In an era marked by rapid change and transformation, development – especially for organizations – is not a luxury but a necessity for survival. It is an essential process characterized by a continuum of changes, both positive and negative. Amidst the whirlwind of environmental changes, relying solely on a ‘go with the flow’ strategy is inadequate. Enter designed development, a purposeful and strategic blueprint to steer the direction of organizational evolution towards positive outcomes.
Dr. Dawkins Brown, the executive chairman of Dawgen Global, aptly encapsulates the importance of designed development, saying, “The future belongs not to those who wait for changes to unfold, but to those who design their development with intent and purpose.”
Understanding the forces driving the need for major organizational change is a critical step in the journey towards designed development. These forces can be both internal and external, ranging from changes in market dynamics and technology advancements to shifts in organizational culture or leadership. It’s essential for an organization to anticipate, identify, and react proactively to these forces to stay competitive and relevant.
However, the path to change is seldom smooth. Organizations often encounter resistance to change, mainly due to fear of the unknown, perceived threats to job security or status, and challenges in adjusting to new roles or routines. To manage this resistance effectively, organizations must engage in open communication, provide adequate training and support, and involve employees in the change process.
Kurt Lewin’s Force-Field Theory of Change provides a valuable perspective on managing this dynamic. Lewin proposed that change is a result of the competition between driving forces (facilitating change) and restraining forces (hindering change). To achieve successful change, organizations need to either strengthen the driving forces, weaken the restraining forces, or ideally, do both.
When it comes to implementing change, organizations typically choose between incremental and radical approaches. Incremental change involves gradual modifications over time, while radical change requires substantial shifts in a relatively short period. Both have their pros and cons, and the choice between them should depend on the organization’s context and its change readiness.
Successful change, whether incremental or radical, follows a sequence of elements. These include recognizing the need for change, diagnosing the current situation, planning for the change, implementing the change, and evaluating and reinforcing the change. This sequence ensures a structured, organized, and systematic approach to change management, minimizing the potential for disruption and resistance.
Moreover, organizations can leverage four types of change as strategic competitive wedges: operational, strategic, cultural, and structural. Operational change focuses on improving efficiency and productivity, strategic change redefines the organization’s mission or goals, cultural change modifies organizational norms and values, and structural change alters the organization’s hierarchy or departmental configuration. By leveraging these types of changes strategically, organizations can gain a competitive advantage in their industry.
Finally, the concept of Organizational Development (OD) offers a comprehensive framework for designed development. OD is a systematic, planned process aimed at improving organizational effectiveness and health through changes in organizational behavior. It incorporates many of the elements discussed above, such as understanding the forces driving change, managing resistance to change, and implementing a systematic approach to change.
In conclusion, designed development is about embracing change, being proactive, and strategically directing organizational growth. It reaffirms that while change is inevitable, our response to it is within our control. As Dr. Dawkins Brown asserts, “Our future is not predetermined. It is designed.” Hence, by leveraging designed development, we can transform challenges into opportunities, drive positive organizational change, and ensure sustained organizational success.
About Dawgen Global
Dawgen Global is an international professional services firm that specializes in providing comprehensive business solutions across various industries. With a focus on accounting, taxation, auditing, business advisory, and management consulting, Dawgen Global caters to clients of all sizes, from small businesses to large multinational corporations.
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