Change

• PDCA has been around for decades and pretty much any feedback loop tool/method whether it be Toyota Katas, Agile Retrospectives and even Lean Startup are re-inventions of that cycle
• Each organization is unique and a custom approach to change is absolutely necessary
• change is really hard and unpredictable
• involve the people who are being asked to change in the change itself
• ADKAR method.

Organizations that take a mechanistic approach to managing work and people would likely go the route of a re-org because the hierarchy and structure is how work gets done. Organizations that take an organic approach to organizational design will watch how the structure emerges and that's a scary concept for many people. Spotify and Valve are great examples of that.

Sources

• Kotter
• Drucker
• Senge
• Peter Lencioni (5 Dysfunctions of a Team, Getting Naked)
• Heath brothers (Made to Stick and Switch)
• Virginia Satir
• Myers Briggs (and other Jung-based models like Discovery Insights)
• "Images of Organization" by Gareth Morgan (circa 1984) tremendously valuable as far as understanding organizational design patterns and structures

More

• http://blogs.hbr.org/taylor/2013/09/the_more_things_change_the_mor_1.html
• 50 reasons why we cannot change