What is emergent change?

Emergent Change: A Paradigm Shift in Organizational Transformation

Emergent change is a transformative approach that contrasts with the traditional, planned change models. It is an ongoing, open-ended process that arises from within the organization, rather than being imposed from above (Burnes, 2017).

Characteristics of Emergent Change

  • Continuous and Open-ended

    Emergent change is not a linear process with a clear beginning and end. It is an ongoing journey of experimentation and adaptation, influenced by evolving circumstances and interactions (Bushe & Marshak, 2016).

    Key Facts

    1. Emergent change is a continuous and open-ended process: Unlike planned change, which follows a clear beginning, middle, and end, emergent change is an ongoing and unpredictable process. It is characterized by continual experimentation and adaptation.
    2. It arises from interactions within the organization: Emergent change occurs when the diverse people within a system engage in focused yet open interactions that lead to unexpected shifts in perspective and behavior. It can result from informal sessions, discussions, and interactions among individuals and groups within the organization.
    3. It can be influenced by implicit assumptions and external factors: Emergent change can be shaped by unspoken and unconscious assumptions about the organization, its environment, and the future. Additionally, external factors such as the economy, competitors’ behavior, and political climate, as well as internal features like the relative power of different interest groups, can influence the direction of emergent change.
    4. It can lead to meaningful and lasting shifts: Emergent change has the potential to bring about meaningful change and powerful cultural shifts within an organization. It can result in new understanding, cooperation, and a strengthened sense of unity among the members of the organization.
    5. It requires a different approach to change management: Managing emergent change requires a different mindset and approach compared to planned change. It involves embracing complexity, letting go of controlling behaviors, and recognizing the value of employee involvement in the change process.

  • Arises from Organizational Interactions

    Emergent change occurs when diverse individuals within the organization engage in focused yet open interactions. These interactions lead to unexpected shifts in perspectives and behaviors, shaping the direction of change (Holman, n.d.).

  • Influenced by Implicit Assumptions and External Factors

    Emergent change can be influenced by unspoken assumptions about the organization, its environment, and the future (Mintzberg, 1989). External factors such as economic conditions, competitive landscapes, and political climates can also impact the trajectory of change (Dawson, 1996).

Benefits of Emergent Change

  • Meaningful and Lasting Shifts

    Emergent change has the potential to bring about deep and lasting cultural shifts within an organization. It fosters new understanding, cooperation, and a sense of unity among members (Cleveland Consulting Group, n.d.).

  • Empowerment and Involvement

    Emergent change involves the active participation of employees in shaping the change process. This empowerment leads to increased commitment and ownership of the changes implemented (Adams, 2018).

Managing Emergent Change

Managing emergent change requires a different approach compared to planned change. It involves:

  • Embracing Complexity

    Recognizing that change is not always predictable and embracing the inherent complexity of organizational systems (Cleveland Consulting Group, n.d.).

  • Letting Go of Control

    Shifting from a controlling mindset to one that allows for flexibility and adaptation. Managers should empower employees to take ownership of the change process (Adams, 2018).

  • Valuing Employee Involvement

    Recognizing the importance of employee perspectives, experiences, and ideas in shaping the direction of change (Cleveland Consulting Group, n.d.).

Conclusion

Emergent change is a transformative approach that acknowledges the dynamic and unpredictable nature of organizational change. By embracing complexity, empowering employees, and valuing their involvement, organizations can harness the power of emergent change to create meaningful and lasting shifts that drive organizational success.

References

FAQs

What is emergent change?

Emergent change is a continuous and open-ended process of change that arises from within an organization, rather than being imposed from above. It is characterized by experimentation, adaptation, and the involvement of diverse individuals and groups.

How does emergent change differ from planned change?

Emergent change is ongoing and unpredictable, while planned change follows a more structured and linear process. Emergent change arises from interactions within the organization, while planned change is typically initiated and directed by management.

What are the benefits of emergent change?

Emergent change can lead to meaningful and lasting shifts in organizational culture, increased employee engagement, and improved adaptability to changing circumstances.

How can organizations manage emergent change effectively?

Managing emergent change requires embracing complexity, letting go of controlling behaviors, and valuing employee involvement in the change process.

What are some examples of emergent change?

Examples of emergent change include the adoption of new technologies, the formation of cross-functional teams, and the development of new products or services in response to changing market demands.

What are the challenges of managing emergent change?

Challenges of managing emergent change include dealing with uncertainty, resistance to change, and the need for ongoing adaptation.

What role do leaders play in emergent change?

Leaders play a critical role in shaping the direction of emergent change by creating a supportive environment, empowering employees, and facilitating collaboration.

How can organizations measure the success of emergent change?

The success of emergent change can be measured by assessing improvements in organizational performance, employee satisfaction, and adaptability to change.

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