What is continuous change? How can leaders create a change-oriented culture that can withstand economical shifts as well as internal shifts?
Continuous change refers to a kind of variation over time that is expected and understood.
The gradual growth of a child into an adult is continuous change. Though such growth may involve times of confusion and upheaval, nothing about human growth is new or unexpected. Change is no longer an event… Change is business as usual. Customers are demanding, “better, faster, cheaper; competition is fierce; and a turbulent economy and technological advances increase the pressure to “do more with less.
Success today is dependent on keeping your work force resilient, positive and engaged while this rapid (and accelerating) change constantly turns your organization upside down. Yet, employees are increasingly skeptical about committing to business strategies that are constantly being redefined.
The concept of continuous change itself is based on the larger premise that there should always be some sort of an internal focus in what new and incremental values and concepts of doing work are implemented which as such could make the firm both more efficient but also more resilient. Therefore, there is a big role that the leadership of the firm can come to play in terms of devising and then executing as well as implementing a number of dynamic rather than static practices which as such ensure that there would always be some sort of change based concept being done. This is why a lot of this inherent responsibility sort of lies and rests with the firm’s different leader’s for them to see what continuous change process to make the organization that much more goal driven, but also more efficient and effective in how it is using its different resources.