By Puk Falkenberg, 18. February 2019
Future of Work requires a more frequent adaptability and thus more frequent change than before. If you want to stay relevant to both market and employees, you have to adapt. Therefore, Change Management must be a fundamental feature that is built-in and not a bolted-on. We need to strive for a kind of Change Management that fits the mindset of Future of Work today.
Recently I wrote about how change should be built in as a part of your organizational core instead of just bolted on. This means that you should be able to focus on a problem, a solution and the change that comes with both. Innovation always drive change along and if we need to be innovative as a core, we also need change to be a part of this core.
When is it pull and when is it push?
We need to look at the difference between pushing and pulling change. Pushing change through sounds a lot like command-and-control, while pulling change sound more like driving and engaging someone to follow. You walk in front as a role model, not standing behind pushing people of a cliff – which is what many employees feel when being pushed into change they don’t understand: They feel forced and are afraid of not mastering the new situation. This creates anger and anxiety, at worst.