The stability paradox

Apparently, Tom Peters once claimed that the paradox for organisations is that they have to  pursue change whilst maintaining stability.  I wonder if the notion of stability is a myth? It used to be said that leadership talk the future into existence and managers manage the status quo. Status quo (literally “the state in which”) is taken to mean the current state of affairs.  Some have interpreted that to mean a static, stable situation.  Of course, it neither is nor ever was.  Stuff happens; things change.  Managers manage in changing times.  If there’s change, there’s no real stability, so the paradox disappears.

If a company has a good and viable strategy, then reaction to external forces will force change to the execution of that strategy – and if instability means it’s not standing still, then the change means instability.  If the strategy is not viable because of external forces, then the strategy needs to change.  The change means instability.  If a company chooses not to notice outside forces, it will probably fail – hence, more instability.

So, back to Tom Peters’ assertion.  Pursuing change is necessary.  Instability is a given.  No paradox.

Have a good weekend.

To discuss any aspect of organisational development, leadership and management training, soft skills development or simply pass the time of day, please call me on +44 161 929 4145 or email me at david@davidcotton.co.uk.

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About davidcottonuk
I'm an international trainer, speaker and facilitator. I've worked in 4 continents and 40 countries, delivering all aspects of leadership, management and behavioural skills training to local and national government and nearly every industry sector. I've written a dozen books, and scores of journal articles.

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