Throughout history, both organizations and societies have grappled with the consequences of rapid change. Consider the Gutenberg printing press. Johannes Gutenberg's invention of the printing press in the mid-15th century created all kinds of rapid, unforeseen and unintended consequences. It democratized information, enabled the rapid dissemination of it, and disrupted all kinds of established power structures and belief systems.
Prior to the printing press, knowledge dissemination was slow, controlled and often only available to an elite few. The printing press significantly lowered barriers to entry, empowering individuals, and smaller organizations to challenge established players and dogma. For example, the printing press weakened the Church's monopoly on knowledge and fueled the Protestant Reformation, which led to social unrest, wars and calls for change, as seen in the religious turmoil following Gutenberg's invention.
Fast forward centuries, and we see another example with the Industrial Revolution. While it sparked incredible innovation and economic growth, the rapid pace of change left many behind. The rise of factories led to harsh working conditions, displacing traditional artisans, and fueling social movements like Luddism, where workers protested the perceived threat of technology to their livelihoods. These historical examples illustrate the importance of managing change effectively. When change happens too quickly, it can lead to societal discord and organizational exhaustion. In today's world of constant change and innovation, understanding and managing our collective "transformational energy" is more crucial than ever.