The theme of "change" and "change management" has dominated our professional vocabulary for a few decades now, almost for half a century at least. Is now the right time to "change" the "change" conversation and usher in the new era of transformation? Isn't now the time to do something about "why change fails" conferences and get on with the brand new approach?
A lot has shifted in organizations since Kurt Lewin introduced his "unfreeze, change, freeze" model. We have officially entered the age of "global warming," where everything is fluid in the workplace and where the only constant is change. If something is really happening, than it is "hot." The iceberg is officially melting.
That is exactly the message we worked so hard to capture in the Summer 2015 issue of People + Strategy journal. We talk about ubiquitous transformation and emergence at work. Everything is shifting here and now from the way we convert our cubical farms into nature inspired oasis guided by biophilia (a love of nature) to replacing traditional command and control structures with work collaboratives in the citadels of manufacturing and production and adopting the technology that extends social to performance management.
In the new "normal" of the world of work, change becomes "transformation;" the workplace turns into the "collaborative," and the new employees are restless entrepreneurs. The ice age of change management is officially over.