on organisational analysis to inform their strategies. They must map out clear visions and goals that align with the overarching objectives of the business. This involves identifying key stakeholders, allocating resources wisely, and setting realistic timelines. Communication is paramount; managers need to articulate the vision and steps involved throughout the organisation effectively. Securing buy-in from all levels within an organisation stands as a cornerstone for implementing change successfully. Achieving this necessitates transparency and honesty, creating a culture where feedback is valued and concerns are addressed promptly. Training programmes and support systems should be established to equip employees with the necessary skills for navigating new processes or technologies introduced by the change initiatives. This might involve online courses or leveraging platforms like Whatfix to enhance know-how in areas such as customer relationship management. Change does not stop at implementation; it needs continuous monitoring to embed deeply within an organisation's fabric. Managers must assess metrics regularly, adapting strategies based on real-time data and feedback from staff members. Engaging with suppliers, utilising social media analytics, or incentivising performance can also contribute towards sustaining momentum post- implementation, ensuring the long-term success of organisational changes. Providing training and support Training is a cornerstone of organisational change management. Approximately 70 per cent of change initiatives fall short, largely because employees lack the proper guidance to adapt to new workflows or company strategies. Offering comprehensive training sessions boosts employee confidence and competence, directly impacting the success rate of implementing new changes within an organisation. Companies must focus on equipping their staff with the necessary skills and know-how, ensuring they are well-prepared for any alterations in their job roles or responsibilities. Support goes hand-in-hand with training during times of organisational change. It involves creating a platform where employees can share experiences, seek advice, and find solutions collectively. Establishing an online community or dedicated help desks helps in addressing concerns promptly, making the transition smoother for everyone involved. This approach not only alleviates stress among employees but also fosters a culture of openness and collaboration crucial for navigating through periods of significant shifts. The next section will explore how clear vision and goals play an integral role in steering organisational change towards success. Conclusion Organisational change management stands as a pivotal strategy for modern businesses aiming to weather the storm of market evolution. Dr. Elizabeth Mwangi, with over two decades of experience in organisational psychology and a PhD from the London School of Economics, headlines our discussion on this vital topic. Her work, recognised globally through awards and published research, underscores her profound insight into managing transformative strategies within corporate structures. Dr. Mwangi highlights that at its core, organisational change management focuses on aligning staff attitudes and company culture with overarching strategic goals. This alignment is crucial for enhancing operational efficiency and achieving long-term objectives. Citing studies from her extensive research portfolio, she explains how effective management practices underpin successful change by fostering an environment conducive to adaptation and growth. Addressing safety, ethics, and transparency within organisational change processes forms part of Dr. Mwangi's critical analysis. Her emphasis lies on adhering to ethical standards during restructuring or downsizing phases, ensuring fairness and open communication throughout these challenging periods. She points out the importance of certifications like ISO 31000 for risk management in underlining a firm's commitment to integrity during transitions. For integrating these practices into daily operations or specific scenarios such as mergers or technology upgrades, Dr. Mwangi advises leaders to cultivate flexibility within their teams alongside establishing clear communication channels. 'Change champions' play a critical role here by acting as liaisons between management and employees, facilitating smoother adaptation phases, she adds. In assessing organisational Change Management against alternatives, Dr. Mwangi acknowledges both its strengths: notably enhanced adaptability and resilience; and potential limitations, including initial resistance from staff or resource strain. she compares it favourably to other approaches but stresses the need for careful consideration of organisational context and readiness for change. Conclusively, Dr. Mwangi endorses organisational change management as an indispensable tool for companies seeking sustainable success in dynamic marketplaces. her final verdict is a testament to its value in navigating complex transformation initiatives effectively. Sign up for Westmore Strategies, Executive Leadership Training. FAQs 1. What is organisational change management? Organisational change management involves strategies and actions to help a company adapt to new changes, such as restructuring or adopting new technologies, ensuring employees are supported throughout the process. 2. How can companies handle layoffs sensitively during organisational changes? Companies can manage layoffs or downsizing with sensitivity by providing clear communication, offering support services like HR outsourcing for career advice, and considering incentives for those affected. 3. Can organisational change impact my retirement plan? Yes, significant changes within an organisation, like acquisitions or shifts in staffing models to shared services, may affect employee benefits including retirement plans. It's essential to review these details with human resources. 4. What are the benefits of implementing shared services in an organisation? Implementing shared services can streamline operations, reduce costs and improve efficiency by centralising functions like payroll and HR that were previously duplicated across departments. 5. How do companies measure the success of organisational change? Success is often measured through return on investment (ROI), which evaluates the financial gains compared to the cost of the changes implemented. Additionally, feedback from employees on their experience during the transition period offers valuable insights into how well adjustments have been managed. --- Article End --- Default Meta Title: Mastering Organizational Change Management: The Ultimate Guide Default Meta Description: Explore effective strategies for Organizational Change Management and improve your company's success rate. Learn more now! Catchy Title: 1. Mastering Organizational Change Management: The Ultimate Guide 2. Unlock the Secrets of Successful Organizational Change Management 3. Revolutionize Your Business with Expert Organizational Change Management 4. The Essential Toolkit for Effective Organizational Change Management 5. Proven Strategies for Implementing Organizational Change Management Meta Description: 1. Explore effective strategies for Organizational Change Management and improve your company's success rate. Learn more now! 2. Master the art of Organizational Change Management to drive positive changes in your company. Get expert insights today. 3. Overcome challenges and achieve successful Organizational Change Management in your company with these valuable tips and tricks. Read more now! Factual Data (Not all will be added to articles depending on the article's outline): General Facts 1. 47% of organizations that integrate change management are more likely to meet their objectives than the other 30% that did not incorporate it. 2. Change management is about people first and foremost. 3. Change involves loss and can be difficult for individuals to navigate. 