Abstract
Change management in an organization can be a very difficult task to assume. First you need to diagnose the change needed, set objectives, apply the strategy, measure the results and then re-adjust in consequence. In all those steps, you need to take into account the scope of the organization, the culture of the country, that of the organization, the state of mind of employees, etc.
All these factors make it more or less difficult for the change agents to apply a change. Therefore, when diagnosing the change needed, the organization must choose carefully every feature in order to be successful. One of the first steps in this task is therefore to choose whether you need a revolutionary or evolutionary change. To know what is best, I will discuss the advantages and disadvantages of these two types of strategic changes.
There exists four types of strategic changes depending on the scope of change : it can be either a realignment or a transformation and on the nature of change which can be incremental or "Big Bang". Both revolutionary and evolutionary are transformational changes but the nature of change is different: evolution is incremental whereas revolution is a "Big Bang".
