The Change Conundrum
In a world where change is the only constant, understanding and navigating through it is a table stake for both individuals and organisations. But we find change hard, and it is perhaps the most consistent, and gnarly business dynamic of our time. The following insights aim to demystify the complexities of change, offering a distilled perspective on how to not just survive but thrive in an ever-evolving and increasingly accelerating landscape. Drawing from personal experiences, I present five core critiques to guide us through this relentless tide of transformation.
The 5 Core Critiques of Change
Clarity – a shared understanding of the why, the what and how change can either be a necessity and a risk, but also a catalyst for betterment is not just nice to have, but a must. Most often it’s in fact both necessary and opportunistic, and time and dialogue are the means to help ourselves hear, understand and process a rationale rather than emotional response to embracing it
Cohesion – discussions and appraisals are then required to forge joined up thinking on the choices to be made, to help decisions to be taken and plans of action to be forged. This arc of choice to commitment is how we translate potential to valueConfidants – through an open and honest discourse across the community implicit to perpetually assess progress and course-correct, understanding can be unified and allies are built while at the same time sense can prevail. This helps to preserve cognitive load and resources, without which success is often stymied, or certainly made all the harder. But it also builds trust and chemistry, as well as common purpose and friendships who are always much needed when the going gets tough
Conflicts – confidants are better placed to resolve the inherent and necessary conflicts that will emerge from choice-making and re-routing. This is a matter of course in change management, and debacles should be dealt with through a mindset of problem-solving and triage – not blame and failure. Learning and the mitigation of potential loss as opposed to lamenting and reflection should be the discourse
– belief in the venture and the intent (the Purpose) and the team is essential, without which cracks will emerge and failure rates amplify. Allowances for the human factors such as fear and resistance are important in that regard. Building confidence around the fact that a lack of confidence will often emerge, and drawing on resolute ambitions and logic as the antidote to inevitable friction can be a saving grace
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The Rub
Change is hard, change is necessary, and change is ultimately the pursuit of being better. Change is also positive, if designed and executed with empathy and calculated intent, for it has been the pursuit of humankind since origin, and the dynamic that has led to our prosperity and supremacy as a species. But we find it so hard, stressful and inconvenient when confronted with it.
This is the dichotomy we deal with – but like most things, it’s a matter of perspective. See it as a boon, and it will be – see it as an hurdle, and that it will be also. The trick is to turn the potential for toxicity into productivity. Fortune favours the brave, and the brave embrace change – or perhaps we should say favour is the fortune of change mastery.
Garvan Callan is a Board-level and c-suite transformation adviser, speaker, lecturer, Non-executive Director and author who works across sectors and regions to bring strategy in to execution, the power of digital culture and innovation to the fore, and help leaders and their businesses prepare for tomorrow, today. He is the author of Digital Business Strategy: How to Design, Build, and Future-Proof a Business in the Digital Age.