2.1 Planned vs. Emergent Change

Change comes in different flavors: planned and emergent. Planned change is like following a recipe, with clear steps and goals. Emergent change is more like improvising a meal based on what's in the fridge.

Both types have their place in organizations. Planned change helps tackle big issues head-on, while emergent change lets companies roll with the punches. Understanding when to use each approach is key to successful organizational change.

Types of Change

Planned and Emergent Change

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Top images from around the web for Planned and Emergent Change

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  A new framework for assessing systemic change | Marcus Jenal View original

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• 

  Planning and Executing Change Effectively – Principles of Management View original

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• 

  Change is changing | We talk about change management. Change… | Flickr View original

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  A new framework for assessing systemic change | Marcus Jenal View original

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  Planning and Executing Change Effectively – Principles of Management View original

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• Planned change involves deliberate, structured efforts to improve organizational performance
• Planned change follows a systematic process with defined goals and timelines
• Emergent change occurs spontaneously in response to unforeseen circumstances or opportunities
• Emergent change develops gradually without a predetermined plan
• Organic change evolves naturally within an organization over time
• Organic change often results from ongoing interactions and adaptations among employees

Comparison of Change Types

• Planned change typically initiated by management to address specific issues
• Emergent change can arise from any level of the organization
• Planned change relies on formal analysis and strategic decision-making
• Emergent change leverages informal networks and real-time problem-solving
• Organic change blends elements of both planned and emergent approaches
• Organic change fosters continuous improvement and innovation

Change Approaches

Top-down and Bottom-up Approaches

• Top-down approach initiates change from upper management levels
• Top-down change often involves company-wide initiatives or restructuring
• Bottom-up approach encourages change suggestions from lower-level employees
• Bottom-up change taps into front-line workers' expertise and insights
• Top-down approach can lead to faster implementation but may face resistance
• Bottom-up approach can increase employee buy-in but may lack strategic alignment

Change Management Models and Strategic Planning

• Change management models provide frameworks for implementing organizational change
• Popular models include Kotter's 8-Step Process and ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement)
• Change models guide leaders through stages of planning, execution, and sustainment
• Strategic planning aligns change initiatives with long-term organizational goals
• Strategic planning involves environmental scanning, goal-setting, and resource allocation
• Effective change management integrates both models and strategic planning approaches

Key Characteristics

Flexibility in Change Management

• Flexibility allows organizations to adapt change strategies as needed
• Flexible change approaches accommodate unexpected obstacles or opportunities
• Organizations build flexibility by maintaining open communication channels
• Flexibility in change management involves adjusting timelines and resource allocation
• Flexible leaders remain open to feedback and alternative solutions
• Cultivating a flexible organizational culture supports successful change implementation

Adaptability and Organizational Resilience

• Adaptability enables organizations to thrive in dynamic environments
• Adaptable organizations quickly respond to market shifts and technological advancements
• Building adaptability involves continuous learning and skill development
• Adaptable teams embrace experimentation and view failures as learning opportunities
• Organizations enhance adaptability by fostering diverse perspectives and cross-functional collaboration
• Adaptability contributes to long-term organizational resilience and sustainability