Summary: Organizational development is evolving towards embracing continuous change to adapt to increasingly dynamic environments, moving away from solely episodic change. Episodic change involves planned, macro-level interventions to manage organizational failures or opportunities, while continuous change reflects ongoing, micro-level adaptations through interactions of people, processes, and technology. Both views provide complementary insights into organizational change. Episodic change, with its structured approach like Lewin’s unfreeze-move-refreeze model, is criticized for not capturing the constant flux of organizational life. Continuous change, however, lacks clear metrics but offers a perspective of perpetual adaptation. Merging these perspectives allows for a more nuanced understanding of change, suggesting that leaders should integrate both to manage and anticipate change effectively in turbulent contexts.