Change Definition

Dragon1 Icon for Change
Dragon1 Icon for Change

Dragon1 Definition for Change:
A change is an adjustment, alteration, modification, or replacement of one or more persons or objects within a system. A change is smaller in scope and impact than a transformation.

Let us define Change

What does Change mean? What does Transformation mean? Are there differences between them in Organizations? A Dragon1 term definition. Read it here!


What is change meaning?

change definition

The Difference between Change and Transformation in Organizations

The terms 'change' and 'transformation' are often used in the context of organizational development, but they refer to different degrees and scopes of modifications within an organization. Here's a breakdown of the key differences between change and transformation:

Scope and Scale:

  • Change: Change typically refers to smaller, incremental adjustments made within an organization. It involves modifying specific processes, procedures, or aspects of the organization without fundamentally altering its core identity or purpose.
  • Transformation: Transformation, on the other hand, involves a more extensive and radical overhaul of an organization. It goes beyond incremental adjustments and often affects multiple facets of the organization, including its culture, strategies, structures, processes, and even its mission and values.


  • Change: The primary objective of changes is often to improve efficiency, fix specific issues, or adapt to new circumstances while maintaining a relatively stable overall structure and identity.
  • Transformation: The primary objective of transformation is to create a new vision or identity for the organization, often in response to significant external factors, market shifts, or disruptive technologies. It seeks to redefine the organization's purpose, values, and ways of doing business.

Degree of Impact:

  • Change: Change may have a moderate impact on the organization. It can result in improvements, increased efficiency, and adaptation to evolving circumstances, but it doesn't necessarily lead to a fundamental shift in the organization's identity.
  • Transformation: Transformation has a profound impact on the organization. It can redefine the organization's purpose, reshape its competitive position, and lead to a complete reimagining of how the organization operates.


  • Change: Changes can often be implemented relatively quickly and may not require a significant amount of time to take effect.
  • Transformation: Transformations are typically long-term endeavors that involve a significant investment of time, resources, and effort. Achieving a true transformation often takes years and requires sustained commitment.

Mindset and Approach:

  • Change: Change initiatives may focus on improving existing processes, optimizing efficiency, or responding to specific challenges. They can involve a more linear and controlled approach.
  • Transformation: Transformations necessitate a change in mindset and a willingness to challenge the status quo. They require a more adaptive and flexible approach, as the outcomes may not be fully defined at the outset.

Goals and Outcomes:

  • Change: The goals of change are usually centered on improving certain aspects of the organization, enhancing operational efficiency, or addressing specific issues.
  • Transformation: The goals of transformation are often broader and more aspirational, aiming to redefine the organization's purpose, achieve a new level of competitiveness, or navigate significant shifts in the external environment.

Employee Engagement and Culture:

  • Change: Employees may need to adjust their routines and processes during a change, but the underlying culture of the organization may remain relatively stable.
  • Transformation: Transformations often require a change in organizational culture, involving a shift in values, behaviors, and mindsets at all levels of the organization.


  • Change: Examples of changes could include implementing a new software system, restructuring a department, adjusting work processes, or introducing a new product line.
  • Transformation: Examples of transformations could include transitioning from a traditional brick-and-mortar business model to a fully digital one, adopting a customer-centric culture, or undergoing a merger that leads to a complete integration of two organizations.

In summary, while both change and transformation involve modifying an organization, the key difference lies in the degree of impact, scope, and depth of the modifications. Change represents smaller adjustments, while transformation involves a comprehensive and fundamental shift that can redefine an organization's identity, purpose, and direction.

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