Organizational Change Dynamix

Simply put, organizational change is necessary to maintain the organization and business relevance.  The need to change is driven by both internal and external forces.  Internal forces; such as, a need to restructure, realign the business model, or reorganize the workforce.  External forces that drive change are often competition, economic conditions and government regulation.

What dynamix does an organization need to thrive?  The short answer to the question is change readiness.  Change readiness must be ingrained in the organizational culture and supported by the organization's leadership, management, and employees - at all levels of the organization.  Creating an organizational culture that is adaptable ready for change requires an assessment of the organization's current state of change readiness and developing a plan to increase the organization's readiness for change.  The plan must be specifically designed to move the organization from the actual current state to the desired state of readiness taking into consideration the unique nature of the organization - this is what we refer to as the organization's change dynamix.  

Simply put, it is unlikely that a mass market "how to" book will meet the specific needs of the organization and be the right recipe for developing an adaptable, change ready organization.  There are numerous change models, methods, and processes that make up the toolbox of an organizational development professional.  Improving an organization's change dynamix can be a costly effort, and not necessarily in terms of the cost of assessing and implementing change.  To succeed; shareholders, management, employees, and customers  must have confidence in the effort succeeding.  Failed attempts undermine future attempts, making it crucial to do it right the first time.