Organisational Development and Change Management

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Organisational Development and Change Management

Your organization's functions must be in line with its people, procedures, and strategy for it to expand. Organisational development can increase the efficacy of your company by coordinating your structural, cultural, and strategic realities. Every organisation has a plethora of components that yearn for ongoing improvement. Through organisational development, you can implement a methodical approach to these to maintain efficiency and foster success. Enterslice assists its customers in overcoming obstacles related to change management and organisational development. Our professionals address HR challenges of strategic relevance through the use of cutting-edge tools, an analytical methodology, and customised services. Our services are appropriate for resolving problems related to strategic planning and operational development, employee experience management, performance-based compensation and benefits, and change management at the individual, group, and organisational levels.

What is Organisational Development and Change Management?

The study of effective organisational change is known as organisational development. This field developed during the past century as a means of effectively managing and directing organisational change. OD and change management have many of the same objectives, guiding concepts, and ideas. An organised method for moving people, groups, and organisations from one planned future state to another is called change management. It can be used in scenarios like organisational growth, downsizing, or even the addition of new staff or technology. The methodical, continuous process of bringing about constructive and successful organisational changes is known as organisational development. It is well known that organisational development is a subject of scientific research as well as an area of applied behavioural science. Due to its multidisciplinary nature, it incorporates concepts from a wide range of fields, including organisational behaviour, sociology, psychology, communication, cultural anthropology, economics, political science, neuroleadership, and theories of motivation, learning, and personality. To put it briefly, change management is a part of organisational development.

Innovate and Improve Your Business with Enterslice Change Management and Organisational Development Service

Experienced Team -

Our group of very talented and driven business analysts and specialists is always striving to give our clients the best services possible.

Affordable Rates -

We offer our top-notch research services at incredibly fair rates, and we can also tailor a quote for each customer based on their specific requirements.

Latest Technology -

We produce change management and organisational development that assist our clients in staying ahead of the competition by utilising some of the most dependable and up-to-date techniques and technologies available.

Embrace Your Corporate Journey with Enterslice Change Management Service

Staying relevant -

In sectors where changes happen often, our method of change can assist companies in staying relevant. We can also support a positive rapport between a company and its customers.

Encouraging creativity -

By allowing a team to try out new concepts, our change process may foster innovation. This may result in fresh approaches to tactics and goods.

Developing skills -

Employees and the teams they work with can benefit from our transformation process by receiving suggestions on what skills to hone. These abilities may result in further adjustments that guarantee an organization's capacity to develop.

Generating new opportunities -

We can promote the genesis of new opportunities through our process of change. This can involve partnerships with other businesses, new markets, and distinct target audiences.

The Process of Organizational Change and Development

The processes in the organisational development process are methodical and research-based. Typical steps for implementation consist of the following:-

Determining where work needs to be done -

Finding a need that is in line with corporate objectives is the first step towards organisational change. Businesses frequently recognise this requirement immediately, but they may also take a data-driven approach by using official surveys and feedback to discover issues. This method makes it possible to comprehend the area that needs improvement more thoroughly. Businesses should consider what they need to alter and why it is required.

Looking into the issue -

After identifying the area that needs improvement, businesses look into it to find out why it's a problem, what obstacles are in the way of change, and what solutions have been tried in the past. Individual consultations, focus groups, and polls may also be a part of this process.

Making a plan of action -

After that, the business develops a plan with assigned funds and precisely specified job responsibilities. This strategy will specify a quantifiable objective and offer targeted assistance to all parties concerned. In this phase, organisations should consider how they will handle employee feedback and notify staff members of changes.

Generating Inspiration and a Plan -

The company's management needs to inspire their staff to share a vision after they have outlined and disseminated a clear plan. In this step, executives serve as enthusiastic role models, guiding staff members in comprehending the overall objectives and intended outcomes of the plan.

Putting into practice -

While stability is essential during implementation, it's just as crucial to provide employees with coaching, training, and mentorship during this time. Management should think about the new abilities that staff members will require and the most efficient ways to provide them when considering this kind of support. A continuous feedback loop and communication can facilitate the process of change.

Assessing preliminary findings -

After a strategy has been put into action, the company's executives might set aside time for group reflection in which they ask both themselves and their staff whether the change successfully achieved the company's objectives. Additionally, they will assess the change management procedure and brainstorm potential improvements. This is an important phase that cannot be skipped; without it, the organisation would not be able to determine the effectiveness of the actions.

