Embracing “Fuzzy”: Human Agency
Human agency is the ability of individuals to make their own choices and act independently. It reflects a capacity and tendency to make intentional choices and to initiate actions based on these choices. Human agency highlights people’s role in shaping their own lives, rather than just being influenced by external factors. This includes reflecting on […]
Embracing “Fuzzy”: Adaptability & Flexibility
Adaptability and flexibility play a key role in managing projects, especially in situations where things aren’t always clear-cut. You know, “fuzzy” projects. These terms are closely related, but there are some important differences. Adaptability refers to the capacity to adjust (while remaining focused, of course) when faced with change or uncertainty in the project. In […]
On the Nature of Fuzziness: Precision vs. Significance
Over time, we’ve developed methods to deal with one type of uncertainty in technical problems, known as fuzziness. In 1965, mathematician and early AI researcher, Lotfi Zadeh, introduced fuzzy sets to represent knowledge that is unclear or imprecise, which we call “fuzzy.” In classical set theory, something either belongs to a set or it doesn’t. […]
“Fuzzy” Projects
In a world where rapidly advancing technologies, shifting market landscapes, and ever-growing customer expectations prevail, the practice of project management has reached (some might argue crossed beyond) a crossroads. The traditional, linear approach to managing projects, with its detailed, rigid project plans, has lost its relevance and effectiveness. So, too, has organizational change management and […]
Social Contagion and Change
Over a century ago, the French polymath Gustave Le Bon explored the hidden forces at work when people gather in crowds. He argued that being part of a crowd leads to an “enlargement of the ego” (a sense of power), the release of impulses, a contagious group dynamic, and increased suggestibility. According to Le Bon, […]
Commitment to Change
What is “commitment to change,” anyway? Is it fully embracing a change regardless of how we feel personally? Is it accepting the externally generated WIIFM crammed down the throat by an over-zealous change zombie? Or could it be that commitment to change begins, simply, with a willingness to consider something new and, perhaps, even try […]
From Cynicism to Commitment
The study of change in organizations has examined a broad range of individual responses to change, from resistance and cynicism, to acceptance and commitment. Employee reactions to organizational change have long been recognized as one of the most important factors in the success or failure of change initiatives. Cynicism is not rare during change. Stanley […]
Shackled: Inertia and the Structural Roots of Resistance
It is frequently argued that the flexibility to adapt and evolve is essential for organizational survival. Yet, many organizations find themselves hampered by inertia, unable to break free from the gravitational pull of the status quo. It’s easy (and convenient) to blame the apparent resistance on individual stubbornness or reluctance. In truth, however, a key […]