In 1984 I read Charles Handy’s The Future of Work in which the end of full-time work was foreseen.
Handy popularised the ‘Sigmoid Curve’ as a model for change in organisations. Sigmoid – the Greek letter ‘S’ was used to represent the curve of change that we go through in life, jobs and organisations. It represents a new life cycle emerging from an existing one. He suggested that in order to survive and grow, organisations need to be more mindful of their place in their present life cycle on the curve and prepare for transformational change. Timing is everything. If you act too soon, at Point A on the Curve, you miss the benefits of the peak of your current cycle. If you act too late, at Point B, you may have left if too late to turn things around.
How do you see the opportunities for transformation in the present cycle and start to make your moves while things are going well? You don’t need a crisis for transformational change to happen – but you do need conscious strategic engagement and conversations as leadership teams to truthfully reflect on where you are on the curve, where you want to be and how you are going to get there.