Organization and Culture Change Management Templates

Organizational Change management is faced with the fundamental difficulties of integration and navigation, in combination with human factors. This is particularly true after a merger or acquisition when two company cultures and organizational methods must be combined and rationalized into one.

Organizational Change Management

Although there are many types of organizational changes, the critical aspect is a company’s ability to win the buy-in of their organization’s employees on the change. Effectively managing organizational change is a four-step process:

  • Recognizing the changes in the broader business environment
  • Developing the necessary adjustments for their company’s needs
  • Training their employees on the appropriate changes
  • Winning the support of the employees with the persuasiveness of the appropriate adjustments

As a multi-disciplinary practice that has evolved as a result of scholarly research, organizational change management should begin with a systematic diagnosis of the current situation in order to determine both the need for change and the capability to change. The objectives, content, and process of change should all be specified as part of a change management plan.

Culture Change Management

Organizational culture encompasses values and behaviours that “contribute to the unique social and psychological environment of an organization”. Organizational culture represents the collective values, beliefs and principles of organizational members and is a product of such factors as history, product, market, technology, strategy, type of employees, management style, and national culture; culture includes the organization’s vision, values, norms, systems, symbols, language, assumptions, beliefs, and habits.

One major reason why change is difficult is that organizational cultures, and the organizational structures in which they are embedded, often reflect the “imprint” of earlier periods in a persistent way and exhibit remarkable levels of inertia. While culture change may be necessary to reduce employee turnover, influence employee behavior, make improvements to the company, refocus the company objectives and/or rescale the organization, provide better customer service, and/or achieve specific company goals and results, without a proven culture change management plan employee buy-in is notoriously difficult to achieve.


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Change Management Templates
The collection of change management templates can also be accessed below:

Organization Change ManagementProject Change Management