Organizational Change Management: Key Insights and 6 Types of Change for Sustainable Companies

Why is organizational change management critical today?

In an increasingly dynamic and competitive environment, effectively managing organizational change is more than a necessity; it is a strategic competence for sustainability. According to John P. Kotter, leadership and change expert, 70% of organizational change processes fail due to a lack of human focus, strategic clarity, or weak implementation.

At Euro Business Coach, we understand that organizational change is not an event, but a process that transforms both structural and human capital. Organizations that thrive are those that strategically align these two pillars, developing internal capabilities and generating sustainable value.

What is organizational change management?

Organizational change management is a systematic approach to transition from the current state to a desired state, with the goal of improving performance, culture, and results. It involves methodologies, tools, and personalized support to facilitate the adaptation of people and structures to strategic transformations.

Christensen and Overdorf note that an organization must develop new capabilities—not only technological or structural, but also human—in order to sustain organizational change.

Before starting : strategic clarity and diagnosis

Not all changes are the same. Before designing a strategy, it is essential to:

• Diagnose the current situation
• Identify the type of organizational change required
• Establish clear and measurable objectives
• Evaluate organizational culture and potential resistance
• Activate leaders as promoters of change

Why is this step so important? Because a poorly focused organizational change can generate more resistance than progress.

Six levers for successful organizational change and transformation

A recent Harvard Business Review article identifies six strategic levers that increase the likelihood of success in organizational change processes:

1. Strategic clarity: Clearly define the “why” behind the change. This narrative must be inspiring and consistent.
2. Leadership mobilization: Leaders must model the desired behavior, be visible, and communicate frequently.
3. Emotional commitment of talent: Beyond duty, people must feel part of a meaningful mission.
4. Shift in critical behaviors: Focus on a few key behaviors that create high impact.
5. Activation of the organizational system: Align processes, structures, rewards, and technology with the new model.
6. Measurement and continuous learning: Establish success indicators and continuously provide feedback throughout the process.

These levers not only facilitate implementation but also strengthen collective belonging and shared purpose.

What types of organizational change exist?

At Euro Business Coach, we identify six common types of organizational change, each with its own particularities. Understanding these differences allows for better adaptation of strategies:

1. Strategic organizational change

Seeks to create competitive advantage. Includes business model reorientation, redesign of the value proposition, or expansion into new markets.

Suggested model: Kotter’s 8-Step Change Model – ideal for aligning vision, leadership, and action.

2. People-centered organizational change

Directly impacts employees: internal policies, well-being, culture, or new ways of working.

Suggested models: Kübler-Ross Change Curve for managing emotions and the Satir Change Model to facilitate emotional transition.

3. Structural organizational change

Involves modifications to hierarchies, teams, functions, or organizational structures.

Suggested model: Lewin’s Change Model (Unfreeze – Change – Refreeze), useful for operational transitions.

4. Technological organizational change

Adoption of digital tools, automation, or implementation of collaborative platforms. Includes upskilling and reskillingprocesses.

Keys to success: continuous training, technical support, and digital leadership.

5. Unplanned or Emergent organizational change

Changes triggered by external events, such as a health crisis or economic disruption. Require agility and adaptability.

Suggested model: ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement), effective for quickly activating organizational response.

6. Remedial or Corrective organizational change

Reactive in nature, it aims to solve existing problems in culture, processes, performance, or work climate.

Key: act quickly but with a clear diagnosis—avoid “firefighting” without systemic solutions.

Each type requires a different management model, but all must be grounded in the human factor as the basis for successful organizational change.

How to manage resistance and aversion to organizational change

Resistance to organizational change is a natural response to uncertainty. People may fear losing control, status, or competencies. This aversion to change, if not managed properly, can paralyze any initiative.

Some effective strategies include:

• Empathetic and constant communication: Explain the purpose of the change and how it benefits employees.
• Active participation: Involve people in co-creating solutions.
• Training and support: Provide tools to acquire new skills and strengthen confidence.
• Recognition: Celebrate progress and publicly acknowledge those aligned with the change.

Leadership is fundamental. A present, coherent, and approachable leader can reduce anxiety and transform resistance into commitment during organizational change.

Fostering learning organizations: key to sustainable organizational change

One of the greatest assets of an organization undergoing change is its capacity for continuous learning. According to Peter Senge, “learning organizations” are those that promote learning at all levels to proactively adapt to their environment.

How to foster a learning culture?

• Create safe spaces for trial and error
• Promote reflection and constructive feedback
• Ensure knowledge flows across areas
• Reward innovation and curiosity
• Strengthen facilitative leadership

A learning organization does not just survive organizational change: it leads it, capitalizes on it, and turns it into a competitive advantage.

Is your organization ready for organizational change?

Managing organizational change is not just about implementing something new, but about preparing, supporting, and sustaining so that change translates into sustainable results.

At Euro Business Coach we help you to:

• Clarify your strategic direction
• Design and implement effective organizational change processes
• Strengthen transformational leadership
• Foster a learning organizational culture

What’s next?

👉 Schedule a free consultation with our experts and discover how we can support your next organizational changeprocess.

📩 Visit us at euro-businesscoach.com or contact us today.

Transforming your organization through effective organizational change is possible—with the right partner by your side.