Change and impermanency is the common denominator of all phenomena and processes in nature, which include human activities as well. Heraclitus, the 5^th Century BC Greek philosopher, has said that no man can step into the same river twice. This statement from Heraclitus means that the world constantly changes and that no two situations are exactly the same. Just as water flows in a river, one cannot touch the exact same water twice when one steps into a river. This view has been affirmed by Lord Buddha around the same period.

In fact, the challenge of change can be considered as the key driver in all the human endeavours across history and the main motivating factor of business strategies that have evolved through the four industrial revolutions spanning form the mid-18^th century to the present day of mass digitalisation. The four principles of change management at any level – be it personal, family, workplace, company or a country – are:

• Understand the change
• Plan the change
• Implement the change
• Communicate the change

Some of the significant contributors to the management of change which resulted in the emergence of new approaches and working models that became popular during the past 50 years can be enumerated as:

• Lewin’s Change Management Model
• McKinsey 7S Model.
• Kotler’s Change Management Theory
• Nudge Theory
• ADKAR Theory
• Bridge’s Transition Model
• Kubler-Ross Five Stage Model

There are many schools of thought around managing organisational change, but there's one thing that's clear. Change managers need to structure their organisational changes and need to avoid 'ad hoc' change management. They need to look at organisational change from a programmatic perspective, leverage subject matter experts around the impacts of change and look at the ‘change beyond the change’. 

Corporate change has always been associated with leadership, and Jack Welch, the master of transformational leadership, has once quoted that “good business leaders create a vision, articulate the vision, passionately own the vision and relentlessly drive it to completion.”

Notwithstanding the tremendous utility value of these approaches, I have witnessed the beginning, growth, decline and final exit of some great business empires in Sri Lanka, which could not survive up to the third generation. Similarly, there are exemplary business organisations, the roots of which can be traced back in history to a single person who started with a few rupees and later developed in to corporate giants that are thriving through the third generation. It is therefore apparent that there are no hard and fast norms or standard ground rules, but an emerging factor is the importance of the people at all levels, despite the benefits of automation and digitalisation. Success and failure episodes are abundant throughout the world and corporate graveyards are cluttered with casualties.

Change and business strategy are always closely interlinked without clear boundaries. The ‘Art of War’ – which is attributed to the ancient Chinese military strategist Sun Tzu (around 5^th century BC) – remains the most influential strategy text in East Asian warfare and has influenced both Eastern and Western military thinking, business tactics, legal strategy, lifestyles and beyond.

The Covid-19 outbreak, which started around two years ago and developed in to a devastating pandemic, has brought about years of change in the way companies in all sectors and regions do business. The entire world scenario which we currently witness is reminiscent of the opening paragraph of ‘A Tale of Two Cities’, an 1859 historical novel by Charles Dickens.

“It was the best of times, it was the worst of times, it was the age of wisdom, it was the age of foolishness, it was the epoch of belief, it was the epoch of incredulity, it was the season of Light, it was the season of Darkness, it was the spring of hope, it was the winter of despair, we had everything before us, we had nothing before us, we were all going direct to Heaven, we were all going direct the other way – in short, the period was so far like the present period, that some of its noisiest authorities insisted on its being received, for good or for evil, in the superlative degree of comparison only.”
 

The Coronavirus has rapidly made ‘business as usual’ a phrase from the distant past. There is no ‘usual’ in this uncertain time. But organisations that outmanoeuvre uncertainty create a resilience they can count on, irrespective of the changes that come

. We’ve all changed the way we operate during the Covid-19 crisis. Some changes were forced on us, while others represent the height of innovation in a crisis. There’s been a reset of the workforce and work itself, a reset of the employer/employee relationship and a reset of the business ecosystem. For most of them, the business impact of the pandemic has been negative; for some, positive. 

The pandemic may have wiped our strategy slate clean (or at least it feels that way), but we have also garnered invaluable experience. Now it’s time to bring together our executive team and use those lessons to reconfigure the business and operating models for a new reality. It appears that in addition to the conventional 3Rs (reduce, reuse and recycle), with respect to resource consumption and sustainability, a set of new 3Rs, namely respond, recover and renew, has emerged during the Covid-19 crisis.

As we shift from response to recovery, the key for senior leaders is to make strategic decisions that will lead them to a renewed future state, however paralysing the uncertain outlook may seem. We can borrow a leaf from the strategy and tactics of the Covid-19 virus itself in learning how to adapt for survival by adopting new paradigms, namely producing more virulent strains such as the Delta variety.

