Effective organisational change
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Effective organisational change

Organisational change requires customisation

Not a single organisational change is the same. The unique circumstances, culture, and structure of your organisation require a tailored approach. Effective organisational change doesn’t disrupt the current situation but addresses issues that hinder progress towards success.

It’s essential to first gain a clear understanding of the situation and objectives, then select a suitable change strategy, assign roles, and choose the appropriate tools for the change. Once the strategy is implemented, focus shifts to measuring and ensuring its success.

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Temporary roles

Change initiatives often require roles and skills within organisations that are not typically needed under normal circumstances. As a result, the existing staffing levels may be inadequate to manage the additional demands of a change process.

InContext can assist organisations by temporarily filling or enhancing these roles. This support can take the form of directly performing the roles, coaching employees, or assembling a project team. It’s important to ensure that while these roles are being addressed, the day-to-day operations continue seamlessly.

“It is all about selecting the right approach for the unique situation, culture and structure of your organisation.”

Thomas Benedict – Director and founder InContext

Temporary roles

Six InContext key points during organisational change

1. It’s about people

Organisational change encompasses more than just structures, tasks, systems, and tools. Most importantly, it involves people—fostering a shared vision, a sense of urgency, and adapting daily behaviours.

2. Organisational change comes at a price

Organisational change comes with a cost. Disrupting existing structures and methods involves challenges, expenses, and discomfort. The more ambitious the transformation, the greater the costs. It can be beneficial to consider the potential price of the intended change before beginning to avoid surprises later. Conducting a reality check on an ambitious change plan early on can also be helpful.

3. Follow the chosen path

Once a change has been initiated, it must be fully implemented; otherwise, you risk being stuck in a limbo where the old ways no longer function and the new methods are not yet effective. This can lead to a loss of motivation and trust among employees. Therefore, the leadership must actively lead and demonstrate their commitment to the change, regardless of the chosen strategy. Every organisational change will encounter setbacks and challenges, and it is during these times that leaders must remain steadfast in pursuing the chosen path.

4. Take care of a clear and supported vision

A transformation requires a clear vision that outlines the direction for your organisation. The more broadly this vision is supported, the smoother the transformation will be. Naturally, it is easier for people to understand and accept a vision to which they have contributed.

5. Take care of the engagement

Organisational change requires engagement from all involved. It’s important to balance the input from those who design the transformation with the experiences of those who will undergo it. While not everyone can be involved in the design phase, investing time and effort at the outset to involve people can lead to reduced resistance later on. It’s also crucial to address resistance seriously and listen to concerns, as it doesn’t necessarily pose a problem but should be acknowledged and managed effectively.

6. Have an eye for the growth and development of leaders

Organisational change involves managing diverse stakeholders, each with their own interests, concerns, desires, and resistance. It can be challenging to present a unified narrative. Leaders need support to navigate conflicts, enhance their own behaviour, and address fears and concerns. Leaders who focus on their own growth and development are better equipped to handle change effectively.

The right solution for your business

Our solutions are creative, innovative, and tailored to your organisation. We bridge the human and business aspects, ensuring our interventions are always relevant, recognisable, and practically applicable. Our programmes challenge participants to step outside their comfort zone. With the support of our trainers and facilitators, they can experiment, explore their limits, and push boundaries to achieve their ambitions.

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The right solution for your business