Tuesday, September 7, 2021


Organizations and human society are complex systems, you can peer through anthropologically, sociologically, and philosophically; change agents are crucial to make change happen and accelerate business transformation.

Change is the new normal, and the speed of change is increasing. Without change, there is no personal growth and collective progress. Change is in small adaptations that tilt scales, but also in big paradigm shifts that rebuild the scales. Change nowadays is complex, and more often than not, is teamwork. It's implemented via the logical scenario, not through ad-hoc activities. 

 Change can be difficult for many reasons. A change agent has the right dose of confidence, courage, intelligence, and risk appetite to overcome the “fear of failure.” Such a role affects most through an agile mindset, congruent attitude, behavior, empathetic communication to keep the change momentum.

A change agent has an advanced mindset to accelerate change; has the right confidence to make an influence; has a comprehensive understanding of the very purpose to change: Change is never for its own sake, it’s about getting out of comfort zone, breaking down the old patterns, or solving problems large or small. Only the most advanced mindset can accelerate change; and confidence plays a big part that allows you to venture off into the distance with your head up high. Having positive thoughts doesn't necessarily change the external world, but it does help you see the good that is already there. Cognition is a perception, sensation, and insight, a change agent has strong cognitive abilities to identify the root cause of a problem or the core issues of a situation which leads to cognitive understanding and resolution.

A change agent can think out of the box, continuously evolve, adapt, and prepare for changes, motivating others to change as well. They can think critically to identify the real problems; they are creative to break down conventional wisdom. In fact, thinking outside the box is all about "rule breaking"; the more "unruly" you are, the more creative you are. A change agent thinks hard, takes hard, disciplined work to get right, especially when either a change in direction is needed or if the leadership isn’t clear on what the desired values are. It is the key to engagement, success and easier management in the long-run.

A change agent understands the psychology behind change, so they can help to push the right button to make a paradigm shift: Change always starts at the individual level. It is challenging, and at times frustrating to work as a 'digital pivot’ in bureaucracies whose very DNA acts as an immune system to change and innovation. Many change managers command and control, try to manually change people’s behaviors, so change will perhaps not sustain. Most people are quite willing to put the effort into change. What they don't want is to be changed by others. So change agents are in demand, who can understand people’s psychology, take anthropological lenses to understand human nature, social phenomenon; make a more innate influence on changing mindsets to drive business transformation.

People are always the weakest link in any change or transformation effort. Change behaviors often only fix the symptom via manual control, but change mindset can be more innate to make business/digital transformation happen naturally. The very goal of change is to reach a better state of reality. We can help each other as it is the same truth for all of us but to consume truths requires letting go of reality or setting aside the climate while we deliberate. So let people be part of the direction, speed and the way you are heading. It takes time and generations of changes within a company to encourage independent thinking, develop an autonomy theme with a necessary attitude and condition, and help people manage their habits to change their behaviors.

A change agent can ride above the learning curve ahead of others, set the right priority to drive change in a structural way: There are many things going on in the organization today, organizations have limited resources and talent, it is important to prioritize things. But it is difficult to make the decisions in which order to make the changes and prioritize between changes. A change agent needs to have a comprehensive understanding of change, ride above the learning curve, set the right priority, enforce communication and have the perseverance to truly make the change happen and also sustain its effect. When it comes to tools to ensure optimal change, a focus that goes beyond the change implementation itself and makes managers ready to handle change before change is even on the agenda (if possible).

For the large scale of digital transformation in the global companies, provides a framework for focusing on change, with clearly defined roles and authority structure, processes, and dynamic prioritization all wrapped up in a smart and adaptive plan that turn out to be most critical to manage change effectively. The goal is to solve critical problems thoroughly. As if you only fix the symptoms, then problems continually come back. That is why our world today contains, in reality, more problem creators than true problem solvers. Change Agents are in demand, facilitating necessary dialogues to inspire and motivate, so people worldwide want to be engaged enough, listened to enough, and supported enough to impact and navigate the proposed changes they will be asked to go through.

Organizations and human society are complex systems, you can peer through anthropologically, sociologically, and philosophically; change management is about managing everything that is necessary to get people to adopt new ways of working and make sure the work environment inspires positive changes, and improve the strategic responsiveness of the business. Change agents are crucial to make change happen and accelerate business transformation.


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