Built to change organizations describes organizations that:

• A. Are built with practices in place to encourage change rather than obstruct it. It better equips them to navigate change and grow.
• B. Are rigid and resistant to change.
• C. Rely only on external change agents.
• D. Have no formal change processes.

Answer: (A)

Organizations built to change embed change-ready practices into how they operate. They design processes, structures, and norms that anticipate change, enable quick decision-making, and empower people to experiment and adapt. Change isn’t seen as a disruption but as a normal part of work, supported by governance, clear sponsorship, ongoing communication, training, and feedback mechanisms that monitor adoption and outcomes. When change is woven into the organization’s fabric, it can respond to new opportunities, advances, or shifts in the market and continue to grow rather than stall.

That explains why this description fits best. Being rigid and resistant to change blocks adaptation and growth. Relying only on external change agents creates dependence and lack of internal capability to sustain change. Having no formal change processes leads to ad hoc efforts and inconsistent results.