{"id":26135,"date":"2022-03-09T17:38:28","date_gmt":"2022-03-09T17:38:28","guid":{"rendered":"https:\/\/www.talogy.com\/knowledge-hub\/organisational-change\/"},"modified":"2025-11-15T14:00:15","modified_gmt":"2025-11-15T14:00:15","slug":"organisational-change","status":"publish","type":"knowledge_hub","link":"https:\/\/talogy.com\/en-gb\/knowledge-hub\/organisational-change\/","title":{"rendered":"Organisational change"},"content":{"rendered":"\n<section class=\"wp-block-group alignfull hero-variation-four has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b8cc06b1 wp-block-group-is-layout-constrained\" style=\"background:linear-gradient(135deg,rgb(186,249,244) 18%,rgb(211,251,164) 59%);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-28f84493 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-6a165bb8 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-gb\/\">Home<\/a><\/span> \/ <span><a href=\"https:\/\/talogy.com\/en-gb\/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-secondary-900-color has-text-color has-link-color has-xxxl-font-size wp-elements-baf6c2affde1d94024cae5643991ed58\" style=\"font-style:normal;font-weight:800\">Organisational change<\/h1>\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=\"#form\">Connect with an expert<\/a><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group novashare-pattern has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><style>.ns-block-b138451b-9e24-4ae2-906b-9f5ed73f33eb .ns-button{--ns-btn-color:#A335FF}.ns-block-b138451b-9e24-4ae2-906b-9f5ed73f33eb .ns-button:hover{--ns-btn-color:#fff}body .ns-block-b138451b-9e24-4ae2-906b-9f5ed73f33eb a.ns-button:hover .ns-button-wrapper>span{box-shadow:none !important;filter:brightness(1) !important}.ns-block-b138451b-9e24-4ae2-906b-9f5ed73f33eb .ns-button-icon *,.ns-block-b138451b-9e24-4ae2-906b-9f5ed73f33eb .ns-button-label span{color:#fff}.ns-block-b138451b-9e24-4ae2-906b-9f5ed73f33eb .ns-button:hover .ns-button-icon *,.ns-block-b138451b-9e24-4ae2-906b-9f5ed73f33eb .ns-button:hover 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1.8-3.7.9-6.9-.5-9.7s-12.5-30.1-17.1-41.2c-4.5-10.8-9.1-9.3-12.5-9.5-3.2-.2-6.9-.2-10.6-.2s-9.7 1.4-14.8 6.9c-5.1 5.6-19.4 19-19.4 46.3s19.9 53.7 22.6 57.4c2.8 3.7 39.1 59.7 94.8 83.8 35.2 15.2 49 16.5 66.6 13.9 10.7-1.6 32.8-13.4 37.4-26.4s4.6-24.1 3.2-26.4c-1.3-2.5-5-3.9-10.5-6.6\"\/><\/svg><\/span><span class='ns-button-label ns-button-block ns-hide'><span class='ns-button-label-wrapper'>WhatsApp<\/span><\/span><\/span><\/a><a href='' aria-label='Share via Email' target='_self' class='ns-button email' rel='nofollow'><span class='ns-button-wrapper ns-button-block'><span class='ns-button-icon ns-button-block'><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewBox=\"0 0 512 512\"><path fill=\"currentColor\" d=\"M502.3 190.8c3.9-3.1 9.7-.2 9.7 4.7V400c0 26.5-21.5 48-48 48H48c-26.5 0-48-21.5-48-48V195.6c0-5 5.7-7.8 9.7-4.7 22.4 17.4 52.1 39.5 154.1 113.6 21.1 15.4 56.7 47.8 92.2 47.6 35.7.3 72-32.8 92.3-47.6 102-74.1 131.6-96.3 154-113.7M256 320c23.2.4 56.6-29.2 73.4-41.4 132.7-96.3 142.8-104.7 173.4-128.7 5.8-4.5 9.2-11.5 9.2-18.9v-19c0-26.5-21.5-48-48-48H48C21.5 64 0 85.5 0 112v19c0 7.4 3.4 14.3 9.2 18.9 30.6 23.9 40.7 32.4 173.4 128.7 16.8 12.2 50.2 41.8 73.4 41.4\"\/><\/svg><\/span><span class='ns-button-label ns-button-block ns-hide'><span class='ns-button-label-wrapper'>Email<\/span><\/span><\/span><\/a><a href='' aria-label='Share on more networks' target='_blank' class='ns-button share' rel='nofollow' onClick='event.preventDefault();'><span class='ns-button-wrapper ns-button-block'><span class='ns-button-icon ns-button-block'><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewBox=\"-32 0 512 512\"><path fill=\"currentColor\" d=\"M352 320c-22.608 0-43.387 7.819-59.79 20.895l-102.486-64.054a96.55 96.55 0 0 0 0-41.683l102.486-64.054C308.613 184.181 329.392 192 352 192c53.019 0 96-42.981 96-96S405.019 0 352 0s-96 42.981-96 96c0 7.158.79 14.13 2.276 20.841L155.79 180.895C139.387 167.819 118.608 160 96 160c-53.019 0-96 42.981-96 96s42.981 96 96 96c22.608 0 43.387-7.819 59.79-20.895l102.486 64.054A96.3 96.3 0 0 0 256 416c0 53.019 42.981 96 96 96s96-42.981 96-96-42.981-96-96-96\"\/><\/svg><\/span><span class='ns-button-label ns-button-block ns-hide'><span class='ns-button-label-wrapper'>Share<\/span><\/span><\/span><\/a><\/div><\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-top is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image aligncenter size-full has-custom-border\"><img decoding=\"async\" width=\"770\" height=\"578\" src=\"https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/hero-v4-teal-background-man-button-down-shirt.jpg\" alt=\"man wearing denim button down shirt\" class=\"wp-image-104188\" style=\"border-radius:10px;box-shadow:var(--wp--preset--shadow--elevation-300)\" srcset=\"https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/hero-v4-teal-background-man-button-down-shirt.jpg 