Changing course or going forward -

In light of the preliminary findings, the business can decide to modify its original plan. If the outcomes demonstrate success, the existing plan may be carried out to continue improving.

Why is organizational development important?

This procedure is crucial since it guarantees that the company's employees and the organisation both gain from effective operations. When combined with HR procedures, organisational development provides the information required for a thorough evaluation of a policy's efficacy. The following are other factors that make organisational growth so crucial to a company's human resources:-

Increasing the efficacy of an organisation -

Organisational development, which places people in positions that promote and support their contributions, allows human resources to fully utilise the potential of their workforce. They can find disparities in departmental and executive performance by using this technique. Employees are brought into line with the goals of the company, and business values are promoted through feedback and training.

Encouragement of Dedication and Loyalty -

Putting workers in positions that best utilise their skills could boost loyalty to the company and employee morale. Offering difficult tasks and obligations to staff members creates a stimulating work atmosphere where they can feel important and indispensable. People who receive regular education and training are better able to comprehend their professional duties and learn how to fulfil them.

Increasing Talent Recruitment -

Businesses may have a competitive advantage when they focus on hiring new staff. Employee skills could add to the value of the product or offer a unique service. For example, a fashion company would seek to hire outstanding designers who can supply specific materials or styles. The hiring, development, and retention of skilled designers may be guided by the organisation using the organisational development process.

Observing the reaction of the market -

Data is used by the organisational development process to guide decisions. Analysing market conditions and employer wants can aid in the development of pertinent business strategies. A review of the benefits package, such as including gym memberships in the company's health insurance plans, may be part of this process.

Difference Between Organisational Development and Change Management

The goal of organisation development (OD) is to enhance an organization's general efficacy and well-being. It entails a methodical strategy to change that includes evaluating the organization's current situation, finding areas in need of development, and putting those improvements into practice through interventions. In contrast, change management is a more targeted approach to change that entails overseeing particular projects or activities inside an organisation. It entails organising, carrying out, and overseeing adjustments to make sure they are effective. Although both strategies incorporate change, change management is more project-focused and tries to accomplish certain objectives. In contrast, organisational development is more holistic and concentrates on the general health of the company.

Challenges of Organizational Change and Development 

Change and growth are the constants that drive organisations forward in the field of organisational development. But opportunities abound, and with them come difficulties that could impede development. The following are a few typical obstacles in organisational development:-

Resistance to change -

Overcoming resistance to change is one of organisational development's main obstacles. Because of their fear of the unknown, a sense of losing control, or worries about their job security, employees may be reluctant to adopt new procedures, technology, or organisational structures. The key to the success of organisational development projects is controlling this resistance and enabling a seamless shift.

Poor communication -

Ineffective communication can make organisational development initiatives less successful. It's critical to communicate the goals, advantages, and anticipated results of development initiatives clearly and consistently. Misunderstandings, confusion, and misplaced expectations can result from ineffective communication, ultimately affecting the projects' performance.

Insufficient dedication and assistance from the leadership -

Organisational development initiatives require the backing and dedication of upper management. Employees may lose interest in the programmes and become more resistant to change if leaders don't show that they are committed to them. The secret to their success is having executives who actively support and encourage organisational growth initiatives.

Budgetary Restrictions and Scarce Resources -

Initiatives for organisational development frequently need a large time, financial, and human resource commitment. Budgetary restrictions and resource limitations may make it difficult to carry out these efforts successfully and attain the intended results.

Inadequate plan and vision -

Having a clear strategy and vision is essential for directing organisational development initiatives. Organisations may find it difficult to allocate resources and prioritise efforts in the absence of a clear direction, which could result in less-than-ideal outcomes.

Insufficient talent management and skill development -

The dynamic nature of the corporate world necessitates that organisations consistently enhance the skills and competencies of their personnel. Initiatives for organisational development may be less successful if there are issues with personnel management and skill development.

Barriers arising from organisational culture -

Initiatives for organisational development may succeed or fail based on the organisational culture. Organisations with a more open and collaborative culture may be better able to adopt new methods of working, whereas those with a more rigid and hierarchical culture may find it difficult to implement changes successfully.

Why is organisational change management crucial to business transformation?

  • It prepares workers to welcome the "New."
  • Employees lose out on benefits when they take a while to adjust to the new manner of working.
  • The firm will incur expenses that outweigh the anticipated advantages of organisation change management when there is covert resistance and an implicit refusal to alter processes inside the organisation.
  • People may experience missed sales, delayed shipments, duplicate purchases or payments, and other problems that have a detrimental effect on the bottom line if they are unable to effectively use a new technology or communicate with a provider, or if they are unable to respond fast in the event of an emergency.

