Clarity from Complexity: Can organisations ever really change?
Harvey Belovski’s Newsletter #64
I’ve mentioned a few times that every organisation has a personality—a unique blend of values and behaviours that shape how it is perceived both internally and externally. But as the world changes, so must organisations to remain relevant.
This raises a fascinating question: can an organisation ever truly change its personality, or is it forever defined by its original identity?
Actually, there is no simple answer to this question.
The case for change
Organisational personalities aren’t set in stone. History is full of companies that have reinvented themselves, sometimes dramatically. Think of tech giants that started in garages and now lead global innovation, or legacy brands that have pivoted to stay relevant in the digital age. With strong leadership, a compelling vision, and a willingness to challenge the status quo, organisations can shift their culture and personality over time. Change initiatives, new talent, and evolving market demands can all act as catalysts for transformation.
The case against change
An organisation’s personality is deeply rooted in its founding values, stories, and collective habits. These elements create a powerful gravitational pull, making deep change difficult. Employees, customers, and even the market often expect consistency, and attempts to change can be met with resistance or scepticism. Sometimes, efforts to overhaul an organisation’s identity result in superficial changes that don’t stick, leaving the core personality intact.
The truth?
Of course, the reality lies somewhere in between.
While organisations can evolve, the process is rarely quick or easy and it isn’t always successful. It can take several goes to make it stick.
True transformation requires more than a rebrand or a new mission statement—it demands sustained effort, authentic leadership, and a willingness to let go of old habits. Even then, traces of the original personality often remain, shaping the new identity in subtle ways.
So…
1. Change is possible, but not easy: Organisations can shift their personality, but it takes time, commitment, and a willingness to challenge deep-seated norms.
2. Authenticity matters: Superficial changes rarely stick. Real transformation happens when new behaviours and values are genuinely embraced at every level. This can be challenging to achieve, but worth it.
3. The past shapes the future: Even as organisations evolve, their history and original identity will always influence their new direction. It is probably best to accept this legacy as a foundation for growth.
Organisational personalities are powerful, but not immutable.
With intention and effort, change is possible—just don’t expect it to happen overnight. The key is to balance respect for the past with a bold vision for the future.
Next up: Clarity from Complexity: The risk of standing still