In the absence of a 100 percent effective vaccine or cure for Covid-19, any rebound in business activity could easily be followed by another round of response, recover, renew; so the imperative is to absorb lessons learned quickly and build sustainable changes into business and operating models.

But first, we need to determine exactly where and how the crisis has stretched and broken our existing models, and where the risks and opportunities lie as a result. When talking about risks and opportunities, I cannot help going back to the basics of ISO 9001:2015 Quality Management System (QMS) requirements which expect a company to evaluate the external and internal issues (Clause 4.1), expectations of interested parties (4.2), determining the risks and opportunities (6.1) and planning for change (6.2). In some of the companies that I happen to audit, the priority given to these is at a minimum or no priority given at all apart from stagnant records which do not show any objective evidence of monitoring and review.

However, one important factor we have to consider is that everyone – irrespective of whether it is an individual, family unit, organisation or a country – is on various stages of their unique learning curves, and the strategic horizons have drastically become shorter. Business and strategy planning is no longer an elite task shrouded with mystery and confined to the corporate managers only in their air conditioned rooms but a task to be accomplished in consultation with those who are finally going to implement the strategies and plans. While the Japanese Genba (the actual place) approach is more than 50 years old, it is mostly confined to operational levels, which is rather unfortunate. This crisis has created an opportunity to reset some of our goals and ambitions; it’s time to ask: “As we recover from this crisis, do we want to be different, and if so, how?”

One can see that many companies are in the recovery mode at the moment and trying to do damage control based on profit motive, which is understandable. The entire social, cultural and ethical models and paradigms have changed drastically, and the entrepreneurs need to realise that they are no longer operating in the pre-Covid era. Drastic changes have occurred in the entire supply and value chains with changing customer preferences.

The following quote attributed to many, including Eleanor Roosevelt, a former First Lady of United States, is appropriate to be cited here:

“There are people who make things happen, there are people who watch things happen, and there are people who wonder what happened.” 

Change and impermanency is a fact of life, more so today, and if we do not change, change will change us. After all, it was the mathematical genius of the 20^th Century, Albert Einstein, who once observed that:

“Insanity is doing the same thing over and over again and expecting different results.”

We can’t keep doing the same thing every day and expect different results. In other words, we can’t keep doing the same workout routine and expect to look differently. In order for our life to change, we must change – to the degree that we change our actions and our thinking, to the degree that our life will change.

The author a Management Counselor from Sri Lanka

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A landmark supply agreement was formalised at the PIF Private Sector Forum 2026 in Riyadh to advance local manufacturing in the Kingdom of Saudi Arabia. Saudi Basic Industries Corporation (SABIC) will provide polybutadiene rubber and carbon black to a joint venture established by the Public Investment Fund (PIF) and Pirelli. This partnership will supply the raw materials necessary to produce three and a half million tyres annually at a facility within the King Salman Automotive Cluster at King Abdullah Economic City.

This initiative marks a significant step for the NUSANED localisation programme by enhancing domestic content and establishing a comprehensive tyre production value chain within Saudi Arabia. The agreement is unprecedented as it enables the complete manufacturing of car tyres locally. It will result in the creation of a bespoke Saudi tyre brand specifically designed for passenger vehicles and regional car manufacturers, operating alongside the production of Pirelli-branded tyres.

The PIF Private Sector Forum serves as a vital platform connecting PIF-related companies, government entities and private firms to cultivate new partnerships. The event plays a crucial role in enabling the private sector to drive transformative projects. It facilitates the exploration of high-potential opportunities that support business expansion and contribute to shaping the nation's economic future, in direct alignment with the objectives of Saudi Vision 2030.

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Maxion Wheels South Africa played host to the Guinness World Record (GWR) Challenge4 team on 25 February 2026, marking a significant moment for the company’s local operations. The team is currently undertaking an ambitious attempt to secure their ninth world record by driving a fully electric Volkswagen ID. Buzz across six continents and through more than 75 countries. The vehicle is fitted with Maxion wheels, showcasing the company’s engineering capabilities in one of the most demanding electric vehicle journeys ever conceived.

The visit to the company’s light vehicle aluminium wheels plant near Johannesburg gave employees a firsthand opportunity to engage with the team and observe how Maxion’s advanced wheel technology performs under extreme global conditions. More than a technical showcase, the event highlighted the company’s central role in accelerating the global transition to electric mobility and its increasing contribution to South Africa’s own sustainable transportation evolution.

