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Setting the pace for change


Monday October 23, 2017,

3 min Read

Let us set out our quest with some of the basic questions and try to answer each one to understand the implications of setting the pace for the ‘CHANGE

1. Why change?

2. When to change?

3. How to change?

4. Who sets the pace to change?

The technological know-how and the rapid connectivity across the globe has shrunk the world according to Thomas Friedman . The Globalisation 3.0 has levelled the playing field. Individuals and groups collaborate and play globally. Change benefits individual and organisations.

The phenomena of change is acceptable when it is

1. Acceptable

2. Beneficial

3. Reciprocative

4. Supportive and

5. Involving

The process of change cannot be sudden, when humans are involved. It has to be in a phased manner. Addressing the concerns, enlightenment on the benefits, support from stage one to proficiency are all aspects that need to be taken into consideration while embracing change. Implementation should be notable but not massive. The platform should address the ‘lack of awareness’ of its adopters to bring forth the set change.

The above discussed issues are relevant to the ‘need and implementation of change’. In the recent past it has come to note that major companies in the race to adopt change have marketed flaws. In the case of Samsung or Apple - problem with batteries of their mobiles, the pollution scandal of Volkswagen, some other recent ones are updates in apps or software’s - blocks or bricks mobiles or computers etc., renowned companies ruin their reputations in the hypocrisy of this race. Such instances lead us to question on the following

1. Should we set the pace for change?

2. Who should set the pace for change?

Setting a pace for change needs to be looked from the

1. Developer perspective – Can human brain consider all aspects of change and plan the process accordingly?

2. Quality tester perspective – Can the quality of change be tested in all dimensions within the set time frame?

3. Adapter perspective

a. Is the change useful?

b. Is it necessary?

c. How long will it take to train the multitude of personnel involved?

4. Management perspective – Is it worth the time and money?

The pace for changing must be set, as humans we are bound to make mistakes, as we often hear and say, ‘mistakes are the path for learning’. The word ‘perfection’ is good in dictionaries but does not exist in reality; Let us accept it, and understand that ‘there is always two sides of a coin’. Changes happens around us always, but it is the individual who has to set themselves whether to ‘accept it’ or ‘reject it’. There is no compulsion or any competition to validate ‘who is changing’ and ‘who is not’. Our confidence in self is most important when it comes to ‘change’.

Yes! There is a need to change. But, if it helps us grow – adapt; else ignore. Everything that happens around us is not for ‘US’. Companies need to get their outlook clear and adapt only things essential. Changing every day, every minute with a ‘gun pointing’ on employees head may cause havoc to institutional reputation both inside and outside organizations. CHANGE IS PERMANENT BUT CHANGING IS NOT.

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