Established, since 1997, leading UK based training provider.

Change Should be an Evolution, Not a Revolution

Change Should be an Evolution, Not a Revolution

Change Should be an Evolution, Not a Revolution

Change is an integral part of the success formula.

The success formula is made up of five major parts: Purpose, Plan, Action, Feedback, Change.

For things to improve, we need to make changes. But many people hate making changes.

So success requires change, but we hate change. This represents a problem.

It is important for us to "get our head around" change.

Change can proceed in two different ways:

  1. Evolutionary change - implemented by taking small, easy steps, taken over a longer period. Evolutionary change tends to be motivating and controllable, well organised and well-paced.
  2. Revolutionary change is the opposite - done by means of a giant leap, in one step, taken in a short period. Revolutionary change tends to induce fear and seems uncontrolled, disorganised and unpredictable.

The point I am making, is to make changes evolutionary, not revolutionary.

Even if the change is revolutionary in nature, you should try to make the implementation of the change feel more like an evolution.

People don't like revolutions. Revolutions tend to involve a lot of pain.

Evolutionary changes are less traumatic than revolutionary changes.

Evolutionary Change

Evolutionary change is a change done, by degree, in small, easy steps, taken over an extended period. Evolutionary change tends to be motivating, controllable and predictable. Evolutionary change is:

Implemented in small, easy steps.

All big things are composed of many small things combined.

An elephant is an elephant, but you could think of an elephant as being made up of trillions of tiny cells, combined.

A skyscraper is a skyscraper, but it could be thought of as being many individual bricks, put together in a certain way.

In a similar way, you can see any big change as a series of smaller steps, combined.

If you are trying to make a change, then try to break it up into a multitude of smaller steps.

Change taken over a longer period.

The evolutionary changes you make are smaller, easier and taken continuously over a longer period. Evolution is a continuous process. This is the best way to affect a change.Keep things moving along. Never stop for very long. The changes take a longer time, but they are all smaller, easier steps. Each step forms one step on a ladder that takes you higher and higher towards the achievement of your goals.

Controlled, well-paced.

The pace of change should be controlled, and the steps are well organised. The first step comes first. The second step is second. Everything is done in its proper time. Nothing is rushed. Everything is properly paced.

It is certainly true that the decision to change may take place in a moment. The decision to change can be revolutionary. But the implementation of such a change must be a more sedate, evolutionary, controlled and progressive affair.

Revolutionary Change

Two examples of a decision to change being revolutionary, but the implementation evolutionary.

  1. The Brexit vote.
  2. The election of Donald Trump.

Both these events represent a revolution, in terms of the decision being made on a single day.

But the implementation of the changes will take years to work themselves out. Although many people feel the emotions of a revolution, I suspect the implementation will be much slower and calmer than the fear-mongers suggest.

Managing Change

As far as this blog is concerned, we want to draw your attention to the following four things:

  • If you want to succeed, you need to embrace the need to change.
  • There are two basic types of change evolutionary changes and revolutionary changes.
  • Evolutionary changes are easier to manage.
  • Try to make change feel as if it were evolutionary.

Leadership Training - The Effective Leader Manager Leadership and Management Training Course Logo

Leadership Training - The Effective Leader Manager

As the team leader or manager, you know that, on the technical level, you are very good. In your role as an effective and inspirational leader-manager, you recognise that there may be some gaps. Now you are searching for a method to help you to improve your skills as a team-leader and manager - click here to find out more!

Blogs by Email

Do you want to receive an email whenever we post a new blog? The blogs contain article 5-10 minutes long - ideal for reading during your coffee break!

Your Comments

Further Reading in Change Management

  • What is the difference between change management and continuous improvement
    The difference between change management and continuous improvement Some people get two similar concepts confused. And to be in a state of confusion is not good. It is important to define your major concepts. Let us therefore clarify the meaning and the differences between. Change management and Continuous improvement 1. Change...
    Read Article >
  • Leadership training - Continuous improvement
    Continuous improvement Continuous improvement is a system of thought based on the idea that, no matter what the current situation is, improvement is always possible- and therefore should be made. Continuous improvement is a rejection of pessimism. Continuous improvement is a rejection of stagnation. Continuous improvement is a rejection of accepting...
    Read Article >
  • Effectively manage change
    Effectively manage change Change management training is something that many people are interested in right now. Why is change management training the object of such recent interest? Because most people will have to learn how to effectively manage change; and yet most people hate change! Change management training is important Change...
    Read Article >
  • Change management training - Universal principles
    Change management training How well are you doing when compared against your performance at the same time last year? How well are you doing when compared against your goals that you had set for yourself? How well are you doing when compared against Perfection? Here is another question: What must you...
    Read Article >
  • How can I get people to change?
    How can you get people to change? It is clear that you need to improve the current system you are using at work; and that means that you need people to change what they are doing and adopt the new system. But the problem is that most people don't like change...
    Read Article >