VadiK teachings Vadim Kotelnikov

Revolution vs. Evolution

2 Approaches to Change Management

Vadim Kotelnikov, founder of 1000ventures - personal logo VadiK

Inventor Business e-Coach

Author Innoball

Founder Innompic Games icon

 
Revolution vs. Evolution - Two Approaches to Change Management  

Normally evolutionary change is more effective, but sometimes a revolution, such organizational transformation, is demanded by a dramatic misfit or a proactive-futuring quest, such as Growth 10+.

  

 
Vadim Kotelnikov (VadiK) business guru, teaching by example

Change-Leadership Perpetuum Mobile:
Change creates Leaders; Leaders create Change

~ Vadim Kotelnikov

  

How you design the organizational change program, create the organizational change system, and change your organization to adapt to shifting economy and markets is a matter of your managerial-leadership  style.

 

 
 

Evolutionary change, that involves setting direction, allocating resources, assigning responsibilities, and establishing reasonable timelines for achieving objectives, is relatively painless. However, it is rarely fast enough or comprehensive enough to move ahead of the curve in an evolving world where stakes are high, and the response time is short.

 

Organizational Change

Organizational Change Leader

How To Make Big Changes

  

 

 
   

Radical Organizational Change

In situations when timing is critical to success, and companies must get more efficient and productive rapidly, revolutionary change is demanded.

 

  

 
 

When faced with market-driven urgency, abrupt and sometimes disruptive change, such as organizational transformation, dramatic downsizing or reengineering, may be required to keep the company competitive.

  How To Manage Radical Change - play InnoBall simulation game

 
 

When choosing between evolutionary change and revolutionary action, you as a change manager must pursue a balanced and pragmatic approach.

You must also use a system approach to change, especially if you create mega-change.

  

6Ws of Change Management

Ask Learning SWOT Questions

  

 
 

Swinging too far to revolutionary extreme may create "a corporate culture that is so impatient, and so focused on change, that it fails to give new initiatives and new personnel time to take root, stabilize, and grow. What's more, it creates a high-tension environment that intimidates rather than nurtures people, leaving them with little or no emotional investment in the company," warns Mark Stevens, the author of Extreme Management.