The days of solely managing Ideal Change are numbered. The practice of additionally managing Real Change is emerging.
What is Ideal Change?
Ideal Change is the change you idealize. It is the change you plan, design and budget. With Ideal Change you preconceive the change before you execute it. It is the change where you think about current states and future states. The actual change is the magic that someway, somehow happens in between. This kind of change loses importance.
What is Real Change?
Real Change is the change that factually happens. The change that happens inevitably, immanently and presently. It occurs even without planning, designing and budgeting. Preconception is irrelevant. This kind of change gains importance.
Nowadays we recognize a trend in society. It affects all people and organizations. Change is accelerating. Changes happen more often. They grow in impact. They widen in scope. They reach further in time.
Existing change management practices suffice no longer to deal with these kinds of changes. When changes grow bigger, they need more preconceiving. At the same time, there are also more changes to manage. There is simply no time left for planning, designing and budgeting. We need to learn to overcome this change management impasse and learn to act instantly and presently, just like organisms do. Real change fills this gap.
What if we cannot manage Real Change?
Life becomes cumbersome. We cannot keep up with the trend of accelerating change. Organizations end up in increasingly tricky situations. People end up in change overwhelm, for example within their careers.
What if we can manage Real Change?
We do not know yet. We are just at the beginnings of becoming able to manage Real Change. What we do know is that managing Real Change is promising.
Imagine, what if organizations can instantly adapt themselves to changing markets, technologies and cultures, just like plants instantly adapt themselves to changing temperature, moist and sunlight. This means ultimate agility. Real Change drives the coherent reuse of existing organizational components.
Imagine, what if people can free themselves from rigid conditioning imposed from tradition, culture and obsolete beliefs? How then they can develop their real potential?
The big question
How can we manage Real Change?
There is a secret to the management of Real Change. The report “Real Change. Embrace any change in life, career or company, gradually and steadily from today on forward” suggests polarities – scrutinized within the knowledge discipline of Polarism – to be this secret.
With Polarism change agents can explore, explain, predict and prescribe for change phenomena, so they can guide people through conflicts, impasses, life transitions and have them harmonize, breakthrough and progress. On a wider scale, with Polarism change agents can guide organizations through change phenomena like transitions, disruptions, crises, and have them evolve, rebalance and flourish.
The practice and research on Real Change is young and an open field. The community of change agents is taking of. Participants are joining.
Do you recognize the change management impasse also? If we could show you a way to overcome this impasse with mindlike change agents and have a practice differentiates you in the marketplace, would you be interested in finding out more? You can start with reading the report mentioned.
Progress on insights,