I apply the Kotter's Change Model to merge innovation with tradition effectively. By creating urgency for innovation while honoring existing values, I establish a vision that bridges both. During a logistics optimization project, we tested digital tracking systems in pilot phases, aligning them with long-standing operational practices. Open forums ensured feedback was incorporated, easing transitions. Recognizing both modern advancements and traditional strengths maintained team morale. For further insights, read "Innovator's Dilemma" by Clayton Christensen. Innovation and tradition together are like a bicycle—you need both wheels to move forward! 🚲✨ Do follow for more insights like this! ♻️

Tradition means for me a stabile operational framework which feeds new ideas and new ways of working and working together through the emerging needs both from internal and external costumers or shareholders.

Innovation or tradition? That is the question. Striving to merge these two is so complex, difficult and sophisticated. No matter you want to merge them in your daily life, in music, in art, in your family or your organization, you should take trouble and embrace lots of pain. However, there's always a way to balance tradition and innovation in your organization. Effective listening is the magic clue. Encourage open communication and feedback from employees. Develop two-way communication channels to get feedback and improve continuously. Motivate employees through workshops, job rotations, or mentorship programs. So that employees can find common ground and bridge the gap between tradition and innovation.

Traditions are actually very important pieces of a culture and are at the heart of a workplace. They give people something to connect with and take pride in. I don’t see innovation and tradition as competing forces. Instead, innovation can enhance and build on traditions, keeping them relevant and meaningful. It’s about celebrating what matters most to people while finding creative ways to adapt and grow around those foundations. When you bring the team into that process, you create a culture that feels rooted but never stagnant, one that fuels engagement and performance by balancing what’s familiar with what’s next.

Stay in context. The traditions themselves have a higher contextual meaning and purpose. New practices should align to that context and purpose too in a very real and understood way, in order to persuade people to let go of the past, or at least some of it.