{"id":55379,"date":"2021-11-05T09:48:38","date_gmt":"2021-11-05T08:48:38","guid":{"rendered":"https:\/\/www.pphr.dk\/4-bevaegelser-der-vil-udvikle-din-organisations-forandringskapacitet-2\/"},"modified":"2026-07-22T11:02:50","modified_gmt":"2026-07-22T09:02:50","slug":"4-movements-that-will-strengthen-your-organisations-change-capacity","status":"publish","type":"post","link":"https:\/\/www.pphr.dk\/en\/insights\/4-movements-that-will-strengthen-your-organisations-change-capacity\/","title":{"rendered":"Change in organisations"},"content":{"rendered":"\n<div class=\"et_pb_section_0 et_pb_section et_section_regular et_block_section\"><div class=\"et_pb_row_0 et_pb_row et_block_row\"><div class=\"et_pb_column_0 et_pb_column et_pb_column_4_4 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_text_0 et_pb_text et_pb_bg_layout_light et_animated et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h3>Change in organisations is rooted in three key areas that affect all businesses across geographies and market areas:<\/h3>\n<ul>\n<li>Intense competition<\/li>\n<li>The pace of IT development and digitisation<\/li>\n<li>Increased internationalisation<\/li>\n<\/ul>\n<p>The 3 factors affect the need for change in the organisation because they break down familiar frameworks and require us to \"reframe\" our understanding of change processes across business strategies, industries and country boundaries. This requires new knowledge, a new approach and new patterns of action. The sceptic will equate organisational change with uncertainty, doubt and confusion, but it is perhaps better to look at it from a different perspective. Change in organisations represents a great potential - provided that one understands how and why change management is changing.<\/p>\n<\/div><\/div><div class=\"et_pb_text_1 et_pb_text et_pb_bg_layout_light et_animated et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h3>The 4 phases of organisational change<\/h3>\n<p>Overall, change is moving from an idea of systematic action behaviour to being value and relevance based. That transition is best explained through 4 phases that help you to a greater <a href=\"pphr.dk\/en\/guide-from-change-management-to-a-leading-change\/\">understanding of the movement of organisational change<\/a>:<\/p>\n<\/div><\/div><div class=\"et_pb_text_2 et_pb_text et_pb_bg_layout_light et_animated et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h4 style=\"padding-left: 40px;\">1. From systems to values<\/h4>\n<p style=\"padding-left: 40px;\">Whereas change in organisations used to be about implementing tangible methods and systems, today, the focus is more on \"softer\" elements when creating organisational change. The implementation of a new ERP system or the roll-out of new products will still play a role in driving change, but <a href=\"https:\/\/www.pphr.dk\/en\/3-steps-towards-optimising-your-change-preparation\/\">new change processes focus much more on shifting the organisation's culture, values, way of working and capacity for innovation.<\/a><\/p>\n<\/div><\/div><div class=\"et_pb_text_3 et_pb_text et_pb_bg_layout_light et_animated et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h4 style=\"padding-left: 40px;\">2. From vision to mandate for action<\/h4>\n<p style=\"padding-left: 40px;\">For mobilisation, it is important to have a vision for the change that needs to happen in the organisation - but usually only for the top management, as they are the ones who influence the strategic decisions. For employees to drive an effective change process, they need a mandate to act and a motivation to act. <a href=\"https:\/\/www.pphr.dk\/en\/how-to-assess-if-your-employees-are-ready-for-change\/\">This motivation can be found, for example, in what the individual employee sees as meaningful to him\/her.<\/a><\/p>\n<\/div><\/div><div class=\"et_pb_text_4 et_pb_text et_pb_bg_layout_light et_animated et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h4 style=\"padding-left: 40px;\">3. From burning platform to relevance<\/h4>\n<p style=\"padding-left: 40px;\">The burning platform as a focal point for organisational change is no longer sufficient. With increased competition and greater transparency, urgency has lost its impact, and instead higher demands are being made for change communication to be purposefully relevant to the individual employee. There is often a difference between what top management and individual employees find relevant. If the employee believes that the change in the organisation is not relevant to him, the employee will, in the worst case, disconnect from the change process altogether.<\/p>\n<\/div><\/div><div class=\"et_pb_text_5 et_pb_text et_pb_bg_layout_light et_animated et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h4 style=\"padding-left: 40px;\">4. From terminal to steady state<\/h4>\n<p style=\"padding-left: 40px;\">Change in organisations has long been seen as a journey with an end point, after which there is room to exhale. But organisational change today is much more about moving from one stable state to another in order to maintain a favourable change dynamic - while maintaining a crucial balance between what is stable and what needs to change. If everything changes, employees lack a familiar point of reference, which is why <a href=\"https:\/\/www.pphr.dk\/en\/2-approaches-that-strengthen-the-leaders-ability-to-communicate-the-why-and-how-of-changes\/\">communication about what remains during the change is also absolutely essential to the process.