Approaches to Change

• Development transitions: require constant gentle, incremental adjustment in

response to external environmental changes. The primary style is
consultative, which aims to gain voluntary commitment to the need for
continual improvement
• Task focused transitions: constant adjustment of the organization to
redefine how it operates in specific areas, for example to realign a
department. The change management style is directive, with the change
leader seeking compliance. The emphasis is on formal communication, with
instructions, memos and emails
• Charismatic transformation: change needing a more radical shift which may
involve the whole organization. It is led by a charismatic senior management
team to both drive the change and to gain commitment through consultation.
The aim is to gain inspirational, emotional commitment to the vision
• Turnarounds: fast discontinuous changes to recreate the organization, It
needs directive change management with some coercion to radically
challenge existing practices. The aim is to communicate the sense of crisis in
a formal and authoritative fashion, with no time to engage staff in the thinking