770w, https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/hero-v4-teal-background-man-button-down-shirt-300x225.jpg 300w, https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/hero-v4-teal-background-man-button-down-shirt-768x576.jpg 768w\" sizes=\"(max-width: 770px) 100vw, 770px\" \/><\/figure>\n<\/div>\n<\/div>\n<\/section>\n\n\n\n<div class=\"wp-block-group alignwide has-black-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-97a15b39 wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns two-keyline-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column has-border-color is-layout-flow wp-container-core-column-is-layout-d1ac5b5a wp-block-column-is-layout-flow\" style=\"border-color:#822ACC;border-width:2px;border-radius:15px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30);flex-basis:50%\">\n<p class=\"has-white-color has-text-color has-link-color has-s-font-size wp-elements-29421d307c64032850140b3525aca9a4\"><strong>Jump to section:<\/strong><\/p>\n\n\n\n<ol 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<\/ol>\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>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>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 has-white-color has-black-background-color has-text-color has-background has-link-color wp-elements-3cb2553d48de8bbe5f571d5fa9bdef8a is-layout-flex wp-container-core-columns-is-layout-a54e0cfc 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-8a368f38 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>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 alignwide text-content-wrapper is-style-section-dark has-global-padding is-layout-constrained wp-block-group-is-layout-constrained is-style-section-dark--2\" style=\"padding-top:var(--wp--preset--spacing--70);padding-bottom:var(--wp--preset--spacing--70)\">\n<div class=\"wp-block-media-text is-stacked-on-mobile is-vertically-aligned-top\"><figure class=\"wp-block-media-text__media\"><img decoding=\"async\" width=\"819\" height=\"1024\" src=\"https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-vertical-lime-background-woman-arms-crossed-819x1024.jpg\" alt=\"woman with arms crossed\" class=\"wp-image-105202 size-full\" srcset=\"https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-vertical-lime-background-woman-arms-crossed-819x1024.jpg 819w, https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-vertical-lime-background-woman-arms-crossed-240x300.jpg 240w, https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-vertical-lime-background-woman-arms-crossed-768x960.jpg 768w, https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-vertical-lime-background-woman-arms-crossed.jpg 1160w\" sizes=\"(max-width: 819px) 100vw, 819px\" \/><\/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>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>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>Read our blog for <a href=\"https:\/\/talogy.com\/en-gb\/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>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-gb\/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>Large scale organisational change often requires a change to an organisation\u2019s culture.\u00a0 Peter Drucker once famously quoted that, \u201cCulture eats strategy for breakfast\u201d, meaning that strategy can only succeed if the culture supports it.\u00a0 For example, an\u00a0<a href=\"https:\/\/talogy.com\/en-gb\/blog\/the-culture-checklist-do-you-work-in-a-good-organisational-culture\/\">organisation looking to introduce diversity, equity, and inclusion policies<\/a>\u00a0to increase representation of minority groups is unlikely to be successful unless they have a culture that values difference.\u00a0 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 has-white-color has-black-background-color has-text-color has-background has-link-color wp-elements-6b55142eceb98f54b3b85943e4d46a28 is-layout-flex wp-container-core-columns-is-layout-a54e0cfc 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-8a368f38 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--3\">\n<p>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>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-gb\/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 alignwide has-parallax cta-purple-banner\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40);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)\"><div class=\"wp-block-cover__image-background wp-image-130 has-parallax\" style=\"background-position:50% 50%;background-image:url(https:\/\/talogy.com\/wp-content\/themes\/talogy-theme\/assets\/images\/patterns\/cta-placeholder.png)\"><\/div><span aria-hidden=\"true\" class=\"wp-block-cover__background has-primary-500-background-color has-background-dim-0 has-background-dim\"><\/span><div class=\"wp-block-cover__inner-container