Organizational Change Framework: Navigating Change for Individuals and Organizations

Area of Science:

• Organizational Psychology
• Management Science
• Business Strategy

Background:

• Existing organizational change frameworks often lack a holistic, human-centered approach.
• The foundational leadership and organizational wellness (FLOW) model provides a basis for employee well-being and leadership effectiveness.
• Integrating design thinking principles offers a novel perspective on managing change.

Purpose of the Study:

• To introduce and detail the components of a novel organizational change framework.
• To explore the integration of this framework with the foundational leadership and organizational wellness (FLOW) model.
• To highlight the framework's utility in achieving organizational change and success.

Main Methods:

• The article outlines a six-component process: collect information, connect the dots, create structure, execute the plan, evaluate structure, and enhance community.
• It emphasizes the application of design thinking principles throughout the change process.
• Connections between the organizational change framework and the FLOW model are explored.

Main Results:

• The organizational change framework provides a structured, iterative approach to managing change.
• Integration with the FLOW model enhances the focus on leadership and organizational wellness.
• The framework's human-centered design and growth mindset foster sustainable organizational success.

Conclusions:

• The proposed organizational change framework offers a comprehensive methodology for driving successful organizational transformation.
• Its synergy with the FLOW model promotes a balanced approach to change, considering both performance and well-being.
• This human-centered, iterative model is positioned to enhance organizational success beyond traditional frameworks.