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:
- 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.
- 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.
- The Brexit vote.
- 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.
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Definition: evolutionary change
Evolutionary change is a business method that guides an organisation forward by many small, planned steps spread over time. Each step follows a clear order, so leaders keep full control and staff see steady progress. Because shifts stay easy and risk stays low, people feel safe, energy stays high and results last.
Show CG4D Definition
- Moves forward through many small, easy steps
- Runs over a long, steady period
- Follows a clear, ordered plan that leaders control
- Keeps fear low and motivation high
Article Summary
Success rises when we treat change as a smooth evolution of small, clear steps, because steady moves lift energy, cut fear and, as studies show, almost double the odds of lasting results compared with one huge leap.
Frequently Asked Questions
Here are some questions that frequently get asked about this topic during our training sessions.
What is evolutionary change in simple terms?
Why do people resist revolutionary change?
How can I break a large goal into smaller steps?
Does slow change really boost success rates?
How long should an evolutionary change plan run?
What is the link between feedback and change?
How can leaders keep the pace of change controlled?
Thought of something that's not been answered? Ask Us Today!
Did You Know: Key Statistics
McKinsey & Company’s 2023 study of 2,000 organisations found that step-by-step change plans reached a 66% success rate, while single big-bang transformations succeeded only 34% of the time. A 2024 Gartner poll of 500 HR leaders showed 80% of staff felt change fatigue when five or more big changes came at once, but the figure fell to 26% when changes were spread over 12 months.About the Author: Chris Farmer
Chris Farmer is the founder of the Corporate Coach Group and has many years' experience in training leaders and managers, in both the public and private sectors, to achieve their organisational goals, especially during tough economic times. He is also well aware of the disciplines and problems associated with running a business.
Over the years, Chris has designed and delivered thousands of training programmes and has coached and motivated many management teams, groups and individuals. His training programmes are both structured and clear, designed to help delegates organise their thinking and, wherever necessary, to improve their techniques and skills.
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Further Reading in Change Management
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Technology Accelerates Change
Technology change is reshaping work and life. Learn three rules to embrace rapid shifts, learn from young talent and keep core values with change management.
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Change Should be an Evolution, Not a Revolution
Learn how evolutionary change over small, steady steps lifts success, eases staff fatigue and doubles results, making change management safer and effective.
Read Article > -
Learning by Experience
Learn how learning from experience and watching others helps you break bad habits, sharpen time management, and spark continuous improvement for lasting growth.
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What are the Principles of Change Management?
Learn eight change management principles that give teams clear purpose, smart plans, focused action and feedback loops, turning resistance into progress.
Read Article > -
Effectively manage change
Master change management with the five-step success formula: set goals, plan action, track feedback, adjust and build a culture that turns risk into progress.
Read Article >
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