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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Bridgestone Golf has unveiled the latest iteration of its premier ball franchise, the e6 SOFT TREADLINE, which now features the innovative 360 Align Tech. As the longest-running and best-selling series in the company’s history, this new model draws inspiration from the Bridgestone Dueler A/T Ascent tyre, applying tread-like technology to the golf ball’s design. The launch reinforces the brand’s commitment to blending automotive engineering insights with golf performance.

The new e6 SOFT TREADLINE maintains the core engineering that has defined its predecessors, including a large, soft and fast core with gradational compression to maximise ball speed and distance. Its seamless Surlyn cover ensures durability and responsive feedback, while advanced aerodynamic patterns promote stability during flight. This combination produces a high launch with low spin off the tee, alongside reliable short-game feel and control around the greens.

Central to the new design is the 360 Align Tech, a full-coverage alignment aid that wraps entirely around the ball. This feature assists golfers in putting precision, visualising roll, squaring the putter face and aiming with greater confidence while also supporting a repeatable pre-shot routine. The tread pattern provides a visible reference from any angle, helping players achieve cleaner setup visuals and improved target awareness.

Available now as a limited-edition two-piece model, the Bridgestone e6 SOFT TREADLINE is priced at USD 23.99 per dozen. Golfers seeking guidance on the ideal ball for their game can utilise the online Golf Ball Selection Guide available on the company’s official website.

Adam Rehberg, Senior Marketing Manager of golf balls at Bridgestone Golf, said, “Our research showed golfers are increasingly looking for more advanced visual alignment technology both on the tee and on the greens, and the 360-degree TREADLINE pattern is designed to deliver a highly effective solution in both environments. By integrating design inspiration from the Bridgestone Dueler A/T Ascent tyre, we were able to create a performance-driven alignment system with a unique connection to the broader Bridgestone brand.”

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Tegeta Green Planet has launched a significant educational initiative across the Borjomi region of Georgia, designed to cultivate environmental stewardship among the youth. The programme, which commenced in 2022, holds a pioneering status as one of the first organisations in the country authorised by the Ministry of Environmental Protection and Agriculture under the Extended Producer Responsibility framework. This authorisation underscores the company's commitment to managing the full lifecycle of specific waste streams, including used tyres, oils and batteries, in alignment with circular economy principles.

The initiative recently brought company representatives to Public Schools No. 3, No. 4 and No. 6 in Borjomi, as well as the Kvibisi Public School. The programme’s location is strategically significant, given that Borjomi is celebrated for its unique natural environment, mineral waters and vital forest ecosystems. The region’s sustainable development is inherently linked to the preservation of its natural heritage, making the education of local youth a critical component for its future.

During the school visits, students were introduced to the technicalities of waste stream management, learning the proper handling procedures for tyres, batteries and oils. The curriculum emphasised the environmental necessity of correct disposal and explained the broader connection to a circular economy, demonstrating how discarded materials can be transformed into valuable resources. The sessions highlighted how individual responsibility directly contributes to broader environmental protection and sustainable societal growth.

The educational format employed by Tegeta Green Planet was highly interactive, moving beyond traditional lectures. The programme featured presentations followed by engaging activities and educational games to reinforce learning, encouraging active participation from the students. The workshops provided a platform for open dialogue, where young attendees posed questions and proposed local solutions for creating eco-friendly communities. To make the experience more memorable and rewarding, symbolic gifts were distributed to all participants at the conclusion of the sessions.

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China’s Longmarch Group has initiated construction on a substantial tyre manufacturing venture in Egypt, valued at EGP 9.5 billion (EUR 160 million). The official groundbreaking was confirmed on 17 June by the Suez Canal Economic Zone's general authority. The new facility, named Longmarch Tyre (Egypt) Ltd, will be situated within the integrated industrial zone of Ain Sokhna, occupying a sprawling 200,000-square-metre site.

The development is structured as a two-phase project. The initial stage is designed to achieve an annual production capacity of 600,000 units for trucks and buses. Upon completion of the second phase, the plant's total output for these tyres will escalate to one million units per year, alongside an additional annual capacity of 4.5 million passenger car radial tyres.

Production from the Egyptian plant is primarily intended to satisfy local market demand, though the company also has clear ambitions to target export markets across the region and beyond. Longmarch Group’s chairman, Jin Yong Sheng, lauded the investment climate within the Suez Canal Economic Zone, highlighting its strategic location and superior logistical advantages as key factors for the company's expansion.

Established in 2003, Longmarch already operates a production base in Chaoyang, China, and manages a tyre joint venture in Pakistan. The Egyptian project marks a significant milestone in the firm's global strategy, leveraging the economic zone's competitive environment to strengthen its international footprint.

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JK Organisation commemorated the 93rd birth anniversary of its late former President, Hari Shankar Singhania, by hosting blood donation camps across its offices and manufacturing facilities. The initiative drew the voluntary participation of over 8,000 employees from various Group companies, underscoring the conglomerate's steadfast dedication to social responsibility. Prior to donating, all volunteers underwent health screenings for blood pressure, haemoglobin and weight, and each received a certificate of appreciation for their contribution.

The drive served as a tribute to the Padma Bhushan awardee’s enduring legacy, which was marked by a profound commitment to nation-building and societal service. The late leader was instrumental in expanding the organisation’s footprint, overseeing the establishment of new enterprises and the integration of multiple businesses into its burgeoning portfolio.

Enthusiastic involvement was observed across all Group entities, including JK Tyre, JK Paper, JK Lakshmi Cement, JK Agri Genetics, JK Fenner, JK Foods, Delopt, CliniRx Tangent Research Ltd., JK Insurance, Indica Travels, PSRI Hospital and JK Lakshmipat University.

Dr Raghupati Singhania, Vice President, JK Organisation, said, "At JK Organisation, we have always believed that progress is meaningful only when it contributes to the well-being of our surrounding communities and the nation at large. For well over a century, JK Organisation has believed that business growth must go hand in hand with social progress. The blood donation drive organised across JKO Group companies is a meaningful expression of that philosophy and an opportunity to contribute towards a critical healthcare need.”

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