What is Change Management and Organisational Change?

Richard Keenlyside
Jan 13
4 min read

In today’s fast-paced business environment, change is inevitable. Organisations must adapt to new technologies, market demands, and internal shifts to remain competitive. This is where change management and organisational change come into play. Understanding these concepts is crucial for any business leader aiming to successfully steer their company through transformation. I want to share my insights on what these terms mean, why they matter, and how to approach them effectively.

Defining Change Management: A Strategic Approach

Change management is the structured process of guiding individuals, teams, and organisations through transitions. It involves preparing, supporting, and helping people adapt to change to achieve desired business outcomes. The goal is to minimise disruption and resistance while maximising engagement and productivity.

At its core, change management is about people. Even the best strategies and technologies will fail if the people involved are not on board. This is why communication, training, and leadership are critical components of any change management plan.

For example, when a company implements a new IT system, change management ensures that employees understand how to use it, why it’s necessary, and how it benefits their work. Without this support, adoption rates drop, and the investment may not deliver the expected returns.

Key elements of change management include:

Assessment: Understanding the scope and impact of the change.
Planning: Developing a roadmap with clear objectives and timelines.
Communication: Keeping stakeholders informed and engaged.
Training: Equipping people with the skills they need.
Support: Providing ongoing assistance during and after the transition.
Measurement: Tracking progress and making adjustments as needed.

Eye-level view of a business meeting discussing change management strategies — Team collaborating on change management plan

Organisational Change: The Bigger Picture

Organisational change refers to the broader transformation of a company’s structure, culture, processes, or strategy. It can be driven by external factors like market shifts or internal factors such as leadership changes or mergers and acquisitions.

Unlike change management, which focuses on the people side of change, organisational change encompasses the entire system. It involves redesigning workflows, redefining roles, and sometimes reshaping the company’s identity.

For instance, a global organisation undergoing digital transformation is not just changing technology; it is altering how teams collaborate, how decisions are made, and how value is delivered to customers. This kind of change requires a holistic approach that aligns strategy, culture, and operations.

Organisational change can be incremental (small, continuous improvements) or transformational (radical shifts). Both types require careful planning and execution but differ in scale and impact.

Examples of organisational change include:

Implementing new business models.
Restructuring departments or teams.
Adopting new technologies at scale.
Merging with or acquiring another company.
Shifting corporate culture to embrace innovation.

High angle view of an office space showing organisational restructuring — Office environment reflecting organisational change

Why Change Management and Organisational Change Matter

Understanding the difference between change management and organisational change is essential because they complement each other. Organisational change sets the direction and scope, while change management ensures the people side is handled effectively.

Without effective change management, organisational change initiatives often fail. Resistance, confusion, and lack of engagement can derail even the most well-planned transformations. Conversely, managing change without a clear organisational change strategy can lead to fragmented efforts and missed opportunities.

I have seen many organisations struggle because they underestimated the human element of change. Leaders focused solely on technology or processes without addressing employee concerns. This approach leads to delays, cost overruns, and lost morale.

By integrating change management into organisational change, companies can:

Increase adoption rates of new initiatives.
Reduce resistance and anxiety among employees.
Improve communication and collaboration.
Achieve faster and more sustainable results.
Enhance overall business performance.

This integration is especially critical for global organisations and private equity firms managing complex transformations across multiple regions and cultures.

Practical Steps to Implement Change Management and Organisational Change

Navigating change successfully requires a clear, actionable plan. Here are some practical steps I recommend based on my experience:

Conduct a thorough impact analysis: Identify who will be affected, how, and to what extent. This helps tailor your approach to different groups.
Engage leadership early: Leaders must champion the change and model the desired behaviours.
Develop a communication plan: Use multiple channels to share consistent messages, address concerns, and celebrate milestones.
Provide training and resources: Ensure employees have the knowledge and tools to adapt confidently.
Create feedback loops: Encourage open dialogue and use feedback to refine your approach.
Monitor progress and adjust: Use metrics to track adoption, performance, and sentiment. Be ready to pivot if needed.
Embed change into culture: Reinforce new behaviours through policies, recognition, and ongoing support.

For example, during a digital transformation project, I helped a client establish a change network of influencers across departments. These individuals acted as ambassadors, providing peer support and real-time feedback. This approach significantly improved engagement and reduced resistance.

The Role of Technology in Change Management and Organisational Change

Technology often acts as both a driver and enabler of change. Digital tools can streamline communication, automate processes, and provide data insights that inform decision-making.

However, technology alone does not guarantee success. I always emphasise that technology should support people, not replace them. The best outcomes come from combining smart technology with strong change management practices.

For instance, implementing a new enterprise resource planning (ERP) system requires not only technical deployment but also training, process redesign, and cultural alignment. Without these elements, the system may be underutilised or rejected.

Using technology to facilitate change management can include:

Collaboration platforms for real-time communication.
Learning management systems for training delivery.
Analytics tools to measure adoption and performance.
Automated workflows to reduce manual tasks.

By leveraging technology thoughtfully, organisations can accelerate change and improve resilience.

Moving Forward with Confidence

Change is a constant in today’s business landscape. Organisations that master change management and organisational change position themselves to thrive amid uncertainty. I encourage leaders to view change not as a threat but as an opportunity for growth and innovation.

By focusing on both the human and systemic aspects of change, you can create a culture that embraces transformation. This approach leads to better outcomes, stronger teams, and sustainable success.

If you want to explore how to implement effective change strategies tailored to your organisation’s unique needs, I am here to help. Together, we can navigate complex technology challenges, enhance operational efficiency, and drive sustainable growth.

I hope this overview has clarified what change management and organisational change entail and why they are vital for any business undergoing transformation. Remember, successful change is not just about what you change but how you manage the journey.