1985: First .COM domain name, symbolics.com, registered.

Happy Friday!

On this day, March 15, 1985, Symbolics Computer Corporation, a computer systems company based in Massachusetts, registered the first-ever .com domain name: symbolics.com. This historic event marked the beginning of the commercial era of the internet, which would eventually transform the way we live, work, and interact. The .com domain, short for “commercial”, was initially intended for businesses and commercial entities operating on the internet. Prior to this, the internet was primarily used for academic and research purposes, with domains like .edu (education) and .gov (government) being the main top-level domains (TLDs) in use. By registering symbolics.com, they paved the way for businesses worldwide to establish an online presence and tap into the vast potential of the internet. This milestone occurred just four years after the first transition of the ARPANET from a research project to a fully operational network and two years before the introduction of domain name servers (DNS) in 1987, which helped organise and manage the rapidly growing number of domain names. By actively seeking out and embracing change, we open ourselves up to growth, innovation, and progress, much like Symbolics Computer Corporation did in 1985.

Aron Meystedt bought symbolics.com in 2009 as a piece of internet history and told us he is very “humbled to be able to own it.” He later turned it into a kind of internet history archive, which stands as a digital museum for the history of the internet. The initial .com registration stands as a testament to the potential of human creativity and the capacity for forward-thinking and visionary change. Change leaders anticipate industry trends and changes, positioning their organisations proactively to thrive in evolving landscapes. They embrace innovation and foster adaptability within the organisation to navigate change effectively. Change leaders are willing to challenge the status quo, explore new avenues, and lead the organisation into uncharted territories as pioneers in the industry. They communicate the vision, purpose, and benefits of change transparently to gain understanding and support from stakeholders. More importantly, change leaders recognise the strategic importance of branding and positioning during periods of change, leveraging these elements to establish a strong presence in the market. Embrace Unknown Change With a Growth Mindset.

“Anticipate industry trends, position your organisation proactively, embrace innovation, foster adaptability, and recognise the strategic importance of branding and positioning during periods of change”

Growth Mindset Change Principles: Both fixed mindset employees and resistance are inevitable in nearly all change implementations. If leaders promote growth mindset change principles, they can negate some of the fixed mindset traits and associated resistance during the change execution phase. Ten key growth mindset principles are outlined below:

1. We embrace change and disruption: Change provides an opportunity to improve the organisation and move ahead of the competition.
2. Challenges and setbacks are opportunities: These provide an opportunity to grow, learn, and develop.
3. Effort and attitude determine success: We never give up, and every effort matched with a positive attitude brings us one step closer to success.
4. We continually try new things: As soon as we think the way we work today is the way we will work tomorrow, then the competition will overtake us.
5. Talent development: Talents can be developed through education, hard work, good strategies, and input from others.
6. We learn from feedback: Constructive feedback is a gift and a driver of improvement and change.
7. Everything we do has a purpose: What we do benefits our customers and has a positive sustainable social impact.
8. We have an inclusive and equitable culture: We value and respect individuals and groups with different backgrounds.
9. We believe in continual personal growth: Life is all about continuous, never-ending change and improvement (CNECI).
10. Healthy employees equal a healthy business: Employee health and well-being are critical for business success.

Further Reading: Change Management Leadership: Leadership of Change Volume 4

Peter consults, speaks, and writes on the Leadership of Change^®. He advises CEOs on how to prepare and align their corporate leadership teams to successfully lead their organisation's change.

For further reading please visit our websites: https://www.a2b.consulting  https://www.peterfgallagher.com Amazon.com: Peter F Gallagher: Books, Biography, Blog, Audiobooks, Kindle

Leadership of Change® Body of Knowledge Volumes: Change Management Body of Knowledge (CMBoK) Books: Volumes 1, 2, 3, 4, 5, 6, 7, A, B, & C available on both Amazon and Google Play:

~ Leadership of Change® Volume 1 - Change Management Fables

~ Leadership of Change® Volume 2 - Change Management Pocket Guide

~ Leadership of Change® Volume 3 - Change Management Handbook

~ Leadership of Change® Volume 4 - Change Management Leadership

~ Leadership of Change® Volume 5 - Change Management Adoption

~ Leadership of Change® Volume 6 - Change Management Behaviour

~ Leadership of Change® Volume 7 - Change Management Sponsorship

~ Leadership of Change® Volume A - Change Management Gamification - Leadership

~ Leadership of Change® Volume B - Change Management Gamification - Adoption

By Peter F Gallagher

Keywords: Business Strategy, Change Management, Leadership