Evolution with Resolution, not Revolution
Our lives changes, and so does Shed life. 10 years ago, in January 2016, Sleights Area Men’s Shed (SAMS) was delivered, after quite a short labour, with the aid of a mid-wife, the Stronger Communities team at North Yorkshire County Council. Would the baby grow? Would it be able to sustain itself in the longer term? What would be done and how would it be done? Yes, there were post-natal anxieties. However, SAMS prospered.
A handful of Shed pioneers learnt something important. We worried what to do – how time would be filled even – needlessly! “Look after the Shedders, and the Shed will look after itself” could have been our motto and the motto of what has grown from the first seed into 6 Sheds in different places each independently run.
We learned that often it is the small, easily overlooked opportunities that the doors to big possibilities. It was usually coming across a person that was more important than seeking out organisations. It’s been true of Norton Shed and examples are CW and AL of the NHS Social Prescribing Link Worker team and Macmillan Cancer Care respectively.
Working with committed other people to help the community is a rewarding experience. A refreshing experience. An experience of jointly building something with significant potential.
As a Shed we’ve changed. That change has meant building on strengths and strengthening areas of weakness. When a crisis comes, sometimes it requires a revolution in thinking and approach to control a situation. More often than not the process of development is gradual and evolutionary. On a learning curve.
This year a very important development has been that we have agreed a 5 year use contract with our landlord Norton Sports Charity. That’s a good degree of security. A new building block.
Below is an article about change in the business world. Change is not about correcting failure, it is about future success.
Evolution vs. Revolution: do you know the difference?
When it comes to change management, understanding what is evolution vs. revolution can be the difference between success and failure.
Change is everywhere. And whether you’re talking about your hometown or your day-to-day activities, evolution, i.e., adjustment and fine-tuning of the current state, is inevitable. Within the context of the organization, the challenge is learning to handle change effectively – to manage change with evolution as an end goal. From this perspective, there are basically two ways to understand change, Evolutionary or incremental change and Revolutionary or transformational change. Understanding the differences and learning how to make the most of these opportunities can be a challenge, but one that ensures the organization not only survives but also thrives. Leadership is the foundation of every change management initiative success or failure.
What is Organizational Evolution?
Organizational evolution is a normal progression where both the organization and its people attain a higher level of consciousness. It’s a form of evolution (absent religion) that involves developing the ability to think systematically to be trustworthy and transparent. It’s about decentralized and participative decision-making and the realization that all people – regardless of position – have an important, valuable role to play. Adhering to higher principles of living leads to a firm commitment to ethics, values, and a decision to be more representative not only to those around you but also to the larger world.
Evolutionary or Incremental Change
Evolutionary change is incremental and takes place gradually, over time. Slow, gradual change often takes place to ensure the survival of the organization. It’s incremental in that it happens step by step, little by little. Organizations undergoing evolutionary change may have been prompted by outside pressure, such as in keeping up with technology or addressing the needs of stakeholders more effectively. In other cases, evolutionary change may be spurred by competition.
Revolutionary or Transformational Change
By contrast, revolutionary or transformational change is profound. When we think of revolutionary change, we envision complete overhaul, renovation, and reconstruction. Change is fundamental, dramatic, and often irreversible. From an organizational perspective, revolutionary change reshapes and realigns strategic goals and often leads to radical breakthroughs in beliefs or behaviours. When an organization decides to engage in revolutionary change, radical transformations to products or services often follow. In efforts to stay ahead of the curve and reach evolution, outstanding organizations often pursue revolutionary change.
The challenge in today’s organization is not in learning how to accept change, but in how to orchestrate the most efficient change leading to organizational evolution. Staying in touch with core values, maintaining a culture of innovation, and learning to make the most of resources during change are the keys to success.
Published by consultancy firm “The Change Leader INC” on https://changinghighered.com/evolution-vs-revolution-do-you-know-the-difference/
Posted to UKMSA Facebook as part of an exchange on Friendship
Hands of Friendship
Tried copper!
Order Book of Jobs for 2026
