The world is full of change. Yet, too many want to ignore it by burying their head in the sand. Others roll over and let it happen. However, too few honestly and openly embrace change. When it comes to change having a Leader manage and direct change is not only expected, it should be demanded, as it will most certainly be a wild and bumpy ride.
Change management is possible when everyone has a suitable stake in the change. However, the problem in managing change comes from the fact not everyone can have an equitable stake.
This is where controlling the change becomes an issue. One man’s cake is another man’s cupcake and the two shall never be the same. In managing change. There can be only one taking the reins of change. Leading, managing, directing change is not negotiable otherwise without it there would be nothing, not even organized chaos. Without leadership and proper management of change, there is still change.
In this case, change would be in the form of stagnation or regression causing external stakeholders and outside influencers to observe the organization’s inability to grow and lack of satisfaction among internal stakeholders.
Change in the modern workplace must be based on suitability and NOT equability. Suitability on the organization’s need to grow so all stakeholders are active participants of the function of the operation and not become former participants.
Thus if any bargaining does exist or come into play it is the leader’s will to dictate and drive the bargain exclusively on suitability. Meaning in business, NOT all things are equal and sometimes the good of the organization must take precedence over the needs of the individual or the few. If business operations were solely driven by those not in a position to make business decisions on a strategic level then the business would fail as the tactical side of the functions of business would quickly find itself lacking support, chiefly logistical and financial then the rest would follow much like a line of dominoes falling.
While change is good, having an organization not afraid to make change based on the good of everyone is even better. An organization that values its employees and other stakeholders will most certainly make change happen faster and better after having considering all issues. Thus, the true bargaining was done long before change even started.
No matter where you on the corporate ladder you are and how you react to change is pointless. It is pointless, as no matter how hard you fight it, resist it, or ignore it change is already here and it is going nowhere.
