Managing Global Organizational Change
Organizational change refers to any shift in your enterprise’s structure, culture, or business model.
It is inevitable.
How your organization reacts to that inevitably impacts your employees and your business. As famous educator Peter Drucker says, “The greatest danger in times of turbulence is not the turbulence — it is to act with yesterday’s logic.”
In fact, companies with good change management practices are 3.5x more likely to outperform their peer organizations. So when change arrives — whether you’re hiring new leaders, entering a new market, or even merging with another company — face it head on. These CultureIQ resources show you how.
(Jump right into our full eGuide on organizational change if you’d prefer. You can get it here.)
Learn how to effectively manage organizational changeDownload eGuide
Change in the workplace generally comes up against two types of resistance:
- Status quo bias and loss aversion, also known as habit and feat
- A lack of understanding, or ignorance
Overcome resistance by outlining the need for change, understanding the motivations behind hesitations, and showing examples of change in action. Our article walks through how.
Change at the enterprise level can impact employees across countries, offices, divisions, and levels. In other words, change impacts a lot of people.
Our article shares five tips for communicating your change proactively, clearly, and consistently:
- Pick a key sponsor
- Set your messaging
- Lean into why
- Be repetitive
- Allow for dialogue
Doing so will ensure every employee across your organization understands what’s happening. Once employees understand, they can accept. Once they accept, they can adopt. Check out the article here.
Leadership transitions rank among the most unique and difficult changes to implement. Internal moves, retirements, promotions — whatever the leadership transitions, it affects your organization widely.
Our article shows you how to prepare for a leadership transition by:
- Making a leadership transition plan
- Communicating leadership transitions widely
- Effectively onboarding new leaders
Head to the article to learn how to act on these three steps.
Earlier this year, CultureIQ merged with CEB’s Workforce Surveys & Analytics (WS&A) division. Throughout the merger, keeping CultureIQ’s own culture healthy and strong remains a top priority.
CultureIQ CEO Greg Besner shared how we’re prioritizing our culture throughout our merger.
For instance, Greg held a leadership transition team meeting within 48 hours of the merger. The nine participating leaders — from both companies — gathered together for two days. They spent time getting to know each other and building trust. Then, they dove into building a plan for integrating the two companies.
Check it out for more ideas to implement throughout your own organizational change.
We’ve created a free eGuide with everything to know on organizational change — all in one place.
When change inevitably takes place, you can use the guide to:
- Secure buy-in on the importance of managing change
- Set change management practices
- Educate managers looking to help their teams through change
- Provide guidance to HR on managing the change
You can download the free guide here.