{"id":26133,"date":"2022-03-09T17:38:24","date_gmt":"2022-03-09T17:38:24","guid":{"rendered":"https:\/\/www.talogy.com\/knowledge-hub\/organisational-change\/"},"modified":"2026-07-29T19:23:50","modified_gmt":"2026-07-29T19:23:50","slug":"organisational-change","status":"publish","type":"knowledge_hub","link":"https:\/\/talogy.com\/en-ae\/knowledge-hub\/organisational-change\/","title":{"rendered":"Organisational change"},"content":{"rendered":"\n<section class=\"wp-block-group alignfull hero-variation-four has-white-breadcrumbs has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a609642e wp-block-group-is-layout-constrained\" style=\"background:linear-gradient(140deg,rgb(242,86,25) 1%,rgb(57,4,91) 69%);padding-top:var(--wp--preset--spacing--50);padding-right:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--50);padding-left:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-columns are-vertically-aligned-top is-layout-flex wp-container-core-columns-is-layout-cb0a7ccb wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-vertically-aligned-top is-layout-flow wp-block-column-is-layout-flow\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-8142d6ba wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-right:0;padding-bottom:0;padding-left:0\"><div class=\"yoast-breadcrumbs\"><span><span><a href=\"https:\/\/talogy.com\/en-ae\/\">Home<\/a><\/span> \/ <span><a href=\"https:\/\/talogy.com\/en-ae\/knowledge-hub\/\">Explore the latest talent topics<\/a><\/span> \/ <span class=\"breadcrumb_last\" aria-current=\"page\"><strong>Organisational change<\/strong><\/span><\/span><\/div>\n\n\n<h1 class=\"wp-block-heading has-white-color has-text-color has-link-color has-xxxl-font-size wp-elements-73ef4733f573de2daa280bbdd0723f16\" style=\"font-style:normal;font-weight:800\">Organisational change<\/h1>\n\n\n\n<p class=\"has-white-color has-text-color has-link-color has-s-font-size wp-elements-5d0ebbceb0330dee6352d31c7f8f9880 wp-block-paragraph\" style=\"line-height:1.5\"><\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-orange-light\"><a class=\"wp-block-button__link wp-element-button\" href=\"#form\">Connect with an expert<\/a><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n\n\n\n<div class=\"wp-block-group alignfull is-layout-constrained wp-block-group-is-layout-constrained has-global-padding wp-container-core-group-is-layout-537cecd9\" style=\"padding-top:var(--wp--preset--spacing--70);padding-bottom:var(--wp--preset--spacing--70)\">\n<div class=\"wp-block-columns two-keyline-columns is-layout-flex wp-container-core-columns-is-layout-cb0a7ccb wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column has-border-color has-primary-500-border-color is-layout-flow wp-container-core-column-is-layout-ef36ea6d wp-block-column-is-layout-flow\" style=\"border-width:1px;border-top-left-radius:16px;border-top-right-radius:16px;border-bottom-left-radius:16px;border-bottom-right-radius:16px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--20);flex-basis:50%\">\n<p class=\"has-s-font-size wp-block-paragraph\"><strong>Jump to section:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"#what-is-organizational-change\">What is organisational change?<\/a><\/li>\n\n\n\n<li><a href=\"#why-is-it-important-to-manage-organizational-change\">Why is it important to manage organisational change?<\/a><\/li>\n\n\n\n<li><a href=\"#what-is-culture-change\">What is culture change?<\/a><\/li>\n\n\n\n<li><a href=\"#how-do-you-achieve-culture-change\">How do you achieve culture change?<\/a><\/li>\n\n\n\n<li><a href=\"#using-the-Resilience-Questionnaire-to-mitigate-organizational-change\">Using the Resilience Questionnaire to mitigate organisational change<\/a><\/li>\n\n\n\n<li><a href=\"#how-to-successfully-manage-organizational-change\">How to successfully manage organisational change?<\/a><\/li>\n\n\n\n<li><a href=\"#what-is-the-role-of-leaders-in-managing-change\">What is the role of leaders in managing change?<\/a><\/li>\n\n\n\n<li><a href=\"#how-does-emotional-intelligence-help-leaders-manage-organizational-change\">How does emotional intelligence help leaders manage organisational change?<\/a><\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"what-is-organizational-change\">What is organisational change?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Organisational change is the process of an organisation changing how it works or operates. In the past, organisational change was planned and episodic. With the onset of the Fourth Industrial Revolution, the world is changing faster than ever, and this is of a scale, speed and complexity that is unprecedented. Organisational change is now a constant reality which requires organisations to become increasingly agile to enable them to pivot and adapt on a regular basis. The most successful organisations are those who respond \u2013 at pace \u2013 to emerging challenges and opportunities.