Three Dimensional Change

The only constant is change (Heraclitus).

How we conceive, initiate and respond to change depends as much on personality, culture and preference as rational consideration. As one writer expressed it, ‘what passes for rationality is often irrationality in disguise.’ In a western leadership and management culture still dominated by rationalism, sound decisions reached by intuition are often post-rationalised in a quite literal sense to sound credible and gain buy-in. Against this backdrop, I’ve become interested in the notion of 'change management', something of a paradox in complex, fluid organisations and environments.

It strikes me there are three interrelated dimensions that each impact on whether change is successful and sustainable. The first is Change Leadership, perhaps summarised succinctly by vision, courage and engagement. The second is Change Management, focusing on design, implementation and process. The third is Change Resilience, the ability to thrive in the midst of uncertainty by maintaining faith, flexibility and hope. It’s a combination of these factors, not change management on its own, that makes all the difference.