Authors Preface

The ethos behind this knowledge base (KB):

"...The best teachers are those who show you where to look, but don't tell you what to see..."

Anon as quoted by Phyllis Marsh 2020

KB is there to help the thinking around your change challenges so that you will come up with better solutions.

The environment that we are now facing is more global, multi-polar, multi-cultural, cross-generational, complicated, uncertain and volatile but less predictable. Part of this is due to the turbulent, discontinuous, accelerating pace of change imposed on today's individuals, organisations and communities. For example,

"...given the rapidly changing world of work - when new is soon old, fast is slow, private is public, focus is fragmenting, loyalty is decreasing, debate has devolved into sound bites and policies have become platitudes..."

Edward Hallowell, 2011

"...The rate of change over the past 20 years has been unstoppable......Governments have lost power, the media has lost power, brands have lost power: power has finally come to the people. All you need now is one piece of material from Cupertine (Californian home of Apple) and YouTube and you have got a worldwide audience..."

Kevin Roberts, Saatchi and Saatchi as quoted in Dominic White, 2013

"...In 1963, you needed permission from newspapers, radio stations and TV channels to reach an audience. Not any more..."

Dominic White, 2013

"...So you're got to be willing to drive the change rather than let the change drive you..."
Mark Scott as quoted by Dominic White, 2015

"...Change can be like a slow train but the force when it hits is still terrifying..."

AFRBoss June 2014

"...while change is never painless, technology means it's inevitable..."

Jordan Condo (Uber) as quoted by Rachel Botsman, 2014

At the same time, it is becoming harder to be successful and sustain success.

"...part of being successful...... is being comfortable with not knowing what's going to happen..."
Susan Wojcicki, CEO, YouTube as quoted by Jonathan Mahler, 2015

"...people always attack what they can't understand..."
Deepak Chopra as quoted by Charmian Evans 2019

In fact, change is everywhere! Changes in technology, communication, environment norms, demographics, product lines, services, organisational structures, concepts of management, business frameworks, workplace protocols, marketing, consumerism, etc, demand that all organisations anticipate and respond quickly to a wide variety of new challenges.


(source: Prosci, 2020a)


"...Change management is a core competency..."

Ann Sherry as quoted by Fiona Smith, 2009

As change management is now regarded as a core competency with all staff needing to be familiar with and understand. The competencies revolve around skill, mindsets and capacity. One of the challenges is finding enough time for change management in people's busy schedules.

Change management is mentioned in job descriptions, job titles, etc. This is part of the democratisation of change management. Thus change needs to be put into a language that different stakeholders understand:

- for finance, it is about risk management

- for HR, it is about employee engagement and satisfaction

- for operations, it is about more effective and efficient processes, etc

"...Intelligence is the ability to adapt to change..."

Stephen Hawking 2019

Yet changing one's behaviour is hard, eg only 1 in 9 people who underwent heart surgery changed their life-style. Yet these people had the ultimate motivation, ie possible death.

Changing other people's behaviour is harder!!!!!! Changing a group's behaviour is even harder!!!!

It is not possible to handle or manage change, it is better to navigate it.


"...change doesn't care much if you like it or not. So really, you don't have a choice. If you and your organisation are going to survive in this new world, you need to have the courage to break out of the old ways of doing things...?

Anders Sorman-Nilsson, 2010

"...History has shown that change only respects those who respect it. Accept and understanding change, and you become better prepared to manage and, at times, capitalise on it..."

Perpetual, 2011

"...Some people are damaged by change because they find it really, really hard to adapt, but some people are quite excited by change. You learn new things, you have to rethink how you do stuff...?

Sandra Levy as quoted by Sally Patten, 2013

"...change can be like a slow train, but the force when it hits is still terrifying...."
Joanne Gray, 2015e

Agility is a word associated with change management, ie people and organisations need to be agile to handle change. Also, you need behavioural plasticity, ie the ability to adapt to an environment.

Outcomes of what happens in the organisation depends on its reaction to what is happening externally. This reaction will depend on its history of how it reacted to similar events, the balance of power inside the organisation, etc

"The outcome" is not historically predetermined but contingent. The exact path of" development during these periods depends on which one of the opposing forces will succeed, which groups will be able to form effective coalitions, and which leaders will be able to structure events to their advantage"

Daron Acemoglu et al, (2012)

Small changes in the initial conditions can make significant impacts on the outcome.

. Need to realise that the greatest flexibility and choice in the change process is at the start. At the beginning of any change process, maximum flexibility on possible ways of implementing the change process is available. As time progresses in the change process, choice is narrowed down

Also, we need to be aware of what will not change, ie

"...I very frequently get to question: What's going to change in the next 10 years? And that is a very interesting question; it's a very common one. I almost never get the question: what is not going to change in the next 10 years? And I submit to you that the second question is actually more important of the two - because you can build a business strategy around the things that are stable in our retail business, we know that customers want low prices, and I know that same will be true 10 years from now. They want faster delivery; they want vast selection......when you have something you know is true, even over the long term, you can afford to put a lot of energy into it..."

Jeff Bezos as quoted by Bill Gurley, 2015

NB Much of management is psychology, ie reading the situation correctly, such as knowing when to lead, to delegate, to collaborate, to talk, to listen, etc

This publication comprises 5 volumes that cover

i) Background to change (including general background, definitions, trends, ie impacts of neuroscience, social media, project management, etc), characteristics of high-performance organisations, fundamental forces that drive organisational change (motivation & persuasion, evolutionary physiology, human instincts, etc), ROI on a change project, common management errors, reasons why organisational change efforts often fail, limitations of using overseas change management frameworks, 60+ change management frameworks with detailed explanations, case studies)

ii) Seven essential ingredients for an organisational change (can be used to plan, establish, develop, implement, check progress, audit performance, and monitor and evaluate an organisational change)

iii) The change implementation techniques (around 70) for Ingredient 1 (laying the foundation for new ways)

iv) The change implementation techniques (around 70) for Ingredient 2 (creating a sense of urgency)

v) The balance of 240+ change implementation techniques for Ingredients 3 to 7; creativity; customer management; answers to pre-test and case studies; 1,300+ references and acknowledgments, etc.

This knowledge base (KB) uses many quotes to highlight where different information came from and their thoughts, etc that are relevant to change management.


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