Organizational change is a common phenomenon in today’s fast-paced business environment. Organizations are constantly facing new challenges, opportunities, and threats, and they need to adapt to stay competitive. However, there is often confusion around the terms “change” and “transformation”, and leaders need to understand the difference between the two in order to successfully drive organizational success. In this article, we will explore why it is important to know the difference between change and transformation and how leaders can use this knowledge to make strategic decisions.

The article “We Still Don’t Know the Difference Between Change and Transformation” by Ron Ashkenas, published in Harvard Business Review, provides valuable insights into the differences between change and transformation. The author argues that while change involves making incremental adjustments to existing structures and processes, transformation involves a more radical shift in the organization’s strategy, culture, and operations. Transformation is therefore more complex, risky, and long-term than change.

Knowing the difference between change and transformation is important for several reasons. First, it allows leaders to set clear goals and objectives for their organizational initiatives. When leaders understand the scope and impact of their proposed changes, they can develop a clear roadmap for implementation and ensure that their efforts are aligned with their strategic goals.

Second, understanding the difference between change and transformation helps leaders to manage expectations. When employees are asked to make significant modifications to their work processes, they may experience anxiety, resistance, or confusion. By communicating the difference between change and transformation, leaders can help employees understand the scope of the changes and how they will impact their work, which can help to minimize resistance and improve engagement.

Finally, understanding the difference between change and transformation helps leaders to allocate resources effectively. Since transformation is a more complex and risky undertaking than change, it requires more resources, time, and effort. By understanding the difference between the two, leaders can ensure that they allocate resources appropriately, and that they are not under-investing in transformation initiatives that require more resources than simple changes.

In conclusion, the article “We Still Don’t Know the Difference Between Change and Transformation” by Ron Ashkenas highlights the importance of knowing the difference between change and transformation for organizational success. Leaders who understand the difference between the two can set clear goals and objectives, manage expectations effectively, and allocate resources appropriately. By doing so, they can drive meaningful change and transformation in their organizations and stay ahead of the competition.