Agrandissement : Illustration 1
According to Accenture’s research report “Change reinvented”, 80% of organisations have integrated change into their long-term vision, 95% of organisations have undergone more than 2 transformations in the last three years, 96% of C-suite executives are spending more than 5% of their revenue on change projects in the next three years, 100% of C-suite executives are planning significant changes in their workforce, and 30% and only 30% are confident in their change capabilities.
Sloanreview.mit published a study that found that according to 8,644 Accenture employees, the most frequently cited Big 9 cultural values is agility and the most positively cited value is innovation. What exactly is agility? Agility is described here as the way employees can respond quickly and effectively to market changes and seize new opportunities.
Our capacity to deal with changes, whether significant or minor, is a crucial factor in our ability to progress, gain insights from our experiences, tackle challenges, and release what is essential to lighten our load and elevate us further.
The negative unconscious collective definition of failure has something to do with the fear of change. Despite the meme-ification of “Fail Better” by Irish author Samuel Beckett: “Tried before. Failed before. It doesn’t matter. Try again. Fail again. Fail better.” in 1983, or Thomas Edison (1847-1931) who made 1,000 unsuccessful attempts before inventing the first light bulb.
We should treat ourselves with the same respect as we would with a close friend, show self-empathy, and remain impartial about the outcome, the causes of the consequences, and the steps we need to take to change the causes if we wish to alter the consequences.
Maintaining a healthy, non-toxic relationship with ourselves, our desires, and our aspirations is crucial. Change is a constant factor for all living beings. Our surroundings and habitats undergo changes, and so do we at every phase of our lives. Planned and unexpected events continually present us with challenges.
I just read that nothing changes more constantly than the past, which astonished me. We have a tendency to believe that our past is made up of major positive and negative events that have marked the various stages of our lives. Like a timeline with colours, vertical lines to differentiate each period, and this arrow that ultimately leads us to the future. Nothing changes more than History, as it is made each day.
Each day that we are privileged to live is added to the past; the emotions I felt this morning, Max Richter's "The End of All Our Exploring" in my ears, the fresh breeze of an impatient winter on my cheeks, or my thoughts, which are not yet particularly clear because it is too early... Everything is already in the past; nothing changes more than the past.
After perusing the Accenture article on change, I learned that change poses a challenge for companies as well. Although a company is not a human, animal, or plant, it is inherently and instinctively faced with change. Even with technological resources, a company thrives due to the resilience of its human employees.
Your company is alive.
Its destiny is primarily determined by human capital. Each of us contributes a little salt to the mix, and we create this diversity via our unique personalities. The ladies and men who gather to make this music create this collective destiny in a coordinated and harmonious fashion, similar to how an opera scene would be composed with a thousand hands.
It holds significance, and it cannot be overlooked. We engage in our work, invest our thoughts, time, skills, ideas, character, values, and future plans in the organisation. This leads to innovation and consequently, transformation.
It is our collective duty to avoid stagnation, to keep living, and to keep evolving. However, how can we adapt to this, and how do you manage change?
