We are in a period where businesses need to change. This may mean developing new models of doing business, adapting to the new economy or becoming a conscious business. This may also mean adapting agile business practices, becoming a lean organisation, or implementing sociocratic governance principles.
This involves a certain degree of change, across the whole organisation.
Yet given that many change programs often do not seems to deliver expected results, it is understandable that leaders feel a certain degree of trepidation towards change.
One of the main causes for poor results in change programs is that the goals of the change are mandated and enforced. Employees are often simply told what changes are required without being consulted, indeed without being involved in the creation of the new system. This produces resistence and resentment, and frustration with the top leaders at the same time
