changemanagement Archives - 5 Forces of Change

Three rectangles side by side labelled 'British Airways - 1980s', 'IBM - 1990s', and 'Ford - 206-2010'. Images depicting involvement, listening and transparent communication appear below the logos of BA, IBM and Ford respectively indicating the main feature of how they we led positively through major change involving job cuts. These approaches ensure that each was able to move into the future with an engaged workforce.

Leading Change When Job Cuts are Non-Negotiable

October 8, 2025 / 79

Every leader dreads the moment when organisational survival demands workforce reductions. The numbers don’t work. The market has shifted. The business model needs fundamental restructuring.... Continue reading

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A quote from philosopher Lao Tzu on a backdrop of Chinese motifs. Thre include a dragon, a monkey, a bird of paradise and lotus flowers.

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The Art of Invisible Leadership in Organisational Change

October 1, 2025 / 97

“When the best leader’s work is done, the people say, ‘We did it ourselves!'” – Lao Tzu. This 2,500-year-old observation from the ancient Chinese philosopher Lao... Continue reading

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Man at the bottom of a hill is puzzling over two option. Either climb up via some small well made steps or via some rougher much bigger steps. The title reads 'Continuous Improvement vs Step-Change'.

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Continuous Improvement vs Step-Change: Which Transformation Approach Wins?

September 22, 2025 / 135

Continuous Improvement vs Step-Change: Which Transformation Approach Wins? The answer isn’t what most consultants will tell you. After more than two decades of leading organisational... Continue reading

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Are you still managing change like it’s 2005? The rules have changed.

September 18, 2025 / 129

Walk into any boardroom during a transformation initiative, and you’ll hear familiar refrains: “We need to communicate the vision better.” “People just need to understand... Continue reading

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A square divided into 4 quadrants. The horizontal axis is labelled left-to-right Overt (open expressive behaviour) to Covert (concealed behaviour). The vertical axis is labelled from top to bottom Active to Passive. For instance, the top right quadrant represents Covert-Active Resistance or Support where people conceal their active support or resistance. The diagram thus comprises 8 types of response to change.

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The 8 Responses to Change: Addressing Irrational Ideas

August 23, 2025 / 308

After analysing 615 employees across 9 organizations undergoing major change, researchers discovered something fascinating: it’s not what people DO that predicts resistance—it’s what they’re THINKING. Most... Continue reading

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Two paths 'Resist Change' and 'Embrace Change' running left to right. In the short term the Resist Change is the higher path labelled 'feels good for weeks' (smirk emoji) and the Embrace Change is lower and labelled 'Leans into Challenge' (thoughtful emoji). In the long term they cross, and Embrace Change leads on to a trophy emoji and a list of benefits. The Resist path ends in a thumbs down and list of disadvantages.

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Say Yes to the Stress! (of Change)

August 17, 2025 / 285

As leaders, we often wonder why our teams gravitate toward resisting organisational change. The uncomfortable truth is that resistance offers instant gratification. So how do... Continue reading

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The Power of Purpose: The Lego Experiment

August 13, 2025 / 348

MIT researchers conducted a fascinating experiment using LEGO building tasks to demonstrate the power of purpose. They paid people to create LEGO models under two... Continue reading

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Use a Habit to Kick a Habit: Making Change Stick

August 6, 2025 / 285

Whether you’re giving up smoking or sit-down meetings it pays to use a habit to kick a habit. In the words of the philosopher Erasmus... Continue reading

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Learn from Failure BEFORE it Happens: The Change Pre-Mortem

August 4, 2025 / 330

When I arrived at my client, they were still reeling from a failed “digital transformation.” They’d spent months planning it. The deck was flawless, the... Continue reading

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Woman saying one thing about change in a speech bubble and thinking another in a thought bubble.

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What People Really Mean When They Talk About Change

July 11, 2025 / 343

Have you ever wondered what people really mean when they talk about change? After many years of leading organisational change, I’ve learned that resistance isn’t... Continue reading

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Tag: changemanagement

Leading Change When Job Cuts are Non-Negotiable

The Art of Invisible Leadership in Organisational Change

Continuous Improvement vs Step-Change: Which Transformation Approach Wins?

Are you still managing change like it’s 2005? The rules have changed.

The 8 Responses to Change: Addressing Irrational Ideas

Say Yes to the Stress! (of Change)

The Power of Purpose: The Lego Experiment

Use a Habit to Kick a Habit: Making Change Stick

Learn from Failure BEFORE it Happens: The Change Pre-Mortem

What People Really Mean When They Talk About Change

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