It can at times feel like everything is falling apart. And there is a reason for this. Because it is.’ (Neil Gibb)
I love the provocative spirit of Gibb’s words in this Introduction to his book, ‘The Participation Revolution: How to Ride the Waves of Change in a Terrifyingly Turbulent World’ (2018). The vividly dramatic, apocalyptic language suggests a world in process of fragmentation, disintegration and profound change, shattering old patterns and paradigms and signalling the birth pains of something radically new. It has resonances with Kotter’s burning platform metaphor: change now or die.
We can see glimpses of this shift phenomenon all around us on the world stage: e.g. global warming and related extreme climate change; multinational corporations transcending the power and wealth of nation states; increasing nationalism challenging international alliances and institutions; mass migration across national and cultural boundaries; a postmodern shift in trust from authorities to peers; a digital revolution that is transforming communications, cultures and relationships.
No surprise then that change leadership and management feature so strongly as recurring themes in contemporary leadership literature. Organisations – and people – can feel battered by multiple, relentless and ever-increasing waves of change that often feel outside of their control and yet to which they are nevertheless required to respond. It can leave leaders feeling anxious, bewildered, paralysed and tired. It can leave employees unsettled and anxious about an uncertain future.
Perhaps it’s enough to make anyone feel dizzy and disorientated. What kind of change curve can make sense of our experiences when we face so many changes from so many different directions all at the same time? Gibb proposes learning to ride the waves; a crash course in surfing, if you like. It sounds like a great idea in principle…but how do you do it in practice? If you are a leader, coach, OD professional or trainer, how do you enable others to navigate turbulent waves of change?
Nick is a psychological coach, trainer and OD consultant with over 20,000 followers on LinkedIn. How can I help you? Get in touch! firstname.lastname@example.org