In a growing organization, employees should be the key drivers of change. They can also put the brakes on new innovations if they are not an integral part of the change process. It is the collaborative interactions between clients, staff, and management that make meaningful changes happen.
The previous post discussed the need for change in a changing world. That the world and business are rapidly evolving is obvious. The challenge is to decide, of those things that we can control, what should we change?
During difficult times the answer is simple: The status quo isn’t working. During good times, the argument for change is more questionable. ABS is growing at a high rate. So why are we discussing change? Why change when what we are doing is working? Why should any organization embrace change? During good or challenging times, change is difficult. In the first case, resources may already be strained and putting out fires may have become a full-time occupation. In the latter case, complacency, fear, inertia, and fallacy that the good times will just continue are obstacles to change and innovation. However, it is during the good times that change can lead to greater rewards than mere survival.