We often assume that change becomes necessary only when problems or crises arise, be it in business, our careers, personal life or even sport
This is a common fallacy. The reality is clear at every level: stability should not be confused with inaction. It is precisely when all is well that transformation should take shape. Otherwise, it may become painful, an endurance rather than a choice, and mark the beginning of a long ordeal.
Conversely, when circumstances are favourable, change generates the greatest positive impact and encounters the least resistance. In the personal sphere, a well-planned move or a carefully considered career shift can be powerful levers to enhance family life or accelerate a career. By contrast, decisions made in haste or under pressure often trap us in even more difficult situations.
It is generally easier to find a new challenge while still employed, rather than after entering the job market. But this requires reflection, planning and anticipation of the next steps.
The logic is exactly the same for companies. The CEO of a major European defence group, who also sits on several boards, recently shared this with me: “It’s absurd to think you should wait for problems before taking action. A leadership team that doesn’t reflect on transformation when the business is growing and performing well should raise serious questions for any board of directors.”
In his view, it is precisely during periods of growth that a leader must transform the organisation: anticipating change, preparing teams and above all clearly communicating the vision behind it.
During such favourable periods, commitment is built, teams engage and the organisation develops real agility to meet future challenges. This is what enables the organisation to remain agile, responsive and capable of absorbing market shifts effectively. When transformation is imposed rather than chosen, it is often the result of prior inertia and typically brings with it a range of problems: impact on the workforce and job losses.
Herein lies the paradox: anticipating change creates more stability than standing still.
Organisations that dare to transform when business is strong experience lower staff turnover, higher engagement and more sustainable results.
In the same way, a proactive individual develops their career with greater control, confidence and opportunity. It is never too late to start building your network, seeking feedback from managers, finding mentors or envisioning the next stage of your career, whether within your organisation or beyond it.
But it is better to start early, especially when all is going well!