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Organisational change comes in many forms. Types of organisational change range from relatively small-scale adaptive changes (e.g. implementing new processes, systems, IT software), to more transformational change of an organisation\u2019s mission, strategy and culture. This large-scale transformation change may be prompted by mergers and acquisitions, the arrival of a new CEO, entering new markets or major technical innovations. As an example, many local, in-town retailers are having to change their business model in response to competitors that are disrupting the market and creating growing online competition.<\/p>\n\n\n\n<div class=\"wp-block-columns alignwide are-vertically-aligned-center is-layout-flex wp-container-core-columns-is-layout-43cf9f50 wp-block-columns-is-layout-flex\" style=\"padding-top:var(--wp--preset--spacing--60);padding-bottom:var(--wp--preset--spacing--60)\">\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-container-core-column-is-layout-242f6b88 wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<blockquote class=\"wp-block-quote talogy-quote is-style-large is-layout-flow wp-block-quote-is-layout-flow is-style-large--1\">\n<p class=\"wp-block-paragraph\">The objectives of organisational change are to&nbsp;<strong>remain competitive and to achieve strategic objectives<\/strong>&nbsp;such as maximising growth, innovation or customer service.<\/p>\n<\/blockquote>\n<\/div>\n<\/div>\n\n\n\n<section class=\"wp-block-group alignfull text-content-wrapper is-style-section-default is-layout-constrained wp-block-group-is-layout-constrained is-style-default has-global-padding\" style=\"padding-top:var(--wp--preset--spacing--70);padding-bottom:var(--wp--preset--spacing--70)\">\n<div class=\"wp-block-media-text alignwide is-stacked-on-mobile is-vertically-aligned-top is-image-fill-element\"><figure class=\"wp-block-media-text__media\"><img decoding=\"async\" width=\"1160\" height=\"1450\" src=\"https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-vertical-three-people-talking-smiling.webp\" alt=\"three people talking and smiling\" class=\"wp-image-105202 size-full\" style=\"object-position:43% 17%\" srcset=\"https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-vertical-three-people-talking-smiling.webp 1160w, https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-vertical-three-people-talking-smiling-240x300.webp 240w, https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-vertical-three-people-talking-smiling-819x1024.webp 819w, https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-vertical-three-people-talking-smiling-768x960.webp 768w\" sizes=\"(max-width: 1160px) 100vw, 1160px\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<h2 class=\"wp-block-heading\" id=\"why-is-it-important-to-manage-organizational-change\">Why is it important to manage organisational change?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Large-scale implementation of organisational change is challenging and requires investment of time and energy to succeed. Much of the research into organisational change indicates low success rates. The stakes are high, and left to chance, the risks of poorly managed change can lead to a resistance to new ways of working, poor morale, diminishing performance and a loss of key talent.&nbsp; Failure to successfully deal with organisational change also leads to cynicism, making it harder to garner engagement in the future.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Managing change is therefore essential to ensure successful outcomes.&nbsp; This requires the active involvement of leaders and managers throughout the organisation; to set direction, engage and motivate people and act as a role model and embed new ways of working.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Read our blog for <a href=\"https:\/\/talogy.com\/en-ae\/blog\/driving-organisational-change-5-tips-for-leaders\/\">5 tips on driving organisational change for leaders.<\/a><\/p>\n<\/div><\/div>\n<\/section>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"what-is-culture-change\">What is culture change?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Organisational culture is the shared beliefs and assumptions within an organisation that characterise \u2018how we do things around here\u2019.&nbsp; Culture is akin to the \u2018personality\u2019 of an organisation, the enduring characteristics and preferred ways of doing things.&nbsp; Climate is the feel of the organisation, \u2018how it feels to work around here\u2019.&nbsp; This is akin to the&nbsp;<a href=\"https:\/\/talogy.com\/en-ae\/knowledge-hub\/emotional-intelligence\/\">emotional intelligence<\/a>&nbsp;of an organisation, how it manages itself and engages its workforce.