Changing for Change’s Sake

Although I am an advocate for change, I am also a believer in everything in moderation. Ice cream in moderation, work outs in moderation, alone time also – you guessed it – in moderation. The only time you should not care about moderation is when you are celebrating, or you are healing – then anything goes. But back to the point of change. Millenials are known as the generation of change. We are used to constant change, apps being updated, new features being realized – we are in constant motion of improvement. In other words it’s improvement on steroids. What we often don’t consider is the fact that sometimes, perhaps a lot of the time, things are good as they are and there is no room for improvement.

To accept that we have reached the peak and are at the best point possible seems counterintuitive to today’s society of constant progress. Challenging the status quo is good. One should often question if things are ok as they are. If they are not, change them. But what if they are? Can we as a society of fast market swings, constant user optimization and agile approach be ok with standing still? More often or not, I find it is not. Rather, people are changing things just to show done something new. Like when a company changes CEO. The new CEO always has to change something, has to add his spin on it, even if the company is going well as is. Hot desks are another topic. Studies have shown over and over again that people do not like not knowing where they can sit in the morning. People like having a desk, their own space, continuity. There is enough change going on in the world, your desk does not need to be one. And yet, over and over again companies introduce this idea because at some point they thought this would be a good alternative. A way to shake things up (and save money of course). Change is good, change is healthy, but too much change for no reason leads to instability and uncertainty, for some people even anxiety. There is a concept called “Organizational Change Fatigue”. Abrahamson in his essay for the Harvard business review defines change fatigue as a result of too many change initiatives in an organization, that leads to an increased resistance to change. If an organization undergoes a lot of change, it becomes less effective.

Learn from these mistakes. Focus your energy on change that you really need rather than someone else is doing. Don’t change for change’s sake.

One comment

  1. I totally feel this right now. There is definitely a point that is reached when one has experienced too much change. The difficult part is seeing where that begins and ends. I like how you did not put limitations on celebration or on healing.


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