Understanding Change Styles in the Workplace

Ever launched a new process at work and noticed some colleagues dive in head-first, while others quietly stick to the old way? This is not necessarily over-enthusiasm or stubbornness, instead, it may be a difference in change style.

Change is inevitable and essential for both individual and organisational success. For individuals, change encourages resilience and new opportunities, while for organisations, it promotes innovation and long-term sustainability. However, the way we approach and respond to change can vary significantly. Understanding these differences can be the key to successful change management.

This is where tools like the CSI 2 come in. The CSI 2 identifies three change styles, all of which bring value in different ways. This insight enables organisations and leaders to better understand how to communicate and approach change in a way that is best received by everyone.

So, what might your change style preference be?

Do you prefer gradual, incremental change?

Around 36% of the population fall within the Conserver style. These individuals are likely to value stability, tradition, and predictability. They tend to prefer change that builds on existing resources.

Example: When a new project management system is introduced, a Conserver might prefer to pilot it with a small group first, retain elements of the old system during the transition, and receive detailed training before fully phasing over.

Do you prefer functional change?

Around 47% of the population fall within the Pragmatist style. These individuals are likely to value efficiency and consensus-building, and tend to adapt their approach to suit the situation.

Example: A Pragmatist might support a new project management system if they can clearly see how it will improve daily operations, and if input has been gathered from the team before deciding how to roll it out.

Do you prefer faster and more radical change?

Around 17% of the population fall within the Originator style. These individuals are likely to value innovation and exploration. They tend to prefer change that is bold and challenges the status quo.

Example: An Originator might push for a complete overhaul of the project management system, and quickly experiment with new features to maximise its potential.

Perhaps you are a mixture

The CSI 2 change styles are a spectrum, not a box, and individuals may show different preferences depending on the context. Importantly, the CSI 2 measures your cognitive preference in dealing with change, not your competence. Therefore, no style is inherently better or worse; true effectiveness lies in understanding your preference and learning to flex your approach when needed.

Working effectively with other change styles

Once you know your own style, the next step is recognising how others might approach change differently. Some will want to understand the risks in detail, others will focus on practical considerations, and some will be energised by bold, future-focused opportunities. By understanding these differences, you can adapt your approach to different change styles and make the transition smoother for everyone.

Whether you are curious to learn more about your own style, or want to support your team through change more effectively, the CSI 2 offers personalised insights and practical strategies.

Contact us to take the CSI 2 yourself, or discuss how to best use the CSI 2 within your team or organisation.

Learn more about the CSI 2 here.