The fault lines within our administration – the workarounds, the failing systems, the thin capabilities, and the pervasive problems of data integrity and information sharing were all exposed. 

The pursuit of ‘balance’ seems to be an unstated objective of organisations. But what do we mean by balance?

Our innovation focus is often on idolising the role of the individual. What if we took an organisational view?

Well-worn and circular discussions of visions, aspirations, culture, leadership and values often plague our discussions of change and reform. What if we were focused on how we are organised to deliver capability instead?

Change, adaptation, evolution, revolution, development, adjustment, shift, transition, innovation, modification, and variation are all aspects of our daily lives, the lives of our families, and our relationships with others. Do we manage change?

The collective response of public and private sector organisations to an immediate crisis is administratively, organisationally and socially comprehensive. When faced with a direct and tangible threat, the response is quick and decisive. But what if the crisis is slow-moving?

Our views on change and change management methods are grounded in a strategic and rational view of the world. They are founded on a drive for coherence and stability. This approach can work to narrow our choices early, leaving little room for adaptation and emergence later.

Disruption is a word so liberally sprinkled through management writing that it is difficult to avoid daily exposure. The focus is often on the sources and causes of disruption, with less attention paid to the necessary organisational reform that will inevitably follow disruption.