Page 13 - Sustainability and entrepreneurship for CSO's and CSO networks Cambodia 1 November 2018

distinguishes three stages in his change model: unfreeze, realign and refreeze. This manual covers the unfreeze stage.
It is important to change (unfreeze) in time. When organisational anxiety is already high, people are less inclined to change. Changes can be planned and organised. This requires good preparation, guidance, communication and often: strong nerves and a will to pursue.
Organisational change is often forced by external pressure: governments or funders want you to be transparent, accountable, well governed, sustainable, gender balanced, etc. Legislation, budget shortage or internal unrest of staff and stakeholders may urge you to change, to perform better, to pay higher salaries. Changes are mostly made under pressure and come too late. Only few CSOs have a research and innovation department to assess their environment, to identify new opportunities and to constantly improve and innovate products, processes, systems, structures, staff and culture. A sense of urgency to change, to adapt, innovate, to reinvent, or to create is crucial. Entrepreneurs know that the market copies success very fast. Being on the move is a way of living for entrepreneurs, most of them like it, because they love to act fast.
Case
Blind organisations in East Europe were in shock when, in 1991, all of a sudden the Soviet Regime collapsed. They did not foresee this change or its magnitude and had no plan for the post-Soviet period. All of a sudden the blind organisations realised that their income was based on orders from a central led system and that the only thing they did was to manage production. Several blind organisations did not react at all and remained in a shock for years until their assets were sold and realised that the momentum for a successful change was gone.
Planned change has become a permanent process in this IT age, with real-time communications, social media and globalisation of production and consumer markets.
Below you find a useful graphic for planned change, describing nine elements to organise your change. Three elements are being dealt with in this book: Development of Goals of Change, Diagnosis and Planning for Implementation.
Source: https://www.cliffsnotes.com/study-guides/principles-of-management/managing-change/steps-in-planned-change
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