Business environments change constantly depending on the various factors that affect the industry. Organizational change is a process through which firms change their procedures, strategies, technologies, culture, and processes and the effect of these changes on the organization. Organizations need to be able to anticipate the changes in the industry within which they operate. This ensures the organizations can change accordingly to mitigate the adverse effects of the changing business environment. Numerous insights can be learned from organizational change, which helps in influencing individual's thinking to ensure they can apply them within their organizations.
Learning organizational change has equipped me with valuable insights that have changed my thinking. I have learned that culture is a vital aspect that must be focused on if firms need to attain organizational change (Lewis & Sahay, 2019). I used to think that if every aspect of the organization changed, then the culture would inevitably change. However, I have come to realize that culture should be among the main aspects that leaders aim to change if they wish to see the other aspects of organizational change met. Culture influences business practices; thus, cultural resistance can be detrimental to organizational change (Lewis & Sahay, 2019). I will apply this in the future by ensuring that I focus on changing culture before instituting organizational change and being vigilant on cultural resistance in the workplace.
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I have also learned that organizational change progresses rapidly once leaders appeal to both the emotional and rational sides of their workforce. I used to think that offering people a rational case for why the organizational change was needed was enough (Lewis & Sahay, 2019). However, I realize employees need the management to make an emotional case for them to share a genuine commitment towards the changes. This thus informs my future as a leader as I now know that I must make a case for both the emotional and rational reasons for the need for change to ensure employees are committed to realizing the changes.
Finally, I have learned the importance of using formal solutions to address organizational change (Lewis & Sahay, 2019). I used to think that most employees will be convinced through persuasion to see through the organizational change. However, I realize formal solutions like training reward systems and structure must be implemented to realize organizational change (Lewis & Sahay, 2019). I will apply this in the future by ensuring that I leverage formal solutions as a leader when instituting organizational changes. This will offer motivation for the employees to be diligent in realizing the changes.
References
Lewis, L., & Sahay, S. (2019). Organizational change. John Wiley & Sons, Incorporated .
