How to implement a satisfactory organizational change



By Angelica Larios

Mexico City, Mexico

Organizational change is inherent to any organization in consideration of the nature of an open system. Change is inevitable; however, it is essential to lead that change in an evolutionary fashion rather than being forced to implement revolutionary and unplanned changes.

As the organizational change is systemic, once something starts to change, other aspects will be affected and must be considered into a plan for change. Process, knowledge, communication, and leadership are relevant aspects to successfully help organizations transition into a new situation. Project managers become critical components of organizational change due to the nature of management. Organizational change can be structured and controlled like any other project with methodology.

Consulting management firms are a relevant way to help organizations go through this process flawlessly. Consulting firms specializing in different management and strategical aspects and, therefore, under a methodological frame can lead organizations to adapt new status through a series of steps that will assure the desired new state. Consultants and their firms become a vital component to help the organization make the right decisions during the organizational change process; therefore, selecting the right consulting company becomes essential for your organization.

Organizational change challenge

Organizational change, as we know, can be driven either by inner or outer conditions, coming from the external environment, but also originated for the needs within organizations. The current context of globalization and the dynamic of change pushes organizations to keep up to speed in a competitive way so the entities can survive and adapt the changes into new ways of operating.

Organizational change is recognized in the theory and practice as a consistent practice in management to restructure many organizations and businesses. Even with many successful stories, approximately 70 percent of planned organizational change initiatives fail due to not overcoming several challenges.

Barriers and limits to innovation and organizational change have been widely discussed in the research literature. The challenges mentioned most frequently include communication barriers, employees’ and managers’ resistance to change, communication, and organizational culture. Lack of resources, in general, such as qualified staff, time, and financial reserves, can also contribute to failure.

However, organizational changes are helpful and have also shown that the correct process and elements can help organizations overcome many difficulties and efficiently move to another phase. The changes in an organization can be proactive or reactive; when it is dynamic resources can be optimized, planned, and oriented to the new ideal state. On the other hand, responsive change is perceived as a response to changes in the environment or crisis.

Successful cases of study

It can be challenging to find and refer to the success case studies; however, it is possible to find either in the private or public sector or even in non-profit organizations cases where organizational change has been completed in good terms.


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How to cite this article: Larios, A. (2021).  How to implement a satisfactory organizational change; PM World Journal, Vol. X, Issue X, October.  Available online at https://pmworldlibrary.net/wp-content/uploads/2021/09/pmwj110-Oct2021-Larios-how-to-implement-satisfactory-organizational-change.pdf

About the Author

Angelica Larios, PMP
Mexico City, Mexico


Angelica Larios, MBA, PMP, is a project manager with more than 20 years of experience in implementing software projects related to business intelligence, planning and budgeting, and financial consolidation solutions based on software applications to support the business decision process. She is the owner of ALACONTEC, an I.T. consulting company founded in Latin America. She has held several professional positions in private and public organizations, such as the Health Ministry in Mexico as an I.T. director and a business manager for several Mexican firms.

She holds a master’s degree in business administration and a bachelor’s degree in computer science from the National University of Mexico (UNAM) in addition to her studies in project management and her Project Management Professional (PMP)® certification, which have helped her to consolidate her career and have a better understanding of what businesses and projects need nowadays. She is a doctoral candidate in strategic leadership at Regent University, VA; she is a volunteer since 2007, starting in the local Mexico chapter, being Past President, and in several positions within PMI (CMAG, BVAC, EMAG ) that supports the PMI Global Operations. Angelica has been elected as a member of BOD of the ILA (International Leadership Association) (2021-2024).

Angelica can be contacted at angelica.larios@gmail.com

To view other works by Angelica Larios, visit her author showcase in the PM World Library at https://pmworldlibrary.net/authors/angelica-larios/.