Quoting Tom Peters:

Even—especially?—the “unprecedented” “change”/”speed of change” argument is suspect. In General Grant’s day the arrival of the telegraph was as radical, I think you could argue, as the arrival of the Web. “Unprecedented change”? My Mom, who died in 2005 experienced, among other things: the arrival of radio, long-distance phones, TV, computers, the Web, cars, flight (Wright brothers to 747s to Neil Armstrong), WWI, the Great Depression, WWII, the Cold War, the Korean “police action,” Vietnam, Gulf Wars I & II, the scourge of HIV, etc, etc. By her standards, I’ve (we’ve) experienced a cakewalk!

We keep hearing that our time in unique, that our challenges are unique… Is that it?

Read the full post of Tom here.

The Change Formula has been stated in a variety of ways by several writers on change. One of these writers, Michael Beer, in “Organizational Change and Development” expressed it as follows:

“The difficulty of creating readiness for change, may be thought of in terms of the cost of changing to organizational members. Change will occur only when these costs are outweighed by a number of factors which can create positive motivation to change. This relationship between positive forces which support change, and the cost of change, may be expressed in the following change formula.

Ch = D x M x P > C

Where:
Ch = Change
D = Dissatisfaction with the status quo
M = A new model for managing or organizing
P = A planned process for managing change
C = Cost of change to individuals and groups

The article presents another view on the change. One should take care of “vision”, “process”, and “discomfort”. I personally prefer the process view: “unfroze-move-refroze”. It allows me to view the change as a living process to as a “frozen” formula.