&nbsp; Leadership climate is a subset of this, where the climate is set by the behaviours of leaders within the organisation.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Large scale organisational change often requires a change to an organisation\u2019s culture.&nbsp; Peter Drucker once famously quoted that, \u201cCulture eats strategy for breakfast\u201d, meaning that strategy can only succeed if the culture supports it.&nbsp; For example, an&nbsp;<a href=\"https:\/\/talogy.com\/en-ae\/blog\/the-culture-checklist-do-you-work-in-a-good-organisational-culture\/\">organisation looking to introduce diversity, equity, and inclusion policies<\/a>&nbsp;to increase representation of minority groups is unlikely to be successful unless they have a culture that values difference.&nbsp; An organisation whose success relies on responding quickly to changing customer needs will struggle to achieve this if they have a bureaucratic culture where front-line employees are required to follow rigid rules.<\/p>\n\n\n\n<div class=\"wp-block-columns alignwide are-vertically-aligned-center is-layout-flex wp-container-core-columns-is-layout-43cf9f50 wp-block-columns-is-layout-flex\" style=\"padding-top:var(--wp--preset--spacing--60);padding-bottom:var(--wp--preset--spacing--60)\">\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-container-core-column-is-layout-242f6b88 wp-block-column-is-layout-flow\" style=\"flex-basis:100%\">\n<blockquote class=\"wp-block-quote talogy-quote is-style-large is-layout-flow wp-block-quote-is-layout-flow is-style-large--2\">\n<p class=\"wp-block-paragraph\">Culture change can be the most challenging aspect of organisational change as it requires changes to&nbsp;<strong>how people, think, feel and behave<\/strong>, and this requires changing shared underlying beliefs.<\/p>\n<\/blockquote>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"how-do-you-achieve-culture-change\">How do you achieve culture change?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The first step in achieving culture change is to align strategy with culture by articulating the desired culture that will support the strategy.&nbsp; For example, if a business wants to develop customer loyalty and trust, they will need to move from a culture of hierarchical control to one of empowerment and trust in the front line. This will ensure they have greater agility and can quickly respond to customer needs and demands.&nbsp; Once this is clear, the next stage is to articulate the systems, processes, behaviours and beliefs that underpin the desired culture.&nbsp; This leads to the process of managing change and instilling new beliefs and habits which reinforce the desired culture.&nbsp; Changing ingrained habits and beliefs takes time and focusing on&nbsp;<a href=\"https:\/\/talogy.com\/en-ae\/talent-management-solutions\/assessments\/leadership-climate-indicator\/\">leadership climate<\/a>&nbsp;is a powerful catalyst in this process.<\/p>\n\n\n\n<div class=\"wp-block-cover cta-purple-banner\" style=\"border-top-left-radius:16px;border-top-right-radius:16px;border-bottom-left-radius:16px;border-bottom-right-radius:16px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--70);padding-right:var(--wp--preset--spacing--70);padding-bottom:var(--wp--preset--spacing--70);padding-left:var(--wp--preset--spacing--70)\"><img decoding=\"async\" class=\"wp-block-cover__image-background wp-image-130\" alt=\"\" src=\"https:\/\/talogy.com\/wp-content\/themes\/talogy_v2\/assets\/images\/patterns\/cta-placeholder.png\" data-object-fit=\"cover\"\/><span aria-hidden=\"true\" class=\"wp-block-cover__background has-primary-500-background-color has-background-dim-100 has-background-dim\"><\/span><div class=\"wp-block-cover__inner-container has-global-padding is-layout-constrained wp-container-core-cover-is-layout-a02f6607 wp-block-cover-is-layout-constrained\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\" id=\"using-the-Resilience-Questionnaire-to-mitigate-organizational-change\">Using the Resilience Questionnaire to mitigate organisational change<\/h2>\n\n\n\n<p class=\"has-text-align-center aligncenter wp-block-paragraph\">Learn how to manage organisational change and bring about a successful transition. Discover the strategies and framework to ensure success in times of change with Talogy&#8217;s Resilience Questionnaire.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex is-content-justification-center wp-container-core-buttons-is-layout-c0bc9f7e\">\n<div class=\"wp-block-button is-style-white-primary\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/talogy.com\/en-ae\/talent-management-solutions\/assessments\/resilience-questionnaire\/\" style=\"border-radius:8px\">Discover the Resilience Questionnaire<\/a><\/div>\n<\/div>\n<\/div><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"how-to-successfully-manage-organizational-change\">How to successfully manage organisational change?