Regina Temple: Common Types of Organizational Change

Regina Temple on Organizational Change: Types and Examples



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With effective organizational change strategies, companies can overcome stagnation while minimizing disruption.

The first step is understanding the five types of organizational change and determining what best suits your team, company, and corporate culture.

Regina Temple explores the types of organizational change companies typically undergo.

Organization-wide change

Organization-wide change is an extensive business transformation that affects the entire company, explains Regina Temple. This action typically includes company restructuring, human resource management, implementing new policies, or introducing a new enterprise technology.

Every employee may struggle with such large-scale change. However, if done properly, you will see significant improvements to the organizational structure.

Transformational change

Transformational change targets a company's organizational strategy, explains Regina Temple. Companies that withstand rapid change in their industry are often agile, adaptable, and flexible enough to transform their game plans when necessary.

Transformational change strategies must account for the company's current situation and direction. Cultural trends, social climate, and technological innovations are some of the factors leaders should consider.

However, given the fast pace at which digital technology evolves, Regina Temple points out that companies may not succeed if they don't incorporate digital adoption platforms into their transformation strategies.

Personnel change

Personnel change is necessary when a company experiences layoffs or hyper-growth. Each type of organizational change can reduce voluntary employee turnover, so organizational change management is necessary to avoid these outcomes.

The threat of layoffs tends to cause fear and anxiety among employees, and leaders should expect employee morale and productivity to suffer. Nevertheless, the company must always move forward, and companies must treat staff members with understanding and compassion, Regina Temple adds. If handled poorly, personnel change may lead to chaos and inefficiencies and will delay essential growth.

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Unplanned change

Unplanned change is a necessary action following unexpected events, notes Regina Temple. While unanticipated change is hard to predict, your organization can prepare for it.

Many companies experience unplanned changes, like when a CEO unexpectedly resigns or a security breach occurs. When this happens, chaos and disruption often ensue.

By implementing basic organizational change strategies, organizations can minimize unplanned risks and emerge more adaptable following robust agility training.

Remedial change

A change leader may implement remedial changes when there is a need to address poor company performance as part of a change effort, says Regina Temple. For instance, financial distress is often due to lackluster performance and will need remedial change. Other examples include introducing a training program or rolling out new software.

Other types of corrective action include reviewing outdated strategies that are no longer profitable issues stemming from leadership. For example, a newly appointed CEO who is not a good fit for the company might also call for remedial change.

Although remedial change can be tailored to the specific problem on hand, it still requires effective organizational change strategies to work, notes Regina Temple.

Regina Temple has served in the healthcare community for over 30 years. She has worked in various settings, from unionized to non-unionized facilities, for-profit to not-for-profit organizations, acute care centers, and outpatient clinics. For more articles on healthcare leadership, employee satisfaction, retention, and other related topics, subscribe to this page.

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