Second Order Change

Second order change is a dramatic altering of an organization that takes the less obvious approach in finding a solution to a problem. I believe Intellectual Stimulation, Change Agent, Flexibility and Optimizer are essential responsibilities needed when an organization implements second order change.

Intellectual Stimulation will aid in developing the knowledge base and minds of the organizations staff. Second order change is specific and on a larger scale; therefore, mindsets have to be developed further and driven by research and learning. I believe second order change, changes an organization like a life altering event. The organization is more learned and their perspective permanently changes for the better. Intellectual Stimulation will help an organization think together, explore other ideas, and not base their approach on what they are comfortable with. An organization would be able to learn from history and explore all theories.

Change Agent is key as it pertains to challenging norms and it is at the heart of change itself. It identifies the recognition of needing change, and it diminishes the fear of going against the grain and implementing something new. It embodies the fearless nature of an Authentic Leader as it works for the “need” and not for the uneasy minds of those involved. Second order change is intricate and demands thinking outside of the box and adding variety to an organization.

While the leader should be consistent with their ideas and belief, they should be Flexible in allowing and trusting the ideas of valued team members. The opinions of others may add to the leader’s ideas or challenge them further and aid in successfully carrying out second order change.

The Optimizer drives the need for change and creates a belief system in an organization that change is necessary and tangible. It helps promote positivity and buy in. The leader believes in the change and drills positive energy throughout the organization that leads to commitment and dedication.

Second order change demands a higher level of thinking and deeper understanding of adaptive change. This change recognizes a specific area and thoughtfully assesses how to sustain this change through continuous adaption. A leader must be thoughtful in selecting the specific need for change. Change is not sustained in second order change, it is subject to adapt based on the organizations needs and it’s nature of being a deeper form of change. The change is dramatic and may challenge the established culture of an organization. A leader recognizes the risks and is flexible to what might occur as a result of the second order change. They must be willing to adapt and constantly thoughtful in their approach to successfuly implement the change.