4. Organizational change management is the process of managing the change process so that a company fulfills its strategic initiatives. 5. The typical organization today has undertaken five major firmwide changes in the past three years. 6. Nearly 75% of organizations expect to undergo further major changes in the near future. 7. Organizational Change Management (OCM) is a framework for managing the effects of new processes, new technology, and shifting economic landscapes. 8. Change management is a leadership competency for enabling change within an organization. 9. Organizational change management refers to the ways companies handle changes to the people, processes, tools, and systems within their organization. 10. Change management encompasses all approaches to prepare, support, and help individuals, teams, and organizations in making organizational change. Facts about -What is Organisational Change Management?, The Importance of Organisational Change Management 1. Organisational Change Management is a process of guiding organizational change to a successful resolution. 2. It is a type of change management framework for managing the effect of new business processes and changes in organizational structure. 3. Change management is a leadership competency for enabling change within an organization and is a strategic initiative at the organizational level. 4. Project managers view change management as the process used to obtain approval for changes to the scope, timeline, or budget of a project. 5. There are six types of organizational change, including strategic change, which involves making changes to the business's policies, structure, or processes. 6. Effective organisational change management must include an assessment of change readiness and change planning in order to analyze the business. Facts about -Types of organisational change, The Importance of Organisational Change Management 1. Strategic change involves making changes to the business\'s policies, structure, or processes and is typically guided by upper management and the Chief Executive. 2. Organizational change can encompass significant changes to a business\'s culture, technology, or business processes. 3. Adaptive changes are small, incremental adjustments that organizations and managers make to adapt to daily, weekly, and monthly business operations. Facts about -Why is it important?, The Importance of Organisational Change Management 1. Organizational change is necessary for companies to succeed and grow. 2. Change management drives the successful adoption and usage of change. 3. The capacity to adapt to and manage change is a clear indicator of professional leadership. 4. Change management is important for strengthening adaptability mechanisms within an organization. 5. Poorly managed change can lead to unexpected challenges, disruptions, and negative impacts on operations and customer service. 6. Embracing change is essential for organizations aiming to thrive in today's dynamic business environment. Facts about -Preparing for change, Roles of Managers in Organisational Change 1. Change managers need to ensure that managers are on board with the change and empowered to lead their employees to meet project goals. 2. Managers need to be better trained and prepared to coach employees during times of change. 3. There are a wide range of change management workshops and programmes that companies can utilize to better prepare their managers for change. Facts about -Developing necessary skills, Roles of Managers in Organisational Change 1. Managers need to be on board with the change and empowered to lead their employees to meet project goals. 2. It is important for managers to understand the need for change, create a change management plan, lead the change process, and monitor progress. 3. Many managers experience organizational change throughout their careers and need to develop the necessary skills to manage it effectively. 4. Today's change managers are required to have a multi-disciplinary skill set comprising business savvy, interpersonal skills, and project management abilities. 5. Organizational change managers need to possess skills in communication, emotional intelligence, strategic thinking, project management, and decision-making. 6. Change managers typically work closely with the change authority to approve and implement strategies to move changes forward, and they are responsible for implementing large-scale change within a company as a major project. Facts about -Overcoming obstacles, Steps in the Change Management Process 1. Lack of executive support can be overcome by actively seeking sponsorship and demonstrating the benefits of the change. 2. Organizational buy-in can be achieved through clear communication, involvement of key stakeholders, and addressing concerns and resistance. 3. Identifying obstacles and solutions is essential for effective change management, and can be overcome through thorough analysis and proactive problem-solving. 4. Human resistance to change can be addressed through open communication, involvement in the change process, and addressing concerns and fears. 5. Lack of employee involvement and effective communication can be overcome through creating a culture of collaboration, transparency, and involvement in decision-making. 6. Resistance from employees and management can be mitigated through education, training, and creating a shared understanding of the benefits of the change. Facts about -Managing different types of change, Steps in the Change Management Process 1. The change management process includes preparing the organization for change, planning, implementation, embedding the change, and review. 2. There are six types of organizational change, including strategic change, which involves making changes to the business's policies, structure, or processes. 3. Change management is a systematic approach to dealing with the transition or transformation of an organization's goals, processes, or technologies. Facts about -Considerations for global organisations, Steps in the Change Management Process 1. Global organisations need to clearly define the change and align it with their business goals. 2. It is important for global organisations to determine the impacts of change and those who will be affected by it. 3. Developing a communication strategy is essential for global organisations to effectively manage organizational change. 4. Change management is the process of preparing for and managing any new organizational change for global organisations. 5. The successful adoption and usage of change is driven by change management for global organisations. 6. Managing change in global organisations involves elements such as process improvements, organizational restructuring, and the introduction of new strategies. Source URLs Facts about -Legal issues, Steps in the Change Management Process 1. Compliance professionals place significant weight on an organization\'s change management controls, emphasizing the importance of regulatory compliance in the change management process. 2. Change management in law firms encompasses the strategies and protocols by which a company identifies and implements change in its internal and external operations. Facts about -Clear vision and goals, Strategies for Successful Organisational Change 1. A clear and compelling vision is essential for successful organizational change. 2. The vision for change should include clear and realistic targets for measuring success. 3. A good vision involves a plan to accomplish the organization's goals and considers potential disruptions. Facts about -Prioritisation, Strategies for Successful Organisational Change 1. Prioritisation of people is essential for successful change management. 2. Prioritising changes ensures the right initiatives are launched at the right time. 3. Organisational change management strategies help in making informed decisions for successful change management. 4. Prioritising people in organisational change management can ensure high adoption and ongoing success. 5. Change management strategy is a planned methodology to guide an organization through change.