<\/a><\/p>\n<\/div><\/div><\/div><\/div><\/div><div class=\"et_pb_section_1 et_pb_section et_section_regular et_block_section\"><div class=\"et_pb_row_1 et_pb_row et_block_row\"><div class=\"et_pb_column_1 et_pb_column et_pb_column_1_2 et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_image_0 et_pb_image et_pb_module et_block_module\"><span class=\"et_pb_image_wrap\"><img decoding=\"async\" src=\"https:\/\/www.pphr.dk\/wp-content\/uploads\/2022\/05\/Untitled-design-6.jpg\" width=\"500\" height=\"500\" srcset=\"https:\/\/www.pphr.dk\/wp-content\/uploads\/2022\/05\/Untitled-design-6.jpg 500w, https:\/\/www.pphr.dk\/wp-content\/uploads\/2022\/05\/Untitled-design-6-480x480.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) 500px, 100vw\" class=\"wp-image-242358\" title=\"Untitled design (6)\" \/><\/span><\/div><\/div><div class=\"et_pb_column_2 et_pb_column et_pb_column_1_2 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_text_6 et_pb_text et_pb_bg_layout_light et_animated et_pb_module et_block_module et_pb_text_align_center\"><div class=\"et_pb_text_inner\"><h4>Want to read more about change management?<\/h4>\n<\/div><\/div><div class=\"et_pb_text_7 et_pb_text et_pb_bg_layout_light et_animated et_pb_module et_block_module et_pb_text_align_left-tablet\"><div class=\"et_pb_text_inner\"><p style=\"text-align: center;\">People &amp; Performance has been working with change management for over 15 years and in this guide we provide a review of what lies behind the concept and answer some of the most relevant questions about change management.<\/p>\n<p style=\"text-align: center;\">We are each on the ground at both Danish and international companies, training their leaders to manage change.<\/p>\n<\/div><\/div><div class=\"et_pb_module et_pb_button_module_wrapper et_pb_button_0_wrapper preset--module--divi-button--default_wrapper\"><a class=\"et_pb_button_0 et_pb_button et_pb_bg_layout_light et_pb_module et_block_module preset--module--divi-button--default\" href=\"https:\/\/www.pphr.dk\/en\/guide-from-change-management-to-a-leading-change\/\" data-icon=\"E\">Guide: From change management to leading change<\/a><\/div><\/div><\/div><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Organisational change breaks down familiar frameworks and requires us to &#8220;reframe&#8221; our understanding of change processes across business strategies.<\/p>\n","protected":false},"author":3,"featured_media":245498,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[45],"tags":[],"formats":[],"class_list":["post-55379","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articles"],"acf":[],"dsm_author":{"name":"Astrid R","avatar_url":"https:\/\/secure.gravatar.com\/avatar\/3948a8640ba2d7deb14c8031f503a7a07eedc743a55803e5670af1297d41a9c8?s=96&d=mm&r=g","archive_link":"https:\/\/www.pphr.dk\/en\/insights\/author\/astrid-rorbyecompasshrg-com\/","biodata":""},"dsm_categories":[{"term_name":"Articles","term_id":45,"term_link":"https:\/\/www.pphr.dk\/en\/insights\/category\/articles\/"}],"dsm_attachment_categories":[],"dsm_featured_image":{"thumbnail":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27-150x150.jpg","medium":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27-300x300.jpg","medium_large":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27-768x768.jpg","large":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27-1024x1024.jpg","1536x1536":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27-1536x1536.jpg","2048x2048":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27.jpg","et-pb-post-main-image":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27-400x250.jpg","et-pb-post-main-image-fullwidth":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27-1080x675.jpg","et-pb-portfolio-image":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27-400x284.jpg","et-pb-portfolio-module-image":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27-510x382.jpg","et-pb-portfolio-image-single":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27-1080x1080.jpg","et-pb-gallery-module-image-portrait":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27-400x516.jpg","et-pb-post-main-image-fullwidth-large":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27.jpg","et-pb-image--responsive--desktop":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27-1280x1280.jpg","et-pb-image--responsive--tablet":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27-980x980.jpg","et-pb-image--responsive--phone":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27-480x480.jpg","woocommerce_thumbnail":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27-500x500.jpg","woocommerce_single":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27-1200x1200.jpg","woocommerce_gallery_thumbnail":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27-100x100.jpg","full":"https:\/\/www.pphr.dk\/wp-content\/uploads\/2021\/11\/Untitled-design-27.jpg"},"dsm_comment_count":0,"_links":{"self":[{"href":"https:\/\/www.pphr.dk\/en\/wp-json\/wp\/v2\/posts\/55379","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.pphr.dk\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.pphr.dk\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.pphr.dk\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.pphr.dk\/en\/wp-json\/wp\/v2\/comments?post=55379"}],"version-history":[{"count":16,"href":"https:\/\/www.pphr.dk\/en\/wp-json\/wp\/v2\/posts\/55379\/revisions"}],"predecessor-version":[{"id":284058,"href":"https:\/\/www.pphr.dk\/en\/wp-json\/wp\/v2\/posts\/55379\/revisions\/284058"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.pphr.dk\/en\/wp-json\/wp\/v2\/media\/245498"}],"wp:attachment":[{"href":"https:\/\/www.pphr.dk\/en\/wp-json\/wp\/v2\/media?parent=55379"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.pphr.dk\/en\/wp-json\/wp\/v2\/categories?post=55379"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.pphr.dk\/en\/wp-json\/wp\/v2\/tags?post=55379"},{"taxonomy":"post_format","embeddable":true,"href":"https:\/\/www.pphr.dk\/en\/wp-json\/wp\/v2\/formats?post=55379"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}