gerous. Taking on too much at one time weighs down and drains the energy from the organization than a more focused piece by piece approach would do.

Conscious Creation This is the most effective type of change. It involves a gradual metamorphosis. Because this is not a superficial process, this type of change typically causes a high level of pain on the front end. However,

Are there different types of organizational transformation? In our work as internal and external consultants over the last twenty years, we have seen four distinct types of organizational change.

Don't Upset the Applecart With this type of change, you merely calibrate or tweak some aspect of the current system. It is very restrictive in focus and perpetuates much of the old, and in some cases, flawed system. Since it is a relatively low threat and painless change, it has limited effect on the employees’ mind set, and oftentimes, does not allow much, if any, transformation to occur.

Boomerang This type of change is common in organizations of all types and sizes. It is reactive and responsive to both internal and external forces. This type of change is problem-focused, with very clear objectives and outcomes. Because there is no built-in mechanism for perpetuating the new way of doing things, organizations more often than not fall right back into their old habits and practices. You throw out the old way of doing things, but the old way comes back, just like a boomerang.

Boil the Ocean This type of change and transition seems to be surfacing due to the rapid changes in our economic system, stock prices and market fluctuation, rampant M&A activity and a vast amount of changes in top leadership positions. With the Boil the Ocean approach to organizational transformation, companies are constantly trying to harness and grasp all change and transition activity in one fell swoop. This approach is costly and dangerous. Taking on too much at one time weighs down and drains the energy from the organization than a more focused piece by piece approach would do.

Conscious Creation This is the most effective type of change. It involves a gradual metamorphosis. Because this is not a superficial process, this type of change typically causes a high level of pain on the front end. However,

, and in some cases, flawed system. Since it is a relatively low threat and painless change, it has limited effect on the employees’ mind set, and oftentimes, does not allow much, if any, transformation to occur.

Boomerang This type of change is common in organizations of all types and sizes. It is reactive and responsive to both internal and external forces. This type of change is problem-focused, with very clear objectives and outcomes. Because there is no built-in mechanism for perpetuating the new way of doing things, organizations more often than not fall right back into their old habits and practices. You throw out the old way of doing things, but the old way comes back, just like a boomerang.

Boil the Ocean This type of change and transition seems to be surfacing due to the rapid changes in our economic system, stock prices and market fluctuation, rampant M&A activity and a vast amount of changes in top leadership positions. With the Boil the Ocean approach to organizational transformation, companies are constantly trying to harness and grasp all change and transition activity in one fell swoop. This approach is costly and dangerous. Taking on too much at one time weighs down and drains the energy from the organization than a more focused piece by piece approach would do.

Conscious Creation This is the most effective type of change. It involves a gradual metamorphosis. Because this is not a superficial process, this type of change typically causes a high level of pain on the front end. However,

hange is problem-focused, with very clear objectives and outcomes. Because there is no built-in mechanism for perpetuating the new way of doing things, organizations more often than not fall right back into their old habits and practices. You throw out the old way of doing things, but the old way comes back, just like a boomerang.

Boil the Ocean This type of change and transition seems to be surfacing due to the rapid changes in our economic system, stock prices and market fluctuation, rampant M&A activity and a vast amount of changes in top leadership positions. With the Boil the Ocean approach to organizational transformation, companies are constantly trying to harness and grasp all change and transition activity in one fell swoop. This approach is costly and dangerous. Taking on too much at one time weighs down and drains the energy from the organization than a more focused piece by piece approach would do.

Conscious Creation This is the most effective type of change. It involves a gradual metamorphosis. Because this is not a superficial process, this type of change typically causes a high level of pain on the front end. However,

sition seems to be surfacing due to the rapid changes in our economic system, stock prices and market fluctuation, rampant M&A activity and a vast amount of changes in top leadership positions. With the Boil the Ocean approach to organizational transformation, companies are constantly trying to harness and grasp all change and transition activity in one fell swoop. This approach is costly and dangerous. Taking on too much at one time weighs down and drains the energy from the organization than a more focused piece by piece approach would do.

Conscious Creation This is the most effective type of change. It involves a gradual metamorphosis. Because this is not a superficial process, this type of change typically causes a high level of pain on the front end. However,

gerous. Taking on too much at one time weighs down and drains the energy from the organization than a more focused piece by piece approach would do.

Conscious Creation This is the most effective type of change. It involves a gradual metamorphosis. Because this is not a superficial process, this type of change typically causes a high level of pain on the front end. However, the rewards (creating a culture that is resilient and can handle change) are worth the effort and energy, because you will create a new culture in which change becomes relatively painless.

Conscious Creation comes about through true commitment and thorough understanding of how each change initiative (whether it happens at the departmental level or at the corporate level) affects the whole system.

A well-orchestrated plan is crucial and involves a significant portions of employees at all levels. This type of change initiative is much broader and has a significant impact on changing the mind-set and behaviors of the entire work force. EMERGE International focuses on helping organizations achieve this kind of change.

Interested in learning more about organizational transformation? Visit us online at www.emergeinternational.com or email us at info@emergeinternational.com for more information.

About EMERGE International: We believe in creating healthy and productive work environments. In fact, since our inception in 1996, we’ve dedicated ourselves to it. At EMERGE International our focus is to ensure that our holistic approach and validated assessment tool, the Cultural Health Indicator™ (CHI) is accessible to the widest range or organizations possible. From self-service models to full-service consulting, we have a range of options to meet every project requirement that are on time, on budget, every time.

EMERGE International is a WBENC certified woman-owned business.