has-global-padding is-layout-constrained wp-container-core-cover-is-layout-cf3a80ec 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\">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-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-fill\"><a class=\"wp-block-button__link has-primary-500-color has-white-background-color has-text-color has-background has-link-color wp-element-button\" href=\"https:\/\/talogy.com\/en-gb\/talent-management-solutions\/assessments\/resilience-questionnaire\/\" style=\"border-width:2px\">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>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>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>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>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>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>Whilst essential, these components are not sufficient because successful change requires organisations to manage the emotions of change.<\/p>\n\n\n\n<p>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>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-gb\/talent-management-solutions\/assessments\/resilience-questionnaire\/\">accessing their inner resources and resilience.<\/a><\/p>\n\n\n\n<section class=\"wp-block-group alignwide text-content-wrapper is-style-section-dark has-global-padding is-layout-constrained wp-block-group-is-layout-constrained is-style-section-dark--4\" style=\"padding-top:var(--wp--preset--spacing--70);padding-bottom:var(--wp--preset--spacing--70)\">\n<div class=\"wp-block-media-text is-stacked-on-mobile is-vertically-aligned-top\"><figure class=\"wp-block-media-text__media\"><img decoding=\"async\" width=\"1024\" height=\"768\" src=\"https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-horizontal-purple-background-man-grey-quarter-button-1024x768.jpg\" alt=\"man wearing a grey quarter button down\" class=\"wp-image-104825 size-full\" srcset=\"https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-horizontal-purple-background-man-grey-quarter-button-1024x768.jpg 1024w, https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-horizontal-purple-background-man-grey-quarter-button-300x225.jpg 300w, https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-horizontal-purple-background-man-grey-quarter-button-768x576.jpg 768w, https:\/\/talogy.com\/wp-content\/uploads\/2025\/04\/interior-horizontal-purple-background-man-grey-quarter-button.jpg 1160w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/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>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-gb\/talent-management-solutions\/assessments\/eip3-emotional-intelligence-assessment\/\">Discover EIP3, our Emotional Intelligence Profile<\/a><\/div>\n<\/div>\n<\/div><\/div>\n<\/section>\n\n\n\n<div class=\"wp-block-columns alignwide is-layout-flex wp-container-core-columns-is-layout-85518bf0 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 has-white-background-color has-background is-layout-flow wp-block-column-is-layout-flow\" style=\"border-color:#A335FF;border-width:2px;border-radius:15px;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-b807a22d wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--40);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--40)\">\n<script data-ot-ignore type=\"text\/javascript\" src=\"https:\/\/js-eu1.hsforms.net\/forms\/v2.js\"><\/script>\n\n<script data-ot-ignore>\n(function() {\n    function createHubSpotForm() {\n        if (window.hbspt && window.hbspt.forms) {\n            hbspt.forms.create({\n                region: \"eu1\",\n                portalId: \"24974645\",\n                formId: \"a8e069e9-cefb-4091-9dfe-26fd188ef5de\"\n            });\n        } else {\n            setTimeout(createHubSpotForm, 100);\n        }\n    }\n    createHubSpotForm();\n})();\n<\/script>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Organisational change 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 [&hellip;]<\/p>\n","protected":false},"author":18,"featured_media":0,"parent":0,"comment_status":"open","ping_status":"closed","template":"","meta":{"footnotes":""},"tax_category":[482],"tax_topic":[427],"tax_industry":[189,188,593,594,595,187,186,184,183,596],"class_list":["post-26135","knowledge_hub","type-knowledge_hub","status-publish","hentry","tax_category-develop-en-gb","tax_topic-organisational-change-en-gb","tax_industry-automotive-en-gb","tax_industry-energy-and-utility-en-gb","tax_industry-federal-government-en-gb","tax_industry-finance-insurance","tax_industry-healthcare-en-gb","tax_industry-manufacturing-en-gb","tax_industry-professional-services-en-gb","tax_industry-public-sector-en-gb","tax_industry-retail-en-gb","tax_industry-state-local-government-en-gb"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.9 - 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