Time to say goodbye to change management

Time to say goodbye to change management

Say goodbye to change management

Change is now new the rule, not the exception – Say goodbye to change management

Is the old change no longer suitable for a complex and highly dynamic business world? The end of the road for change management? Is change management an outdated concept?

Across all industries, disruptive change is the new normal. Technology, globalization, evolving customer behaviors and a host of other factors are creating a highly dynamic business environment in which companies must constantly adapt.

But change management as it is traditionally applied is outdated. Only 30 per cent of change management initiatives achieve lasting results. That means seventy of all these efforts result in only short term, or no, positive change.

Corporate transformation under pressure - Time to say goodbye to change managementBased on the track record of change management initiatives, one could make a strong case for erasing the term “change management” and replacing it with “continuous change” or “change readiness”.

The age of change management has ended – Say hello to continuous change or change readiness

The time of classic change management is over

Rather than focus on the process of introducing change into an organization on a project-by-project basis, perhaps leaders need to focus instead on the culture of change itself.

Continuous change or change readiness reflects an organization’s understanding of, and dedication to, the idea that change is new the rule, not the exception. That all business organizations must change, constantly, in order to succeed.

Change should no longer be treated as projects but as an necessary organizational attitude.

Building cultures that embrace and thrive on change –  the best investment leaders can make in a world in constant flux!

Short URL & Title:
Time to say goodbye to change management — https://www.torbenrick.eu/t/r/qbr
Share it:
If you enjoyed this article, please take 5 seconds to share it on your social network. Thanks!

About The Author

Torben Rick

Experienced senior executive, both at a strategic and operational level, with strong track record in developing, driving and managing business improvement, development and change management. International experience from management positions in Denmark, Germany and Switzerland.

Blog Comments

I like Change readiness but is a new term necessary. It seems to me that change management has always been a management short term if only for the fact that once the change is “managed” it has been dealt with and is no longer a change. You so still have to manage the impact and assimilate to the changes that are and will continue to occur. Just the same as in the past with changes in technology. It was inevitable and therefore needed to be managed. Still new changes in the same technologies need to be managed as well in order to lessen the negative impact on a company and allow it to adapt in a controlled and well planned (as much as possible) way.

Nice use of controversial headlines to get attention and bring up important issues like the speed at which things seem to happen now.

Great article. thanks

In my point of view, the change readiness is a « natural » situation, existing since a while. It is not new or a discovery that Companies adapt permanently their organization facing new business challenges, with the suitable way and talents (otherwise they decrease or die…). Demobilization of the team members is generally the result when there is a lack of stabilization, without getting enough time to assimilate . So I don’t agree that change management is a short term management and dead by consequence. What is expected by change management is a short term effect, asap, resolving main part of issues for a long term (up to the new major business issue…). The continuous improvement has to be implemented in the same time otherwise it could be considered that « it’s not completed ». So if a new word or appellation is needed, I’d rather use « continuous change » but as the risk of misunderstanding and confusing is high, would « continuous adaptation » be a better proposition ?

However, I do intend to share another perspective.

Accepting change as inevitable is the neo-truth of present times but at a more human level, human beings are really not equipped to change/evolve as quickly as being expected these days, at least a huge bulk of humans.
This is because change is not just restricted to organizations where they work but also the home they live in – relationships, lifestyle, the people they meet – society and everywhere else.

yes, and it has been so for a while. Change is the only constant. Is that an oxymoron? Well said

How is the new way going to reduce the number of Change initiatives wrongly deployed?

Add a comment

*Please complete all fields correctly

Related Post

Culture change is key in digital transformation
Posted by Torben Rick | September 9, 2017
Culture change is key in digital transformation
Culture change is key for any digital transformation initiative. The hardest part of a successful digital transformation is the cultural piece. Digital transformation isn’t really about technology, it's about organizational...
Emotional and rational case for organizational change
Posted by Torben Rick | August 8, 2017
Emotional and rational case for organizational change
Emotions are hugely powerful. But many managers barely tap into that power when driving organizational change. Employees’ emotions are where the momentum for real transformation lies.
Change management require a compelling story - a clear and compelling reason for the change
Posted by Torben Rick | August 2, 2017
Change management require a compelling story
Too many change programs don't fully deliver due to lack of foundations . Start the change management process with a clear and compelling reason for the change.