Organisational Development Initiatives to Support Your Organization in Achieving Desired Outcomes

The fact that organisational development is built on cooperation and a "helping relationship" is one of its defining traits. Organisational development adopts a total system perspective, which considers the organisation as a whole along with any pertinent subsystems inside the larger system. As a result, organisational development interventions and improvement techniques, like as change and transition, can target the system as a whole or at different levels, including groups, teams, and individuals. Interventions in organisational development should be directly linked to strategic aims and ambitions. These interventions and improvement plans can address the organisation’s communications strategy, culture, and procedures, as well as change and transition.

Is change management outsourcing worth it?

When change management requires experienced hands and professional aid, outsourcing comes into play. Find and get in touch with experts who are well-versed in the issues and organisational culture. To successfully and economically manage those risks, they should be able to identify the largest risks and choose the best combination of change management initiatives. Furthermore, the following are some ways that outsourcing organisational change management might benefit corporate transformation:-

Instruments and methods for diagnosis and delivery -

Throughout the change management process, identify organisational and human risks more quickly.

A range of engagement models -

Programme management from the first description of the transformation programme to the end. Determine whether selecting among several service levels can accommodate the organization's specific requirements, financial constraints, and available resources.

Expert time on the subject -

To assist with certain events (leadership engagement, quality reviews, and ad hoc organisational change management (OCM) consultancy) and work streams (communications or job design).

Our Approach Towards Change Management

Three fundamental components comprise our approach:-

Imagine a different future for yourself -

A leadership action is a change. The inspiring narrative, mission, and vision are shaped in part by us.

Start a movement -

Impact is driven by people and teams. We combine insight, behavioural science, AI, and human experience to enable your people to co-create the future.

Integrate long-lasting reform -

Fundamentally, enterprise capabilities. We support the adoption of the attitudes, actions, and methods of operation that promote transformation.

What circumstances can encourage change?

A few situations that can directly spur transformation inside an organisation are as follows:-


A crisis is a disastrous occurrence that has the power to alter a certain market abruptly. This could be a reduction in the number of employees, a decline in clients, broken equipment, or an abrupt shift in the demands of the market or the economy. An organisation may adapt to changing conditions and maintain efficiency and production even in the face of disruptions with the aid of change.


An organisation may change in response to an abrupt shift in performance. This may be the result of a product reaching the end of its useful life, heightened competition, or a decline in consumer interest. Making adjustments can assist a company in creating a strategy to improve performance. 

Industry Shifts

Changes in the industry may prompt organisational change. This may involve a rise in the cost of base materials, the upgrading of a sector, or adjustments to prevailing patterns. To maintain ongoing profitability, successful organisations frequently seek to adapt in line with the industry they operate in.


The staff or administration of an organisation may be abruptly changed as a result of a corporate purchase. This can also refer to abrupt adjustments made to a team's size, like following a merger. Effective communication can increase motivation and clarity while supporting an organisation through these changes.

Governmental directives

Government regulations have the power to abruptly alter how an organisation conducts business. This can involve adjustments to employment practices, modifications to workers' rights, or adjustments that impact raw resources. These adjustments might be necessary, but they might also inspire future advancements.

What variables can organizations change?

An organisation can adjust the following variables to maintain productivity and efficiency:-

Perspective -

A company's purpose and desired outcomes may be included in its vision. Modifying an organisation's vision may lead to changes in the fundamentals of how it runs. This helps establish a strategy for plans and objectives, which can help an organisation become more clear about its future.

Strategy -

All of the steps that a company plans to take to accomplish its long-term objectives can be included in its strategy. A company's strategy can be changed by examining price, distribution, product, packaging, and promotion factors. Any of these marketing domains can be improved by a business to boost productivity and earnings.

Technology -

The technology that an organisation employs in its workflow is modifiable. This may involve modernising existing technologies to promote more efficiency. Along with fostering innovation and adaptation, it can also help a business adjust to changing technologies.

Methods of Organisation

Organisational changes within a corporation can be a successful strategy for change. This can involve changes in reporting guidelines, staffing arrangements, or technological breakthroughs that support alterations in how an organisation sets up its operations. Investing more in a company's appropriate organisational structure can boost productivity and potentially enhance earnings.

