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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Tyres Europe has released its latest quarterly market update, prepared by the independent intelligence firm Astutus Research, which tracks tyre industry trends, mobility patterns and recovery and recycling efforts. The report provides fresh data on import shifts and used tyre generation across the EU27 plus United Kingdom.

Passenger car and light truck tyre imports into the region dropped by nearly 22 percent in January and February of 2026, a sharp reversal from the 26 percent increase seen in the first quarter of 2025. The total volume fell by 5.6 million units, driven largely by an 8.7-million-unit decline in Chinese shipments, which cut China’s market share from 74 to 52 percent. An ongoing European Union anti‑dumping investigation, with the potential for backdated duties, had encouraged heavy pre‑buying of Chinese tyres in 2025, peaking that September before accelerating into 2026. In response, ASEAN‑origin tyres, many from Chinese‑owned factories, tripled their share to 21 percent, led by Thailand and Vietnam, while Cambodia added nearly half a million units from a near‑zero base.

Truck and bus tyre imports from non‑European markets rose 24 percent over the same period. Thailand and Vietnam together increased shipments by 39 percent, lifting their combined share above 63 percent. Meanwhile, China’s position weakened as its volumes stagnated, and India emerged as the fourth largest source with a share exceeding five percent, pushing Egypt to fifth place ahead of Korea.

On sustainability, preliminary estimates from Astutus Research indicate that Europe generated approximately 4.4 million tonnes of used tyres in 2025, a figure essentially unchanged from the previous year. This overall stability hides divergent regional trends, with faster growth in Southern European markets such as Spain, Portugal and Greece, while larger Northern markets including the United Kingdom, Germany and France showed little or no increase. Replacement tyres account for more than 90 percent of used tyre tonnage, with the remainder coming from end‑of‑life vehicles.

Of the 4.4 million tonnes generated, around 0.6 million tonnes were reused as part‑worn tyres or retreaded. The term used tyres refers to all tyres removed from vehicles, while end‑of‑life tyres exclude those reused or retreaded. A decline in retreading has increased the share classified as end‑of‑life tyres, adding to volumes that require recovery or recycling.

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Maxxis’ automotive division has earned the Excellence in Quality and Delivery Award from Honda for 2025. This recognition was presented during a ceremony held on 22 April in Columbus, Ohio, where Honda honoured 37 suppliers out of a total pool of more than 700 mass production parts providers across North America.

Maxxis supplies spare tyres for several Honda and Acura models, including the Honda Accord and Acura Integra assembled at Honda’s Maryville plant, as well as the Honda Civic Si produced at the Honda of Canada facility in Alliston, Ontario. The award highlights Maxxis’ consistent performance in meeting stringent quality standards and delivery schedules, reinforcing the division’s role as a trusted partner within Honda’s North American production network.

Andy Lee, Maxxis International – USA President, said, “On behalf of everyone at Maxxis, I want to thank Honda for this tremendous honour. We’re very pleased to have met their high standards for excellence. All of us at Maxxis are very grateful for this recognition and are equally grateful for our partnership with Honda. I also want to thank our automotive OE division for their hard work and dedication, which made this award possible.”

Paul Dentinger, Senior Vice President of the Purchasing & Supply Chain Center at Honda Development & Manufacturing of America, LLC, said, “As we focus our automobile business on maximising hybrid and gas-powered models, Honda continues to invest in our North American supplier network, collaborating with our supplier partners to turn innovative technology into value for our customers. In this rapidly changing business environment, we must work closely with our suppliers to find new ways to improve cost competitiveness, speed up development time and enhance product appeal that ensures Honda is the brand of choice for customers. Congratulations to all of our award-winning service parts and mass production suppliers who earned this distinguished honour.”

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German chemical group Wacker is moving forward aggressively with its PACE programme, a global initiative to cut costs and improve efficiency that was launched in October 2025. The overarching goal is to permanently secure the company’s competitive standing by slashing annual expenses by more than EUR 300 million, a target that has already been announced alongside plans for worldwide workforce reductions.

A key development in Germany involves a new agreement between management and employee representatives to handle the planned loss of roughly 1,600 jobs through socially responsible means. Instead of forced dismissals, the company will rely on voluntary measures such as attractive phased early retirement and severance packages. To create the financial breathing room for this approach, all German employees will accept a temporary solidarity contribution until 2028, taking the form of a four percent cut to both their hours and pay. All structural changes under the PACE umbrella are expected to be finalised by the end of 2027.

The distribution of job reductions will see the heaviest impact at the Burghausen site, Wacker’s largest globally, where 1,300 positions will be eliminated. The Nünchritz facility will lose 200 jobs, the Munich headquarters will reduce its headcount by 60 and a collective 50 positions will be cut from other Wacker locations across Germany. The implementation plan, which includes consolidating production facilities, adjusting shift system flexibility and shifting roles to international service hubs, has been fully agreed upon by both employer and employee representatives.

Christian Hartel, CEO, WACKER, said, "With the agreement we have now concluded, we have reached an important milestone in driving forward the necessary transformation in Germany and strengthening our competitiveness. We have already implemented numerous measures at our international sites that make us more flexible, more efficient and faster. Now, the implementation phase will start in Germany as well.”

Angela Wörl, Personnel Director, WACKER, said, "Together with the employee representatives, we have come up with good solutions to implement the necessary structural measures in Germany not only quickly, but, above all, in a socially responsible manner. This will strengthen the position of our German sites in the face of international competition and lay the foundation for future profitable growth."

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Bridgestone Taiwan Co., Ltd. (Bridgestone) has completed a major business transformation, having ceased manufacturing operations at its Hsinchu plant on 11 May 2026 and concluded all related production activities. The decision was based on adjustments to its global operational strategy and long-term market development considerations. Under this plan, Bridgestone continues to deepen its presence in the Taiwan market, having transitioned into a sales and service-focused business model.

The company, which has operated in Taiwan since 1982, stated that the Hsinchu facility has played a key role in supporting the Bridgestone Group’s operations and product supply over the years, building a solid foundation for the brand locally. Bridgestone pledged to follow local regulations in providing affected employees with comprehensive support, including career transition services and other assistance measures.

Going forward, Bridgestone will strengthen its sales and service capabilities by enhancing channel development, refining sales systems and deepening collaboration with local distributors. The company also plans to broaden its product portfolio to meet diverse market demands and improve overall service levels. Guided by its mission of serving society with superior quality, Bridgestone aims to leverage its global manufacturing network to ensure stable supply and greater product competitiveness in Taiwan.

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