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Leading Organisational Transformation
"Breakthrough thinking," "continuous innovation," "discontinuous change," "transformation": the words are often used interchangeably, their meanings vague and imprecise. Most recently, "transformation" seems to be winning out over the alternatives. The trouble is, the word is applied to all kinds of changes: large, small, continuous, and discontinuous. The need for clarity is more than academic – if we don't know what game we're playing, we risk something akin to trying to score a basket with a tennis racket. We also risk investing a significant percentage of our scarce resources and energy in trying to make changes we are not able to implement or sustain.
"Breakthrough thinking," "continuous innovation," "discontinuous change," "transformation": the words are often used interchangeably, their meanings vague and imprecise. Most recently, "transformation" seems to be winning out over the alternatives. The trouble is, the word is applied to all kinds of changes: large, small, continuous, and discontinuous. The need for clarity is more than academic – if we don't know what game we're playing, we risk something akin to trying to score a basket with a tennis racket. We also risk investing a significant percentage of our scarce resources and energy in trying to make changes we are not able to implement or sustain.