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The three keys to successful change management are:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>A clear change story<\/li>\n\n\n\n<li>Engagement from leaders<\/li>\n\n\n\n<li>Change enablement<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">To engage in organisational change, people need to understand why it is happening and to care enough about it to make the necessary changes in how they work.&nbsp; There needs to be a compelling vision or story of change \u2013 so that people understand and buy into why it is needed, and why now.&nbsp; They also need to understand what it means for them \u2013 what they might need to do differently \u2013 and to be motivated and see the opportunities this presents.&nbsp; People are also more likely to engage with and deal with changes positively when they are involved in shaping it and feel empowered during the process.&nbsp; Finally, celebrating progress and wins along the way will bring much needed energy during large-scale transformational change.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For successful change, leaders need to understand that their primary role is to influence employee mindsets and behaviours and that this requires providing support to the employees.&nbsp; Leaders must role model the desired changes to demonstrate their buy-in to new ways of working.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Organisations in transformation need to ensure that people can make the required changes \u2013 that they have the right resources, systems and support to work in new ways.&nbsp; Change enablement is an effective way to reinforce the change story and win engagement.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Finally, change needs to be reinforced through formal and informal means \u2013 through performance metrics, processes and ways of working, and also by how senior leaders behave and role model the desired changes (fundamentals described by&nbsp;<a href=\"https:\/\/www.mckinsey.com\/business-functions\/people-and-organizational-performance\/our-insights\/the-four-building-blocks--of-change\" target=\"_blank\" rel=\"noreferrer noopener\">McKinsey\u2019s four building blocks of change<\/a>).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Whilst essential, these components are not sufficient because successful change requires organisations to manage the emotions of change.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Psychologically speaking, our brains seek predictability which means, whilst we may understand the rationale for change and accept it cognitively, emotional change is often experienced as \u2018painful\u2019 or a threat.&nbsp; If left unattended, this can derail even the best-planned changed efforts.&nbsp; All change requires some kind of loss and a challenge to our fundamental psychological needs of status, certainty, autonomy, relationships and sense of fairness.&nbsp; Leadership neuroscientist&nbsp;<a href=\"https:\/\/www.youtube.com\/watch?v=5Wu33SdjeCs\" target=\"_blank\" rel=\"noreferrer noopener\">David Rock calls this the SCARF model<\/a>.&nbsp; By recognising the emotions associated with change, leaders and change agents can support people to better understand their responses, build coping strategies and resilience, and move more quickly towards accepting new ways of working.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/info.talogy.com\/en-gb\/building-resilient-organisations\" target=\"_blank\" rel=\"noreferrer noopener\">Download our guide on building resilient organisations<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"what-is-the-role-of-leaders-in-managing-change\">What is the role of leaders in managing change?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Leaders play an important role in facilitating the success of change efforts, so it is important that leaders have the mindset and skillset to do so.&nbsp; The skills required include communication and managing others through change.&nbsp; Leaders must be able to help people deal with the change \u2013 &nbsp;understand why it is happening and what it means for them and to motivate others by celebrating achievements and success along the way.&nbsp; They also need to be able to detect when people are struggling with the change, listening to their concerns and supporting them in&nbsp;<a href=\"https:\/\/talogy.com\/en-ae\/talent-management-solutions\/assessments\/resilience-questionnaire\/\">accessing their inner resources and resilience.