ABSTRACT

Reflecting on my engagement with organizational change as a scholar and reflective practitioner, I observe that my perspective has evolved from a planned change approach to a playful view on organizational change and transformation. Planned change and organizational development are still the dominant approaches to change in most organizations. These perspectives on change management were successful in the last century in a stable business environment. Now that many organizations are confronted with dynamic and turbulent business environments, these approaches are no longer suitable for such unpredictable circumstances. In an adaptive business environment, there is a need for adaptive change to prepare our organizations for the future. In this reflection I describe the basic assumptions and misconceptions behind planned change and offer a perspective on organizational change as collaborative play. This play perspective is a collective search process in which players work together to organize, change and innovate. In this way, play provides a positive view of change in organizations as a collective learning and transformation process.

MAD statement

This article makes a difference by offering a perspective on organizational change as collaborative play. Changing organizations in a turbulent world is enriched by a playful perspective on adaptive change. The theory and practice of change as play are contrasted with more traditional approaches to planned change and organizational development. Leaders in organizations and organizational networks, change agents and consultants, and scholars and academic researchers, are invited to reflect on their own assumptions about organizational change and to consider a more playful way of changing organizations in a dynamic and turbulent world.

摘要

回顾我作为学者和反思实践者参与的组织变革，我发现我的观点已经从计划变革方法演变为对组织变革和转型的有趣观点。有计划的变革和组织发展仍然是大多数组织变革的主要方法。这些关于变革管理的观点在上个世纪在稳定的商业环境中取得了成功。现在许多组织都面临着动态和动荡的业务环境，这些方法不再适用于这种不可预测的情况。在适应性业务环境中，需要进行适应性变革，让我们的组织为未来做好准备。在这次反思中，我描述了计划变革背后的基本假设和误解，并提供了将组织变革视为协作游戏的观点。这种游戏视角是玩家共同努力组织、改变和创新的集体搜索过程。通过这种方式，游戏提供了一种积极的观点，将组织变革视为集体学习和转型过程。

MAD声明

本文通过提供将组织变革视为协作游戏的视角来发挥作用。在一个动荡的世界中不断变化的组织因适应性变革的有趣观点而变得丰富。将变革作为游戏的理论和实践与更传统的计划变革和组织发展方法形成对比。邀请组织和组织网络的领导者、变革推动者和顾问以及学者和学术研究人员反思他们自己对组织变革的假设，并考虑在动态和动荡的世界中改变组织的更有趣的方式。