Changing How We Think About Change

Is the way we approach organizational change fundamentally broken? It's time to stop planning changes behind closed doors and co-creating it with the people affected.
April 28, 2014
Jason is the author of Lean Change Management and founder of the Lean Change Management Association and Spark the Change Toronto
Change Agility by Jason Little

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“It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is most adaptable to change.”

There’s one problem with this quote from Charles Darwin.

Darwin didn’t say it.


There’s plenty of  data showing the failure rates of change, and data showing how companies are dying faster in today’s fast-paced global economy.  The only way organizations will survive is if they learn how to change and become adaptable.

Oh, and by the way, the change frameworks big consulting firms are selling can ensure that.

To take a word from fellow change practitioner Jen Frahm, bollocks to that!

There is no model or process that can ensure successful change. No, not even the awesome model in the book I’m promoting! Well that’s confusing isn’t it? I’m marketing a book full of different and innovative ideas about approaching change and I’m not guaranteeing that they work?

That’s right.

The only way I know how to ensure successful change, whatever that means, is to change how I think about change. And it’s time the industry starts doing that too.

The people who are affected by the change have to own it and be involved with the design of it. Change practitioners need to stop selling certainty to executives and help them understand what transformation change is all about. Finally, organizations must stop relying on consultants alone to do the change work.

What else needs to change about how we think about change in order to improve our craft? Join the #changechat on twitter.

Learn how to think Differently about Change

1 Comment

  1. jen frahm

    🙂 nice piece Jason, thank you for challenging us!! When I read this I think about the concept of “flux” – continuous change, and movement. I think where we fall down as a profession is getting stuck thinking about change as current state and future state (being also the end state). If we could some-how rethink change as continuous, “flow” if you will, we rethink all of the concepts associated with and create more realistic expectations of what to achieve…at least that’s what I am thinking right now!!



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  2. Continuous Change | Lean Change Management - […] Last week’s #changechat question raised an interesting comment from Jen Frahm: […]

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