Change is an inherent aspect of organizational evolution, and the process of change often involves different levels of complexity and impact. Each type of change addresses different aspects of organizational transformation and requires specific approaches and strategies to manage successfully.

Understanding these categories can help organizations navigate through various change scenarios effectively.

• Remedial Change. This initial tier of change is characterized by its targeted nature. Remedial change focuses on rectifying specific issues or deficiencies within the organization. It is the least disruptive and often involves localized modifications that address identified shortcomings. Remedial change aims to enhance existing processes rather than undergo a comprehensive overhaul.

• People-Centric Change. As we ascend the hierarchy of change, we encounter a type that recognizes the profound influence of individuals within an organization. People-centric change revolves around reshaping roles, responsibilities, and behaviors to align with the desired transformation. The impact of this change radiates throughout the workforce, influencing culture, motivation, and collaboration.

• Structural Change. Delving deeper, we encounter structural change—a shift that reconfigures the very framework of the organization. This entails altering hierarchies, departments, and reporting lines. Structural change's reach extends to workflow, operations, and overall functioning, necessitating meticulous planning and synchronization.

• Technological Change. The integration of new technologies or innovative processes brings us to the realm of technological change. The implications of this change extend to various facets of the organization, from operations and customer interactions to data management. Technological change demands a reevaluation of how the organization conducts business.

• Strategic Change. The apex of change escalation is marked by strategic change—an endeavor that overhauls the core essence of an organization. Strategic change encompasses fundamental shifts in mission, goals, and competitive positioning. Its transformative potential affects the organization's direction, market strategy, and overall business outlook. Strategic change necessitates visionary planning and adept change management.

• Unplanned Change. In a world of unpredictability, unplanned changes emerge abruptly due to external forces. These changes pose unique challenges, demanding immediate responses and adaptability. Their impact spans from localized disruptions to organization-wide adjustments, underscoring the importance of organizational agility.

The change types presented here reflects the increasing scale, complexity, and scope of organizational changes, with strategic change being the most far-reaching and potentially transformative. It's essential for organizations to be prepared to manage different types of changes effectively, considering their unique characteristics and implications on the workforce and the overall business.

Each type of change requires a tailored approach based on its unique characteristics and impacts. Effective change management involves understanding the specific needs and challenges of each change type and implementing strategies that align with the organization's goals and culture.

What to know what type of change you are dealing with? Try this test.