Leading the change - Revolutionary vs. Evolutionary

Organizational change can be quick or slow. It can be classified as revolutionary and evolutionary, as two valid, different ways of changing organizational culture and structure. Too often the business require a change - Which one should it be? A Revolutionary or Evolutionary?

The revolutionary change is immediate, dramatic and forced down –a high-pressure mandate from above coming from “upstairs” when senior leadership says that it must be done. Once the decision is made, a room for discussion may be accepted, but the change is going to take place one way or another. It can take a day, a week, or a month, and sometimes even a quarter, but the change will occur.

The evolutionary change is gradual. The approach is built collaboratively. The senior management needs to be engaged, but they are not driving the change. Leadership tends to empower people all through the organization to take on the change. The change occurs in small chunks, and every person is to understand the change and embrace it.

How is a choice made between adopting a revolutionary approach and an evolutionary approach? For organizations, the choice of revolutionary or evolutionary change is generally thrust upon them by powerful internal or external factors. Whilst revolutionary change is often required in an organization, it can be a sign of poor management that has been unable to instill a culture of evolutionary change in the first place.

What are the advantages and disadvantages of revolutionary change vs. evolutionary change?

Revolutionary change

Advantages

• High chances for the change to take effect.

• Change will be quick.

• No resources issues. All required resources will be allocated.

• No internal politics. Full Political cover by management to eliminate opposition.

• Looks good on external reports and communication.

Disadvantages

• Culture and DNA. Change may “break” the culture and DNA.

• Implemented changes often rolled back and followed by new changes with a risk of going into loops of changes.

• Leadership changes: if the change does not provide the benefit expected, or fails, the people who lead it will be replaced.

• Shift of priority: other processes are being put aside. All focus of the company is with the change.

• Engagement. As not all people understand the change and the reasoning, not everyone is engaged, so the solution applied often leaves pain points or gaps.

• Attrition. As a result of the change the people are leaving the organization, as they don’t understand it, or find themselves shifted to a different role.

Evolutionary change

Advantages

• Culture and DNA. With high probability, if the change is successfully implemented, it will become part of the culture. As more people have been involved in the design and implementation, more people identify with the change.

• Being designed by the people. More likely that the change fits the organization, and more likely to be successful.

• More hands around it, lead to more ideas and solutions.

• More people involved in the process leads to more people supporting it and engaging.

Disadvantages

• Wrong direction. Changes may be introduced that do not move the organization towards where it ne

• eds to go. Although successful doesn’t bring the needed results.

• Too many ideas. No central decision, no one clear owner, and it’s harder to reach one direction.

• Require veterans and skilled people that are not easy to find, and that are willing to be part of this process.

Revolution is fast and reversible - evolution is slow and irreversible. For organizations, the choice of revolutionary or evolutionary change is generally thrust upon them by powerful internal or external factors. Whilst revolutionary change is at times necessary, it is not always inevitable. Organizations that have been able to build a culture of evolutionary change, however, can often cope with external shocks without the need for revolutionary change.

Unless forced, a company can take either approach. Take the status quo, and go for slow, small, “baby steps” improvements or take a revolutionary approach and run with it. Or a combined approach, by taking the revolutionary approach and then make evolutionary changes.

Question: Are you up for a revolution?