The Most Successful Approaches to Leading Organizational Change
The Most Successful Approaches to Leading Organizational Change
Redefining change leadership: what matters most is the how, not just the what
When leaders embark on large-scale organizational change—be it a merger, restructure, or new operating model—they frequently obsess over the what (goals, systems, structures) while neglecting the how: the approach that determines whether change truly sticks or stays superficial.
In the April 20, 2023 Harvard Business Review article, Deborah Rowland, Michael Thorley, and Nicole Brauckmann introduce a practical Change‑Approaches Framework that guides leaders through four distinct models of implementing change.
| Approach | Description |
|---|---|
| Directive | Centralized control, prescribed steps, one-way communication—often results in busy activity but low engagement. |
| Self‑Assembly | Leadership defines direction, but local teams execute with standard tools—minimal capability building and uneven outcomes. |
| Masterful | Top leaders set direction but deeply engage stakeholders, build capabilities, and foster ownership through structured networks. |
| Emergent | Leaders set intentions and guardrails, but allow experimentation, rapid learning, and adaptation as change unfolds. |
Two decades of research show Masterful change dominates long-term, sustainable transformations, while Emergent shines when speed and adaptability matter; the two less empowered approaches—Directive and Self‑Assembly—are consistently linked to failed or superficial change efforts.
The article brings these concepts to life with real-world stories:
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A finance team led by Ling Yen moves from tool-heavy rollout to deeper engagement and shared responsibility—embracing Masterful change with bottom-up innovation.
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A nonprofit facing a 47% revenue drop during COVID shifts to Emergent change—empowering volunteers to experiment and pivot based on rapid feedback.
Core takeaway:
Effective change isn’t just about what needs to happen—it’s about how you engage people, build competence, and create the right balance of structure and freedom. Leaders who intentionally choose and communicate their change approach—and stick with it—stand the best chance of achieving real transformation.
Why this matters now
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Intentionality beats habit: Defaulting to rushed, top-down change is a recipe for disengagement.
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Culture eats method for breakfast: Stakeholder involvement and psychological safety aren’t optional—they’re imperative.
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Flexibility fuels speed: In turbulent times, giving teams room to respond matters more than rigid plans.
Whether you’re guiding enterprise-wide restructuring or helping a team pivot quickly, this framework equips you to make conscious choices about how to lead transformation—and to explain how you’re going to do it, every step of the way.