With worldwide EV adoption accelerating, Maxion Wheels continues to support its customers by delivering innovative steel and aluminium wheel solutions that prioritise functionality, safety and efficiency. This forward-looking approach is evident at the Johannesburg facility, where recent investments in solar energy underscore a firm commitment to environmentally responsible manufacturing. The integration of renewable power reinforces the company’s dedication to maintaining a sustainable and resilient industrial presence in the region.

The Challenge4 expedition, which began in July 2025, is scheduled to cover more than 80,000 kilometres across Europe, Asia, Australia, Africa and the Americas. The team expects to complete the historic journey in the second half of 2026.

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Hankook Tire is preparing to drive excitement in the final stretch of TGL Presented by SoFi Season 2 as the tech-driven golf league approaches its regular-season climax. The concluding three matches are scheduled to take place from 1 to 3 March 2026 at the SoFi Center in Florida, marking a significant moment for both the league and its founding partner.

As the first Official Tire Partner and a Founding Partner of TGL, Hankook Tire has maintained a strong presence throughout the season, leveraging its global ‘Hankook’ brand across multiple platforms. From stadium LED displays to television commercials and live broadcast graphics, the brand has engaged golf fans around the world. This visibility aligns with Chairman Hyunbum Cho’s vision of ‘Innovative Technology’, through which the company seeks to merge mobility and sports while reinforcing its premium identity in approximately 150 broadcast markets.

The path to the championship is far from decided. The action begins on 1 March 2026 with a highly anticipated clash between Jupiter Links GC, co-founded by Tiger Woods, and the league-leading Boston Common Golf, backed by Rory McIlroy. This matchup is more than a meeting of celebrity owners; for the sixth-place Jupiter Links, a victory is essential to break into the top four and keep their playoff hopes alive.

The following day, Los Angeles and New York golf clubs face off in a contest with significant playoff implications. Both teams are locked in tight races with their counterparts, where tiebreakers like total holes won could ultimately decide their fate. Each squad understands that a commanding win is their best path forward. The regular season then concludes on 3 March 2026 with a rematch, as The Bay Golf Club and Jupiter Links GC battle to secure their positions, ensuring every shot until the final hole carries immense weight.

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Apollo Tyres Ltd recently marked the seventh edition of EK NAAM, its flagship programme dedicated to recognising and uplifting women entrepreneurs from underserved communities. The initiative, launched in 2019, has evolved into a significant platform that celebrates grassroots women leaders who drive community transformation and inclusive development through their resilience and vision. By spotlighting their achievements, Apollo Tyres reinforces its commitment to fostering gender equity and enabling sustainable livelihoods.

At this year’s ceremony, eight remarkable women were honoured as EK NAAM Change Agents for their outstanding leadership and entrepreneurial spirit. The awardees included Sahida Beevi, Seemamol S, Meera Appa, Pinki Ji, Manjulaben Patel, Kavita Ji, Gohil Dakshaben and Bahamuni Kisku. Their recognition followed targeted support and collaboration between Apollo Tyres and its NGO partners, underscoring the impact of structured interventions in empowering women at the grassroots level.

The event featured notable voices who enriched the discourse on equity and inclusion. Gregor Trumel, Counsellor for Cooperation and Cultural Affairs and Director of The French Institute in India, spoke on the importance of diversity in strengthening societies and international partnerships. R Mahalakshmi, Chief Human Resources Officer at Apollo Tyres, reiterated the organisation’s dedication to inclusive growth, emphasising that supporting women entrepreneurs is essential for lasting community progress. A special interaction with Anjum Chopra, former captain of the Indian women’s cricket team, offered the audience valuable perspectives on leadership and determination.

The occasion also saw Apollo Tyres Foundation reaffirm its strategic alliance with Saral Jeevan India Foundation and Frontier Markets, aimed at expanding economic opportunities for rural women through digital platforms. Ajaita Shah, Founder and CEO of Frontier Markets, highlighted the vital role of women-led enterprises in fostering grassroots economic development. Additionally, a panel discussion titled ‘Justice in Action: Advancing Equity for Inclusive Futures’ called for moving beyond conversation to concrete systemic change, ensuring fairness and access for marginalised groups by embedding equity into policy and practice.

Through EK NAAM, Apollo Tyres continues to advance its sustainability goals in alignment with the United Nations Sustainable Development Goals, positioning women as key drivers of change and community resilience.

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