Main Focus of Organisation Development

Enhancing an organization's general health and effectiveness is the main goal of organisation development. This calls for a methodical approach to change that includes evaluating the organization's current situation, identifying areas in need of development, and putting those improvements into practice through interventions. The purpose of organisational development is to build a more effective, efficient, and well-rounded organisation that is better able to meet its targets. Initiatives for process improvement, team building, and leadership development are a few examples of organisational interventions.

Focus of Change Management

The goal of change management is to oversee particular changes that occur inside an organisation. This could involve modifying systems, procedures, or organisational frameworks. Making sure that these changes are implemented successfully and with the least amount of interruption to the organisation is the aim of change management. A disciplined method of organising, conveying, and putting changes into practice, as well as tracking and assessing their effects, are common components of change management. Even though it may be a part of an organisation's growth, change management is a different strategy with its own set of resources.

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Organizational Development and Change Management Impact

Organisational development has helped some of the most well-known businesses in the world enhance a wide range of business operations. For instance, Amazon just revealed a $700 million initiative to retain its employees. And to adjust to new business practices, working circumstances, and technological advancements. Google has tried to transform its corporate culture into one of continuous learning. New hires are aware that they will continuously attend training sessions, advance their careers, and attend workshops. Employees join with excitement for change and learning new things because of this culture. Companies may spark real change if they have a clear concept of organisational growth and a clear aim in mind. But change is never simple. Because of this, organisational development systematizes each stage of the procedure, enabling improvement in companies of all sizes and all sectors.

Enterslice Organisational Development and Change Management Support

Our diverse group of knowledgeable organisational consultants and trainers guides you through the challenging phases of your organization's growth. As individuals and organisations mature, our distinctive approach to learning and development solutions has been shown to promote genuine change and adoption. Organisations will be guided through adjustments that lead to improved performance by the Enterslice Systemic Process. Using change management methodologies, our team assists in bringing your organization's strategy, structure, culture, and leadership behaviours into alignment in complex, uncertain, and fast-changing situations. Our organisational development initiatives are designed and implemented with the participation of individuals at all organisational levels in mind. Make an appointment right now to learn more about our areas of expertise.

Our Success Story

We have more than ten years of experience in organisational development and change management, in addition to providing CFO services, auditing, tax and accounting, financial analysis, bookkeeping and payroll services, and strategic business planning services. Enterslice provides our clients with a comprehensive solution that enables them to achieve their business objectives and conduct legitimate, interference-free operations. Together, we can use our state-of-the-art technological solutions to propel your business to an unprecedented level of success.

Frequently Asked Questions

Organisations work in a dynamic environment that is always evolving. An external shift could be the introduction of a new rival, advancements in technology, or new laws. Changes in staffing, cultural shifts, and leadership agendas are examples of internal changes. Consequently, businesses frequently discover that once-productive business techniques are no longer as effective. To maximise their influence on organisational objectives, such practices must be modified.

The use of a systematic process and a set of tools for guiding the people side of change to accomplish a desired result is known as change management. In the end, change management is about assisting individuals in embracing, integrating, and utilising change in their daily work.

The goal of organisation development is to increase an organization's capacity by coordinating its strategy, structure, personnel, incentives, metrics, and management procedures.

Sound corporate culture can have a favourable impact on the overall performance of a corporation, irrespective of the organization's definition of success. An organization's culture influences and informs a range of procedures and worker behaviours, and it can either help or hurt the organization's performance and anticipated outcomes. Our qualified team is available to assist you in evaluating and changing your existing culture so that it is in line with your company's objectives.

OD scope typically concentrates on the entire system. Supporting individual transitions that add up to organisational change is the focus of change management's application scope.

The processes in the organisational development process are methodical and grounded in research. Typical steps for implementation consist of the following: determining where work needs to be done. Finding a need that is in line with corporate objectives is the first step towards organisational change.

Organisational development has several advantages, such as higher profitability, production, and efficiency. By putting new management methods, updated policies, and more efficient channels of communication into place, businesses can improve productivity and profitability.

Evaluating the modification is the last crucial step. Thus, if we are handling it well from the beginning when we are determining the gaps and needs, then we ought to have specific objectives regarding what we hope to accomplish as a consequence of the initiative or change.

The steps involved are as follows:-

  • Determine the organization's needs. The first step involves determining the organization's current capabilities and procedures and contrasting them with where it needs or wants to be. 
  • Decide on how to meet those needs.
  • Decide which intervention to use. 
  • Put the plan into action. 
  • Assessing the result.

Organisational development is a crucial, scientifically grounded process that works with organisations to create, enhance, and strengthen their processes, structures, and strategies to increase their ability to adapt and become more effective.

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