The Yin and Yang of Change: Systemic Efficacy in Change Management.

Efficacy in change management is an issue. Western change management approaches are well elaborated in the mechanics of change. A broader perspective on efficiency and effectiveness is rare. The ˵Yin and Yang of Change″ brings together systemic approaches and Chinese philosophy to draft a broader perspective on efficacy, sustainability and viability of change processes. The research on systemic efficacy in change management starts with the five Tai phases leading to Tai Chi and the model of Yin and Yang. The systemic counterbalance focuses on distinction theory in reference to George Spencer-Brown's <italic>Laws of Form</italic> and Niklas Luhmann's <italic>Theory of Social Systems</italic> (TSS). As a first result we can distinguish between: Yin-Change: cold change, continuous improvement, integration Yang-Change: hot change, innovation, transformation Change management, as a conclusion to this first finding, needs to distinguish and to balance the two sides of change, innovation and continuous improvement, to realise efficacy, viability and sustainability. [ABSTRACT FROM AUTHOR]