# Organizational Revolutions By:: [[Brian Heath]] 2024-08-29 It is often believed that revolutions occur when the masses unite from high levels of dissatisfaction and exploitation. However, this is only one ingredient required for revolution. Another key ingredient is for someone from the elite class to organize it. Every revolution and revolt, successful or not, has key leaders who know how to organize the masses and operate toward an end. Most of the time, these leaders learned how to do this by rising through the ranks, becoming elite in some regard, and then becoming disillusioned by the system itself. The history books are full of these stories. However, does this national dynamic apply to smaller workplace organizations? We spend little time thinking about internal corporate revolutions. I suspect it's partly because it is private and of little concern to most of the world's population. However, the other part is that workplace organizations rarely last as long as nations. Perhaps instead of revolution and reformation, most organizations die, and new ones take their place. No inheritance or sense of cultural belonging transcends the death and birth of organizations. Certainly, some of these organizations see revolutions when leaders are forced out or retire, but they are few and far between. So, can one apply the lessons of revolutions (large, unhappy masses organized by elites) to workplace organizations? Perhaps, but it takes the form of starting an entirely new nation versus reforming the existing one. #### Related Items [[Revolution]] [[Organization]] [[Elites]] [[Status Quo]] [[Nations]] [[Work]] [[Culture]]