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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Toyo Tires has made its way to the annual A-List of CDP for its climate change mitigation efforts. This premier recognition, awarded for the first time to the company in the 2025 evaluation, reflects the company’s comprehensive decarbonisation efforts, which include validated science-based targets for cutting greenhouse gas emissions and a shift towards renewable energy at its production sites. CDP’s annual assessment is a key benchmark for corporate sustainability across climate, water and forests.

The assessment also highlighted Toyo Tires' commitment to transparency, as verified by independent third-party data reviews. Viewing its business activities as intrinsically connected to society and the future, the Toyo Tires Group treats reducing environmental impact as a top operational priority.

Moving forward, the company is dedicated to advancing decarbonization across all its manufacturing processes and broader supply chain, aiming to support a sustainable global society.

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Apollo Tyres Ltd has introduced a new and more affordable range of gravel tyres under the Vredestein Aventura Core Series. This new-generation family consists of three distinct models: the Aventura Seta Core, Aventura Core and Aventura Grezzo Core. Engineered in Europe, these tyres are built for enhanced durability and dependable performance across diverse surfaces, offering riders a cost-effective upgrade for adventure biking.

The series is constructed around a streamlined Core platform, which incorporates a robust 60 TPI casing for increased puncture resistance and stable handling on uneven terrain. While utilising the proven tread patterns of existing Vredestein gravel tyres, this refined construction delivers high-end capability at a more accessible price point.

Each model is tailored for specific riding conditions. The Aventura Seta Core is designed for speed, with a race-optimised tread for fast rolling on asphalt and high-speed gravel, complemented by shoulder knobs for technical cornering. For versatile, everyday use, the Aventura Core offers a balanced blend of rolling efficiency and predictable grip across tarmac, hardpack and gravel roads. Finally, the Aventura Grezzo Core provides confidence on loose and rugged terrain, featuring an aggressive tread for enhanced traction in sand and soft surfaces, while its chained centre tread maintains efficiency on harder ground.

The Aventura Core Series will be available starting 1 February 2026. The Aventura Seta Core comes in 40, 45 and 50-622 sizes. The Aventura Core is offered in 50-584 and 40, 45, 50-622 sizes. The Aventura Grezzo Core is available in 50-584 and 40, 45, 50-622 sizes. Colour options include black/black and black/transparent sidewalls.

Nic Knippers, Division Head – Vredestein Two Wheel Tyres, Apollo Tyres Ltd, said, “The Aventura Core Series marks an important expansion of our gravel offering within the Vredestein range. By introducing three purpose-designed tyres built on a shared durable foundation, we can better support riders across the full spectrum of gravel terrain – from high-speed racing to off-road exploration and everyday mixed-surface riding.”

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Continental Tires Americas has expanded its HDR 5 and HSR 5 19.5-inch product lines with a new 245/70R19.5 size, specifically engineered for urban and regional delivery fleets.

These tyres are built to endure high-scrub environments and the demanding stop-and-go cycles typical of city routes. Key advancements include a reformulated tread compound that reduces rolling resistance for better fuel economy while also extending tread life. The redesigned sidewall enhances durability to support multiple retreads, maximising the value of each tyre casing. Furthermore, both models are validated for use on electric and hybrid vehicles, as well as traditional combustion engines.

This size extension provides a practical option for fleets seeking to improve operational cost-efficiency and tyre longevity under rigorous driving conditions, continuing the proven performance of the existing series with targeted upgrades.

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The Silver Jubilee of the National Institute for Rubber Training (NIRT) commenced on the morning of 9 January 2026 at Kottayam's Hevea Hall. Union Minister of State George Kurian formally inaugurated the event, with Member of Parliament K Francis George presiding. Attendees also heard an address from MLA Chandi Oommen.

A wide array of activities marked the inaugural programme. These included unveiling a commemorative monument, honouring former NIRT Directors and recognising student cohorts. Several publications and materials were launched, such as a Silver Jubilee souvenir and tutorial videos for stakeholders. The new jubilee logo was revealed, and a memorandum of understanding was signed between the Rubber Board and the Government of Nagaland.

The ceremony further involved prize distributions for earlier competitions and celebrated the Diamond Jubilee of Rubber magazine. The day's schedule continued with a curated panel discussion and a dedicated exhibition at the NIRT campus.

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