How Building Organizational Change Agility Can Help Keep Pace with the Relentless Acceleration of Innovation
As the acceleration of innovation rapidly increases and businesses race to keep pace, being able to change swiftly and smoothly is an organization’s secret to success. Generative AI is here and re-shaping every facet of work. We’ve heard the saying, “We must do more with less” for years, and now–with AI–that phrase is reality.
Businesses across the globe are in an AI “arms race” to see who can best leverage new technology the fastest. Thus, employees are being charged with consuming more change, at a faster pace than ever before. As leaders, how can we support our teams in managing the fire hose of change while continuing to keep pace with innovation? After all, transformation can only happen at the speed of acceptance.
Defined as the capacity to adapt quickly and effectively to shifts in the business environment, organizational change agility is more than responsiveness—it embodies a proactive approach to navigating change with confidence and resilience. As organizations strive to stay ahead of the curve in an era of rapid innovation, prioritizing organizational change management (OCM) and cultivating change agility become not just goals but necessities for survival.
What is Organizational Change Management and How is it Connected to Change Agility?
Whenever there’s a new business initiative—such as implementing Gen AI to support business processes to augment human decision making—there are two aspects to consider. First, there’s the change itself, such as the new processes and technology being introduced. Second, there’s how the change impacts the organization, including its people, culture, and workflows. This is where OCM comes in. OCM is the framework that supports managing the “people side of change,” ensuring that employees understand, accept, and embrace the changes happening in the organization. It involves strategies and techniques to help individuals and teams adapt to new ways of working, ultimately ensuring successful implementation and maximizing the intended benefits of the change.
OCM is the linchpin of successful transformation, offering a comprehensive approach to driving and sustaining change. It goes beyond mere communication and training strategies to encompass cultural development, creative change mitigations, and risk management. These elements are not just complementary; they are essential components that work in tandem to facilitate meaningful and lasting change.
Change agility refers to the capability of an organization, its leaders, and its employees to quickly adapt and thrive in a rapidly changing environment. It involves the ability to anticipate, prepare for, and respond effectively to change. Rather than being blindsided by unexpected shifts, disruptions, or an entirely new way of working, organizations can proactively anticipate and respond to change, leveraging it as an opportunity for growth and innovation. Key characteristics of change agility include flexibility, resilience, and innovation.
The connection between change agility and organizational change management lies in the complementary roles they play in navigating change:
Proactive vs. Reactive: Change agility emphasizes a proactive mindset, where organizations are always ready and willing to pivot. OCM often deals with both proactive and reactive changes, but organizations with high change agility capabilities often see higher acceptance and adoption of the change.
Speed and Adaptability: Change agility ensures that an organization can respond quickly to new opportunities or threats. OCM provides the framework and tools to manage this response systematically and effectively, minimizing disruption and resistance.
Employee Engagement: Change agility fosters a culture where employees view change as an opportunity. OCM engages employees in the what, why, and how of change, linking their roles to the organization’s mission. This ensures the change is beneficial and executable at the individual level.
Sustaining Change: While change agility prepares an organization to continuously evolve, OCM ensures that these changes are implemented in a sustainable way, embedding new processes and behaviors into the organizational culture. OCM provides a structured approach for leadership to adjust the process as needed to ensure successful adoption and continuous improvement.
Change agility is the inherent capability of an organization to remain flexible and adaptive, while organizational change management provides the methodologies and practices to manage specific changes effectively. Together, they enable organizations to navigate the complexities of change, ensuring resilience and sustained growth.
In essence, OCM serves as a foundation for building change agility. As leaders strive to navigate the complexities of transformation, they must prioritize the development of the change agility capability, recognizing it as a strategic imperative for success in today’s rapidly evolving business landscape.
How Do I Increase Change Agility in My Organization?
At its core, OCM revolves around the people within an organization. Their acceptance and adaptation to change are the cornerstones upon which successful transformation hinges. To embark on this journey of transformation in an age of constant innovation, organizations must first understand their current baseline level of change agility. This involves assessing the organization’s capacity for change, identifying areas of strength and opportunity, and pinpointing potential barriers to progress.
Crucially, this process also entails identifying influencers within the organization—not only those who wield positive influence but also those who may be the hardest to win over. These individuals often possess valuable insights and perspectives that can inform the change process and engaging them early is key to securing buy-in across the organization. By actively seeking out diverse viewpoints and incorporating them into the change strategy, leaders can foster a sense of ownership and commitment among stakeholders.
Furthermore, organizations must understand the stakeholder landscape from a change agility perspective. This involves mapping out the various stakeholders involved in the process of making change happen, identifying their roles, interests, concerns, and assessing gaps in the change maker landscape. By tailoring communication and engagement strategies to the unique needs of different change maker stakeholder groups, organizations can cultivate a culture of collaboration, collective ownership, and standardization in change execution.
As an Organizational Leader, Where Do I Begin?
While the charge to leaders may not be explicit, the imperative is clear: Integrate OCM principles into every facet of strategic planning. By doing so, leaders can equip their organizations with the tools and mindset needed to navigate the complexities of business transformation with confidence and agility. In a 2024 Computer Economics study, it was found that only about one third of organizations are practicing OCM using a formal framework. These organizations have a leg up to organizations without a formal framework as they are setting a foundation for a culture of change agility.
Remember that you don’t have to go at it alone. Navigating the complexities of transformation can be daunting, but there are resources available to guide you along the way. Whether it’s leveraging the expertise of consultants, tapping into industry best practices, or seeking mentorship from experienced leaders, don’t be afraid to ask for help. Recognize that building change agility is a journey, and it’s okay to seek support as you take those first steps.
At Avasant consulting, we understand the intricacies of organizational change, and we stand ready to support organizations on their journey of transformation in this age of rapid innovation. With our wealth of experience and expertise, we help organizations navigate the challenges of change—from strategy development to execution and beyond.
The pace of transformation may be relentless, but with the right approach, organizations can embrace change as an opportunity for growth and innovation. By prioritizing OCM in their strategic planning, leaders can ensure that their organizations are poised to remain agile and thrive in an ever-changing world because transformation can only happen at the speed of acceptance.
By Korea Gilreath, Associate Director