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Organizational change efforts (formally since the late 1980's and early 1990's) intially were designed to implement changes into organizations from a top-down approach therefore reinforcing a key barrier to adabtability: hierarchy-based and senior manager/sponsor lead approaches to change. Company cultures developed based on this expected and designed flow of organizational 'evolution.' Innovation in companies that began centralized happend through this flow and structure and not outside of it. Now we have generations of leaders who believe in a decentralized or unstructured approach to change but were trained according to the old models. With four generations in the workplace, we have significant confusion about how change happens.
>> With four generations in the workplace, we have significant confusion about how change happens
This is an excellent point Stephanie! I wonder how organizations can use these differences to implement change more effectively thereby enhancing their adaptability?
How does each generation respond to change? This will be important to understand if we believe that diversity has a key role to play in organizations being adaptable.
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