Managing organizational change and transformation for long-term desired results requires an integrated change management system—which incorporates insight and strategic focus on critical factors regarding change orientation, change readiness, change implementation, the transition process, and long-range impact on the organizational systems. Such an organizational change management system is the integrated change management system, linked with the FEDAR™ model.
With the change management system, you have solid organizational change management principles and could use high-performance success factors for managing changes in organizations or the workplace for desired results.
Furthermore, in the change management process you could employ structured organization workshops for change management training—and this would foster organizational leadership and culture.
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The total organizational development framework integrates organizational change and dvelopment perspective, organizational change management principles, core values, and change management process technology.
The integrated organizational change management system helps you produce organizational systems—and the vision of organizational leadership and culture—many organizations want but few attain.
Through reflexive facilitation and implementation of planned change, your business could effectively create the alignment of actualizing organizational facets and people's actualizing attributes to attain transformational change.
The core values an organization and its key people subscribe to define its character and are central to the essence of its business, management, operations, and transactions. The same holds true for core values underlying change management projects—particularly for them to lead to transformational organizational leadership and culture.
Without solid guiding principles, the choices and decisions a business or an organization makes on a change management project and its outcomes would be left to chance. There would be no guarantee of achieving the sustainable organizational change, performance and leadership the business craves. The organization would be banking on accidental or chance occurrences!
The change management process being adopted should facilitate high performing performance management systems and enhace organizational leadership and culture. A fundamental way to do this is to be holistic in analysing and addressing all key aspects of the organizational systems and subsystems critical to the success of the change initiative.
There would be need to imagnatively integrate key human factor issues, socio-technical elements, functional interdependencies, and strategic elements so that they are well-aligned and in actualizing states.
You would use a change management process technology to facilitate insightful and collaborative diagnosis of the strategic situation through organization workshops, change management roundtables, survey feedback, and strategic change engagement and workouts. This would help in robust change readiness analysis and assessments.
With the alignment of actualizing organizational systems and people's actualizing attributes, you could position the performance management systems to benefit from ongoing feedback and reflexive input at all levels in your business.
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