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What’s the best Change Management approach for workplace transformations?

Izabel Barros

Oct 2, 2024

Navigating the complex landscape of Change Management: Finding the right approach for your workplace transformation




Today, the pressure to adapt the workplace to new ways of working has never been stronger. Companies around the world are revising their work models, increasing the need for effective change management that helps both organizations and their employees adapt to the future of work. However, alongside this growing demand, there is widespread confusion in the market: what exactly is change management and, more importantly, which approach is best suited for each transformation?


Many companies find themselves analyzing change management proposals that are vastly different from one another, making it difficult to compare and choose the best solution. This challenge often stems from a lack of clarity in both the requests and the information provided for hiring. Our goal with this article is to clear up this confusion. Based on our experience at FRB Consulting, we present the different change management approaches commonly seen to help you understand which one best suits your needs and organizational context.


Different Levels of Complexity, Different Approaches 

In general, change management is the process of planning, implementing, and monitoring changes within an organization, ensuring they are successful, aligned with the company’s priorities and strategic goals, and accepted by those involved.

A specific change management approach can be used depending on the complexity of the workplace transformation project and the company’s culture.


communication-focused approach is ideal for low-complexity workplace changes. These changes are relatively easy to implement due to their limited scale and minimal disruption. They typically require basic communication and training, as the changes are small and do not significantly impact daily operations. If your organization has a cohesive culture that is already aligned with the proposed change, where there is clarity on the “what” and “why” of the change, a communication-focused approach can suffice. The goal here is to inform employees about the change, explain the reasoning behind it, and provide clear instructions on what is expected.


The “from-to” approach is recommended for medium-complexity changes. It guides employees through a journey from their current state to a newly defined future state. This approach combines communication with a clear roadmap for the physical change, often including phased implementation, training, and support to help employees transition smoothly to the new workplace. The goal is to clearly articulate the current situation (“from”), the desired future state (“to”), and how the transition will occur, which helps reduce moderate resistance and build confidence in the process.


On the other hand, a people-centered strategic approach is designed for medium to high-complexity changes. It focuses on the human side of transformation, balancing emotional, psychological, and cultural aspects with the organization’s strategic aspirations. This approach involves broad employee engagement, providing continuous support and addressing concerns throughout the change process. The objective goes beyond merely communicating the change or guiding employees through a process; it’s about deeply engaging with the employee population to foster a sense of belonging and trust within the organization.




The Best Approach for My Project 

So how do you determine the best approach for your change? Based on our experience, the table below helps identify different levels of complexity in workplace transformation projects:



There is no one-size-fits-all approach to change management; the correct strategy depends on the specific goals of the project and the organization’s culture.”

Different Approaches, Different Results

To choose the best change management approach, it is essential to assess the complexity of the change and the expectations surrounding it. Not all changes require the same level of preparation and involvement, and the correct approach depends on several factors. Before deciding which approach to adopt—whether focused on communication, a “from-to” transition, or strategic management—several criteria must be considered. The graph below helps visualize the potential impacts and results of each approach:


There is no one-size-fits-all approach to change management; the correct strategy depends on the specific goals of the project and the organization’s culture. While some projects may find success with a communication-focused approach or a “from-to” transition, we always recommend prioritizing the importance of people and their influence on organizational culture. In our experience at FRB Consulting, investing in leadership alignment on the “what” and “why” of the change and addressing the human aspect ensures smoother and more sustainable transitions. This leads to higher buy-in, reduced resistance, and ultimately, more successful implementation of new ways of working, regardless of the chosen change management model.


Considerations to Guide Your Decision-Making Process 

To help with the decision-making process about the best approach for your project, consider the following questions to determine the most suitable method before you set out to hire a provider for your project.


1 - What is the complexity level of the change in your project?

§  Is your change incremental, evolutionary, or transformational?

§  Is the impact on the number of employees and the company’s structure small, moderate, or large?

§  What is the implementation timeline, and how disruptive will the change be to daily operations?


2 - How does your company’s organizational culture respond to changes?

-  Is your organization open to change, or is there natural resistance?

-  Have there been many changes recently?

-  Is your company’s culture homogeneous, or do you expect diverse reactions from different internal cultures that need to be considered?


3 - Are stakeholders engaged in the process?

-  Is there clarity about the “what” and “why” of the changes?

-  Are key stakeholders engaged and aligned with the transformation objectives?

-  Are roles and the impact of the change on each area clear?


4 - Are there risks that could affect the success of the change?

-  Have barriers or resistance to the change been identified?

-  Are you already preparing to address them?


5 - Will the success of the change be measured?

-  Do you intend to track progress and ensure the results of the change align with organizational goals?

-  What metrics and indicators should be used to assess the impact of the change and measure the expected outcomes for both the company and its employees? Do these metrics already exist, or will they need to be defined as part of the project?


Interesting references

Boston Consulting Group (BCG). (2021). "How Companies Can Manage a Successful Transformation." BCG Global. Retrieved from BCG - https://www.bcg.com/publications/2021/how-companies-can-manage-a-successful-transformation

Hiatt, J. (2006). "ADKAR: A Model for Change in Business, Government and our Community." Prosci.

HSM University. (2023). "Gestión del Cambio en una Organización: ¡Entenda la Importancia!" HSM University. Retrieved from HSM University - https://blog.hsmuniversity.com.br/gestion-de-cambio-en-una-organizacion-entenda-la-importancia/

Kotter, J. P. (2012). "Leading Change." Harvard Business Review Press.

McKinsey & Company. (2021). "A model for effective change management." McKinsey & Company. Retrieved from McKinsey - https://www.mckinsey.com/business-functions/organization/our-insights/a-model-for-effective-change-management

Upflux. (2023). "Gestão De Mudanças: O Que é, Como Fazer E Exemplo De Sucesso." Upflux. Retrieved from Upflux - https://upflux.com.br/blog/gestao-de-mudancas-o-que-e-como-fazer-e-exemplo-de-sucesso/

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