We support businesses going through change, we help them develop a clear vision, understand and promote the supporting culture and devise a strategy that will enable them to get to where they want to be.
There are some great discussions in this article and referencing Peter Drucker suits the topic perfectly. My feeling on Drucker as a student was that he simplifies big topics brilliantly, and keeps focused on the most important points.
It's the same negotiating change, keep focused on the most important things, go where your customers want you to go, make the steps that will allow you the best chance of success.
So here is the odd statement, there also has to be continuity at the centre of change.
Drucker describes this as the vision, brand values and organisational culture, and he's right but there is more. Strong resilient and consistent leadership also provides continuity through out change, and businesses need to provide both.
“change and continuity are poles rather than opposites.” Continuity is the fertile soil in which change takes root. The greater an employee’s or customer’s sense of continuity in the company’s brand, values and culture, the more receptive that employee or customer will be to change. Conversely, the harder it is for an employee or customer to find continuity, the harder it will be for any change to succeed.