Purpose -The aim of this paper is threefold: a) to provide a framework for a better understanding of the relationship between creativity, knowledge creation/sharing, and organizational change; b) to define the key elements at individual and collective level that may contribute to the development of organizational spaces that favour a climate for creativity and knowledge creation as precondition of "emergent change"; and c) to contribute to the development of a multi-perspective approach to creativity and knowledge creation in 21st century organizations.Design/methodology/approach -The paper begins with a review of the emergent non-linear change theories and the change-related processes of knowledge creation. It uses the metaphor of dance to explore the relationship between emergent change and knowledge creation and sharing, and identifies the main factors that may impact this relationship.Findings -Our framework suggests that the identified factors act as precondition to emergent change. These factors are critical for change management in organizations operating in today's chaotic environment. Practical implications -Our framework suggests that the identified factors act as precondition to emergent change. These factors are critical for change management in modern organizations. We propose guidelines and provide examples how to manage work spaces and facilitate the organizational dance. Originality/value -Even though the academic literature already offers some evidence about the role and the centrality of spontaneous change, this paper provides a systematic, multi-perspective approach to the understanding and management of social, cultural and individual characteristics of bottom-up organizational change, focusing on its fundamental aspects of creativity and knowledge creation. And if it be my Alpha and Omega that everything heavy shall become light, everybody a dancer, and every spirit a bird: and verily, that is my Alpha and Omega!-" Friedrich Nietzsche Thus spoke Zarathustra This paper proposes a conceptual framework for driving change in organizations operating in today's chaotic environment, based on emerging patterns of behaviours. The study is focused on the bottom-up and emergent side of organizational change. All days in every organization people discover new ideas and new ways to solve problems, do things, collaborate, communicate, negotiate, etc. and sometimes these new ways are distributed through the internal borders of the organization and transformed into shared routines and practices. This kind of organizational change is set in the context of knowledge creation and sharing within the so-called ba (space of knowledge). It is particularly critical for organizations operating in the turbulent scenarios of the 21 st century that need to enhance their flexibility in order to become more adaptable to external changes and proactive toward technological and market transformations.We explore the hidden dimensions of this process: creativity, emotional climate, intuition and organizational diversity, highl...