Traditional thinking on organizational change, even by well-recognized professionals, is that organizations resist change and will experience a period of lower functioning immediately upon the launch of any major change initiative. This view of the human response to change was first crafted years ago based on the grieving process following the loss of a loved one. The widespread, almost implicit, acceptance of this concept as an accurate reflection of the reality of organizational change resulted from its widespread use by engineers during the ascent of the quality movement.

This traditional concept of organizational change has been successfully challenged and has now been replaced with a process more truly reflective of human nature in organizational settings. Our use of this insightful new concept—we call it "pure change" to distinguish it from "managed change"—is based on the need all people have to experience and successfully navigate change throughout their lives. Work is only one aspect of their lives with such a requirement. This process for change is based on the actual experiences of people successfully directing changes in their own lives.

"Pure change" provides a roadmap for initiating effective and nondisruptive change within organizations. Of particular importance, this new concept provides management with constructive guidance for initiating and managing organizational change in a way that engages the inherent drive for improvement, learning, and development that is within all people. As a result, this process averts any significant loss of organizational functioning and more often yields renewed enthusiasm for work.

"Pure change" explains why so many attempts at organizational change have in the past resulted in the dramatic loss of organizational functioning predicted by the grieving process model. This loss, it turns out, is caused by the omission of key steps that people take in preparing themselves for any effective change—steps that can be reasonably facilitated on an organization-wide scale. Just as it may take a business leader months, weeks, or maybe only a few long days to make the difficult decision to initiate a major organizational change, all people need to experience a similar process. In addition, "pure change" provides a roadmap for initiating effective and nondisruptive change within organizations.

What would it mean to you if your business could initiate change and easily navigate the organization through it without any loss of functioning or productivity? We can make it happen.

Contact pepitoneworldwide today at information@pepitone.com and tell us how we can support your work.

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