Revisiting | Change or Evolve?

Revisiting | Change or Evolve?

Commentary by Farrell Tan

Change is everywhere. Whether in your career, relationships, health, or the wider economic climate, adjustment is inevitable. We’ve all seen it amplified recently with the big “C” turning lives, businesses, and entire industries upside down.

I was reminded of this during a conversation Craig and I once had with Michelle Nunis while mapping out Orchan’s 2020 business plans (yes, pre-C). Our discussion circled around what change really means; and whether “evolve” is perhaps a more fitting word. Change feels abrupt, immediate; evolve suggests growth, progress, a natural flow forward.

That thought sat on the backburner until a few days ago, when I overheard a debate between friends and their teenage son. He insisted his parents had changed him. They countered: they hadn’t changed him at all. What they had done was shine light on issues, offer perspectives, and suggest options. He chose what to adopt, what to ignore, and how to apply it to his life. Their conclusion? People don’t need to change - and often, they can’t. But they can evolve into better versions of themselves.

That hit home. We all have traits that define us: whether it’s being bold, visionary, detail-oriented, or innovative. Those same traits can also trip us up when emotional struggles get in the way. When we overcome those struggles, are we changing? Or are we simply evolving?

The distinction matters. Change implies becoming something different; like forcing an introvert into an extrovert’s shoes. They may manage it for a while, but eventually, they’ll revert to their natural style. Evolution, on the other hand, means adapting without losing yourself. That same introvert might learn to “borrow” extroverted behaviours when the situation calls for it, while still thriving on their own strengths. That’s growth, not a total rewrite.

But does this humanistic lens hold true in the business world? I’d argue yes. For organisations, the real challenge isn’t just to accept change, but to orchestrate it - with evolution as the end goal.

Organisational change tends to fall into two camps:

• Evolutionary change - gradual, step-by-step shifts that help businesses adapt to new pressures, from technological updates to stakeholder needs.

• Revolutionary change - bold, transformational moves that reset strategy, reshape culture, and often redefine products or services.

The best organisations balance both. They embrace the slow, steady evolution needed to survive, while being unafraid of revolutionary leaps when opportunity demands it.

At Orchan, this balance is at the heart of what we do. We’ve always believed change alone isn’t enough: it has to be guided, shaped, and communicated in ways that help people and organisations evolve. Because whether it’s an individual finding their best self or a business navigating new realities, the real success lies not just in surviving change, but in growing stronger because of it.