Introduction to Organizational Change 

The rate of change facing government and commercial organizations is staggering. Changes can be driven by legislation, new leadership, old structures and processes no longer working, a change in mission/purpose, new systems, an unhealthy culture, or a need to innovate. At Change Essentials we have spent years supporting and enabling successful change at the organizational level at various government agencies and commercial organizations. We have the right tools backed by years of experience to enable the changes you want or need to make. 

Approach to Organizational Change 

The Change Essentials approach to organizational change is to put an organization through its PACES:


Plan/Prepare – get clear on what needs to change and why. What is the current readiness of the organization for the change? What resistance do you need to be prepared for? What are your desired outcomes? How will you evaluate the effectiveness of the change?

Align – one of the keys to successful organizational change is alignment from the top down. Who are the key stakeholders? How aligned are senior leaders around the change? Alignment is critical to ensure consistent messaging and that the change cascades from the top down effectively throughout the organization.

Communicate – communication is a change enabler. Effective communication can influence people’s thinking and can shape the organizational narrative of the change story. Targeted communication can help people get on board with the change.

Engage – it is critical to engage the people affected by the change in the change process. What are they thinking and feeling? What challenges and concerns do they have that you need to address to minimize resistance and garner their support? Engagement can be done through surveys, live polling, interviews, focus or working groups and creating a change advocates/change network.

Sustain – sometimes the hardest part of change is getting it to stick! You’ve undertaken a re org – the org chart has changed but people are still operating the old way. Why? Systems have an innate desire to maintain the status quo/return to homeostasis after a change. Once the change is complete that is when you really have to put your foot on the gas and implement the change using an in-depth implementation plan.

We can help you ensure that your strong planning leads to strong execution and results in relation to the change your organization needs to make.

Types of Organizational Change 

Change Essentials has experience leading:

  • Organizational effectiveness assessments

  • Change readiness assessments

  • Small and large culture change initiatives 

  • Change management associated with reorganizations, new processes and systems including data gathering, stakeholder analysis, writing change communications, delivering tailored training and building in-depth implementation plans

  • Serving as the change management subject matter expert (SME) on larger change management teams

  • Coaching the leader/leadership team of the organization experiencing change

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