Now The Question Is Can They Fashion A Technology-Forcing Leading Change in a Global Environment

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Leading Change in a Global Environment

Global services are often unstable. This month, the Japanese stock market is falling again, posting its worst one-week performance since the 2008 global financial crisis. However, globalization connects countries with different elements. Financial markets are no exception. This article examines the issues of change in a global environment and discusses the merits of change agents in today’s organizations.

Change comes in many forms for organizations. In the Harvard Business Review, author Rod Ashkensas puts the framework on how to deal with change: “It’s easy to focus on the failures in change management and the various studies that show we’re not getting better at it. But we really know how to make discrete changes.” The basic types of change in organizations can be categorized as incremental (gradual) and disruptive (radical). Incremental change can be defined as “a small adjustment made towards a final result”. Managers are either aware of change or aware enough to react to it in a predictable controlled manner.

With incremental changes, organizations can make slow, systematic improvements. If you think about Whirlpool and its tools, someone will have a good idea about how the organization will respond to incremental changes. The client, for his tools, wanted them to reflect the changes in society. Because of this fact, appliances like refrigerators have gone from the basic colors of white and black to unique color combinations. Electronic technology was involved in making Smart devices. Companies now have plenty of time to react to customer demand. Disruptive changes do not give organizations such a generous feedback period.

Disruptive change is what causes great companies to fail and respectable CEOs to be fired. Organizations cannot afford to misunderstand this type of change. Unlike incremental change which may have some predictability, disruptive change can be classified as unpredictable, irrational and unstable. All these adjectives pose higher risks for organizations. Disruptive change refers to changing the nature of our society. Young adults feel comfortable with their technology. We live in an instant society that wants everything now. Disruptive change can provide a market advantage.

Harvard professor Clayton Christensen, author Modern Dilemma, coined the term disruptive innovation to describe how an innovation transforms an existing market or sector by introducing it to consumers in a simple, easy, accessible and affordable way. In fact, the products and services will be much lower than the status quo products and services. A disruptive innovation is an innovation that creates a new market and value network and ultimately disrupts an existing market and value network, displacing established market leaders and peers. One of the most disruptive innovations in modern education has been distance learning. Traditional universities have tried to ignore the model with little enthusiasm. The University of Phoenix, a non-profit institution of higher learning with more than 100,000 students and 112 campuses around the world, has slowly overtaken the education market. While universities have come under fire for their business practices and lost students, no one is arguing that the modern strategy of distance learning and treating students as customers is a flawed model.

Globalization, with all its wonders, poses a threat to disruptive change. Organizations need leaders who are not just managers but agents of change in this period of history. Dr. Christenson notes the failure of large companies like Sears to respond to unexpected changes: “As we shall see, the list of leading companies that have failed when faced with disruptive changes in technology and market structure is a long one… A common theme to all of these failures, however, is that the decisions that led to the failure were made when the leaders in question were generally considered among the best companies in the world.”

What is a change agent? A change agent is someone who ‘helps an organization to change itself by focusing on issues such as organizational effectiveness, improvement and development. A change agent has an internal place of change. This fact means that this person is expelled from the inside. Under adversity, that person has enough inner strength to overcome external forces. Os Hillman, author Agent of Change: Embracing Your Nature Be the One Who Makes a Differencesays that agents of change are special people.

To change culture, Hillman points out, it takes a special person: “Less than 3-5 percent of the people who work at the top of a cultural mountain need to actually change the values ​​represented on that mountain.” Many organizations are stuck in a rut and need a change agent to make them happen. In most organizations, significant changes do not occur from the bottom up. The following are the characteristics of an effective change agent in a global environment: (1) Courageous, (2) Ethical, (3) Globally Conscious, (4) Visionary, (5) Strategic, (6) Adaptable, (7) Relational, and (8) Composition.

Therefore, leaders should be change agents in their organizations. Unfortunately, many managers are not ready to invest time in developing and promoting change agents in their organizations due to fears about their shareholders and financial experts. With change continuing to accelerate, today’s organizations need to position themselves effectively. They need to embrace recruiting and developing change agents within their organizations.

© 2016 by Daryl D. Green

This work is licensed under a Creative Commons Attribution-NoDerivatives 4.0 International License.

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