I have always liked to relate the world of the Axiomatic Principles of Physics to the reflections that the business world presents to you as the snack effect.
One of the Theories that are of great interest in the PEPM, the Principle of Minimum Potential Energy. This principle says that a body will always tend to reach the position that ensures it has a minimum power energy, and the minimum is zero.
In this sense, the snack effect has always delighted me. I was hypnotized to see how a movement led to others and these others to others, with the only condition of always going through the point of equilibrium, which in turn, again caused an imbalance that, once again, when trying to balance, only It remains to unbalance again.
TO KEEP IN MOTION OR CONTINUOUS CHANGE
It is always required to go through the place that gives it balance, through its center of gravity.
In many companies, this snack effect happens. Their culture is one of continuous change and transformation in the company, but the center of gravity never changes, and therefore, all change always passes through the same equilibrium point, which leads them to move a lot but without kinetic energy at their center. That is, the organizational culture is tremendously stable and, in many cases, tends to rigidity.
To really change, they must modify the structure of weights, forms and give an initial energy to the organization to have “another center of gravity” and in another place.
WE UNDERLINE: GIVE ENERGY TO MOVE THE ORGANIZATION AND HAVE ANOTHER CENTER OF GRAVITY.
What can this mean in our companies? Who contributes or gives the “energy” that is capable of “moving” the organization to another “place”? What does it mean to “have another Center of Gravity” in the organization?