<\/a><\/p>\n\n\n\n<section class=\"wp-block-group alignfull text-content-wrapper is-style-section-default is-layout-constrained wp-block-group-is-layout-constrained is-style-default has-global-padding\" style=\"padding-top:var(--wp--preset--spacing--70);padding-bottom:var(--wp--preset--spacing--70)\">\n<div class=\"wp-block-media-text alignwide is-stacked-on-mobile is-vertically-aligned-center is-image-fill-element\"><figure class=\"wp-block-media-text__media\"><img decoding=\"async\" width=\"1160\" height=\"870\" src=\"https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-horizontal-man-wearing-blazer-gesturing.webp\" alt=\"man wearing blazer and gesturing while talking\" class=\"wp-image-104825 size-full\" style=\"object-position:60% 30%\" srcset=\"https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-horizontal-man-wearing-blazer-gesturing.webp 1160w, https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-horizontal-man-wearing-blazer-gesturing-300x225.webp 300w, https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-horizontal-man-wearing-blazer-gesturing-1024x768.webp 1024w, https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-horizontal-man-wearing-blazer-gesturing-768x576.webp 768w\" sizes=\"(max-width: 1160px) 100vw, 1160px\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<h2 class=\"wp-block-heading\" id=\"how-does-emotional-intelligence-help-leaders-manage-organizational-change\">How does emotional intelligence help leaders manage organisational change?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">As previously stated, successful change requires managing the emotions of change.&nbsp; Leaders can do this by beginning with themselves; being aware of their own attitudes and emotions and adopting an open mindset.&nbsp; This personal intelligence will support leaders to access their interpersonal intelligence so they can genuinely engage with those they lead, recognising how they are doing, listening to others\u2019 concerns, coaching people to adapt to the changes and meeting the needs of their teams. By using emotional intelligence, leaders are able to create a climate of trust, confidence and empowerment where people feel included and inspired.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/talogy.com\/en-ae\/talent-management-solutions\/assessments\/eip3-emotional-intelligence-assessment\/\" style=\"border-radius:8px\">Discover EIP3, our Emotional Intelligence Profile<\/a><\/div>\n<\/div>\n<\/div><\/div>\n<\/section>\n\n\n\n<div class=\"wp-block-group alignfull has-teal-50-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-dbf02fb2 wp-block-columns-is-layout-flex\" style=\"margin-top:0;margin-bottom:0;padding-top:var(--wp--preset--spacing--60);padding-bottom:var(--wp--preset--spacing--60)\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<h2 class=\"wp-block-heading has-primary-500-color has-text-color has-link-color has-xxl-font-size wp-elements-8534cd815cb5a6ee753047b30e705d9f\" id=\"form\">Let\u2019s talk about how Talogy can help your organisation effectively handle change<\/h2>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-top has-border-color is-layout-flow wp-block-column-is-layout-flow\" style=\"border-color:#7F06C3;border-width:2px;border-radius:16px;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group has-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-1d4118d3 wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;box-shadow:var(--wp--preset--shadow--elevation-200)\">\n<script data-ot-ignore type=\"text\/javascript\" src=\"https:\/\/js-eu1.hsforms.net\/forms\/v2.js\"><\/script> <script data-ot-ignore> (function() { function createHubSpotForm() { if (window.hbspt && window.hbspt.forms) { hbspt.forms.create({ region: \"eu1\", portalId: \"24974645\", formId: \"cae533e7-4bc4-4718-9484-10d52830550b\" }); } else { setTimeout(createHubSpotForm, 100); } } createHubSpotForm(); })(); <\/script>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Jump to section: What is organisational change? Organisational change is the process of an organisation changing how it works or operates. In the past, organisational change was planned and episodic. With the onset of the Fourth Industrial Revolution, the world is changing faster than ever, and this is of a scale, speed and complexity that [&hellip;]<\/p>\n","protected":false},"author":18,"featured_media":0,"parent":0,"comment_status":"open","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"tax_category":[462,2173],"tax_topic":[],"tax_industry":[494,495,496,497,498,499,500,185,501,502],"class_list":["post-26133","knowledge_hub","type-knowledge_hub","status-publish","hentry","tax_category-develop-en-ae","tax_category-2173","tax_industry-automotive-en-ae","tax_industry-energy-utility","tax_industry-federal-government-en-ae","tax_industry-finance-insurance-en-ae","tax_industry-healthcare-en-ae","tax_industry-manufacturing-en-ae","tax_industry-professional-services-en-ae","tax_industry-public-sector-en-ae","tax_industry-retail-en-ae","tax_industry-state-local-government"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - 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