Guide to the Different Types of Change Management

Change Management

Change is a universal condition of each and every living being. Although endless in its presentation, the experience of an individual about change might be described as it is one of those four types of Change Management.

On the other hand, organizations come to experience diverse types of change management which you could view if you are desired of discovering what are the different types of organizational change.

If you are desired of knowing more about the different types of change management you can read this article.

Different Types of Change Management 

Exceptional Change Management

An individual comes to experience an isolated event in his life in exceptional change. It becomes the reason for a difference and it also might be crucial. But, it would not be scattered over into other parts of their life. Because of this, the effect is thus, relatively limited.

Incremental Change

Incremental change refers to a fairly common change experience for numerous people. Most often, these changes are unnoticed for the first time. There is a gradual and persistent introduction of newness and factors that may lead to the complete replacement of a previous state with a new one.

But, the insidious nature of the change signifies that defenses used to do the protection of the old way which is never triggered.

Pendulum Change Management 

Pendulum Change Management is the third type of change management that is experienced by an individual. It occurs when there is a swing, most often which occurs suddenly from one state to another.

The pendulum change may lead to an individual who is indulged in adopting a bit of an extreme point of view that might be the diametrical opposite to what has been held to before.

Paradigm Change Management 

Paradigm Change Management is the fourth and last type in this category. It is one of the most discussed changes because of it being a proper change. It occurs on the condition when information, behaviors, and tasks are re-integrated and results in the emergence of a new gestalt, which is basically a new value and belief system.

It is referred to as a gold standard for individual change. The reason is that when modifications are made to the value systems of an individual, the change is entirely internalized. In addition to this, attitudes and future performance might be predicted with utmost accuracy.

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