Change is the only constant. All organizations need to change to survive.
Change is not easy.
It is not about personal change which is more about psychology and leadership or creating something new such as innovation. This is about existing organizations and their environment and the relationship with the two.
Organizational change is about permanently changing organizational behaviour to achieve an objective together. The organization itself is a social entity with designated and coordinated tasks. Thus, knowing patterns of behaviour is needed to implement strategy.
Change also comes from outside the organization. Adaptation is necessary to reflect regional and global conditions and this is where information intelligence comes into strategy.
Change means something new
The organization yields to maximize effectiveness to meet the new product or service by adjusting tasks, structure, policies and meaning. Change could mean mergers, new people, new products, or some fundamental shift in vision. Not all change programs succeed – only 30% according to John Kotter. Again, change is NOT EASY.
Adaptation is necessary to reflect regional and global conditions and this is where information intelligence comes into strategy.
Defining success is ultimately the determining factor in organizational longevity. Success in short term spurts leads to assuming that what is being done now is good enough for what will be need tomorrow – in essence, status quo rule. Resistance to change can look very positive when everyone is getting a juicy paycheck – why change when everything is good? That is short-term thinking. Security also plays a role as people are comfortable in a familiar safe environment, which is a good thing but if the change is misunderstood, panic may ensue.
The idea is to continuously strategize and implement for change to get ahead of turbulent conditions.