The role of curriculum in organizational significant change planning

Purpose With significant change as an ongoing challenge, the development and use of a flexible change curriculum is identified as a success factor that will allow an organization to optimize the outcome from change transformations. Design/methodology/approach After discussing significant change, this paper will contrast two organizations in support of a flexible curriculum taking into account multiple theories addressing change, learning, planning, utilization of a curriculum, and assessment, all to enhance the change transformation experience. Findings The research, investigation, introduction, implementation and refinement of the action plan play a very important role in how the enterprise accommodates change. It is further suggested that at the heart of any action plan is a flexible curriculum by which the organization can use a formulated educational plan to adjust its current mode of operation to incorporate an ongoing change philosophy. Research limitations/implications The intent is to identify benefits in using a curriculum to aid significant change transformations where logic and reality can justify its use. Practical implications It is postulated that a well‐developed yet flexible curriculum with assessment to track the impact of changes throughout the process will serve to enhance the flexibility of the enterprise and its ability to deal with change. The curriculum serves as the means that provides the organizational membership with identified learning and instruction to mix corporate culture with change urgency. Originality/value Taking into account change and learning theories, an action plan in the form of a flexible curriculum with assessment is recommended to optimize significant change transformations.