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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Building upon the foundation of their joint venture, UniPyrum, Pyrum Innovations AG and UNITANK Holding GmbH are advancing their collaboration into a concrete implementation phase. A key milestone has been reached with the signing of a high six-figure engineering and consulting agreement between Pyrum and UniPyrum, which also serves as the joint venture's inaugural order. This contract, for which an initial payment has already been made, focuses on the approval process and basic engineering for the partnership's first tyre recycling plant. The selected site is an existing UNITANK tank farm in Emleben, Thuringia, a location chosen for its excellent logistical access and established infrastructure.

This facility in Emleben represents the initial project within a broader vision to develop five to 10 such plants across Germany and Europe. The UniPyrum management team has begun its strategic work, securing preliminary funding and holding meetings to coordinate operational steps and site development. A primary focus of this early phase is the systematic identification and evaluation of strategic locations for subsequent projects.

To propel the ambitious pipeline forward, the venture's immediate priorities include selecting sites for the next two German plants and commencing the requisite planning and approval procedures. To manage this expansion effectively, UniPyrum plans to recruit specialised personnel, ensuring that the development of all projects progresses both efficiently and on schedule. This structured approach marks a significant transition from planning to active execution for the partnership.

Pascal Klein, CEO, Pyrum Innovations AG, said, “With the signing of the engineering contract, we are setting a decisive milestone together with UNITANK for the implementation of our first joint venture plant in Europe. The plant in Emleben is another driver of our growth strategy in Germany and lays the foundation for the widespread introduction of our pioneering recycling technology and the supply of system-critical raw materials produced from waste to Europe.”

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Tyres Europe has announced that Brisa and Marangoni have become Full Members of the association, strengthening the European tyre manufacturing industry's collective presence.

Commenting on the development, Livio Magni, President, Tyres Europe, said, “We are pleased to welcome Brisa and Marangoni to Tyres Europe. Their joining reflects the importance of a strong and united industry voice at the European level, particularly at a time of increasing regulatory complexity and transformation for the tyre sector.”

Adam McCarthy, Secretary General, Tyres Europe, said, “The joining of Brisa and Marangoni reinforces the diversity and expertise within Tyres Europe, particularly in retreading and circular economy solutions. We look forward to working closely together on key EU policy files affecting competitiveness, sustainability and innovation in the tyre industry.”

Cenk Koçdor, Chief Growth Officer, Brisa, said, “Being part of such an influential platform that shapes the future of the industry at both European and global levels always makes us happy and proud. Through this full membership, we will contribute to the dialogue on regulations and market dynamics while strengthening our market intelligence to deliver greater value for our customers. With our capabilities, we will help reinforce the strategic role of tyres within a sustainable mobility ecosystem and support the industry’s readiness for the future.”

Vittorio Marangoni, President, Marangoni, said, “We are proud to regain our status as a Full Member and look forward to contributing to the European tyre industry during this challenging period. We will also be happy to share with Tyres Europe our specific expertise in the circular economy of tyres.”

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Toyo Tires has once again been recognised for its commitment to sustainability through its inclusion in several prominent ESG investment indices. This marks the seventh consecutive year the company has been selected as a constituent of the FTSE4Good Index Series, a global benchmark for strong environmental, social and governance practices. Furthermore, Toyo Tires continues to be listed on the FTSE JPX Blossom Japan Index for the sixth year and the FTSE JPX Blossom Japan Sector Relative Index for the fourth year, both of which highlight leading Japanese companies in ESG performance.

These indices, created by FTSE Russell, employ rigorous evaluation criteria across areas such as climate change, corporate governance, health and safety and anti-corruption. The FTSE JPX Blossom Japan Index identifies top ESG performers from the Tokyo Stock Price Index (TOPIX), while the Sector Relative Index provides a sector-neutral view, emphasising companies with relatively strong ESG engagement within their industries and a demonstrated commitment to the low-carbon transition.

This ongoing recognition stems from Toyo Tires’ foundational Sustainability Management Policy, which positions ESG at the core of all corporate activities. The company is dedicated to the integrated advancement of its business objectives and its sustainability initiatives. Through this approach, Toyo Tires strives to foster a sustainable mobility society on a global scale.

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Linglong Tire organised the Linglong Winter Experience 2026 in the Austrian Alps in early February. This event gathered nearly 40 European tyre retailers for a comprehensive programme blending professional driving with product immersion. Nestled at 1,030 metres in Salzburger Land, the scenic Stegergut winter driving park provided the ideal terrain. Its challenging handling courses, expansive dynamic areas and circular tracks formed the perfect proving ground.

Guided by expert instructors, participants took the wheel of Toyota GR Yaris and GR Supra models, chosen specifically for their drift capabilities. Embracing the playful spirit of ‘one more drift’, the agenda focused on refining advanced driving techniques and mastering controlled drifts on the icy circuits. Over 120 kilometres of driving allowed every attendee to push their limits, hone vehicle control and indulge a passion for performance driving. Each training car was equipped with the new Linglong Sport Master Winter tyre in size 225/40 R18 92W. This model marks a milestone as the first Linglong tyre developed in Germany and manufactured solely in Europe, following its ‘good’ rating from the respected German publication auto motor und sport last autumn.

Beyond the adrenaline-fuelled driving, the experience included a detailed workshop showcasing Linglong’s latest products and upcoming marketing strategies. The schedule was balanced with traditional Alpine hospitality, featuring a serene horse-drawn sleigh ride through snowy vistas and a hearty meal in a classic mountain hut.

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