The Yin and Yang of Change: Systemic Efficacy in Change Management

Louis Klein () and Thomas S. L. Wong ()
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Louis Klein: Systemic Excellence Group
Thomas S. L. Wong: Ancient Balance Medicine Education Center

Chapter Chapter 31 in Leadership through the Classics, 2012, pp 475-486 from Springer

Abstract: Abstract Efficacy in change management is an issue. Western change management approaches are well elaborated in the mechanics of change. A broader perspective on efficiency and effectiveness is rare. The “Yin and Yang of Change” brings together systemic approaches and Chinese philosophy to draft a broader perspective on efficacy, sustainability and viability of change processes. The research on systemic efficacy in change management starts with the five Tai phases leading to Tai Chi and the model of Yin and Yang. The systemic counterbalance focuses on distinction theory in reference to George Spencer-Brown’s Laws of Form and Niklas Luhmann’s Theory of Social Systems (TSS). As a first result we can distinguish between: Yin-Change: cold change, continuous improvement, integration Yang-Change: hot change, innovation, transformation Change management, as a conclusion to this first finding, needs to distinguish and to balance the two sides of change, innovation and continuous improvement, to realise efficacy, viability and sustainability.

Keywords: Change Process; Continuous Improvement; Change Management; Marked State; Systemic Practice (search for similar items in EconPapers)
Date: 2012
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Persistent link: https://EconPapers.repec.org/RePEc:spr:sprchp:978-3-642-32445-1_31

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DOI: 10.1007/978-3-642-32445-1_31

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