Sun Tzu’s famous strategy “Sun Tzu the Art of War” found its way into the business domain. The use of this strategy in business is common.
The question I asked myself about change with most people who are enemies of it if it is subject to the strategy of Sun Tzu. The enemy is inside the organization. I mean managers and employees who want to stick with what they do best. They tend to become enemies of anybody inside the organization who welcomes change.
A manager has a tough battle ahead. People reject and then resist change before they accept it and even welcome it.
Realizing this fact, the manager has to develop a strategy that benefits from the strategy of winning a military battle.
One strategy is to attack the enemy from his weakness and not from his strength. Do not start fighting strong and influential people who may deplete the manager’s resources. Instead, they find those people who are less resistant to change and try to gain them onto his side. In doing so, the manager may pool enough people to create a rippling effect throughout the organization.
One other strategy is surprising the enemies of change. One recent example is the visit of the late president of Egypt to Israel thus ending direct conflicts with Israel. In spite of the big emotional burden that accompanied that visit, it proved a life changer as it changed the course of conflicts in the Middle East.
A manager can do the same and if necessary reconcile with the rejectionist if change. This way the manager surprises the supposition and disturbs their plans.
I am opening this post for discussions and novel thoughts. Can we together develop a new strategy for managing change?
It’s a moment that I have often experienced throughout my professional life.
I became convinced from these experiences that if you want to be successful
it is necessary, even in routine times, to spread the culture of organizational change and that is, the approach to change must become part of the organizational structure and, therefore, it is no coincidence that change management is a skill required at different levels of leadership and not it concerns exclusively a project that ends, but is constantly “in progress”. In fact, it is the lack of a corporate culture oriented towards continuous learning and change that determines the failure of any form of change in the company.
A structured approach to change starts from individuals, passes through work groups and spreads to the entire organization which in turn promotes it, both by helping people understand the dynamics and managing any complications.
There can be many effective behaviors to put into practice to overcome resistance to change.
I have always aimed to make each collaborator the protagonist of change on a daily level, thanks to shared responsibility and trust work, to increase awareness among people: in order for them to be responsible and reliable, collaborators need to know the benefits of a structural culture at change, before being able to embrace the change and implement it successfully.
Excellent comment Aldo Delli Paoli
The first thought that struck me with its power and validity is
“In fact, it is the lack of a corporate culture oriented towards continuous learning and change that determines the failure of any form of change in the company.”
It is welll-accepted that culture results from the interactions of the individuals.
This brings me to your second great thought “A “structured” approach to change starts from individuals, passes through work groups and spreads to the entire organization…”
I agree in full with you. This is very right and the condition necessary for a healthy culture to emerge.
For this to happen you explained masterfully “I think that it is essential to make each collaborator the protagonist of change on a daily level”.
Thank you for your important contribution, Aldo.
Sun Tzu’s “The Art of War” has journeyed from ancient battlefields to boardrooms, enlightening us with its timeless strategies on change, competition, and decision-making.
Let’s remember, though, that while the parallels are intriguing, our business landscape is a different playing field. Instead of armies, we have teams, and our competitors can sometimes be our best collaborators. Viewing them through only a competitive lens might overshadow potential partnerships or joint ventures waiting just around the corner.
Imagine blending the wisdom of Sun Tzu with the power of collaboration! What potential partnerships or opportunities have you spotted lately? Let’s chat and explore together!
I agree with all your thoughts and call, Diane
In fact, the post explains that the analogy with change is battling.
When somebody makes change he creates enemies and now it is a battle to win using relevant and appropriate strategies from Sun Tzu.
I value your feedback and call to explore together.