Listen to the language that any leader, consultant, or HR professional uses, and you'll hear them expound at length about how "we" need to change "them." That says it all: the fact is, no one likes to be changed, even if the change is ultimately beneficial.
In his recent HBR blog post, Ron Ashkenas argues that the reason most change management initiatives fail is due to stunted managerial capability to implement change. He points out — correctly, I believe — that in many organizations the responsibility for change initiatives has come to rest with HR, and not with the line supervisors and managers. However, I believe that there's a deeper, more fundamental problem with the way we frame the whole notion of change management. In fact, I propose that we dispense with the concept of "change management" entirely. History shows that's a recipe guaranteed to foment fear, resistance, and — ultimately —failure.
To read the original article: No One Likes to Be Changed - Daniel Markovitz - Harvard Business Review
