Implementing change in today’s times can often come across as being quite difficult due to things moving at great speeds. Whether it be technology, new demands from consumers, or organisations simply needing to change internal processes to be more efficient, change is definitely inevitable.

By implementing change, positives can be witnessed through organisational development and various approaches such as sense-making, to name a few.

Change can come about through the use of an Organisational development practitioner, who is often used by an organisation to make it aware of its own problems and how to go about solving them. An organisational development practitioner will often possess the following skills: consultation, interpersonal and intrapersonal.

In order for change to be first implemented though Lewin’s change process model needs to be taken into consideration which deals with unfreezing the problem, then evaluating what change would be applicable and then refreezing the situation.

Another way to implement change can also be through the 4D cycle of appreciative inquiry which sets out that the change should first be discarded, dreamt about, determine what should be and then in what way it will be delivered.

Often the implementation for change will come about through the following drivers: animation, direction, paying attention and updating and respectful, candid interaction.

Implementing change is often not an easy process, as it requires an organisation be prepared to waste its resources on a trial and error basis. Through experience organisations do get more efficient with implementing change thus change can then be interpreted to be a positive thing rather than an interruption to the activities of an organisation.

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