There is something quite ironic about this thing called Change Management. I have been working in this space since the mid-1990s and for most change practitioners, nothing has changed in that time. Change managers still use the same old tried and true (or is that tired and true?) methodologies to deliver change programs in pretty much the same way as they did back in the early days. I don't think that approach works anymore. Yes, it keeps the executives and risk managers happy because they can point to the documents as evidence that all the 'key steps' have been covered off but ... do you want to deliver effective and successful change outcomes OR are you happy just knowing that the documentation has been completed to everyone's satisfaction? It might sound like I am being disruptive for the sake of being disruptive and maybe that is true. But I present this alternative and somewhat radical view of Change (and its more sophisticated sibling, Transformagination) to challenge conventional thinking, to make people feel uncomfortable, to test and then push the boundaries. Does everything I have written here work for all organisations and in all circumstances? Absolutely not. Can you take everything you'll find in this book and implement it in every change scenario? Not even I would do that! What I do know, though, is that traditional, boring, risk-free Change Management is nowhere near as effective as it needs to be to deliver real innovation and real transformation. I really think it's time to change change.
