Harvey Mackay Column- When Times Are Changing, You Must Change Too
In this column, Harvey Mackay argues that the accelerating pace of change in technology, consumer behavior, and the global economy forces individuals and businesses to continuously adapt or risk obsolescence. He outlines why change is inevitable, describes common psychological resistance to it, and offers a practical framework for embracing change: (1) recognize the signs of shifting market conditions, (2) assess personal and organizational strengths and gaps, (3) adopt a growth mindset, (4) experiment with new tools and processes, and (5) institutionalize learning through feedback loops. Mackay supports his points with anecdotes from his own entrepreneurial experience, references to recent industry disruptions, and concrete actions such as up‑skilling, revisiting business models, and fostering a culture that rewards agility. The column concludes with a call to view change as an opportunity for competitive advantage rather than a threat.
Topics
Change as an Unavoidable Business Imperative and Competitive Advantage
Mackay explains how accelerating technological advances, shifting consumer expectations, and global competition make change a constant, and argues that organizations that master change can capture new markets and outpace slower rivals.
Psychological Barriers to Change
The column explores the emotional and cognitive obstacles—fear, loss aversion, habit—that cause individuals and teams to resist change, offering empathy and insight into why resistance occurs.
Integrated Growth‑Mindset Framework with Practical Actions
Mackay outlines a step‑by‑step approach—recognize market shifts, assess strengths and gaps, adopt a growth mindset, experiment with new tools, and institutionalize learning—paired with concrete actions such as up‑skilling, piloting innovations, and revisiting business models.
Leadership’s Role in Modeling and Institutionalizing Change
Advice for leaders to communicate a clear vision, reward agility, create feedback loops, and embed change into the organization’s DNA, ensuring the framework becomes a lasting cultural norm.