The challenges of change
Existing Change Management Models have proven to be inadequate in the digital age. They focus on change but make too many assumptions without really pausing to take stock. By commencing change at the “Take Action” point rather than earlier and relying fully on technology, two extremes have become prevalent: an under-estimation a need for change – leading to competitors surpassing them; and, pushing right into change while overestimated the workforce response to a “change for the sake of change” that often results in staff burnout and dismal returns.
Industry 4.0 will pose even greater pressure on individuals, corporations and institutions with dramatic effect. Compellingly, amidst growing tech capabilities, we will be forced to become even more human with soft skills being key to sustainable growth. For survival, we need to better process our challenges at the outset and construct the correct foundations – while daring to ask ourselves difficult questions.
Inspired by nature
In further developing and defining the Kaleidoko Change Management Model, numerous perspectives were taken with a strong focus of the lens on the most industrially efficient species other than man – Bees. Beyond relying on bees for our own food and sustainability, their model sheds a light on the distinct benefits of a proper collaboration’s effect on change. Bees immediately know their purpose upon birth, work collectively during their short lives, communicate with effortless simplicity, choose the best leader, and then willingly submit to them for the sake of optimum growth. But, they still continually further efficiencies and look for new ventures. And, at the right time for expansion, they leave their hive in a swarm and efficiently set up shop in a better environment.
While humans are not a collective in the same sense that bees are, bees’ ability to change direction quickly based upon environment is spectacular. Their structure aligns organically with our Brand OS, and guides our model for change in organic and evolutionary ways. If we pay attention to these builders of the strongest, lightest and most efficient structures – formed of a hexagonal shape that’s contained in every substance of growth seen in plants, trees and even in our bones – what could we learn to create strong, sustainably growing organizations?
One continuous cycle
Developed through global experience of organizational change during the digital age, our reflective Change Management Model focuses on six stages that routinely refine efficiencies for Industry 4.0. Built in to the courses we offer in Leadership 4.0, they work seamlessly with Brand OS, and focus specifically on the development of the leaders, teams and individuals who form an organization.
We offer new strategic thinking about delivering organizational change that deflects threats from new competition and technology in the marketplace. Through an evolving cycle of constant self-evaluation, we assist in the instillation of flexible, agile and transformative cultures where collaborative teams envelop innovation and harness the entrepreneurial spirit that is the backbone of Industry 4.0.