There is no single universally accepted definition of organisational change. Different authors emphasise different aspects of organisations, including structures, processes, technology, people, culture, strategy, or organisational performance. Whilst these perspectives offer valuable insights, they often emphasise different aspects of organisational change.

This website therefore adopts an explicit definition. The concepts developed throughout these pages form an integrated framework in which each idea builds upon those that precede it. A shared understanding of organisational change provides the foundation needed to distinguish between different forms of change, explain how the framework fits together, and identify the organisational capabilities required to support effective change.

This website adopts a strategy-led perspective, examining organisational change through the relationships among strategy, the Enterprise Ecosystem, Operational Continuity, and Governance Logic. It also distinguishes between First-Order and Second-Order Organisational Change. These concepts are introduced on this page and explored in greater detail in supporting pages.

Within this website, organisational change is defined as:

“The adaptation of an organisation’s Enterprise Ecosystem and, where necessary, its Governance Logic to support the achievement of its strategy and objectives.”

Consequently, organisational change management is defined as:

“The coordinated leadership, governance, delivery, and engagement activities through which organisational change is conceived, governed, delivered, adopted, and sustained.”