Our practices are limping, incomplete, biased and bombastic. This remains to be so when we continue to rely solely on Ideals.
Our practices of developing and changing people, businesses, systems and organizations are limping, incomplete, biased and bombastic, see post: “3 intriguing practice pillars for the New Change Era”. This remains to be so when we continue to rely solely on Ideals.
What is the first pillar of the paradigm-shifting initiative we develop?
Instead of focusing on the ideals we have to take reality itself into account. Therefore, the first pillar about what we need to be able to do in the New Change Era, is:
Real Change.
The report: “Real Change. Enhance your practice with Polarism so you can move beyond the Change Management Disruption” describes Real Change as one of four management styles.
Real Change: sustain, even against all odds
‘Real Change’ shows the mindset we adopt when we want to understand and instigate changes that are happening inevitably, immanently and presently. These changes occur in people, in organizations and in systems, no matter what. They are natural and real. The best examples are organisms. Real change is about how organisms change. How they grow, adapt, reproduce, evolve. Somehow, they sustain over time while they inherently change. Therefore, the description: sustain, even against all odds.
Real Change differs from Ideal Change in a way that it does not rely on planning, designing and budgeting. Consider the Ideal Change management style description from prementioned report:
Ideal Change: preconceive, even when there is no time left
‘Ideal Change’ shows the mindset we adopt when we plan, design and budget a change upfront. We build on an ideal image of how people, an organization or a system should act before we execute on that preconceived change. Using this change management style, we make every effort to create this image. This takes time upfront. Therefore, the description: preconceive, even when there is no time left. Surely, the believe is also that this style saves time on the long run, since time spend upfront pays off during execution. Then, less risks, resources and costs are involved while gaining more purposeful results.
The paradigm-shift from relying predominantly on Ideal Change towards relying predominantly on Real Change is a challenging shift.
What’s in it for us when we make this shift? When we build our initiative on the pillar of being able to understand an instigate Real Change?
✓ Personally. What does it mean you can unravel and instigate the strains by which your life forms itself? To direct its course according your own purposes and desires? Consciously and effortlessly, since you make use of organismic features existing inherently in it? Real Change opens new ways for creativity and fulfillment. You will feel complete and free.
✓ Professionally. What does it mean it’s you who provide the insights needed to resolve cases, to attain goals? How will your clients or the organization you work for respond? Being able to understand and instigate Real Change phenomena and processes empowers your expert position.
✓ Organizationally. What does it mean you can guide your organization through the societal transition right into the New Change Era, which is in fact the Real Change Era? Organizations are in transition. With Real Change you can unveil and unravel these transitions, since they are inherent, immanent and present. You can guide in Real Change business and systems developments. You can have your organization act more like an organism than as a machine, with all the benefits of that. How can your organization service its clients better then?
✓ Systemically. What does it mean you can understand the change technology nature uses when it changes its systems? Real Change bases on this technology. What if you can repurpose this technology in systems development? This gives birth to whole new categories of systems.
✓ Societally. What does it mean you can assist and guide in the big challenges our society has? Real Change happens irrespective of scale, complexity, dynamics, diversity, duration and interdependencies. With understanding and instigating Real Change processes you can impact also irrespective these aspects. You can be the butterfly who causes a storm – or sunshine – at the other side of the globe.
The New Change Era = The Real Change Era.
Therefore, our initiative to enhance the practices for the development and change of people, businesses, systems and organizations, builds on the pillar of Real Change.
When we unite in developing this pillar of Real Change, we just can wait for seeing ourselves arrive in the New Change Era. Just join, wait and see.
Fellow professionals can join our initiative. Joining is free but by invitation only. Just send us an invitation request via our website. Please go to: www.polliance.com. When you do we keep you informed.
Meanwhile discover the second pillar of our initiative by reading the post:
“Ignorant on change technology?
Progress on insights,
Frank
Leave a Reply