Don't throw the baby out with the bath water! Embracing your company's heritage and acknowledging the past is integral for your clients, your brand and your employees! Tell your story from a different perspective - how your company has evolved and changed through time and is ready for the opportunities of the future because of this vast legacy of knowledge and experience. Tell your story that leaves your employees excited about where they've come from and where they are going!

Heritage is quite important - Every company is upgrading its progress to bring changes in the organisation for the wellbeing of the stakeholders - Don't expect to bring changes in overnight - It may take a little time but definitely the company will progress to the next level without losing its heritage also.

In business honoring the past while embracing change helps organizations thrive. Just like a banyan tree, companies can hold on to their core values but must also adapt to new environments. By involving leaders, starting small, and supporting employees, the change feels less threatening and more like natural growth. It’s not about erasing the legacy, but about growing stronger in the present. Just listen to new ideas, honor the past and embrace the future. Take baby steps with quick wins and celebrate them.

Deeply ingrained corporate culture is one of the top reasons for change failures. Sometimes it helps to think of organizations as living organisms/systems. Organizational DNA will remain even if key personal leave the organization. It is important to acknowledge that the DNA served the organization in the past. Organizations won’t change with isolated change efforts. In order for the change resistance to ease there needs to be sustained change/disruption efforts at scale. As a first step we will need to find powerful early adopters of the change within the organization and form a wining coalition. This powerful coalition of people can help getting buy-in from others within the organization and move the change initiative forward.

For changing into the future it is very important to acknowledge & value the past. Company's history and the hard work of many people brought the organization to the current situation. William Bridges differs between "Change" (organization, process, tool) and "Transition" (individual, more psychological). When an individuum goes through transition his theory considers the past. It has three stages: 1. Ending, losing, letting go: Acknowledge what is being lost or left behind. 2. Neutral zone: Highlights old ways are gone, but new ways are not embraced yet. 3. New beginning: Embrace new beginnings and changes, mood is shifting towards positive and acceptance. This understanding helps to plan and drive change more effectively.